case study 15
Paper details:
Microsoft’s mission is to empower every person and organization to achieve more. One of the ways it pursues this goal is through a commitment to a diverse
workforce and an inclusive culture in which its employees can do their best work. Because it recognizes that its culture is one of the most important drivers
of its success, Microsoft strives to create a respectful, rewarding, diverse, and inclusive work environment. A diverse and inclusive workforce across all
abilities, including employees on the autism spectrum, is sought to build the best products. The company wants all the employees to feel like they belong at
Microsoft and to be willing and able to contribute with their full and authentic self.
At Microsoft, diversity and inclusion means more than just gender and race. It also includes culture, religion, age, political affiliation, education, and sexual
orientation, among other characteristics. Its commitment to building a culture for diversity and inclusion means creating an environment where everyone
feels included and valued, which will in turn create an environment that can help the company succeed.
In addition to investing in a variety of programs to build a more diverse pipeline of talent and expanding the company’s recruiting sources to be more
inclusive, Microsoft’s managers are required to take courses on inclusive hiring and on being more effective coaches and advocates. Microsoft’s many
Employee Resource Groups and employee networks help to build community and help the company identify and address the unique needs within each
community. Significant effort, time, and leadership are also invested in ensuring the company is hiring, retaining, and growing a diverse talent base and
offering them a long-term career plan.
To build and maintain a culture in which every employee feels valued, can grow, and is empowered to fulfill his or her own sense of purpose, Microsoft also
requires its employees to embrace change. Inclusion initiatives have ranged from redefining its performance and development approach to requiring
employees to consistently engage in ten inclusive behaviors that include everyday acts such as not interrupting each other. The senior leadership team is
expected to model the culture Microsoft aspires to have, and a portion of their bonuses are tied to progress on diversity and inclusion within their respective
organizations.
1. In order to build an inclusive culture, Microsoft requires that employees embrace change. Why is embracing change an important part of inclusion, and how does Microsoft help employees to embrace change?
2. The case study notes that Microsoft promotes inclusion for everyone, including employees on the autism spectrum. Suppose you are a manager at Microsoft and you have just hired an employee with autism to work on your team. What should you and your team do to help that employee feel valued?
