Case analysis: Deloitte & Touche (A): A Hole in the Pipeline Analyze the case and argue whether or not the change process is successful. Recommend solutions.

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In Deloitte & Touche, women had accounted for almost half of all new hires throughout the 1980s, yet by 1991, of the 50 candidates being nominated for partnership on that year, only four were women. There was serious imbalance of male and female gender in the workforce despite steps to ensure that the firm would be hiring women during the 1980s. Moreover, the high turnover of women leaving was accruing huge expenses for the firm . In this paper, I will first discuss the challenges faced in the organization and the reasons why the management saw a need for an organization change. Next, I will argue that the current situation favors the change process and despite the possible restraining forces; Deloitte & Touche is in a good position in…show more content…
I would suggest that during these workshops, change agents should inform the male workers their subtle actions and words can actually create an unwelcome culture for women. Insensitive comments that make women feel uncomfortable in the workforce should also be avoided. For example, statements such as "someone working part-time is not interested in the career" or "she has kids, maybe he should handle the international assignments" should not be made formally, as well as in an informal setting. In addition, managers should also learn to avoid gender stereotypes that women are incapable to handle challenging assignments simply because they are mothers. Therefore by increasing the awareness of the dangers of stereotyping, male employees would understand and be more acceptable when they recognize and see major changes in the work environment that might favor women employees. I similarly agree with the Task Force that the firm should build goals in their business planning and provide directional goals for women in leadership . Defining the criteria to measure and monitor progress for women is also crucial. This is because better information and improving access to career development and training opportunities are significant ways in educating the women their route of advancement. It is obvious that if you do know what is available, the possibility

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