The document discusses improving diversity at Abercrombie & Fitch. It outlines controversies like discriminatory hiring and dress codes. Articles show diversity leads to economic strength. Solutions proposed include diversifying leadership, training, and making recruiting transparent. The conclusion calls for embracing differences to attract customers and make employees feel included.
This document provides a social media strategy for Glossier, a beauty company. It includes an audit of current social media performance on platforms like Instagram, Twitter, Facebook and YouTube. Goals are to increase engagement and followers by creating original content. Strategies proposed are paid ads on Facebook, using hashtags on Instagram and Twitter to encourage user-generated content, and monitoring responses. Key dates, roles and a critical response plan are also outlined. Progress will be measured by growth in followers, engagement rates, and website traffic from social media.
This document discusses Yanjing Beer's entry into the US market and strategies for building its brand. It covers the company background, brand positioning as traditional and high-quality, and marketing approaches like events and pricing slightly higher than competitors. A SWOT analysis notes strengths in capital and base but weaknesses in taste and finding new channels. Recommendations include finding a niche first before expanding and using sports sponsorships to appear more American.
AVON faces declining market share due to changing consumer trends and inconsistent branding. The company needs to reduce its brand portfolio, strengthen its e-commerce strategy, transform its sales model, and develop innovative sustainable products to regain competitive advantage. Recommendations include a leaner focus on beauty, modernizing the sales force, and restructuring the brand for long-term growth and increased profits.
M.A.C Cosmetics is a cosmetics brand founded in 1984 that is now a subsidiary of Estée Lauder. It sells a wide range of cosmetics including eyeshadows, lipsticks, foundations and brushes. In addition to its products, M.A.C is known for its social responsibility programs like its M.A.C AIDS Fund, which has raised over $100 million for HIV/AIDS causes through its VIVA GLAM lipstick line. While M.A.C has strengths like its high quality products and endorsements from makeup artists, it also faces weaknesses such as higher prices and limited online presence, as well as threats from growing competition in the cos
Process Builder is a point and click tool that makes it easy to automate many common Salesforce tasks. Learn how to design and build effective Process Builder workflows. We’ll review best practices around process design and deployment, and how to replace your traditional workflow rules quickly and efficiently. We will take a real-life business process and show how to use Process Builder to automate it completely without any code.
More here: https://admin.salesforce.com/webinar/webinar-getting-started-process-builder
The document discusses Nivea's brand portfolio management issues and strategies for their various sub-brands. It analyzes the brand image and personality of Nivea Creme, the sources of brand equity, and how the core brand associations of caring and mildness were extended across different product classes like Nivea Sun, Nivea for Men, Nivea Shower and Bath, Nivea Hair, and Nivea Deodorant. The document also provides examples of marketing strategies and advertisements used for various sub-brands over time.
Abercrombie & Fitch is a retailer of high-end casual clothing based in Ohio with annual sales of $3 billion. Founded in 1892, it sells clothing under brands such as Abercrombie & Fitch, abercrombie kids, Gilly Hicks, and Hollister. Known for its all-American lifestyle branding that targets women and children, Abercrombie & Fitch focuses on in-store advertising and has faced criticism for oversexualization and discrimination.
The document provides an analysis of Abercrombie & Fitch (A&F), including:
1) An overview of the apparel sector and A&F's competitors such as Inditex, H&M, and Gap.
2) A history of A&F and details on its brands focused on young consumers.
3) Financial information showing A&F's reliance on the US market for 81% of its sales.
This document provides a social media strategy for Glossier, a beauty company. It includes an audit of current social media performance on platforms like Instagram, Twitter, Facebook and YouTube. Goals are to increase engagement and followers by creating original content. Strategies proposed are paid ads on Facebook, using hashtags on Instagram and Twitter to encourage user-generated content, and monitoring responses. Key dates, roles and a critical response plan are also outlined. Progress will be measured by growth in followers, engagement rates, and website traffic from social media.
This document discusses Yanjing Beer's entry into the US market and strategies for building its brand. It covers the company background, brand positioning as traditional and high-quality, and marketing approaches like events and pricing slightly higher than competitors. A SWOT analysis notes strengths in capital and base but weaknesses in taste and finding new channels. Recommendations include finding a niche first before expanding and using sports sponsorships to appear more American.
AVON faces declining market share due to changing consumer trends and inconsistent branding. The company needs to reduce its brand portfolio, strengthen its e-commerce strategy, transform its sales model, and develop innovative sustainable products to regain competitive advantage. Recommendations include a leaner focus on beauty, modernizing the sales force, and restructuring the brand for long-term growth and increased profits.
M.A.C Cosmetics is a cosmetics brand founded in 1984 that is now a subsidiary of Estée Lauder. It sells a wide range of cosmetics including eyeshadows, lipsticks, foundations and brushes. In addition to its products, M.A.C is known for its social responsibility programs like its M.A.C AIDS Fund, which has raised over $100 million for HIV/AIDS causes through its VIVA GLAM lipstick line. While M.A.C has strengths like its high quality products and endorsements from makeup artists, it also faces weaknesses such as higher prices and limited online presence, as well as threats from growing competition in the cos
Process Builder is a point and click tool that makes it easy to automate many common Salesforce tasks. Learn how to design and build effective Process Builder workflows. We’ll review best practices around process design and deployment, and how to replace your traditional workflow rules quickly and efficiently. We will take a real-life business process and show how to use Process Builder to automate it completely without any code.
More here: https://admin.salesforce.com/webinar/webinar-getting-started-process-builder
The document discusses Nivea's brand portfolio management issues and strategies for their various sub-brands. It analyzes the brand image and personality of Nivea Creme, the sources of brand equity, and how the core brand associations of caring and mildness were extended across different product classes like Nivea Sun, Nivea for Men, Nivea Shower and Bath, Nivea Hair, and Nivea Deodorant. The document also provides examples of marketing strategies and advertisements used for various sub-brands over time.
Abercrombie & Fitch is a retailer of high-end casual clothing based in Ohio with annual sales of $3 billion. Founded in 1892, it sells clothing under brands such as Abercrombie & Fitch, abercrombie kids, Gilly Hicks, and Hollister. Known for its all-American lifestyle branding that targets women and children, Abercrombie & Fitch focuses on in-store advertising and has faced criticism for oversexualization and discrimination.
The document provides an analysis of Abercrombie & Fitch (A&F), including:
1) An overview of the apparel sector and A&F's competitors such as Inditex, H&M, and Gap.
2) A history of A&F and details on its brands focused on young consumers.
3) Financial information showing A&F's reliance on the US market for 81% of its sales.
Conference: 12th IEEE International
Conference on Industrial Informatics,
INDIN 2014. Porto Alegre, Brazil – July
27-30 2014
Title of the paper: Knowledge-based
web service integration for industrial
automation
Authors: Borja Ramis, Luis Gonzalez,
Sergii Iarovyi, Andrei Lobov,
José L. Martinez Lastra, Valeriy Vyatkin,
William Dai
Cynthia is 18 years old. She enjoys the colors purple and black, has a panda bear tattoo, writes poetry, plays musical instruments, is open-minded, and her mother had breast cancer. The document provides biographical information about Cynthia through listing her interests, a physical attribute, and her mother's medical history.
Astina Lovina Hostel is a seaside accommodation located in Lovina, Bali that offers private cottages, a swimming pool, restaurant, and various amenities. Guests can enjoy activities like yoga, parties, games, dolphin watching, snorkeling, and dancing at the full moon. The hostel aims to provide a welcoming environment for travelers to experience tropical Balinese culture through its flowers, animals, locals, and more while meeting other guests from around the world.
Este documento presenta un resumen de los conceptos clave de la didáctica. Define la didáctica como la disciplina de la pedagogía que se encarga de estudiar, analizar y explicar el proceso de enseñanza-aprendizaje para optimizar la transmisión de conocimientos de manera más eficaz. Explica que la didáctica propone modelos, métodos y técnicas para mejorar este proceso e identifica tres tipos de didáctica: general, diferencial y especial. También describe los componentes, derechos, obligaciones, tip
This document analyzes the front and inside covers of the magazine "Q". The front cover features the magazine title "Q" in large white text. It also includes an offer to readers in yellow text on a black background. Unique to this magazine is only having one large cover line. The background is a collage of images of various music artists. Instead of a single image, it uses multiple images to try to appeal to more of the target audience. Standard features like the barcode, issue date, and price are also included. The inside cover continues the consistent color scheme and layout. It features a portrait image of an artist along with a pull quote from an article. The contents section lists article headlines and previews the issue's
Eni has a structure for relations with consumer associations that was established in 2005. It consists of six resources involved in national and international relations, workshops, training for joint conciliation, and a web area for consumer associations. Eni uses an online disputes conciliation process developed with Italy's 18 major consumer associations, allowing customers to be represented by an association during conciliation. The goal is finding solutions through impartial and flexible conciliators in a quick and inexpensive process. Between 2010-2012, Eni received over 2,300 applications and was able to reconcile over 50% of admitted disputes through this joint conciliation process.
El documento lista 12 de los rascacielos más altos del mundo, incluyendo su nombre, ciudad, país, ilustrador, estado de construcción y altura. Los rascacielos varían en altura de 363 a 448,7 metros y se localizan en ciudades como Nueva York, Chicago, Hong Kong, Guangzhou, Shenzhen, Moscú, Abu Dhabi y Dubai.
Hollie Adejumo is designing an orthopedic simulator for use by orthopedic residents and healthcare professionals. Clinical simulation uses technology to allow practitioners to review medical techniques through interactive educational tools. Hollie's project involves creating a task trainer to simulate procedures for posterior elbow dislocations. She has conducted research, viewed elbow cadavers, visited anatomy labs, and examined existing simulators as part of developing her own elbow task trainer.
The toughest, geekiest quiz night in Manchester. Took place 19 February 2014 at TwentyTwentyTwo.
Download answers here: http://amp.co/gp1be
Host: Ampersand Commerce
Sponsor: UKFast
Apply for Ampersand Commerce's graduate programme for software engineers: http://amp.co.grads
Introduction to Learning and Leading by Designprennertariev
The document outlines a professional development schedule for teachers for the 2014-2015 school year. It includes 3 across-school meetings and 4 in-school meetings focused on topics like understanding by design, professional learning communities, and developing high quality curriculum. The schedule provides details on multi-school sessions in the fall, spring and summer, as well as in-school sessions between September-November and February-April. It also includes an agenda for the first group session that divides teachers into breakout rooms by grade level for different topic discussions.
Managing Diversity in The Workplace (HRM)Feby Sandra
This document discusses managing diversity in the workplace. It defines diversity as including differences in age, gender, ethnicity, race, religion, and other attributes. Managing diversity aims to maximize the benefits of a diverse workforce while minimizing potential disadvantages. Some benefits mentioned include improved problem-solving, creativity, customer service, and workforce satisfaction and retention. The document also discusses gender, racial, religious, and disability diversity issues and provides steps for managing diversity effectively such as training, recruitment, and accommodation practices.
This document discusses diversity, inclusion, and belonging in the workplace. It begins by defining diversity as differences among people, inclusion as leveraging those differences, and belonging as feeling valued and connected. It then discusses unconscious and conscious biases that can lead to discrimination. Several studies are cited showing the benefits of diversity, such as higher financial returns and more accurate decision making. The document outlines levers that drive inclusion, like inclusive leaders, and gives steps to increase diversity through attracting, selecting, developing and retaining diverse employees. It defines employee resource groups and calls the reader to action to advocate for inclusion through speaking out and using their privilege to support minority groups.
Conference: 12th IEEE International
Conference on Industrial Informatics,
INDIN 2014. Porto Alegre, Brazil – July
27-30 2014
Title of the paper: Knowledge-based
web service integration for industrial
automation
Authors: Borja Ramis, Luis Gonzalez,
Sergii Iarovyi, Andrei Lobov,
José L. Martinez Lastra, Valeriy Vyatkin,
William Dai
Cynthia is 18 years old. She enjoys the colors purple and black, has a panda bear tattoo, writes poetry, plays musical instruments, is open-minded, and her mother had breast cancer. The document provides biographical information about Cynthia through listing her interests, a physical attribute, and her mother's medical history.
Astina Lovina Hostel is a seaside accommodation located in Lovina, Bali that offers private cottages, a swimming pool, restaurant, and various amenities. Guests can enjoy activities like yoga, parties, games, dolphin watching, snorkeling, and dancing at the full moon. The hostel aims to provide a welcoming environment for travelers to experience tropical Balinese culture through its flowers, animals, locals, and more while meeting other guests from around the world.
Este documento presenta un resumen de los conceptos clave de la didáctica. Define la didáctica como la disciplina de la pedagogía que se encarga de estudiar, analizar y explicar el proceso de enseñanza-aprendizaje para optimizar la transmisión de conocimientos de manera más eficaz. Explica que la didáctica propone modelos, métodos y técnicas para mejorar este proceso e identifica tres tipos de didáctica: general, diferencial y especial. También describe los componentes, derechos, obligaciones, tip
This document analyzes the front and inside covers of the magazine "Q". The front cover features the magazine title "Q" in large white text. It also includes an offer to readers in yellow text on a black background. Unique to this magazine is only having one large cover line. The background is a collage of images of various music artists. Instead of a single image, it uses multiple images to try to appeal to more of the target audience. Standard features like the barcode, issue date, and price are also included. The inside cover continues the consistent color scheme and layout. It features a portrait image of an artist along with a pull quote from an article. The contents section lists article headlines and previews the issue's
Eni has a structure for relations with consumer associations that was established in 2005. It consists of six resources involved in national and international relations, workshops, training for joint conciliation, and a web area for consumer associations. Eni uses an online disputes conciliation process developed with Italy's 18 major consumer associations, allowing customers to be represented by an association during conciliation. The goal is finding solutions through impartial and flexible conciliators in a quick and inexpensive process. Between 2010-2012, Eni received over 2,300 applications and was able to reconcile over 50% of admitted disputes through this joint conciliation process.
El documento lista 12 de los rascacielos más altos del mundo, incluyendo su nombre, ciudad, país, ilustrador, estado de construcción y altura. Los rascacielos varían en altura de 363 a 448,7 metros y se localizan en ciudades como Nueva York, Chicago, Hong Kong, Guangzhou, Shenzhen, Moscú, Abu Dhabi y Dubai.
Hollie Adejumo is designing an orthopedic simulator for use by orthopedic residents and healthcare professionals. Clinical simulation uses technology to allow practitioners to review medical techniques through interactive educational tools. Hollie's project involves creating a task trainer to simulate procedures for posterior elbow dislocations. She has conducted research, viewed elbow cadavers, visited anatomy labs, and examined existing simulators as part of developing her own elbow task trainer.
The toughest, geekiest quiz night in Manchester. Took place 19 February 2014 at TwentyTwentyTwo.
Download answers here: http://amp.co/gp1be
Host: Ampersand Commerce
Sponsor: UKFast
Apply for Ampersand Commerce's graduate programme for software engineers: http://amp.co.grads
Introduction to Learning and Leading by Designprennertariev
The document outlines a professional development schedule for teachers for the 2014-2015 school year. It includes 3 across-school meetings and 4 in-school meetings focused on topics like understanding by design, professional learning communities, and developing high quality curriculum. The schedule provides details on multi-school sessions in the fall, spring and summer, as well as in-school sessions between September-November and February-April. It also includes an agenda for the first group session that divides teachers into breakout rooms by grade level for different topic discussions.
Managing Diversity in The Workplace (HRM)Feby Sandra
This document discusses managing diversity in the workplace. It defines diversity as including differences in age, gender, ethnicity, race, religion, and other attributes. Managing diversity aims to maximize the benefits of a diverse workforce while minimizing potential disadvantages. Some benefits mentioned include improved problem-solving, creativity, customer service, and workforce satisfaction and retention. The document also discusses gender, racial, religious, and disability diversity issues and provides steps for managing diversity effectively such as training, recruitment, and accommodation practices.
This document discusses diversity, inclusion, and belonging in the workplace. It begins by defining diversity as differences among people, inclusion as leveraging those differences, and belonging as feeling valued and connected. It then discusses unconscious and conscious biases that can lead to discrimination. Several studies are cited showing the benefits of diversity, such as higher financial returns and more accurate decision making. The document outlines levers that drive inclusion, like inclusive leaders, and gives steps to increase diversity through attracting, selecting, developing and retaining diverse employees. It defines employee resource groups and calls the reader to action to advocate for inclusion through speaking out and using their privilege to support minority groups.
Zerric Reed is interested in pursuing a career in business with a focus on international companies. Some of his core values include diligence, a strong work ethic, and determination. After serving an LDS mission, he feels called to improve people's lives through business. He is interested in opportunities for career growth at large multinational companies like Unilever and Procter & Gamble. Reed has connected with mentors on LinkedIn who have provided advice about gaining international experience and focusing on developing skills that add value to customers. Their guidance has helped solidify his interest in pursuing opportunities at global companies.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
Do You Really Understand Diversity And Inclusion?Roman 3
The need to strengthen workplace Diversity, Equity, and Inclusion (DEI) is front of mind in virtually all corners of our society. Today’s leader knows that making their workplace welcoming and diverse is not just right, it is good for business.
This new outlook has also created new challenges. Knowing the importance is not enough. We need to know how to bring Diversity, Equity, and Inclusion into the workplace in a meaningful way.
The reality is, most leaders are not sure where the path to a more diverse, equitable, and inclusive workplace starts. Do we start with recruitment strategies? Do we invest in equitable accommodations right out of the gate? Or do we work on trying to be more inclusive in our day to day?
Where we decide to start has a lot to do with our organization's priorities, especially when it comes to talent attraction. Is representation our biggest priority? Or is it equitable and fair company policies? Is making our current and future employees feel welcomed and heard our biggest priority? Where we start and how we implement DEI will have a large impact on how successful we are in attracting and retaining talent.
Managing Demographic and Cultural Diversity.pdfSeta Wicaksana
A report released by global professional services company, Accenture – on the perception of equality held by leaders and employees – found that a significant gap exists between the way leaders and employees view progress towards equality in their respective organisations.
The findings are based on a global survey of more than 30,000 professionals in 28 countries including Indonesia. It includes a survey of more than 1,700 senior executives; and a model that combines employee survey results with published labour force data.
The organisations that were assessed in Indonesia found that 88 percent of women and 86 percent of men in Indonesia’s workforce today care more about workplace culture and believe it is critical in helping them thrive in the workplace. A majority of leaders (86 percent) believe an inclusive workplace culture is vital to the success of their businesses.
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
The document discusses entrepreneurship and human development. It begins by defining key terms like developed, developing, and least developed countries according to measures like GDP, life expectancy, and education. It then discusses factors that can affect a country's development like natural resources, population size, climate, and others. It explores definitions of development and ways to measure development beyond just GDP. Key aspects of development discussed include life sustenance, self-esteem, and freedom from servitude. The document also defines entrepreneurship and entrepreneurial mindset. It discusses characteristics of entrepreneurs and competencies needed like creativity, determination, and business skills. Career opportunities and rewards of entrepreneurship are presented, along with risks like possibility of failure.
All Hands on Deck, Leadership Retreat for Becker Morgan GroupJoe Tye
This document provides guidance for building a culture of ownership within an organization. It discusses that culture does not change unless people change, and people will not change unless given the right tools and inspiration. It outlines the four dimensions of values-based leadership: character, expectations, fellowship, and quest. It discusses establishing a strong foundation through core values, building the superstructure by living those values, and shaping the interior through positive attitudes. The goal is to transform an organization from one of mere accountability to true ownership where everyone takes responsibility for the success of the whole.
Go Negosyo is a Philippine non-profit organization that advocates for entrepreneurship as an alternative to unemployment. It was founded in 2005 and aims to inspire Filipinos and teach them how to start businesses. Go Negosyo partners with private and public groups to provide training seminars, caravans, and summits on entrepreneurship topics. It has published books profiling inspiring stories of young and women entrepreneurs to encourage others. The organization believes entrepreneurship can help drive economic growth and create jobs in the Philippines.
Kanbna India 2022 | Rucha Kapare | Allyship in AgileLeanKanbanIndia
This document discusses the importance of allyship and diversity, equity, and inclusion (DEI) in agile workspaces. It notes that some studies have shown exclusion and inequity witnessed in agile organizations. It advocates for intentionally aligning DEI with business strategy and culture. Actions individuals can take include acknowledging gaps, reflecting on their own ways of working, listening to others, and creating opportunities for all employees to participate fully. The overall message is that meaningful change starts with small actions and understanding one's own privilege, and that true inclusion requires allyship.
Innovation as management axis towards the top. Madrid. Fundacion Rafael del p...Ideas4all
The document discusses building a successful executive career while balancing family responsibilities. It emphasizes identifying gaps in the market for one's skills, being ambitious but setting limits, and building diverse, trusting teams. Innovating through new ideas is presented as a key to success. Managing with results, feedback, and merit is advised over managing by authority alone.
Ideas4all runs an innovative proposal.
Ideas 4all encourages everyone with ideas to participate at the Big Bang Challege Competition .
You could have the posibility to start your own projet with a little help
from Ideas4all.
25.000$ for the best idea
Ideas4all´s team
The document discusses strategies for achieving diversity and inclusion in the workplace. It provides statistics showing the growing diversity of the US population and workforce. It then discusses challenges such as unequal pay for women and lack of diversity in management. The document recommends developing a diversity action plan that includes getting management commitment, conducting an assessment, setting hiring goals, and specific actions to increase diversity like expanding recruiting efforts and training. The goal is to leverage diversity to gain competitive advantages like appealing to customers and innovating.
Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.
The document discusses thought diversity and inclusion in the workplace. It begins by defining diversity and thought diversity, noting that thought diversity values invisible traits like beliefs and work styles. It then discusses how fear of differences that are unfamiliar can lead to unconscious bias and affect decision-making. The document advocates for inclusion by creating a safe and respectful environment where all individuals can contribute. It presents research showing organizations with more diverse and inclusive cultures have better business outcomes like increased stock performance and employee engagement. Finally, it provides actions individuals can take to better embrace thought diversity through self-assessment, immediate actions, and long-term leadership.
The document discusses the speaker's journey developing emotional intelligence (EI) in her retail career. It outlines three phases: an initial failure due to lack of self-awareness; learning social awareness and relationship management; and flourishing with an EI mentor. The rapidly changing retail world increases stress and competition, making EI crucial. EI allows for better change management, engagement, and performance. Diversity and inclusion also improve results and resilience. Leaders should focus on developing their own and others' EI through self-management, social awareness, and relationship management.
Target is a large upscale retailer known for high-quality trendy merchandise sold at attractive prices in clean stores. It operates stores across the US as well as an online business. Target's typical customer is middle-aged, earns around $60k annually, and one-third have children at home. The company aims to provide a welcoming shopping environment for guests and a great workplace for its employees.
Similar to Abercrombie Organizational Behavior (20)
1. IMPROVING DIVERSITY
President: Emily Noselotl, Vice President: Eun Young Kim, Secretary: Stevie
Musil, Marketing Manager: Carmen Li, H/R: Min Seok Park
2. AGENDA
I. Introductions
I. Introduce Team
II. Company History
II. What is Stereotyping
I. Text Concepts
III. Scenario
IV. Company Controversies
I. Consumer Controversies
II. Employee Controversies
V. Articles
I. Dress Code
II. Discrimination
III. Economic Facts of Diversity
VI. Management Solutions
VII. Conclusion
I. Call to Action
3. Abercrombie & Fitch, also known as A&F,
is an American retailer that focuses on
casual wear for young consumers.
The company operates three offshoot
brands ; Abercrombie kids, Hollister Co, and
Gilly Hicks.
4. WHAT IS STEREOTYPING
Stereotyping is attributing a
specific trait to a person based on
the characteristics of the group to
which a person belongs.
5. • Teamwork Skills
• You can accomplish more if
you take advantage of the
unique skills and abilities of
others
• All people are unique and
perceive the world
differently.
TEXT CONCEPTS
6. SCENARIO
• In the past year Abercrombie &
Fitch has suffered a drop in
sales and popularity due to the
many controversies regarding
discrimination and lack of
diversity surrounding the
company.
8. CONSUMER CONTROVERSIES
• Targeting exclusively to
the “cool kids”
• CEO Michael Jeffries
states in an interview he
only wants “good looking”
and thin people wearing
A&F
• Doesn’t offer clothing
above a large and size 10
in bottoms
9. EMPLOYEE CONTROVERSIES
• Hiring employees based on
their appearance
• Allegedly placing less
attractive employees in the
back/stock room
• Sued for forcing an
employee with a prosthetic
arm to only work in the
stock room.
• Refers to their sales
associates as “models”
15. SOLUTIONS: PRESIDENT
• Diversify board
members
• Of the 16 board members
only five are women
• All members are over the age
of 54 to 77
• Create Quarterly
Report
16. SOLUTION: VICE PRESIDENT
❖ Provide diversity training
in the workplace
❖ Make the recruiting
process more transparent.
❖ Offer benefits for diversity
hiring and PR it!
17. 12 Ethical Questions Companies Should
Ask When Making Decisions
1. Is it Legal?
2. How do I feel about this? Am I feeling unusually anxious? Am I fearful?
3. Will any rules, policies, or regulations be violated?
4. Is the proposed action consistent with past practice?
5. Does my conscience bother me?
6. How would I feel if the details of this situation appeared on the front page of the local news?
7. Does this situation require that I lie about the process or the results?
8. Do I consider this to be an extraordinary situation that demands an unusual response?
9. Am I acting fairly? Would I want to be treated this way>
10. Would I be able to discuss the proposed situation or action with my immediate supervisor? My
family? My company’s clients? The president of the company?
11. If a close friend of mine took this action, how would I feel?
12. Will I have to hide or keep my actions secret? Has someone warned me to to disclose my
actions to anyone?
SOLUTION: SECRETARY
18. SOLUTION : HUMAN RESOURCE MANAGER
• “Diversity and inclusion are key to our organization’s success. We are
determined to have a diverse culture, throughout our organization, that
benefits from the perspective of each individual”. (Mike Jeffries, Chairman &
CEO of Abercrombie & Fitch.
• Definition of Diversity and Inclusion According to Abercrombie & Fitch:
• Diversity: “Is about who you are as an individual – what’s seen and
unseen. It also includes the rich differences between individuals such as
race, gender, family, sexual orientation, work experience, physical ability,
and religion.
• Inclusion: “Is about embracing those differences, and thoughtfully and
enthusiastically enabling those differences to equally contribute”
• Diversity Education Program
20. CALL TO ACTION
• Provide perspective on how
to attract a more diverse
customer, associate and
shareholder.
• Making A&F an inclusive
environment that values the
differences of its associates
and customers.
• Diversity and Inclusion yield
creativity and innovation.
• Embracing diverse people,
ideas, and experience.
21. CITATIONS
• “Diversity & Inclusion.” Abercrombie & Fitch Careers. Web. 21
May 2014
• Lutz, Ashley. "13 Reasons Why People Hate Abercrombie &
Fitch." Business Insider. Business Insider, Inc, 22 Aug. 2013.
Web.
• Kerby, Sophia, and Crosby Burns. "The Top 10 Economic
Facts of Diversity in the Workplace." American Progress.
Center for American Progress, 12 July 2012. Web.
• Bhasin, Kim. "Abercrombie Dress Code Enables
Discrimination, Insiders Say." The Huffington Post.
TheHuffingtonPost.com, 18 Sept. 2013. Web.
• Vandeveer, Rodney C., Meneffe, Michael L. Human Behavior
in Organizations, 2nd ed. New Jersey: Prentice Hall, 2010.
Editor's Notes
Emily: Hello everyone, my name is Emily Noselotl and as President of Abercrombie & Fitch. Thank you all for participating in our meeting on improving diversity here at Abercrombie and Fitch.
Emily: Firstly I would like to introduce the rest of our team, Carmen Li is our Marketing Manager, Stevie Musil is our Secretary, Min Seok Park is our Human Resource Manager and finally Eun Young our Vice President who will begin our presentation.
EUN YOUNG: Before we start the presentation, I’d like to introduce Abecrombie & Fitch company. Abercrombie & Fitch, also known as A&F, is an American retailer that focuses on casual wear for young consumers.
The company operates three offshoot brands ; Abercrombie kids, Hollister Co, and Gilly Hicks. They are famous for the marketing skill as topless men standing at the entrance when they open the new store.
Stevie: As stated in Chapter 7 of Human Behavior in Organizations, stereotyping is defined as attributing a specific trait to a person based on the characteristics of the group to which a person belongs.
with explaining that “all people are different and that’s okay. A&F needs to understand diversity is an advantage. Unfortunately, A&F is has become associated with the stereotyping of people and groups they and been known for only hiring people that are in a fraternity or sororities.
Stevie: Chapter 7 also discusses teamwork skills. Some of the key points are listed above. What came to mind while reading this chapter was the saying “ never judge a book by it’s cover.” It’s become very apparent that that is exactly what A&F has been doing in their hiring process. We need to focus on what a good company really has that ours is lacking and perhaps it’s something as simple as Teamwork. By taking advantages of peoples unique skills we can become a better team.
Emily : This past here we have suffered a drop in sales and popularity due to the many controversies regarding discrimination and lack of diversity surrounding our company, among these issues are discrimination due to gender, race, and appearance. As a company we need to reevaluate our selves, and make immediate changes to make Abercrombie all inclusive to everyone and create a welcoming environment to all employees and shoppers.
Carmen : One of the main controversies Abercrombie faces is their lack of diversity in their target market. The CEO Michael Jeffries explicitly states that he only wants “good looking” and thin customers purchasing their products. The company does not offer sizing above large and a size 10 in bottoms, which limits consumers to those that are more on the thinner side and excluding those that fit larger.
Carmen: The other controversy that Abercrombie faces also relates to lack of diversity, but in this case, their employees, or as they call them, “models”. They had a long running issue with hiring employees based on their appearance and allegedly places their less attractive employees to work in the back of the store.
Emily: Although all companies are entitled to a dress code, Abercrombie has crossed a line with causing employee’s to remove elements of their dress such as crosses, hijabs, and Hindu sacred strings. This is unacceptable because it causes a hostile environment and can affect how many sales are made.
Eun young : The article is about Dean, who was born with the lower part of her arm missing, claimed she was forced to work in the London store’s stockroom because she didn't fit the company’s strict “look policy”. She awarded 8,000 euro for unlawful harassment in 2009. It was not the first time lawsuits for these problems to Abercrombie. In 2003, several Hispanics, black and Asian employee and applicants sued the company in the US, saying they had been put into less visible backroom jobs. This is unacceptable and really negatively effects the image of our company.
Emily: A few of the fantastic points brought up in this article are: a diverse workforce can capture a greater share of the consumer market, recruiting from a diverse pool of candidates means a more qualified workforce, diversity in the workplace is necessary to create a competitive economy in a globalized world, diversity in the boardroom is needed to leverage a company’s full potential and diversity fosters a more creative and innovative workforce. All of these qualities are things that Abercrombie desperately needs right now in order to improve our situation.
Emily: One way to ensure that a message of diversity is being achieved in stores, is starting at the source. By creating a board of members that is diverse in gender, ethnicity and age A&F can successfully generate new ideas and promotions to better our public image. Additionally, this diverse background can lead to a more comfortable work environment for employees of all levels which in turn translate to better selling. Additionally, creating a quarterly report on our mentions in the media, new employees and our progress will keep all stores up to date and promote even more improvements
EUN YOUNG : As Vice President, I recommend them to provide diversity training in the workplace. And all employees should understand that hiring decisions are based on finding the best candidate and not by quotas. Making the recruiting process more transparent can help ease the minds of skeptical employees. Also be sure managers fully understand the benefits of a diverse workplace.
Besides it, if they offer benefits such as onsite daycare, childcare subsidies and flexible schedules, new hires would know that they are willing to accommodate cultural and religious holidays and diversity-friendly apparel choices. They can work with the local chamber of commerce to campaign for more diversity and fill those needs for building positive images to publics. It would enhance the employees’ awareness to diversity in their work place.
Stevie: Chapter 22 focuses on Efforts and Ethics. The chapter explains that you should approach your job and tasks at work with good habits. Above are 12 ethical question that Abercrombie and Fitch should read over before making decisions. Perhaps if these were review more closely, we would not have the bad publicity that we are facing right now.
Min Seok Tommy Park: As Human Resource Manager, my priorities are to be firmly committed to increase and utilize the diversity of our associates and management team across the organization. The differences are supported by a culture of inclusion, so that we better understand our customers, capitalize on the talents of our workforce and have an inclusive mindset that values every dimension of diversity. In addition, all workers must have to attend the diversity & inclusion classes. According to A&F, “ the Diversity Education Program focuses on providing continuous learning around diversity and inclusion principles. We place a strong emphasis on behavioral change and understanding what it means to have an inclusive culture.” According to the article, it is true that in order to have a better working environment, you have to build a familiarity, comfort and trust with one another. Personally, as the Human Resource Manager, I think that diversity is a concept that promotes a strong sense of inclusion.
Stevie: Everything has to start and end with the customer. Our customers are increasing in diversity and population. Our goal is to represent as the most rich retail store of culture, people and ideas. Moreover, we want diverse people who bring ideas, experiences and talents that will help us represent our diverse customers. In conclusion, work to ensure that there are no obstacles that limit our employees from attaining their goals and dreams working in the company, than you for taking part in our presentation and hope to see positive change within Abercrombie and Fitch very soon.