Harvard Case - Building Inclusive Leadership at TBK Beverages: Developing a New Mentorship Program
"Building Inclusive Leadership at TBK Beverages: Developing a New Mentorship Program" Harvard business case study is written by Tracy Kizer, Paula Hopkins. It deals with the challenges in the field of Human Resource Management. The case study is 14 page(s) long and it was first published on : Jan 21, 2024
At Fern Fort University, we recommend TBK Beverages implement a comprehensive mentorship program designed to foster inclusive leadership and advance diverse talent within the organization. This program should address the identified gaps in leadership development, particularly for women and underrepresented minorities, and align with TBK's commitment to diversity and inclusion.
2. Background
TBK Beverages is a growing, family-owned beverage company facing challenges in developing a diverse and inclusive leadership pipeline. While the company has a strong commitment to diversity and inclusion, the current leadership team primarily reflects the company's historical demographics, lacking representation from women and underrepresented minorities. This lack of diversity at the leadership level creates a barrier to attracting and retaining diverse talent, potentially impacting innovation, employee engagement, and overall business performance.
The case study highlights the company's efforts to address this issue through a new mentorship program. However, the current program lacks structure, clarity of objectives, and a robust evaluation framework. This limits its effectiveness in achieving its goals of fostering inclusive leadership and promoting career advancement for diverse talent.
3. Analysis of the Case Study
To analyze the situation, we can apply the Human Resource Management (HRM) framework focusing on Talent Management and Leadership Development.
Talent Management:
- Recruitment Strategies: TBK needs to enhance its recruitment strategies to attract a more diverse talent pool. This includes leveraging diverse recruitment channels, implementing blind recruitment processes, and actively seeking out candidates from underrepresented groups.
- Employee Retention: The company needs to address the underlying factors contributing to the lack of representation of women and minorities in leadership positions. This may involve examining existing policies and practices related to compensation, benefits, performance management, and career development opportunities to ensure fairness and inclusivity.
- Succession Planning: TBK needs to develop a robust succession planning process that proactively identifies and develops high-potential individuals from diverse backgrounds for future leadership roles.
Leadership Development:
- Leadership Styles: The current leadership team needs to be equipped with the skills and knowledge to effectively lead a diverse workforce. This includes training on inclusive leadership practices, unconscious bias awareness, and fostering a culture of psychological safety.
- Organizational Culture: TBK needs to cultivate a culture that values diversity and inclusion, promoting open communication, respect, and a sense of belonging for all employees.
- Performance Management: The company should implement performance management systems that are objective, transparent, and fair, ensuring that all employees have equal opportunities for recognition and advancement.
4. Recommendations
1. Develop a Structured Mentorship Program:
- Program Design: Establish a structured mentorship program with clear objectives, roles, responsibilities, and timelines. The program should be designed to address the specific needs of diverse talent and provide opportunities for career advancement.
- Mentorship Pairs: Implement a matching system that considers individual goals, skills, and experiences to create effective mentor-mentee pairings.
- Training and Support: Provide training for both mentors and mentees on effective mentorship practices, inclusive leadership, and navigating organizational dynamics.
- Evaluation Framework: Develop a robust evaluation framework to assess the program's effectiveness in fostering inclusive leadership and promoting career advancement for diverse talent.
2. Implement Diversity and Inclusion Initiatives:
- Recruitment: Implement diverse recruitment strategies, including targeted outreach to underrepresented groups, participation in diversity job fairs, and partnerships with diversity organizations.
- Employee Resource Groups (ERGs): Encourage the formation of ERGs to provide support, networking opportunities, and a sense of community for employees from diverse backgrounds.
- Unconscious Bias Training: Provide training to all employees on unconscious bias awareness, promoting a more inclusive workplace culture.
3. Foster Inclusive Leadership:
- Leadership Development Programs: Develop leadership development programs that focus on inclusive leadership practices, cultural competency, and creating a diverse and inclusive workplace.
- Mentoring Programs for Existing Leaders: Offer mentorship opportunities for existing leaders to learn from experienced leaders who champion diversity and inclusion.
- Performance Management: Implement performance management systems that are objective, transparent, and fair, ensuring that all employees have equal opportunities for recognition and advancement.
4. Enhance Communication and Transparency:
- Open Dialogue: Create open channels for communication and feedback regarding diversity and inclusion initiatives.
- Transparency: Be transparent about progress made on diversity and inclusion goals, sharing data and metrics to demonstrate commitment.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with TBK's commitment to diversity and inclusion, fostering a culture of belonging, and promoting employee engagement.
- External customers and internal clients: The recommendations address the needs of diverse talent, creating a more inclusive and equitable workplace that attracts and retains top talent.
- Competitors: The recommendations help TBK stay competitive by attracting and retaining a diverse workforce, fostering innovation, and enhancing overall business performance.
- Attractiveness ' quantitative measures if applicable: The recommendations are expected to improve employee engagement, retention, and overall business performance, leading to increased profitability and a stronger competitive advantage.
Assumptions:
- TBK is committed to investing in diversity and inclusion initiatives.
- The company is willing to embrace change and adapt its practices to create a more inclusive workplace.
- Employees are receptive to participating in mentorship programs and diversity and inclusion initiatives.
6. Conclusion
By implementing a comprehensive mentorship program, fostering inclusive leadership, and enhancing diversity and inclusion initiatives, TBK Beverages can create a more equitable and inclusive workplace that attracts, develops, and retains diverse talent. This will lead to a more engaged and productive workforce, enhanced innovation, and a stronger competitive advantage in the beverage industry.
7. Discussion
Alternatives:
- External Mentorship Program: Partnering with an external organization to provide mentorship services.
- Leadership Coaching: Implementing a leadership coaching program to develop leadership skills and address specific challenges.
Risks:
- Resistance to Change: Employees may resist changes to existing practices and policies.
- Lack of Commitment: Leadership may not fully commit to the implementation and sustainability of the program.
- Ineffective Program Design: The program may not be effectively designed to address the specific needs of diverse talent.
Key Assumptions:
- The recommendations rely on the assumption that TBK is committed to investing in diversity and inclusion initiatives.
- The effectiveness of the program depends on the willingness of employees to participate and engage in the mentorship process.
8. Next Steps
Timeline:
- Phase 1 (Months 1-3): Develop a comprehensive mentorship program framework, including objectives, roles, responsibilities, and evaluation criteria.
- Phase 2 (Months 4-6): Implement the mentorship program, recruit mentors and mentees, and provide training and support.
- Phase 3 (Months 7-12): Evaluate the program's effectiveness, gather feedback from participants, and make adjustments as needed.
Key Milestones:
- Month 3: Develop a comprehensive mentorship program framework.
- Month 6: Implement the mentorship program and begin matching mentors and mentees.
- Month 12: Conduct a comprehensive evaluation of the program's effectiveness.
By following these recommendations and taking a phased approach to implementation, TBK Beverages can effectively address its challenges in building inclusive leadership and create a more diverse and equitable workplace for all employees.
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Case Description
In September 2022, the vice president of talent engagement at TBK Beverages met with the executive sponsor of a proposed mentoring program to discuss plans. A year earlier, employees had shared their dissatisfaction with the lack of access for under-recognized groups to executive-level mentorship and training, a dissatisfaction voiced in the context of rising awareness across the United States after the death of George Floyd. The vice president was reviewing survey data about mentorships and was responsible for developing an inclusive leadership mentoring program as part of the company's diversity, equity, inclusion, and belonging initiatives. What approach should the mentorship program take and what elements should it include?
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