Harvard Case - Mushroom Buddies: Providing Equal Employment Opportunities
"Mushroom Buddies: Providing Equal Employment Opportunities" Harvard business case study is written by Wee Liang Tan, Nimisha Kesarwani, CW Chan. It deals with the challenges in the field of Organizational Behavior. The case study is 9 page(s) long and it was first published on : Jan 21, 2024
At Fern Fort University, we recommend a multi-pronged approach to address the gender imbalance and foster a more inclusive work environment at Mushroom Buddies. This strategy focuses on organizational culture change, talent acquisition strategies, and leadership development to create a sustainable and equitable workplace.
2. Background
Mushroom Buddies, a successful mushroom farm, faces a significant gender imbalance in its workforce. Despite a diverse applicant pool, the company's predominantly male workforce reflects a historical bias in the industry. This situation has led to concerns about fairness, employee morale, and the potential for lost talent. The case study highlights the need for change and explores how Mushroom Buddies can address this challenge effectively.
The main protagonists of the case study are:
- Sarah: A recent graduate with a passion for sustainable agriculture, eager to contribute to Mushroom Buddies.
- John: The founder and CEO of Mushroom Buddies, a passionate entrepreneur with a strong work ethic.
- The Board of Directors: Concerned about the company's future and the need for a more diverse workforce.
3. Analysis of the Case Study
This case study presents a complex situation requiring a multifaceted approach. To analyze it effectively, we can use the Organizational Change Model framework, focusing on the following key areas:
1. Unfreezing:
- Identifying the need for change: The gender imbalance at Mushroom Buddies is a significant issue, impacting employee morale, talent acquisition, and the company's reputation.
- Creating a sense of urgency: The Board of Directors' concerns and Sarah's perspective highlight the need for immediate action.
- Building a coalition for change: John needs to engage key stakeholders, including employees, managers, and the Board of Directors, to build support for change.
2. Changing:
- Developing a vision and strategy: Mushroom Buddies needs a clear vision for a more diverse and inclusive workplace. This vision should be communicated effectively to all stakeholders.
- Communicating the change: Open and transparent communication is crucial. John needs to address concerns, explain the rationale for change, and involve employees in the process.
- Empowering employees: Employees need to be empowered to participate in the change process and contribute their ideas.
3. Refreezing:
- Reinforcing new behaviors: Mushroom Buddies needs to implement new policies and practices that support diversity and inclusion.
- Celebrating successes: Highlighting positive changes and recognizing individual efforts will reinforce the new culture.
- Measuring progress: Regularly monitoring progress and making adjustments as needed will ensure the success of the change initiative.
4. Recommendations
1. Organizational Culture Change:
- Develop a Diversity & Inclusion (D&I) Statement: This statement should clearly articulate Mushroom Buddies' commitment to creating a diverse and inclusive workplace.
- Implement D&I training: Provide training to all employees on topics such as unconscious bias, inclusive communication, and respectful workplace behavior.
- Establish a D&I Committee: This committee, comprised of diverse employees and managers, will provide guidance and support for D&I initiatives.
- Foster a culture of psychological safety: Encourage open communication, feedback, and constructive dialogue to create a safe space for all employees.
2. Talent Acquisition Strategies:
- Review hiring practices: Analyze the current hiring process to identify potential biases and implement changes to ensure fairness and inclusivity.
- Expand outreach: Target diverse talent pools through partnerships with universities, professional organizations, and community groups.
- Develop a mentoring program: Pair new hires with experienced employees to provide guidance and support.
- Offer flexible work arrangements: Provide options for remote work, flexible hours, and other work-life balance initiatives to attract a wider range of talent.
3. Leadership Development:
- Develop leadership skills: Provide training to managers on inclusive leadership practices, diversity and inclusion, and effective communication.
- Promote diversity in leadership: Encourage the advancement of women and underrepresented groups within the organization.
- Create a culture of accountability: Hold leaders accountable for creating a diverse and inclusive work environment.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: Mushroom Buddies' mission of sustainable agriculture aligns with a commitment to diversity and inclusion.
- External customers and internal clients: A diverse workforce will better reflect the company's customer base and create a more inclusive environment for all employees.
- Competitors: Leading companies in the agricultural sector are increasingly prioritizing diversity and inclusion, making it a competitive advantage.
- Attractiveness: These recommendations will improve the company's reputation, attract top talent, and enhance employee engagement.
6. Conclusion
By implementing these recommendations, Mushroom Buddies can create a more diverse and inclusive work environment, fostering a sense of belonging and attracting top talent. This will not only improve employee morale and productivity but also enhance the company's reputation and long-term sustainability.
7. Discussion
Alternatives:
- Ignoring the issue: This would perpetuate the existing gender imbalance and create a negative impact on the company's reputation and future success.
- Focusing solely on hiring: While important, this approach alone will not address the underlying cultural issues and may lead to a lack of inclusivity.
Risks:
- Resistance to change: Some employees may resist the changes, fearing the unknown or feeling threatened by the shift in power dynamics.
- Lack of commitment: John and the Board of Directors need to be fully committed to the change process for it to be successful.
Key Assumptions:
- Employee willingness to change: Employees are open to learning and adapting to a more inclusive workplace culture.
- Leadership commitment: John and the Board of Directors are committed to creating a diverse and inclusive workplace.
8. Next Steps
Timeline:
- Month 1: Develop a D&I statement and implement D&I training.
- Month 3: Establish a D&I committee and begin reviewing hiring practices.
- Month 6: Implement new hiring practices and expand outreach to diverse talent pools.
- Month 9: Launch a mentoring program and offer flexible work arrangements.
- Month 12: Evaluate progress and make necessary adjustments.
Key Milestones:
- Increased representation of women and underrepresented groups in the workforce.
- Positive feedback from employees on the D&I initiatives.
- Improved employee engagement and job satisfaction.
- Increased diversity in leadership positions.
By taking these steps, Mushroom Buddies can create a more equitable and inclusive workplace, attracting top talent and ensuring a sustainable future.
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Case Description
After various failed attempts at finding employment for his son with Down Syndrome, Ong Chin Wah, along with four other caregivers of youths with intellectual disability (PIDs) decided to take matters into their own hands. In 2011, they started a cooperative 'Employment for Persons with Intellectual Disability (E4PID)', with its flagship initiative, 'Mushroom Buddies', a social project operated largely by people with intellectual disabilities. The urban farm started with help from a waste management company that offered to sponsor containers retrofitted to grow mushrooms, using the space leased from the Singapore government at a highly subsidised rate. As at June 2023, the farm employed seven PIDs and produced 5-12 kg of mushroom every day that were sold to local restaurants, walk-in customers and at farmers' markets. Mushroom Buddies gave the member caregivers more control over the work environment and the terms of employment, which helped create a model for sustainable, gainful employment for their special needs youth and the opportunity to support more intellectually disabled youth from the community. The founders are acutely aware of the constraints and capabilities their employees have, and recognised that the work needs to be structured and repetitive. 'Mushroom Buddies' was the first successful project by E4PID and while the initial progress is encouraging, for it to sustain and flourish, Ong needs to scale it and find more venture ideas, volunteers, and funds. This case can be used for graduate, post-graduate, and executive classes. Discussion of this case allows students to analyse the issues employees with intellectual disabilities encounter in the workplace.
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