Diversity On The Walgreens Company

Walgreen Co. (Walgreens) and its subsidiaries operate a drugstore chain in the United States. “The Company provides its customers with multichannel access to consumer goods and services, and pharmacy, health and wellness services in communities across America” (Walgreen Company). The firm currently operates two mail-order facilities and has 7,752 retail drug stores located across all 50 US states, Guam, Puerto Rico, and the District of Columbia (Walgreens). Prescription drugs account

Walgreens has attempted to build satisfaction, value, and loyalty for their customers by remembering that loyal customers are at the heart of their business, and thus rely on a customer-on-top business model. To do this, Walgreens has learned the talent of listening and responding to their customers in the following ways: (1) to respond to the busy lives of their customers, Walgreens allowed them to fill prescriptions at different stores and offered them the drive-thru pharmacy; (2) customers who spoke other languages complained about the labels, and Walgreens responded by printing labels in more than 10 different languages; and (3) when customers with eyesight problems could not read the labels, Walgreens offered printed labels with larger font sizes so that customers could more easily read the bigger text (Berenbaum, n.d., para. 19).

This paper will provide insight into the strengths, weaknesses, opportunities, and threats of the Walgreens Company, the nation’s leading drugstore chain. The company’s key stakeholders – customers, employees and the community are also identified and an explanation provided as to how the company is satisfying the needs and wants of each stakeholder type. This paper analyzes the strengths of the company as the industry leader with its wide portfolio of products and services, as well as establishing the benchmark for growth through acquisitions. The company’s weaknesses include prescription errors resulting in death and being unable to keep pace with a

Walgreens was founded in 1901 and provides convenient access to consumer goods and services, pharmacy, health and wellness services (Walgreens.com). Walgreens has a conglomerate diversification business strategy which means they expand not only in pharmacy services but unrelated businesses such as health care clinics and in some areas Walgreens hosts 800 E.V. chargers. This type of business strategy helps to minimize risks due to fluctuations in one industry (Bateman, Snell 85). This type of corporate strategy is working very well for the Walgreens organization. The ability to service customer’s needs in a variety of needs is significant to a successful business. The Mission of Walgreens, “To be the most trusted, convenient

Due to the changing demographics of our society, hospitals and health systems need to be more diverse. Employees need to be hired that match the ethnic make-up of those they serve. Training for employees to be able understand others beliefs and values will support the patient-provider relationship. Finally, by promoting diversity within the health system, potential patients will be drawn into the system for care when historically they shied away from major institutions. By making culturally proficient care and treatment a priority, healthcare organizations will decrease “the gap in health status between minorities and other majority groups, patient-provider communication barriers, poor health outcomes for minorities and the presence of biases and prejudices among some health professionals” (Hart & Mareno 2013, p. 2223). This paper, will examine Hospital Corporation of America’s (HCA) website diversity.

Walgreens prides itself on its diversity in the workplace. This is one of their core competencies. Since 2013 Walgreens has created an annual diversity and inclusion report that shows what they did that specific year that helped diversify their company. According to the report, in 2014 33% of the United States labor force was people of color while during that same time people of color made up 42.8% of Walgreens employees (“2014 Diversity,” n.d.). Walgreens also offers a disability inclusion report each year. At one of Walgreens distribution centers more than half of the employees have disabilities. With this center they have seen 120% increases in productivity so now they are expanding this model into retail locations (“2014 Diversity,” n.d.).

Diversity has become a major part of society in the past decade and organizations have continued to adapt to our changing world. One way that organizations provide support for human and world differences is by creating a diversity mission statements that support the company’s actions. Diversity mission statements for corporations compared to non-profit organizations are more similar than I expected since. Verizon Wireless is the corporation I chose to research due to their current market share and success of the company. Verizon (2017) stated in their diversity statement how important and vital their employee differences have contributed to their success. According to Verizon (2017), 59% is their current workforce diversity and over half of

Walgreens is one of the companies that manage diversity well, as mentioned before Walgreens is widely scattering diversity throughout training programs which are delivered at every level. In such programs Walgreens make emphasis on what is expected from employees in concern diversity as well as Walgreens obligations with diverse employees. The training programs endorse cultural awareness to teach employees about others cultures and how to behave with sensitivity. Walgreens has established comprehensive policies and programs to ensure compliance with all applicable federal and state labor and employment laws. However, according to our research and survey, Walgreens is facing a problem in how to practice diversity in different stores. According to Melvin, Walgreens’s diverse customers vary depending in which area or suburb the store is located. In some stores Walgreens do not really have training diversity programs. (For instance if a customer were to come from another neighborhood and shop at a Walgreen’s which they noticed all of one race it

In my personal experience, I usually navigate websites to find information about a specific service or a product, but I have never paid too much attention to analyze if the company has a commitment to diversity and how this is promoted in their website. For the sake of this assignment, I will analyze Kaiser Permanente’s website and I will briefly explain why I chose Kaiser.

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

Having an open mind and encouraging employees to be who they are would help make the workplace more diverse. A way Walgreens could work on this is when they hold executive meetings; take turns inviting employees who come from different ethnic backgrounds. Also, making sure to include the same amount of men and women is important. While this case study primarily focuses in on race/ethnic backgrounds, there are other aspects of diversity that companies should be aware

At Baylor Scott & White Health (BSWH) at All Saints, we celebrated diversity week in June of this year. The Café featured a meal from a different culture each day. Then, in the main atrium, a culture map was hung with push pins available to mark the country of a person’s heritage. Later, an employee could choose to complete a puzzle related to diversity in health care. The completed puzzle could be turned in to Human Resources (HR), and the employee would be entered in a drawing for a prize. Another activity for the employees was Bingo. The card had quotes and trivia about diversity and were handed to employees to complete. Once the card was finished, the card was turned into HR. At that time, the employee was entered a drawing. Briefly, these activities demonstrate how BSWH at All Saints is actively educating the staff and others in the different cultures surrounding our hospital. In essence, the exercises focus on the positive aspects of the different cultural groups. This was a fun and enjoyment way of learning about the cultural and traditions of different groups of people. The atrium was filled with excitement and interaction with people. Incidentally, hospital administration was present during the festivities.

I am very happy witht the progress that Vicky has made in her job so far. She has been with the Bureau about 8 months and she has become invaluable to us. She understands the division and bureau vision and direction. She is a real team player who actively participates in bureau meetings and activities such as coming up with a vision and mission statement for the PPI bureau.

Walmart strongly believes that they do their best to promote diversity across their supply chain. Their suppliers have access to the 250 million customers who shop at each Walmart store around the world each week. They encourage diverse companies to explore different and new possibilities with Walmart. They have a network of more than 3,000 diverse suppliers, and they continue to search for new ones with industry expertise and the ambition to deliver products and services to each of their customers. Walmart works with many different kinds of companies and they all have one thing in common and that is the passion for helping friends, family, and neighbors around the world to live better.

Diversity in workforce “include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience”(Thomas 1992). Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provide benefits to the organization. Diversity in workforce fosters and encourages