Harvard Case - Women@Work: Jane (A)
"Women@Work: Jane (A)" Harvard business case study is written by Roy Chua, Hye Jung Eun, Mengzi Jin. It deals with the challenges in the field of General Management. The case study is 2 page(s) long and it was first published on : Aug 10, 2020
At Fern Fort University, we recommend Jane implement a comprehensive strategy to address the challenges of attracting, retaining, and advancing women in the workforce at Fern Fort University. This strategy should focus on creating a more inclusive and equitable workplace culture, fostering a sense of belonging for women, and removing systemic barriers to their success. This will involve a multi-pronged approach that includes addressing the following key areas:
2. Background
The case study focuses on Jane, the newly appointed Chief Human Resources Officer (CHRO) at Fern Fort University, a large, private university in the United States. Jane is tasked with addressing the university's persistent gender gap in faculty and leadership positions. Despite a commitment to diversity and inclusion, women remain significantly underrepresented in senior roles, particularly in STEM fields. The case highlights the challenges Jane faces, including a lack of female role models, unconscious bias, and a culture that can be perceived as unwelcoming to women.
The main protagonists of the case are Jane, the CHRO, and the university's leadership team, including the President and other senior administrators. The case also highlights the perspectives of various female faculty and staff members who have experienced challenges navigating the university's culture.
3. Analysis of the Case Study
To effectively address the gender gap, Jane must adopt a strategic approach that considers both internal and external factors. This analysis will utilize a framework that combines elements of Organizational Change Management, Diversity and Inclusion, and Strategic Planning to provide a comprehensive roadmap for action.
Organizational Change Management:
- Identify the Need for Change: The lack of women in leadership positions is a significant issue that requires immediate attention. Jane needs to clearly articulate this need for change to the university's leadership team and stakeholders.
- Develop a Vision and Strategy: Jane must develop a clear vision for a more inclusive and equitable workplace culture, outlining specific goals and objectives for increasing female representation at all levels. This vision should be communicated effectively to all stakeholders.
- Build Support and Engagement: Jane needs to build strong relationships with key stakeholders, including faculty, staff, and students, to gain their support and engagement in the change process. This requires open communication, active listening, and addressing concerns.
- Implement Change Initiatives: Jane must implement a series of initiatives to address the root causes of the gender gap. These initiatives should be data-driven, measurable, and aligned with the overall vision.
- Monitor and Evaluate: Jane must continuously monitor the progress of the change initiatives and make adjustments as needed. This requires collecting data, analyzing results, and sharing findings with stakeholders.
Diversity and Inclusion:
- Unconscious Bias Awareness: Jane needs to implement training programs for all faculty and staff on unconscious bias, promoting awareness of how implicit biases can impact hiring, promotion, and other decisions.
- Mentorship and Sponsorship Programs: Establishing mentorship and sponsorship programs can provide women with guidance, support, and opportunities for career advancement. This can involve pairing women with senior leaders and creating a network of support.
- Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options and flexible schedules, can help women balance work and family responsibilities, improving their retention and engagement.
- Inclusive Hiring Practices: Jane should implement inclusive hiring practices, such as using blind resume reviews and conducting diverse interview panels, to ensure a fair and equitable recruitment process.
- Creating a Culture of Belonging: Jane needs to foster a culture of belonging where women feel valued, respected, and supported. This can be achieved through initiatives such as employee resource groups, diversity celebrations, and inclusive communication practices.
Strategic Planning:
- SWOT Analysis: Jane should conduct a SWOT analysis to identify the university's strengths, weaknesses, opportunities, and threats related to gender diversity. This will help inform the development of a strategic plan.
- Key Performance Indicators (KPIs): Jane needs to establish clear KPIs to track progress towards achieving the goals of the strategic plan. These KPIs should focus on metrics such as the number of women in leadership positions, the representation of women in STEM fields, and employee satisfaction with the university's culture.
- Resource Allocation: Jane should prioritize the allocation of resources to support the implementation of the strategic plan. This includes funding for training programs, mentorship initiatives, and other diversity and inclusion programs.
- Communication and Transparency: Jane needs to communicate the strategic plan and its progress to all stakeholders, ensuring transparency and accountability. This will build trust and encourage engagement.
4. Recommendations
- Implement a Comprehensive Diversity and Inclusion Strategy: Jane should develop a comprehensive diversity and inclusion strategy that addresses the specific challenges faced by women at Fern Fort University. This strategy should be aligned with the university's mission and values and should be reviewed and updated regularly.
- Establish a Dedicated Diversity and Inclusion Office: Creating a dedicated Diversity and Inclusion Office with a dedicated team of professionals can provide focused leadership and expertise in developing and implementing initiatives.
- Conduct a Culture Audit: Conducting a thorough culture audit will identify areas where the university's culture may be excluding or hindering women. This should include surveys, focus groups, and interviews with faculty, staff, and students.
- Develop and Implement Unconscious Bias Training: Mandatory unconscious bias training for all faculty and staff can help raise awareness of implicit biases and provide strategies for mitigating their impact.
- Create Mentorship and Sponsorship Programs: Develop structured mentorship and sponsorship programs that pair women with senior leaders and provide opportunities for professional development and career advancement.
- Review and Update Hiring Practices: Implement blind resume reviews and diverse interview panels to ensure a fair and equitable hiring process.
- Offer Flexible Work Arrangements: Provide flexible work arrangements, such as remote work options and flexible schedules, to support women in balancing work and family responsibilities.
- Promote Women in Leadership: Actively recruit and promote women for leadership positions, particularly in STEM fields. This can involve targeted recruitment efforts, leadership development programs, and mentorship opportunities.
- Create a Culture of Belonging: Foster a culture of belonging through employee resource groups, diversity celebrations, and inclusive communication practices.
- Track Progress and Measure Results: Establish KPIs to track progress towards achieving the goals of the diversity and inclusion strategy. Regularly collect data, analyze results, and share findings with stakeholders.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission of providing an inclusive and equitable learning environment for all students and employees.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (students and their families) and internal clients (faculty and staff) by creating a more welcoming and inclusive environment for all.
- Competitors: By attracting and retaining top female talent, the university can gain a competitive advantage in the increasingly competitive higher education landscape.
- Attractiveness ' Quantitative Measures: While quantifying the return on investment for diversity and inclusion initiatives can be challenging, the recommendations aim to improve employee satisfaction, reduce turnover, and enhance the university's reputation, ultimately contributing to its long-term success.
6. Conclusion
Implementing a comprehensive strategy to address the gender gap at Fern Fort University is critical for the university's long-term success. By creating a more inclusive and equitable workplace culture, the university can attract and retain top female talent, foster innovation, and enhance its reputation. Jane's leadership and commitment to diversity and inclusion will be essential in driving this change.
7. Discussion
While the recommendations outlined above provide a strong framework for addressing the gender gap, there are other alternatives that could be considered. For example, the university could consider implementing a quota system for hiring and promotion, although this approach may be controversial. Additionally, the university could focus on addressing specific challenges faced by women in certain departments or fields, such as STEM.
The success of these recommendations depends on several key assumptions. First, it assumes that the university's leadership team is committed to diversity and inclusion and will provide the necessary resources and support. Second, it assumes that faculty and staff are willing to participate in training programs and embrace a more inclusive culture. Third, it assumes that the university can attract and retain qualified female candidates.
8. Next Steps
- Develop a Detailed Action Plan: Jane should work with the university's leadership team to develop a detailed action plan that outlines the specific initiatives to be implemented, the timelines for implementation, and the resources required.
- Secure Funding and Resources: Jane should secure the necessary funding and resources to support the implementation of the action plan. This may involve seeking support from the university's board of trustees, donors, and other stakeholders.
- Communicate the Strategy to Stakeholders: Jane should communicate the diversity and inclusion strategy to all stakeholders, including faculty, staff, students, and the university community. This communication should be clear, concise, and transparent.
- Monitor Progress and Evaluate Results: Jane should regularly monitor the progress of the initiatives and evaluate their effectiveness. This will involve collecting data, analyzing results, and sharing findings with stakeholders.
- Make Adjustments as Needed: Based on the evaluation results, Jane should make adjustments to the strategy and action plan as needed to ensure that the initiatives are achieving their intended outcomes.
By taking these steps, Jane can effectively address the gender gap at Fern Fort University and create a more inclusive and equitable workplace culture that benefits all stakeholders.
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Case Description
This series of six short two-part cases ("caselets") is written to highlight workplace dynamics faced by women professionals. Women represent about half of the global workforce but they face distinct workplace issues compared to men. We will examine some of these issues through these caselets, which are written from the personal perspectives of the protagonists. They are real-life stories that many should be able to relate to. Although all the protagonists are women, this does not mean that the lessons are not applicable to men. Men and women work alongside one another at the workplace and men play a critical role in shaping women's workplace experience. Throughout the case discussions, the perspectives of men will be immensely valuable. We recognise that the instructor cannot possibly do justice to these cases in a 90-minutes class. It is also not our goal to solve the larger social and gender issues that are implicated in these cases. Our aim is primarily to help students better appreciate the challenges women face, and collectively think of ways to handle them.
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