Diversity Audit: Diversity in the Workplace
SUNY Empire State CollegeDiversity Research Paper:M5 Diversity AuditAngela PolitziDiversity in the WorkplaceBME-213164Dr. Robin ChurrayJune 7, 2015CriteriaFor the criteria of measuring the effectiveness of the diversity within MasterCard, I will research different aspects that reflect their commitment to having a strong diversity image. I will assess their various diversity programs and analyze how they are benefiting the organization, in terms of capturing market share and retaining and attracting diverse employees. I will also look at their hiring practices, and search for statistics on how many diverse employees hold executive positions. I will also research their supplier diversity commitment and see how their business shows their dedication to this commitment.A strong diversity image should be visible just from the company’s website, as in this day and age, a website is a common place for one to find out more about a company. There should be bountiful information about how MasterCard embraces diversity, and it should be easily found, not buried deep into the contents of the website. They should have a prideful and excited attitude about how diversity can shape their organization.Their diversity programs should show a lot of initiative. A strong organization would have multiple resources for diverse employees to use, being sure not to leave out any one diverse group. Everybody should have a home, and should have others that they will be able to relate too. The diverse business groups should have some type of meaningful purpose to promote the well-being of the employees or the organization.
As far as employees and suppliers go, a diverse company would proudly display the relationships that they have obtained, giving hope to other diverse individuals/companies that they also have the possibility of forming a bond with the organization, for a strong purpose.Company Background and HistoryMasterCard is a company that screams diversity starting with their very own CEO, who can be seen with a turban and a full beard. He and other senior executives make it their mission to communicate their vision of diversity with all employees (1). Their growth upwards the DiversityInc Top 50 list, from 31, to 16, to now number 6, all within three years, definitely distinguishes them as a company to research (1). MasterCard believes that it is a necessity to foster diversity, that it is the root of innovation, and they pride themselves on having an inclusive culture that includes eight business resource groups, containing over 2,500 members worldwide (2). Through these business resource groups, they hope to create opportunities for growth, innovation, and success (2). MasterCard believes that their business practice, enabling commerce, also has a strong focus on making their customer’s lives easier, and they believe being committed to diversity is a crucial part of that vision (3). MasterCard has worked with the US Treasury department to provide prepaid social security cards for seniors, partnered with Univision to provide products for Hispanics, and made efforts to develop mobile payment solutions for encourage financial inclusion in emerging markets (3). These breakthroughs are contributed to having collective uniqueness within their organization to help them target these unique consumer groups (3). MasterCard is continuing to reach new markets that are new to their credit and debit card products, such as Myanmar, and seven other new markets in central and western Africa (4). Their goal is to be a leader in financial inclusion, to grant access of a financial product to someone who does not typically have access to a banking account/facility (4).