Harvard Case - Hart Schaffner Marx: Neurodiversity at a Classic American Suit Maker
"Hart Schaffner Marx: Neurodiversity at a Classic American Suit Maker" Harvard business case study is written by Robert D. Austin. It deals with the challenges in the field of Organizational Behavior. The case study is 16 page(s) long and it was first published on : Nov 30, 2018
At Fern Fort University, we recommend that Hart Schaffner Marx (HSM) implement a comprehensive neurodiversity strategy that includes hiring and recruitment, organizational culture transformation, leadership development, and employee engagement initiatives. This strategy will enable HSM to leverage the unique strengths of neurodiverse individuals, fostering innovation, improving employee performance, and enhancing the company's competitive advantage.
2. Background
Hart Schaffner Marx, a renowned American suit maker, faces the challenge of attracting and retaining talent in a competitive market. The company recognizes the potential of neurodiversity but lacks a structured approach to integrating these individuals into the workforce. The case study highlights the challenges faced by individuals with autism spectrum disorder (ASD) in finding employment and the potential benefits of tapping into this talent pool.
The main protagonists are:
- David, a young man with ASD: He possesses exceptional skills in pattern recognition and detail orientation, making him a potential asset to HSM's manufacturing processes.
- HSM's management team: They are seeking to address the company's talent needs and explore the potential of neurodiversity.
3. Analysis of the Case Study
This case study can be analyzed using the Organizational Behavior framework. This framework helps understand the dynamics within HSM, including:
- Leadership styles: The case highlights the need for transformational leadership to champion neurodiversity and create a culture of inclusion.
- Organizational culture: HSM needs to foster a culture that values diversity and inclusion, embraces different perspectives, and provides support for neurodiverse employees.
- Team dynamics: HSM needs to build teams that are inclusive and collaborative, where individuals with different strengths can contribute effectively.
- Motivation theories: The company needs to understand the motivational factors for neurodiverse individuals and design work environments that cater to their unique needs.
- Change management: Implementing a neurodiversity strategy requires effective change management to address potential resistance and ensure smooth transition.
- Conflict resolution: HSM needs to develop strategies for managing conflicts that may arise from differences in communication styles or perspectives.
- Power and politics in organizations: The company needs to navigate the power dynamics within the organization to ensure that the neurodiversity initiative receives adequate support and resources.
4. Recommendations
1. Implement a Neurodiversity Hiring and Recruitment Strategy:
- Develop a targeted recruitment strategy: Partner with organizations that support neurodiverse individuals, advertise job openings in specialized platforms, and utilize inclusive language in job descriptions.
- Train recruiters on neurodiversity: Provide training to recruiters on the strengths and challenges of neurodiverse individuals and how to conduct inclusive interviews.
- Adapt the hiring process: Modify the hiring process to accommodate the unique needs of neurodiverse candidates, such as providing alternative interview formats or offering accommodations during assessments.
2. Foster an Inclusive Organizational Culture:
- Develop a neurodiversity awareness program: Educate all employees about neurodiversity, its benefits, and how to create an inclusive workplace.
- Promote open communication and collaboration: Encourage open communication and collaboration among employees with different neurodiversity profiles.
- Implement mentorship programs: Pair neurodiverse employees with experienced mentors who can provide guidance and support.
- Create a supportive work environment: Provide clear job descriptions, reasonable accommodations, and access to resources for neurodiverse employees.
3. Develop Leadership Development Programs:
- Train leaders on neurodiversity: Provide leadership training that focuses on managing neurodiverse teams, understanding different communication styles, and fostering an inclusive environment.
- Promote neurodiversity champions: Identify and support employees who are passionate about neurodiversity and can act as advocates within the organization.
- Encourage cross-functional collaboration: Promote collaboration between HR, management, and employees to ensure that neurodiversity initiatives are integrated into all aspects of the business.
4. Enhance Employee Engagement:
- Offer flexible work arrangements: Provide options for flexible work schedules, remote work, or part-time employment to accommodate the needs of neurodiverse employees.
- Create opportunities for professional development: Provide opportunities for neurodiverse employees to develop their skills and advance their careers.
- Recognize and reward contributions: Recognize and reward the unique contributions of neurodiverse employees, highlighting their strengths and achievements.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: HSM's core competencies lie in its manufacturing processes and attention to detail. Neurodiverse individuals, particularly those with ASD, often excel in these areas. This alignment with HSM's mission makes neurodiversity a valuable asset.
- External customers and internal clients: HSM's external customers value quality and craftsmanship. By leveraging the strengths of neurodiverse individuals, HSM can further enhance its product quality and customer satisfaction. Internally, a diverse and inclusive workforce can lead to increased employee engagement, productivity, and innovation.
- Competitors: HSM's competitors are increasingly embracing neurodiversity as a competitive advantage. Implementing a neurodiversity strategy will help HSM stay ahead of the curve and attract top talent.
- Attractiveness ' quantitative measures: While quantifying the impact of neurodiversity on financial performance is challenging, studies show that diverse and inclusive companies tend to outperform their peers in terms of innovation, employee engagement, and financial performance.
6. Conclusion
By implementing a comprehensive neurodiversity strategy, Hart Schaffner Marx can unlock the potential of neurodiverse individuals, fostering innovation, improving employee performance, and enhancing its competitive advantage. This strategy will not only benefit the company but also contribute to a more inclusive and equitable society.
7. Discussion
Alternatives not selected:
- Ignoring neurodiversity: This would result in missed opportunities to tap into a valuable talent pool and could lead to a decline in competitiveness.
- Implementing a tokenistic approach: This would not address the systemic issues that hinder the inclusion of neurodiverse individuals and could lead to resentment and mistrust.
Risks and key assumptions:
- Resistance to change: Some employees may resist the implementation of a neurodiversity strategy. This can be mitigated through effective communication, training, and leadership support.
- Lack of resources: Implementing a neurodiversity strategy requires investment in training, accommodations, and support services. HSM needs to allocate sufficient resources to ensure the success of the initiative.
- Cultural barriers: HSM's existing culture may not be fully inclusive of neurodiverse individuals. Addressing these cultural barriers is crucial to ensure that the neurodiversity strategy is successful.
8. Next Steps
- Form a neurodiversity task force: Establish a cross-functional task force to develop and implement the neurodiversity strategy.
- Conduct a needs assessment: Assess the current state of neurodiversity inclusion within HSM and identify areas for improvement.
- Develop a communication plan: Communicate the neurodiversity strategy to all employees and stakeholders, addressing concerns and promoting understanding.
- Pilot test initiatives: Pilot test key initiatives, such as inclusive hiring practices or mentorship programs, to gather feedback and refine the strategy.
- Monitor and evaluate progress: Regularly monitor the progress of the neurodiversity strategy and make adjustments as needed.
By taking these steps, Hart Schaffner Marx can create a workplace that embraces neurodiversity, fosters innovation, and unlocks the full potential of its workforce.
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Case Description
In 2015, the chief executive officer (CEO) of Hart Schaffner Marx, a 130-year-old U.S. maker of men's suits and sport coats in Des Plaines, Illinois, set out to create an employment program for people with autism with the help of the company's partner, Autism Workforce. Unlike other similar employment programs, this program aspired to employ people who were seriously affected by autism challenges. The two partnering organizations had worked diligently to activate work skills in people with developmental disorders, and now sought to extend and leverage their initial successes. In 2017, the company's CEO and owner was now facing decisions about how to extend and leverage the employment program's initial success.
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