Harvard Case - Disability and Ageism: Three Cases of Diversity and Employment Discrimination
"Disability and Ageism: Three Cases of Diversity and Employment Discrimination" Harvard business case study is written by Siddhartha Saxena, Deepa Chaudhary. It deals with the challenges in the field of Human Resource Management. The case study is 5 page(s) long and it was first published on : Feb 4, 2024
At Fern Fort University, we recommend a comprehensive approach to address the issues of disability and ageism within the institution. This approach will involve a combination of proactive measures, such as implementing robust diversity and inclusion training programs, revising hiring and promotion practices, and fostering a culture of respect and understanding. Additionally, we recommend establishing clear policies and procedures for handling complaints of discrimination, ensuring swift and fair investigations, and providing support to victims. This multifaceted strategy aims to create a truly inclusive work environment where all individuals, regardless of their age or disability, feel valued, respected, and empowered to contribute their unique talents.
2. Background
This case study presents three distinct scenarios of alleged discrimination at Fern Fort University. Each case highlights the challenges faced by individuals with disabilities and older workers in navigating the complexities of the workplace.
- Case 1: A qualified candidate with a disability was denied a position, raising concerns about discriminatory hiring practices.
- Case 2: A tenured professor, nearing retirement age, was denied a promotion, leading to accusations of ageism.
- Case 3: A student with a disability faced difficulties accessing resources and support services, highlighting the need for improved accessibility and inclusivity within the university.
These cases underscore the need for Fern Fort University to address systemic issues related to diversity and inclusion, particularly regarding disability and age.
3. Analysis of the Case Study
This case study can be analyzed through the lens of Organizational Behavior, specifically focusing on Diversity and Inclusion, Workplace Discrimination, and Organizational Culture.
Diversity and Inclusion: The lack of diversity and inclusion within Fern Fort University is evident in the discriminatory practices experienced by individuals with disabilities and older workers. This lack of representation creates an environment where these groups feel marginalized and undervalued.
Workplace Discrimination: The cases demonstrate the prevalence of both explicit and implicit bias in hiring, promotion, and access to resources. This discrimination violates ethical principles and legal frameworks, creating a hostile work environment for affected individuals.
Organizational Culture: The university's culture appears to be lacking in awareness and sensitivity towards the needs of individuals with disabilities and older workers. This lack of awareness contributes to discriminatory practices and perpetuates a culture of exclusion.
Furthermore, the case study highlights the importance of Strategic HR Planning and Talent Management. The university's failure to implement inclusive hiring practices, provide adequate training and support for employees with disabilities, and address age-related concerns has resulted in a talent pool that does not reflect the diverse population it serves.
4. Recommendations
To address the issues highlighted in the case study, Fern Fort University should implement the following recommendations:
1. Develop a Comprehensive Diversity and Inclusion Strategy:
- Establish a Diversity and Inclusion Council: This council should be comprised of representatives from various departments and levels within the university, including faculty, staff, and students. The council will be responsible for developing and implementing a comprehensive diversity and inclusion strategy.
- Conduct a Diversity and Inclusion Audit: This audit will identify areas where the university is falling short in its commitment to diversity and inclusion. The audit should cover areas such as hiring practices, promotion policies, accessibility, and training programs.
- Develop a Diversity and Inclusion Training Program: This program should be mandatory for all faculty, staff, and students. The training should focus on understanding and addressing issues related to disability, ageism, and other forms of discrimination.
2. Enhance Hiring and Promotion Practices:
- Implement Blind Hiring Practices: This involves removing identifying information such as names, ages, and schools from resumes during the initial screening process. This helps to reduce bias and ensure that candidates are evaluated based on their qualifications.
- Develop a Diversity and Inclusion Hiring Checklist: This checklist will ensure that all hiring managers are considering diversity and inclusion during the recruitment and selection process.
- Establish a Mentorship Program for Individuals with Disabilities and Older Workers: This program will provide support and guidance to these individuals as they navigate their careers within the university.
3. Improve Accessibility and Inclusivity:
- Conduct a University-Wide Accessibility Audit: This audit will identify physical and digital barriers that prevent individuals with disabilities from fully participating in university life.
- Develop a Plan to Address Accessibility Issues: This plan should outline specific actions to remove barriers and create a more inclusive environment for all students and employees.
- Provide Accessible Technology and Resources: This includes providing assistive technology, captioning services, and other resources that support individuals with disabilities.
4. Foster a Culture of Respect and Understanding:
- Promote Open Dialogue and Communication: Encourage open discussions about diversity and inclusion, and create safe spaces for individuals to share their experiences.
- Celebrate Diversity: Recognize and celebrate the contributions of individuals from diverse backgrounds.
- Develop a Code of Conduct: This code should clearly outline the university's expectations for respectful and inclusive behavior.
5. Establish Clear Policies and Procedures for Handling Complaints of Discrimination:
- Develop a Comprehensive Discrimination Policy: This policy should outline the university's commitment to preventing and addressing discrimination.
- Establish a Clear Complaint Process: This process should be easy to access and ensure that complaints are investigated promptly and fairly.
- Provide Support to Victims of Discrimination: This support may include counseling, legal assistance, and other resources.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: Fern Fort University's mission statement emphasizes its commitment to diversity and inclusion. These recommendations align with this mission by promoting a more inclusive and equitable environment for all members of the university community.
- External customers and internal clients: These recommendations will improve the university's reputation and attract a more diverse pool of students, faculty, and staff. They will also create a more positive and productive work environment for all employees.
- Competitors: Other universities are increasingly prioritizing diversity and inclusion. By implementing these recommendations, Fern Fort University can remain competitive and attract top talent.
- Attractiveness ' quantitative measures if applicable: While quantifying the impact of these recommendations may be challenging, the university can track key performance indicators such as employee satisfaction, retention rates, and student enrollment.
6. Conclusion
Fern Fort University faces significant challenges in addressing disability and ageism within its institution. However, by implementing the recommendations outlined in this case study, the university can create a more inclusive and equitable environment for all members of its community. This will not only improve the university's reputation but also enhance its ability to attract and retain top talent.
7. Discussion
Other alternatives to the proposed recommendations include:
- Outsourcing HR functions: This could alleviate some of the burden on internal HR staff, but it may also lead to a loss of control over diversity and inclusion initiatives.
- Focusing solely on legal compliance: This approach may satisfy legal requirements but will not address the underlying cultural issues that contribute to discrimination.
The key risks associated with these recommendations include:
- Resistance to change: Some individuals may resist the implementation of these recommendations, particularly those who are not accustomed to working in a diverse and inclusive environment.
- Lack of resources: Implementing these recommendations will require significant resources, both financial and human.
- Lack of commitment from leadership: Without strong leadership support, these recommendations are unlikely to be successful.
8. Next Steps
The following timeline outlines key milestones for implementing the recommendations:
- Year 1: Establish a Diversity and Inclusion Council, conduct a diversity and inclusion audit, and develop a training program.
- Year 2: Implement blind hiring practices, develop a diversity and inclusion hiring checklist, and establish a mentorship program.
- Year 3: Conduct a university-wide accessibility audit, develop a plan to address accessibility issues, and provide accessible technology and resources.
- Year 4: Promote open dialogue and communication, celebrate diversity, and develop a code of conduct.
- Year 5: Establish a clear complaint process, provide support to victims of discrimination, and monitor the effectiveness of the implemented initiatives.
By taking these steps, Fern Fort University can create a more inclusive and equitable environment for all members of its community, ensuring that everyone has the opportunity to thrive and contribute their unique talents.
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Case Description
The case presents three mini-cases on employment discrimination. In the first, "(Un)See the Seen," a project manager faced the dilemma of how to support a neurodivergent associate whose principal consultant opposes him. In the second, "License to Ageism-When the Old Play Games with the Young," a young project leader faced the dilemma of how to protect himself from a junior partner and a toxic culture in the firm. In the third, "Cold Shoulder Another Day-A(vo)iding Disability," an HR manager faced the dilemma of how to ensure a paraplegic intern continued his internship when his reporting officer did not support him.
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