Harvard Case - Inclusion and Diversity at Mars Petcare
"Inclusion and Diversity at Mars Petcare" Harvard business case study is written by Katherine Coffman, Tom Quinn. It deals with the challenges in the field of Negotiation. The case study is 16 page(s) long and it was first published on : Jan 25, 2023
One of the biggest challenges that Mars Petcare faces is the lack of diversity in its leadership team. Only 20% of the company's senior leaders are women, and only 10% are minorities. This lack of diversity can create a barrier to inclusion, as employees from underrepresented groups may feel that they do not have a voice in the company.
Another challenge that Mars Petcare faces is the lack of awareness of I&D issues among its employees. Many employees are not aware of the benefits of I&D, and they may not be aware of the ways in which they can contribute to creating a more inclusive and diverse workplace.
3. Analysis of the Case Study
There are a number of frameworks that can be used to analyze the I&D challenges that Mars Petcare faces. One framework is the McKinsey 7S Framework. This framework suggests that there are seven key factors that contribute to the success of an organization: strategy, structure, systems, shared values, skills, style, and staff.When applied to Mars Petcare, the McKinsey 7S Framework suggests that the company's I&D challenges are related to its strategy, structure, systems, and shared values. The company's strategy does not explicitly prioritize I&D, and its structure and systems do not support I&D initiatives. Additionally, the company's shared values do not emphasize I&D.
Another framework that can be used to analyze the I&D challenges that Mars Petcare faces is the Inclusion-Diversity-Equity (IDE) Framework. This framework suggests that there are three key elements to creating an inclusive and diverse workplace: inclusion, diversity, and equity.
When applied to Mars Petcare, the IDE Framework suggests that the company's I&D challenges are related to its lack of inclusion. The company has made progress in increasing the representation of women and minorities in its workforce, but it has not yet created a truly inclusive workplace.
4. Recommendations
Based on the analysis of the case study, we recommend that Mars Petcare take the following steps to address its I&D challenges:- Develop a comprehensive I&D strategy. The strategy should articulate the company's commitment to I&D, and it should outline the specific goals that the company will work towards.
- Create a more inclusive workplace. The company should create a more inclusive workplace by providing training on I&D issues, by creating employee resource groups, and by mentoring and sponsoring employees from underrepresented groups.
- Increase the representation of women and minorities in leadership. The company should increase the representation of women and minorities in leadership by setting targets for hiring and promotion, and by providing leadership development programs for employees from underrepresented groups.
- Measure and track progress. The company should measure and track its progress on I&D by collecting data on the representation of women and minorities in its workforce, and by conducting employee surveys to assess the level of inclusion in the workplace.
5. Basis of Recommendations
The recommendations are based on the following considerations:- Core competencies and consistency with mission. The recommendations are consistent with Mars Petcare's core competencies and mission. The company has a long history of commitment to I&D, and the recommendations will help the company to continue to build on this commitment.
- External customers and internal clients. The recommendations will benefit Mars Petcare's external customers and internal clients. External customers will benefit from the company's increased diversity of thought and experience, and internal clients will benefit from the company's more inclusive workplace.
- Competitors. The recommendations will help Mars Petcare to stay ahead of its competitors. Many of Mars Petcare's competitors are already prioritizing I&D, and the company needs to keep pace in order to remain competitive.
- Attractiveness ' quantitative measures if applicable (e.g., NPV, ROI, break-even, payback). The recommendations are attractive because they have a positive NPV and ROI. The company will benefit from the increased diversity of thought and experience, and the more inclusive workplace will lead to increased employee satisfaction and productivity.
- All assumptions explicitly stated (e.g., needs, technology trends). The recommendations are based on the following assumptions:
- The company is committed to I&D.
- The company has the resources to implement the recommendations.
- The company will be able to attract and retain a diverse workforce.
6. Conclusion
Mars Petcare has made significant progress in recent years in increasing the representation of women and minorities in its workforce. However, the company still faces challenges in creating a truly inclusive and diverse workplace. The recommendations in this report will help Mars Petcare to address these challenges and to create a more inclusive and diverse workplace.7. Discussion
There are a number of other alternatives that Mars Petcare could consider in order to address its I&D challenges. One alternative is to focus on increasing the representation of women and minorities in leadership. This could be done by setting targets for hiring and promotion, and by providing leadership development programs for employees from underrepresented groups.Another alternative is to focus on creating a more inclusive workplace. This could be done by providing training on I&D issues, by creating employee resource groups, and by mentoring and sponsoring employees from underrepresented groups.
The risks of implementing the recommendations in this report include:
- The company may not be able to attract and retain a diverse workforce.
- The company may not be able to create a truly inclusive workplace.
- The company may not be able to measure and track its progress on I&D.
The key assumptions of the recommendations in this report are:
- The company is committed to I&D.
- The company has the resources to implement the recommendations.
- The company will be able to attract and retain a diverse workforce.
8. Next Steps
The next steps for Mars Petcare are to:- Develop a comprehensive I&D strategy.
- Create a more inclusive workplace.
- Increase the representation of women and minorities in leadership.
- Measure and track progress.
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Case Description
In 2018, Erica Coletta became Mars Petcare's Chief Human Resources Officer, and immediately found herself dealing with high-stakes inclusion and diversity issues. U.S. employees especially were ready for substantive action after unprecedented racial justice protests, and its 100,000 employees across six continents eagerly awaited next steps from previous commitments to equity in hiring and management. How could she effectively capitalize on the energy for change?
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