After the process is finished, the employee who raised concerns will receive information about the investigation, including about the investigation’s factual conclusion and, at a minimum, generalized information about the discipline that followed. As a new step in this year’s rewards process, we will expand this review to reach all our senior leaders at general manager and above. Every one of us needs to understand the behaviors that are prohibited by law or policy and, equally important, those needed for a respectful workplace to which we’re committed. In addition, while we need to remain sensitive to privacy concerns, we will also create more transparency around the outcomes from these investigations. Terms & Conditions. We will add HR professionals to enhance our listening capacity when issues are first raised. » Industry Wise Case Studies Second, we will increase our ability to pursue investigations more quickly. Use of this site constitutes acceptance of our Terms of Use and Privacy Policy | CA Notice at Collection and Privacy Notice | Do Not Sell My Personal Information | Ad Choices  ETF and Mutual Fund data provided by Morningstar, Inc. Dow Jones Terms & Conditions: http://www.djindexes.com/mdsidx/html/tandc/indexestandcs.html. Our expectations for managers: Each of our over 16,000 managers needs to be an effective culture champion dedicated to improving the experience of our employees. All Rights Reserved. undertaken by the company to retain employees, notably, the restructuring of the Other Case Studies:- Ill-conceived HR policies can pitch staff against one another like rats in … These are the core obsessions that drive our newsroom—defining topics of seismic importance to the global economy. How can I speak up when I see non-inclusive behavior? » To help, we will provide managers with additional support, in part by rolling out a required manager learning track in FY20 that includes tools and resources on leading diverse teams and further activating our culture. To other underrepresented groups and anyone who said they relate to these experiences, I hear you too. Third, we will promote more consistent disciplinary approaches across the company following an investigation. Human Resource and Organization Behavior Case Studies» HRM Short Case Studies of Microsoft as a result of its growth, and how these changes affected the To those who started this conversation by sharing your stories — thank you. This is a journey — it is not a simple issue that will ever be solved by the decisions we announce in a single day — but I want to share with you several concrete steps we have decided to take to accelerate our progress. /* (468x60) April-14 */ In recent years, we’ve created a Standards of Business Conduct and rolled out tools and training around leadership principles, inclusive behaviors and unconscious bias. Going forward, we will add further data transparency to our annual representation update, including new data around career progression. We will develop new company-wide disciplinary guidelines for work-related misbehavior. The HR department exists to serve top management, not you. There is a role for every one of us. The material changes will be new training for managers, focusing on leading diverse teams and how to reward inclusion on teams they lead. Cases in Other Languages. It discusses the changes that occurred in the culture the allegations of discrimination. But one lesson from recent conversations is that we need to do more. //-->. “But I’m encouraged that people feel empowered to speak up and demand change.”. organization when it becomes too big,