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    Law Firm DSG Case Study

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    Ghada Mehana
    The Law Offices of Dickinson, Stilwell and Gardner (DSG) lacked diversity in its workforce. It recently hired two Hispanic employees, including one as a partner, which created instability as existing employees felt they may be replaced. To address this, alternatives include developing an organizational diversity policy, providing continuous diversity training, and increasing transparency around raises and evaluations. The recommendation is for DSG to focus on respecting individual differences, treating all employees equally, and basing growth opportunities only on accomplishments rather than attributes such as gender, age or ethnicity. This will help create a more diverse and inclusive workplace culture.

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    Law Firm DSG Case Study

    Uploaded by

    Ghada Mehana
    99 views2 pages
    The Law Offices of Dickinson, Stilwell and Gardner (DSG) lacked diversity in its workforce. It recently hired two Hispanic employees, including one as a partner, which created instability as existing employees felt they may be replaced. To address this, alternatives include developing an organizational diversity policy, providing continuous diversity training, and increasing transparency around raises and evaluations. The recommendation is for DSG to focus on respecting individual differences, treating all employees equally, and basing growth opportunities only on accomplishments rather than attributes such as gender, age or ethnicity. This will help create a more diverse and inclusive workplace culture.

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    The Law Offices of Dickinson, Stilwell and Gardner (DSG) lacked diversity in its workforce. It recently hired two Hispanic employees, including one as a partner, which created instability as existing employees felt they may be replaced. To address this, alternatives include developing an organizational diversity policy, providing continuous diversity training, and increasing transparency around raises and evaluations. The recommendation is for DSG to focus on respecting individual differences, treating all employees equally, and basing growth opportunities only on accomplishments rather than attributes such as gender, age or ethnicity. This will help create a more diverse and inclusive workplace culture.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    99 views2 pages

    Law Firm DSG Case Study

    Uploaded by

    Ghada Mehana
    The Law Offices of Dickinson, Stilwell and Gardner (DSG) lacked diversity in its workforce. It recently hired two Hispanic employees, including one as a partner, which created instability as existing employees felt they may be replaced. To address this, alternatives include developing an organizational diversity policy, providing continuous diversity training, and increasing transparency around raises and evaluations. The recommendation is for DSG to focus on respecting individual differences, treating all employees equally, and basing growth opportunities only on accomplishments rather than attributes such as gender, age or ethnicity. This will help create a more diverse and inclusive workplace culture.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Case Study| The Law Offices of (DSG)

    Contemporary Management

    Presented by: Ghada Mehana

    Class: 69H

    To: Dr. Hesham SADEK

    The Law Offices of Dickinson, Stilwell and Gardner (DSG)

    1- Problem Definition

    The diversity efforts in the Law Offices of (DSG) was not considered a high priority by the firm owners

    and senior management. Since the firm was founded in 1963, it didn't focus on the workforce diversity

    and specifically, the "Race and ethnicity"

    which are important types of diversity. The firm is located in El Paso, Texas where big Hispanic community is there.

    Recently, the firm decided to change its culture and consider diversity while hiring new employees, it hired two
    Hispanic employees one of them was brought as a partner, but this created many instability issues within the
    organization as the current employees feel that the new partner will work on replacing them with other Hispanic ones.
    As we are examining the case of diversity in the workplace, the following figures are showing the diversity statistics in
    the US labor market as of June 2012.

    1- The U.S. workforce is becoming more diverse, (64 percent) in the labor force are non-Hispanic white; (16
    percent)

    are Hispanic; (12 percent) are African American; and (5 percent) are Asian. This figure also shows that there are

    more Hispanic men and African American women in the labor force than Hispanic women and African

    American men. Currently 97 percent of U.S. companies fail to have senior leadership teams

    that reflect the country's ethnic labor force.

    2- Justification for the Problem

    Employees who are working on organizations that have no policies and procedures in place that

    promotes diversity and protects minority employees from discrimination in the workplace can be more

    resistance to change and will have interpersonal issues that will definitely affect their productivity and

    will lead to a high turnover within the organization.


    3- List of Alternative course of action

    a- Develop organizational policy


    b- Continuous diversity training
    c- Be transparency in raises and appraisals

    4- Evaluate Alternatives Develop Organizational Policy

    - Organizations should work to create policies that promote diversity in the workplace and help employees
    feels included and important.
    - Having clear policies in place for diversity issues and situations will make it clear to employees what the
    expectations are and accordingly everyone will feel secured.
    - The policy should highlight that employee evaluation is based on the accomplishments and that gender, race,
    ethnic, age background has nothing to do with succeeding and reaching the high levels at the company.

    Continuous Diversity Training

    - Organizations should provide the adequate training to teach the employees how to work together and benefit
    from each other's experiences and differences.
    - The training should also explain the legal implications of diversity in the workplace,
    - Diversity training should draw attention to company policies and culture of respect which are essential to
    create a healthy work culture.
    - Organizations should encourage employees to participate in regular surveys to measure the effectiveness of
    diversity policy, Diversity training is one of the best ways to receive anonymous feedback from employees.
    Be transparency in Raises and Appraisals
    - Be transparent and post the job title for each role with the average package range, communicate with the
    team clearly the KPI' s and explain how an employee can reach the high-performance salary range.

    5- Conclusion & Recommendations

    Although maintaining diversity in the workplace is challenging but also there are solutions to create harmony within
    different teams. Diversity in the workplace requires a commitment from every level within the organization. There are
    many benefits that a clear climate of diversity can bring to the organizations, Organizations that have more diversity in
    their office will have increased collaboration, higher employee engagement and higher productivity as different
    workers have different skills, ideas, and perspectives they will bring.

    In contrary, lack of diversity in an organization can unintentionally create an unfriendly environment and will lead to
    higher turnover.

    In light of the above, the organizations should focus on creating a culture where individual differences are respected
    and all employees are treated equally and receive the same opportunities for growth and advancement and that the
    employee growth and continuation in a company is based on the accomplishment and not the gender, age, ethnic, race.

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