see attachment
Unit II Case Study
Instructions
Read “Case 3-1, You Can’t Get There From Here: Uber Slow On Diversity” in Chapter 3 of the textbook. After you have read the case study, write an analysis of the case study.
Write an introduction to give context to your paper by explaining what the paper will cover. Then, divide the body of your paper using the
seven headers below. Address the points within that section, as indicated under the header
.
Employment Law
Identify what employment law Susan Fowler’s sexual harassment claim would be characterized as. Be sure to develop your answer to include your rationale.
Type of Harassment
Identify the type(s) of harassment to which Ms. Fowler was exposed. Be sure to develop your answer to include your rationale.
Uber’s Actions
Identify actions Uber has taken to limit their liability relative to sexual harassment charges. Be sure to develop your answer to include your rationale.
EEOC and Affirmative Action
After reviewing Uber’s diversity report, does it appear Uber is in violation of any EEOC and affirmative action laws? Be sure to develop your answer to include your rationale.
Diversity Matters
Explain why diversity matters in general and more specifically to Uber. Be sure to develop your answer to include your rationale.
Benefits/Challenges of a Diverse Workforce
Identify and explain the benefits and challenges Uber derives from a more diverse workforce. Be sure to develop your answer to include your rationale.
Legal Provisions of Uber Case
Write a summary that identifies legal provisions or considerations covered within this case study as it relates to a human resource management (HRM) perspective.
Conclude with an analysis with your thoughts on how ethics and HRM professional standards are framed by legal provisions within a specific organization or industry (e.g., business, health care).
Your case study must be at least two pages in length, not counting the title or reference pages. Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.
As noted in the feedback: be sure to use proper headers for main topics.
For example, in the next paper for Unit II that is a case study, you need no less than the following headers: Introduction, Employment Law, Type of Sexual Harassment, Uber’s Actions, EEOC/Affirmative Action, Diversity Matters, Legal Provisions, Conclusion. Then write a clear and complete analysis of everything that happened in the case and the timeline of actions taken or actions not taken that should have been taken. The course textbook should be one of your sources.
Case 3.1 You Can’t Get There From Here: Uber Slow on Diversity
Established in 2009, Uber provides an alternative to taxicab service in 460 cities and nearly 60 countries worldwide. The trick? Their mobile application for smartphones allows riders to arrange for transportation with drivers who operate their personal vehicles. A dual rating system (drivers and customers rate each other) serves as a quality control device keeping Uber standards high.(1)
____________________________________________________________________________________
As an international technology firm, Uber has been challenged, along with other tech giants like Google and Twitter, to demonstrate that they are attuned to the specific needs of their employees, more specifically people of color and women. In Uber’s own words,
_____________________________________________________________________________________
At Uber, we want to create a workplace that is inclusive and reflects the diversity of the cities we serve: where everyone can be their authentic self, and where that authenticity is celebrated as a strength. By creating an environment where people from every background can thrive, we’ll make Uber a better company—not just for our employees but for our customers, too.(2)
_____________________________________________________________________________________
Yet actions speak louder than words. Uber employees describe the firm’s work environment amid some managers as Machiavellian and merciless. Many blame Travis Kalanick, Uber’s founder and former chief executive, for establishing such a negative culture. Uber’s fast-growth approach to the market has rewarded employees and managers who have aggressively pushed for greater revenues and fatter profits at the seeming cost of human dignity.
For example, Uber has had its share of troubles addressing issues of sexual misconduct and workforce diversity. These issues came to light when a former employee, Susan Fowler, reported in her personal blog that she was being sexually harassed by her manager and that human resources had been informed of these infractions. (3) Susan Fowler said in her blog,
_____________________________________________________________________________________
On my first official day rotating on the team, my new manager sent me a string of messages over company chat. He was in an open relationship, he said, and his girlfriend was having an easy time finding new partners but he wasn’t. He was trying to stay out of trouble at work, he said, but he couldn’t help getting in trouble, because he was looking for women to have sex with. It was clear that he was trying to get me to have sex with him, and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to HR.(4)
_____________________________________________________________________________________
Uber’s first reaction was to call Ms. Fowler’s accusations as “abhorrent and against everything Uber stands for and believes in.”(5) Ms. Fowler purported that her manager was not punished because he “was a high performer,” yet other female employees reported similar incidents with the same manager, leading Ms. Fowler to believe that HR was covering up for her manager.
Uber was in trouble as more and more scandals emerged, and they quickly took the following actions: (a) apologized for some of their managers’ actions, (b) had a board member and several female executives provide testimonials on the firm’s positive work environment, and (c) began to probe workplace policies and procedures.
Arianna Huffington, a board member, repeatedly labeled new employees as “brilliant jerks.”(6) Huffington said that this investigation would be different when Eric H. Holder Jr., the former United States attorney general (as well as some others), was hired to conduct their investigation.
Uber released its first diversity report on March 28, 2017, one month after these allegations. This report indicated that women and nonwhite employees are underrepresented at the firm, not overly dissimilar from other technology-based firms. Some of the most egregious statistics include the following: (a) racial configuration is 6% Hispanic, 9% Black, 50% white, and (b) 85% of all technology jobs are held by men, with a mere 36% of the total workforce composed of women.(7)
Liane Hornsey, Uber’s chief human resource officer, acknowledged, “We need to do better and have much more work to do.”(8) Here are Uber’s next steps:
_____________________________________________________________________________________
We’re dedicating $3 million over the next three years to support organizations working to bring more women and underrepresented people into tech. This year, our recruiting team is also embarking on a college tour to recruit talented students at colleges across the country, including a number of Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs). Our employee resource groups play a huge role in all our recruiting events that are focused on hiring women and people of color at Uber.
In recruiting, we’ve updated our job descriptions to remove potentially exclusionary language, and we are running interview training to make our hiring processes more inclusive for women in tech. We’re also rolling out training to educate and empower employees, covering topics like “why diversity and inclusion matters,” “how to be an ally,” and “building inclusive teams.” Training is not a panacea, but educating employees on the right behaviors is an important step in the right direction.
This is just the beginning of our efforts. Whether you’re a veteran returning from service or a person with a disability and regardless of your religious beliefs, your sexual orientation, your gender identity, or the country you call home, at Uber, we want to create an environment where you can be yourself. By deepening our commitment to diversity, we will strengthen our business and better serve our customers in over 450 cities in more than 70 countries.(9)
_____________________________________________________________________________________
Only time will tell if this fast-growth firm can manage its aggressive culture and diversity as it continues to expand into new marketplaces and those with differing cultures.
Questions
1. Susan Fowler’s complaint of being the target of sexual harassment by her manager would be categorized as falling under which employment law?
2. Which type(s) of harassment was Ms. Fowler exposed to?
3. What actions, if any, has Uber taken to limit their liability relative to sexual harassment charges?
4. Uber’s diversity report indicates that 36% of Uber’s workforce is made up of women (15% in technical jobs); 50% of Uber’s employees in the United States are white, while 9% are Black and 6% are Hispanic. Are they in violation of any EEOC and affirmative action laws?
5. Why does diversity matter in general and more specifically to Uber?
6. What benefits and challenges does Uber derive from a more diverse workforce?
References
Anderson, A. (n.d.). Uber International C.V. Hoovers. Retrieved April 4, 2017, from http://0-subscriber.hoovers.com.liucat.lib.liu.edu/H/company360/fulldescription.html?-companyId=163401000000000
Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/
Fowler, S. (2017, February 19). Reflecting on one very, very strange year at Uber. Retrieved April 12, 2017, from https://www.susanjfowler.com/blog/2017/2/19/reflecting-on-one-very-strange-year-at-uber
Ibid.
Patnaik, S. (2017, February 21). Uber hires ex-US Attorney General Holder to probe sexual harassment. Reuters. Retrieved April 4, 2017, from http://www.reuters.com/article/us-uber-tech-sexual-harassment-idUSKBN160041
Isaac, M. (2017, March 28). Uber releases diversity report and repudiates its “hard-charging attitude.” The New York Times. Retrieved April 4, 2017, from http://www.cnbc.com/2017/03/28/uber-releases-diversity-report-and-repudiates-its-hard-charging-attitude.html
Ibid.
Uber slow on diversity. (2017, March 29). AM New York, p. A2.
Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/
Case written by Dr. Herbert Sherman and Theodore Vallas, Long Island University
Human Resource Management 1
Upon completion of this unit, students should be able to:
2. Describe the impact of legal provisions on human resource management.
2.1 Relate legal provisions to human resource management.
Course/Unit
Learning Outcomes
Learning Activity
2.1
Chapter 3, pp. 74–104
Chapter 4, pp. 114–146
Unit II Case Study
Chapter 3: The Legal Environment and Diversity Management, pp. 74–104
Chapter 4: Workforce Planning: Job Analysis, Design, and Employment Forecasting, pp. 114–146
Unit Lesson
Review the Unit II Lesson.
Transcript of the Unit II Lesson.
UNIT II STUDY GUIDE
Diversity Management and
Workforce Planning
https://online.columbiasouthern.edu/bbcswebdav/xid-140599101_1
https://online.columbiasouthern.edu/bbcswebdav/xid-140599412_1
https://online.columbiasouthern.edu/bbcswebdav/xid-140599101_1
Human Resource Management 2
UNIT x STUDY GUIDE
Title
In order to access the following resources, click the links below.
Read the following article to learn more about the role of human resource professionals in employee rights
disputes.
Walker, B., & Hamilton, R. (2011). Employment rights disputes: What is the role of HR professionals? Asia
Pacific Journal of Human Resources, 49(4), 409–424.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=67514105&site=eds-live&scope=site
To learn more about employment discrimination laws review the following video.
The Business Professor. (2014, July 1). Major employment discrimination laws [Video]. YouTube.
Video transcript for Major Employment Discrimination Laws
To learn more about a hostile work environment, review the following video.
LawInfo.com. (2013, August 12). What is a hostile work environment [Video]. YouTube.
Video transcript for What Is a Hostile Work Environment
To learn more about the difference between a job analysis and job description, watch the following video.
JobAnalysis.Biz. (2012, April 16). What is the difference between a job analysis and job description? [Video].
YouTube. https://www.youtube.com/watch?v=uULVOWjfJPQ
Video transcript for What Is the Difference Between a Job Analysis and Job Description
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Enhance your awareness of diversity by completing the reflective questions from the “Skill Builder 3-2:
Diversity Training” on pages 110-111 of your textbook.
Human Resource Professional Certification Preparation
In order to assist in your professional development, CSU is providing a series of self-grading questions in
each unit of this course to begin to prepare you for HR certification examinations. While these questions do
not encompass the full aspects of the certification examinations, they will give you an opportunity to test your
knowledge in many HR areas as you prepare for the exam and your career in Human Resource
Management.
There is a quiz in this unit to allow you to self-check your knowledge This quiz is not mandatory and DOES
NOT contribute to your grade in this course. You will have the option to review your answers and print the
quiz for your own future study purposes.
If you have any questions, do not hesitate to contact your professor.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=67514105&site=eds-live&scope=site
https://online.columbiasouthern.edu/bbcswebdav/xid-140599414_1
https://online.columbiasouthern.edu/bbcswebdav/xid-140599416_1
https://online.columbiasouthern.edu/bbcswebdav/xid-140599418_1
-
Course Learning Outcomes for Unit II
Required Unit Resources
Unit Lesson
Suggested Unit Resources
Learning Activities (Nongraded)
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Printed by: bendersr@hotmail.com. Printing is for personal, private use only. No part of this book may be reproduced or
transmitted without publisher’s prior permission. Violators will be prosecuted.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
