This case is about creating and implementing new diversity program in JPMorgan. The business presence at a global level and inclusion of employees irrespective of their race, caste, colour, gender is an example for all the companies. Implementing and ensuring a successful change by setting up new diversity practices throughout the organization is important.

1. Case Study Presentation
DIVERSITY AT JPMORGAN CHASE:
RIGHT IS GOOD ENOUGH FOR ME (A)
By: Tanushree Bose
PGDM-HR
UID No.: 2019-1805-0001-0041

2. Agenda Facts/ Main pointers of the
case
01
Problem Identification
02
Alternative Solutions
03
Best Solution as a
Protagonist
04

3. 01. Facts/ Main Pointers in the case
This case is about the diversity recruitment in
a Fortune 500 company. With a white male
champion at the helm, it shows how competent
leaders work towards the diversity in a hiring
system that has a strong pipeline of diverse
talent for future consideration.
JP Morgan hires Mark Settles in 1994. He has
13 years experience in JP Morgan & became
the Managing Director at the company.
In 2006, Mark was made the Diversity
Recruiting Executive at JP Morgan Chase &
Co (JPMC).
His task was to safeguard the rights
of the minors in the company. The
hiring was done as per the
requirements and coloured people
were not preferred.
01
02 03
04

4. 02. Problem Identification
The case explains how more competent leaders have introduced
diversity hiring system to hire diverse talent for the future
considerations.
However, in spite of the successful implementation of the plan,
the head of recruiting Mark Settles was wondering whether his
efforts will change JP Morgan when he sees most of the male
faces and white on the cover of the recent Fortune Magazine.

5. 03. Alternative Solutions
Hiring Female & LGBTQ
JPMC can achieve the
target of recruiting
diverse population
and minorities.
Global Hiring
JPMC could expand
its cultural dimension
globally.

6. 04. Best Solution as a Protagonist
01
02
JPMorgan should focus on global hiring.
Aligning, setting up and implementing a standard
diversity ratio or diversity metrics in order to
become a successful in its diversity program.
The diversity ratio should include males,
females as well as LGBTQ employees.
Create “Employer Branding” initiatives & best
practices in JPMorgan Chase.
03
04

7. THANK YOU