The document discusses Starbucks' approach to managing a diverse workplace. It outlines Starbucks' policies and initiatives related to supervising employees from various protected groups, including racial/ethnic minorities, women, individuals with disabilities, older workers, and those with different religious beliefs. Starbucks aims to foster inclusion and a sense of belonging for all employees. It provides training for managers to understand different cultural backgrounds and ensure equal treatment. The company's diversity efforts include employee networks, benefits, and global strategies to respect various cultures and customs in different country markets.

1. Supervising a Diverse
Workplace One Cup
At A Time
Ana Barrera
Principles of Management
Professor Dr. Cassandra Theramene
March 24th 2016

2. Today’s Presentation will focus on:
 Chapter 12: Supervising a Diverse
Workplace as applied to Starbucks
Coffee

3. Diversity Case Study

4. Introduction to Diversity – Case Study 04
Calvert Investment ranks companies commitment to diversity based on 10 criteria:
 Equal Employment Opportunity (EEO) Policy
 Internal Diversity Initiatives
 External Diversity Initiatives
 Scope of Diversity Initiatives
 Family Friendly Benefits
 EEO-1 Disclosure
 Highest-Paid Executives
 Board Representation
 Director Selection Criteria
 Overall Corporate Commitment
Calvert Investments provides mutual funds that invest in socially and environmentally responsible companies.

5. Introduction to Diversity – Case Study 05
 Best company in the S&P 100 with a score of 95
 Two of the company’s highest paid position are occupied by
minorities
 Company publicly supports the ENDA (Employee Non-
Discrimination Act)
 Ranks has most transparent company in the world with its
EEO-1 data
9
5
SCORE

6. Introduction to Diversity – Case Study 06
Worst company in the S&P 100 with a score of 5
Company has explicitly stated it does not consider diversity
when directors and board members are selected
No C-level employees at Warren Buffet’s enterprise are
woman or minorities
SCORE
5

7. Company History

8. Building Starbucks One Cup At A Time 08
-
- Starbucks was founded in 1971
- It was the first roaster and retailer of whole bean and ground coffee, tea and
spices with a single store
- Today, Starbucks connects millions of customers with exceptional products
- Currently has over 22,000 stores in 67 countries
- Starbucks mission is “to inspire and nature the human spirit, one person, one cup
and one neighborhood at a time”

9. Section 1:
Managing Diversity is the
Bottom-Line Concern

10. Starbucks Philosophy on Diversity 10
- They seek to inspire and nurture the human spirit - understanding that each person brings a
distinct life experience to the table.
- Their partners are diverse not only in gender, race, ethnicity, sexual orientation, disability,
religion and age, but also in cultural backgrounds, life experiences, thoughts and ideas.
- Embracing diversity only enhances their work culture, it also drives their business to success.
- It is the inclusion of these diverse experiences and perspectives that creates a culture of
empowerment, one that fosters innovation, economic growth and new ideas.

11. How does Starbucks Manage Diversity 11
Aside from extraordinary coffee, Starbucks had a made a business out of human connections,
community involvement and the celebration of cultures
Starbucks manages diversity in the form of an equation:
Diversity Inclusion Equity
Human
connection
Engagement
Ease of Use
Barrier Free
Fairness
Justice
Accessibility

12. Protected Group Employees and Supervising Diversity 12
Diverse Partner Networks:
Starbucks Access
Alliance Partner
Network
Starbucks Armed
Forces Partner
Network
Starbucks Black
Partner Network
Starbucks China &
Asia Pacific Partner
Network
Starbucks Hora Del
Café Partner
Network
Starbucks Pride
Alliance Partner
Network
Starbucks
Women’s
Development
Partner Network
Starbucks India
Partner Network

13. Classifications of Protected- Group Employees 13
Workers include:
- African Americans
- Asians
- Hispanics
- Native Americans
- Indians
40 %
18%

14. What Makes Starbucks A Diverse Company & Stand Out 14
- Partners (Employees) – Focusing on partner development by
educating and engaging their partners
- Customers – Recognizing and responding to their unique preference
and needs by connecting with customers in a culturally relevant way
- Communities – Support and invest in local neighborhoods and global
communities
- Suppliers – Trusted and welcoming company for suppliers through
supplier diversity program
Standing Out!
With a presence in over 50
countries, Passion for great coffee,
genuine service and community
connection transcends language
and culture.
Watch Video

15. Protected Group Employees and Supervising Diversity 15
- 100,000 young African-American and Hispanic employees within the next 3 years
- 100,000 low-income, 16 to 24 year olds as apprentices, interns and part/full-time employees
by 2018
- 10,000 veterans and military spouses by the end of 2018
- Starbucks scored a 100 out of 100 on a new Disability Equality Index
Starbucks incorporate different groups by:

16. Section 2:
Supervising Racial and
Ethnic Minorities

17. Supervising Racial and Ethnic Minorities 17
Starbucks Best Practices to Manage Diversity:
- Managers must understand discrimination and its consequences
- Managers must recognize their cultural biases and prejudices
- Strive that diversity is not about differences among groups, but rather
about differences in individuals
- Each individual is unique and does not represent or speak for a
particular group

18. Section 3:
Supervising Women

19. Supervising Women 19
Women at Starbucks:
- Approximately 65% of Starbucks partners are women
- Of their 50+ Top leader 26% are women
- Of Vice President 48% are women
Starbucks Aspirations:
- By 2020, increase female (& minority) representation at the Top
Leadership level by 50-60 SVP’s and higher

20. Supervising Women 20
Balancing Work-Life Issues:
- Starbucks provides Employee Assistance Program
- Child Care
- Elder Care
- School information
- Counseling for stress-related issues & emotional difficulties

21. Supervising Women 21
Sexual Harassment and Sexual-Sterotyping Issue:
Starbucks Standard of Business Conduct states that all partners are
entitled to work in an environment that is free of harassment, bullying
and discrimination
Partners are directed to make contact with their
- Manager
- Partner Resources Representative
- Business Ethics and Compliance

22. Supervising Women 22
Training and Development Opportunities:
- Starbucks partners with Catalyst who is a leading non-profit and
provides membership to women.
- Starbucks Partners – Women’s Development Network
Pregnancy and Family Care:
- Starbucks provide maternity leave for 8 weeks and an additional 4
weeks of “bonding time”
- FMLA
- Helpline available

23. Section 4:
Supervising Employees with
Disabilities

24. Supervising Employees with Disabilities 24
Starbucks Commitment to Access and Disability Inclusion
- Partner Training and Understanding
- Customer Accessibility and Resources
- Disability Community Engagement and Recognition

25. Section 5:
Supervising Older Workers

26. Supervising Older Workers 26
Starbucks ideology on hiring older workers is that they have more
experience.
Advantages:
- Dedicated
- Pride in a job well done
- Maturity
- Communication Skills
- Less risky hire

27. Section 6:
Accommodating Different
Religious Beliefs

28. Accommodating Different Religious Beliefs 28
Starbucks is very accommodating to different religious beliefs
- Managers are to treat partners equally and without prejudice
- Managers are made aware of laws and regulations
- Partners should not be forced to do activities or speak in a manner
that would contradict their vaules
- Starbucks builds relationships between the partner and manager

29. Section 7:
Managing Employees
Around the World

30. Managing Employees Around the World 30

31. Managing Employees Around the World 31
- In China, families play a tremendous role in life and career choices
Global Starbucks Difference between China and U.S.
- In China, partners are mainly college graduates
- While in the U.S. many customers order coffee to go, customers in
China tend to linger, therefore stores are larger
- Unlike in the U.S. where Starbucks cafés are busiest in the morning, in
China store busiest hours are in the afternoon and evening
- China embraces the Starbucks culture and training as the U.S.

32. Managing Employees Around the World 32
Hofstede Culture Map
40
91
62
46
26
68
80
20
66
30
87
24
Power
Distance
Individualism Masculinity Uncertainty
Avoidance
Long-Term
Orienation
Indulgences
USA vs China
USA China

33. Section 8:
Protected-Group Supervisors

34. Protected-Group Supervisors 34
Starbucks has the same guidelines that they do for employees to
Supervisors

35. Section 9:
Understanding Reverse
Discrimination

36. Understanding Reverse Discrimination 36
Starbucks regulations require that they take affirmative action to
employ and advance employment for:
- status as protected veterans
- individuals with disabilities
- race
- color
- religion
- sex
- national origin

37. Section 10:
Supervising Well:
The Overriding Consideration

38. Supervising Well: The Overriding Consideration 38
Cultural Competence is essential for Starbucks
- Starbucks started Café Practices to explains to managers:
- Basic social criteria
- Environmental criteria
- Quality Criteria

39. Synopsis

40. Synopsis 40
- Important factors is for managers to be patient and understanding of
their employees diverse background
- Starbucks provides training programs for all employees by mixing the
age, minorities, disability of work teams in the stores to balance their
skills and experiences
- Wise leaders will focus on performance regardless of any gender bias,
race, religion or sexual orientation in order to increase company
competitiveness

41. References

42. References 42
1. Jessica Newton – Starbucks – 1-877-309-3180 – JessicaNewton@starbucks.com
2. http://www.starbucks.com
3. http://www.starbucks.com/responsibility/community/diversity-and-inclusion
4. http://www.calvert.com/perspective/women-and-investing/examining-the-cracks-in-the-ceiling-2015-diversity-
supplement
5. http://www.investopedia.com/articles/professionals/072815/best-and-worst-companies-workplace-diversity.asp
6. http://www.huffingtonpost.com/2013/05/06/berkshire-hathaway-diversity_n_3222455.html
7. http://geert-hofstede.com/united-states.html & http://geert-hofstede.com/china.html

43. Thank you!
Questions?