Target Diversity Case Study

The top managers of Bass Pro Shops are reluctant to apply diversity practices on their recruitment processes, which has significantly damage their reputation and organizational climate. The successful implementation of a training and development method focused on promoting diversity will attract more customers and skilled employees to Bass pro shops stores. Thus, improving the reputation of the company in both employees and customers. The lawsuits derived from their discrimination practices has already damage Bass Pro’s reputation and might jeopardize their cost structure. Thus, the implementation of a diversity training method

One of the most important influences in organization management is an organizations’ knowledge. Target’s knowledge within the retail industry is what makes helps this company so successful. Knowledge is vital in any organizations as with a constant need for newer technologies and other aspects are important to an organization’s success. Knowledge within Target’s organization is vital as well in order to keep up with a constant change in fashion to include clothing, home and other products and services such as their photography studios. Knowledge is important to Target, as well as other businesses, as it keeps their customers

Target is one of the largest retailers in the United States. Target wants to be able to give guests better quality products for a cheaper price. They also want to be the one stop shop. Target relies on their team members to keep

Target’s objective is to provide a positive and diverse environment experiences for both their customers, whom they call “Guests,” and employees, known as “Team Members” (Former employee. 2014). As a

In the Corporate Governance and Ethics Disclosure, Target still focuses on the morals that were instilled with the company 50 years ago by the Dayton brothers. Those key factors focus on; a highly independent and engaged Board of Directors with a diverse set of relevant experiences, mechanisms that provide accountability to shareholders, and a management team whose interests are aligned with shareholders. In order to effectively implement these goals for guests, team members, shareholders and the communities, Target focuses on a continuous balance of diversity within the corporation. In accordance Target seems to be on the right direction to diversifying its company, and trying to accommodate each community depending on the location.

Once hired, each employee is required to complete courses focused on the diversity that one will probably encounter in the workplace. The classes offered by Target help their employees understand the value and importance of diversity in the company as well as strengthen the employees’ individual roles in the business. The classes usually occur during the first

Every business has stakeholders, people who influence and are influenced by the business. Target works to ensure that all stakeholders are part of their mission and culture. According to Target’s website, they know that their stakeholders have a monumental influence on their company. That is why they listen to their needs, ideas, and concerns (Target, n.d.). A few of their different types of partners include: education, environmental, well-being, safety and preparedness, responsible sourcing, and diversity and inclusion partners.(Target, n.d.). Target identifies with many different partners that help improve Target’s reputation and overall connection with society.

Diversity is becoming a more increasing and ever changing dynamic to the business environment. Organizations can either embrace and grow with diversity or be left behind and die out. One of the organizations that is growing with diversity is Target. This paper will look at Target in depth on what they are doing right and wrong, what makes them a leader in diversity, and what leadership is doing to encourage diversity.

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

The Target Corporation has risen in recent years to become a model of socially consciousness in the retail arena. It is truly a community-oriented organization. Since 1946, the company has followed a formal policy of giving 5% of all profits to local community organizations, charities and philanthropic causes (Target Annual Report, 2011). This amounts to nearly $4 million in weekly community support, complemented by several hundreds of thousands of hours of volunteer time by staff and team members.

Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

As diversity and inclusion gain more attention in the society, more research has been done on their impact to organizations. Not too long ago, organizations implemented diversity management initiatives, such as affirmative action and equal employment legislations, just to fulfill their legal requirements (Jayne and Dipboye, 2004). However, diversity and inclusion have since then become a business imperative.

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization

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