Microsoft Diversity and Inclusion
PSY/428
Microsoft Diversity and Inclusion
In a sense diversity was fueled by legislature. The Civil Rights Act of 1964 thwarts employers from discriminating based on race, religion, sexual orientation and national origin. The Equal Employment Opportunity Act encouraged employers to scrutinize their hiring practices. Affirmative Action required companies to seek minorities. Most of today’s organizations recognize that diversity is imperative for business. Diversity is a critical element in an organizations success, effectiveness, and efficiency (Hanamura, 2005).
The Microsoft (2009) website asserts that Microsoft believes diversity enriches performance, products, the lives of their employees and those in the communities. Microsoft plans to promote and incorporate diversity and inclusion at every level in the organization. The plan begins with the acquisition and retention of impressive talent, providing superior customer service, and developing innovative products. Microsoft views diversity and inclusion as a long-term business strategy that will facilitate future success (Microsoft, 2009).
According to Microsoft (2009), in 1989 Microsoft was one of the first companies to expand its nondiscrimination policy to include sexual orientation. In 1992 the Diversity Team officially formed to concentrate on Microsoft affirmative action efforts and community outreach” (Microsoft, 2009, para. 2). As the diversity of the communities and global marketplace continue to evolve, Microsoft’s workforce also changes. Microsoft endeavors to “understand and value the differences in all parts of the globe; respect the values of every culture and country; and give back to the diverse communities in which we work, live and do business” (Microsoft, 2009, para. 5).
Microsoft broadly promotes Diversity and Inclusion worldwide to its internal and external stakeholders – current employees, perspective employees, customers and...