Diversity refers to those attributes that makes people different from one another. The six primary (and stable) dimensions age, ethnicity, gender, physical attributes race and sexual/affectional orientation (Konopaske, Ivancevich & Matteson (2016). The Strength, Weakness, Opportunity and Threats Analysis is a valuable evaluation and planning technique used to determine how Tower Loan’s business and management practices affect the diverse population not only for the employers but for consumers as well. First, we will discuss the internal strengths and weaknesses of Tower Loan’s environment, identified as it relates the Organization Behavior (OB) process of encouraging cultural diversity in the workplace. Then we will identify strategic factors
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Unfortunately, internal perception for many minority employees reflects the belief that the company does not internally promote diversity. Some of Tower Loan’s weaknesses are the disproportionate representation of women and minorities in upper leadership and management roles. While Approximately 83% of the Leadership Team, which includes supervisors and directors and 63% of Management Team which includes Managers and co-managers, are white, more than 70% of the cashiers are black. Of the 184 white management members only three of them are white females, this equates to less than 2% of the management team. Many employees have no faith in protection of retaliation if filing a complaint. The company has a dress code policy that is perceived by many as culturally bias. For example, African American women are prohibited from wearing specific hairstyles, because Tower Loan considers braids and dreadlocks to be unprofessional, this will be further explained in later on. The most relevant issue in this component is that Tower Loan does not provide work-place diversity training nor does Tower Loan ensure that employees are protected from discrimination. Although the company requires new employees to review company’s EEOC policy as a part of the one day orientation, it is insufficient, as it is not thoroughly reviewed or expounded upon; the employee simply reads the one page policy on their own. Tower Loan has a history of innumerable discriminatory practices involving upper management that contradicts established EEO Policy. More recently Tower Loan settled an Equal Employment Opportunity Commission (EEOC) Sex Discrimination Suit that involved the termination of an employee because of his transgender status. In the case of Broussard versus Tower
Unfortunately, internal perception for many minority employees reflects the belief that the company does not internally promote diversity. Some of Tower Loan’s weaknesses are the disproportionate representation of women and minorities in upper leadership and management roles. While Approximately 83% of the Leadership Team, which includes supervisors and directors and 63% of Management Team which includes Managers and co-managers, are white, more than 70% of the cashiers are black. Of the 184 white management members only three of them are white females, this equates to less than 2% of the management team. Many employees have no faith in protection of retaliation if filing a complaint. The company has a dress code policy that is perceived by many as culturally bias. For example, African American women are prohibited from wearing specific hairstyles, because Tower Loan considers braids and dreadlocks to be unprofessional, this will be further explained in later on. The most relevant issue in this component is that Tower Loan does not provide work-place diversity training nor does Tower Loan ensure that employees are protected from discrimination. Although the company requires new employees to review company’s EEOC policy as a part of the one day orientation, it is insufficient, as it is not thoroughly reviewed or expounded upon; the employee simply reads the one page policy on their own. Tower Loan has a history of innumerable discriminatory practices involving upper management that contradicts established EEO Policy. More recently Tower Loan settled an Equal Employment Opportunity Commission (EEOC) Sex Discrimination Suit that involved the termination of an employee because of his transgender status. In the case of Broussard versus Tower