A DIVERSITY REPORT ON COCA-COLA
ADiversity Report on Coca-Cola
Diversity, inemployment, is a controversial issue among many companies today. Thegrowth of the human rights movement, across the world, has promptedemployers to incorporate aspects of the concept in their enterprises.It is prudent to understand that diverse, in recruitment, is not onlydone to comply with the law or as a show of good faith, but also hasnumerous benefits to the firm. As businesses are exploring newfrontiers in the national or international markets, it is essentialto understand the cultures of these different people (Roseburgh,2016). Having a heterogeneous team helps to keep into touch with theneeds of individuals from different regions or cultures. Amulticultural and talented employee base would be useful in achievingthe goals of the company. This paper explores how enterprisesintegrate diverse recruitment practices into their business models byanalyzing Coca-Cola.
Coca-Cola:Understanding Diversity through their Website
The Coca-ColaCompany is one of the largest firms with operations across the world.It has managed to successfully integrate multicultural employmentreforms in their model that is clearly visible on their website.Though the company has a web page dedicated to exploringmultiplicity, it is not easily accessible. There is no direct link onthe front page of the enterprise`s website, and one will have tostudy the network to find the firm`s global mission on assortment.Though the site has a find box, the search for multiplicity did notyield any results showing that one will have to tour the site ontheir own to find its commitment to being a multiculturalorganization. The information concerning this topic in the internetsite is found under the ‘our workplace` tab (TheCoca-Cola Company, 2016).
Despite theinability to access this information, Coca-Cola has dedicated asignificant part of the website to show their commitment to having adiverse workplace. It also highlights this by showing how theyincorporate it in their recruitment process. The site contains somegraphs that reveal the ethnic and gender differences thereby showingtheir commitment to this cause.
The informationon the website offers a wealth of information to the key stakeholdersof the company. Potential employees can also comfortably apply foremployment positions within the company without fear of prejudice dueto their ethnic or gender variances. According to Coca-Cola`swebsite, 81 percent of their total US employees are male while 19percent are female. This gender difference, nonetheless, mostlydepends on its region and offices (TheCoca-Cola Company, 2016). For example, in Coca-Cola’s USheadquarters only 52 percent of their employees are male while therest 48 percent are female. A look at the ethnic composition alsoreveals that the enterprise considers cultural multiplicity in therecruitment practices. In their American labor force, 53 percent areCaucasian, followed by 23 percent employees of African Americandescent. 10 percent of the other employees are Asian closely followedby Hispanics who represent 8 percent of their workers. Other ethnicrepresentations cover 2 percent of their employees while theethnicity of rest 5 per cent is unknown (TheCoca-Cola Company, 2016).
The informationon diversity may be useful to the consumers of the company due tomany reasons. According to Neuhausen (2012), a company`s managementrelationship with different diverse groups is critical since itaffects the view of the enterprise to the public eye. Variouscompanies, such as Nike, have lost clients and income due to theircontroversial practices and the failure to uphold basic human rights.Egbu, Hari, &Renukappa, (2014) assert that a firm acquires newclients and retains their existing customers if the public knows thatthey engage in sustainable employment practices. Furthermore,consumers want to be part of an enterprise on that respects andenforces the legal requirements of modern work practices, such ashaving diverse employees. One of the main advantages that a firm,like as Coca-Cola, accrues from having such a labor force is theability to understand and incorporate some of the needs ofindividuals to their products. Through product development,diversification improves an organization’s goods or services whicheventually improve sales and client satisfaction.
Diversificationin the supply chain also ensures that an enterprise gets a differentprovider of products while they procure their production materials.Categories of a different contributor chain include small and mediumbusiness enterprises, women business firms and minority-ownedbusinesses. There are many main benefits both to the public and to anorganization that may prompt them to have a diverse giver chain(Roseburgh, 2016). The promotion of innovation in theproduction of goods and services is one of these main benefits. Theseminority firms may have innovative products but meet financial orlogistical challenges in delivering their goods to the market. Acompany`s ability to procure the services of these companies willensure they are abreast with the most innovative products.
A diverseprovider chain also intensifies competition among different firms byensuring there is a wide array of goods. The existing and thepotential vendors are likely to compete on price and quality of goodsif there are numerous suppliers. The resultant effect will be animprovement of quality in the goods which eventually increases clientsatisfaction. It will also give a chance for some of the vendors fromdifferent ethnic and gender orientation to improve their business.Supplier diversification shows the commitment of an enterprise to dobusiness beyond the confines of consumerism. Coca-Cola is one of thefew companies across the globe that have pledged to support supplierheterogeneity and made significant efforts in doing so. In 2000, theycommitted $800 million dollars to help women and minority basedsuppliers for the next five years. After these five years, thecompany made a further commitment of $1 billion dollars to thesebusinesses. Currently, it has a pledge of increasing supply’sspending of up to $1 billion dollars by the year 2020(The Coca-Cola Company, 2016). Furthermore, Coca-Cola has amentorship program where they give advice, counsel, and training tominority and women based enterprises for future growth.
The image in thewebpage is a photo of African women who are presumably suppliers ofCoca-Cola products. This image depicts a complete picture of thelevel of heterogeneity that the business espouses. Their mission isto ensure they have a richness of a diversified employee base thatrepresents the different markets that they serve and to be a globalleader in diversity, inclusion, and fairness to employees, suppliers,and the community.
ExploringDiversity in the Organization
As a potentialemployee, am thoroughly convinced that Coca-Cola makes an effort toincrease diversification in their team. As a global firm, it isnecessary for the business to hire a diverse group of employees thatwill cater to the individual needs of their clients. The websitereveals the statistics of Coca-Cola’s employees which reveals thatthey value gender and racial differences in their workplace. As afuture customer of a different ethnic group, I understand that theenterprise puts enough effort to ensure they have a diversepopulation of suppliers and employees (Egbu, et al., 2014). Thismulticultural nature of the firm will help customize the productsaccording to my needs. I would also like to be part of an enterprisethat complies with the labor laws and appreciates the diverse natureof the modern society. As a contractor from a minority group or thefemale, I presume that the institution supports the businesses ownedby women or people from a different minority. The firm has aparticular budget that caters for these individuals and also improvesthe skills of these enterprises through a mentorship program. Thewebsite clearly shows the missions and goals of the firms while alsohighlighting the significant steps they take to support diversebusinesses. The site encourages ethnically diverse employees to applyfor employment positions in their business. It shows that Coca-Colais fully committed to realizing a diverse manpower and will notdiscriminate anyone on such basis.
Any bias orscandal that arises in the hiring of employees from the internalmanagement of the firm may play a role in disputing the regulationson the institution’s website. A biased human resource departmentwill scare away the potential employees who will think that it doesnot follow the rules on the website. The website does not reveal anyaward that the firm has received in the recent years for its role inestablishing a diverse workforce and supplier community. Another webpage on the website shows the awards that the business has receivedin the recent past, but there are no awards for it being a diversefirm.
If I was a femaleaged 55 and of a different racial ethnicity, physically challengedand a lesbian, I would be hesitant in applying for the job. WhileCoca-Cola claims to be diverse in nature, it has not touched on someof the aspects of diversity (The Coca-ColaCompany, 2016). For example, it does not highlight itsprovisions for the physically challenged which is a criticalrequirement that is outlined by the law. It would thus be difficultto understand if they have any specific policies on how they treatthe physically challenged. Furthermore, sexual orientation in thefirm is not explored by the website, meaning they have not updatedtheir policies according to the current requirements ofdiversification in the workplace. I am, however, satisfied with therules of ethnic minorities and gender orientation.
Coca-Cola is aglobal enterprise with operations in numerous countries across theworld. The scale of the industry necessitates it to include severalpolicies in its business model to comply with the various regulationsin each country. It espouses gender equality as its staff hasrepresentations of both females and males. Their website, albeit noton the front page, has a web page dedicated to having diversificationin their recruitment process and suppliers. This presents a myriad ofbenefits to the firm and its consumers, such as the ability tocustomize their products and services according to the needs of eachclientele. Access to innovative goods is brought about by thehomogeneity of suppliers and will also benefit the consumers and thebusiness itself. The Coca-Cola website gives out the goals andmission of the firm and highlights their approach to these racial andgender differences.
Egbu, C. O., Hari, S., & Renukappa, S. H. (2014). Knowledgemanagement for sustainable competitiveness in small and mediumsurveying practices. Structural survey, 23(1), 7-21.
Neuhausen, F. (2012). Marketing of Nike. An Analysis ofRelationships with Customers and Suppliers.
Roseburgh, F. (2016). What Is Supplier Diversity and Why IsIt Important? Blog.cvmsolutions.com. Retrieved 31August 2016,fromhttp://blog.cvmsolutions.com/what-is-supplier-diversity.
The Coca-Cola Company. (2016). Diversity. TheCoca-Cola Company. Retrieved 31 August 2016, fromhttp://www.coca-colacompany.com/our-company/diversity.