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In 2014 National Oilwell Varco earned over twenty million in revenue. As a Houston company formed in 1841 it has seen Houston grow into a very large and diverse city. As the city grows more diverse so should the companies that make up our great city, but NOV is actually one of the worst diverse companies in Houston that has seen its fair share of discrimination cases. The purpose that I write to you is to help the company grow into a more diverse organization by analyzing current issues of diversity within the company. Being a leading provider of equipment and components used in oil and drilling means there is a lot of employees; currently there is 64,000, yet National Oilwell Varco received a diversity score of fifteen out of one hundred from Calvert Investments. Calvert Investments ranked NOV number one on the three worst large-cap companies for workplace diversity. In 2014 NOV was ordered to pay a welder for wrongful termination in a discrimination suit. In 2015 another wrongful termination suit was filed by a former employee of eighteen years; he claims he was fired because of his age. Right now the breakdown of men to woman is 75% men and 25% woman. …show more content…
One of the selling points is the city of Houston. The website brings up a quote about Houston being “one of the most diverse cities in the nation”. It would be a great selling point if you could claim the company was as diverse. The website does have great display of pictures featuring men and woman of all ethnicities and ages. The website claims NOV is an equal opportunity employer regardless of “race, creed, color, national origin, age, sexual orientation, or other protected status.” The website does well in conveying a diverse workplace, but there is still room for
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
Living in a city like Houston, diversity is present in every corner. From different races and beliefs to different sexual orientation. However, having grown up in Miami, diversity was not present in most situations. Most of the people in my community were mostly Cuban or from Central and South America. All my friends knew how to speak Spanish and shared similar cultures.
Our book opens us up to the world of diversity and inequality in the United States. It presses on issues about groups that hold superiority towards inferior groups for multiple reasons. In “Imagine our country” our book blatantly calls out America’s problems and how we in some cases are only increasing the chances of them continuing. It helps define the differences between racism and discrimination, which I never thought about enough to distinguish before taking this class. These chapters also offer hope and ways to combat these differences, because while we may be stuck in a social loop-hole there are available ways to challenge these and make society aware of changes and in act upon them!
Diversity in Chicago is astounding, known for the contrasting ethnic and racial society having contributed to the cultural and economic value of that great city. Chicago is defiantly one of the ultimate divers’ cities in the country. The City of Chicago thrives on its multicultural diversity and harmony throughout its neighborhoods. The city is overflowing with diversity from amazing dining and shopping to the breathtaking views from either the lakefront or even some of the most spectacular architecture skyscrapers. It is accustomed that Chicago defiantly represents diversity and its countless designs. However, diversity exists in Chicago that has a tendency to go unnoticed diversity of the individuals that compose the city.
First, our company should understand the importance of gender diversity. In the first article “Why Workplace Gender Diversity Matters”, Anne Marsan pointed out directly that most tech companies lack of gender diversity. Then she explained several reasons why gender diversity matters to companies. Using logos, she mentioned that women in U.S. purchased 50 percent of computers, 50 percent of cars and 80 percent of consumer goods. In other words, organizations with gender diversity are better to connect with
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
I am Hispanic, and I am different. Being different is something in which I take pride in. Therefore I believe that the University of Houston is where I belong. This scholarship will give me the opportunity to study in the place in which I belong while achieving my dreams of becoming a doctor. I was given the opportunity to study elsewhere, but since I heard the University of Houston is ranked second in the nation at diversity; I want to study and achieve my dreams here.
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Having diversity in the workplace allows for greater growth within a company due to the different opinions and perspectives of people from all walks of life. To remain competitive, many companies are being advised to recruit, develop and retain men and women of all different backgrounds, ages and races (Cox and Blake, 1991). By doing this and also accommodating the needs of their demographically diverse workforce, companies will become much more appealing places to work therefore reducing turnover and absentee
The issue with the Texas Top 10 Percent Plan and other race neutral methods is that the UT admissions staff isn’t able to pick out these students that bring a unique aspect of diversity to campus. With the Top 10 Percent Plan, admission is based solely on GPA relative to the other students in one’s high school. Even though this leads to diversity based on race, it is an ineffective means to achieve the “individualized diversity” that the University of Texas needed in order to accomplish their mission. As a result, In 2004, UT re-introduced race and ethnicity in admissions through a newly established holistic admissions system. The process began with a year-long evaluation to determine if UT had met their goals regarding diversity. After a year,
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Without a doubt, the greatest asset an organization can have is its human resource. Therefore, issues affecting the staff have increasingly become popular among business managers, scholars, policy makers and other stake holders. One of the issues that have particularly generated sufficient interest is managing workforce diversity. O’leary & Weathington (2006) defines diversity simply as way of differentiating one person from another. Diversity is about recognizing and appreciating the uniqueness of each person. People can be different in terms of race, sexual orientation, age, gender and physical abilities just to mention a few (Burke 2007). As a result, workforce diversity has become a major business concern. Managing it should not be merely motivated by the potential of increasing the profit margin, but also should be to ensure the working environment is conducive, safe and nurturing (O’leary & Weathington 2006). Any business that manages its workforce effectively is bound to enjoy a number of benefits.