Recruitment Policy for Zappos

In: Business and Management

Submitted By mlg7782
Words 429
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| Graven Consultants |
Memo
To: | GM Leadership | From: | Melissa Graven | cc: | Sam Swanson | Date: | May 3, 2016 | Re: | Discrimination and Diversity at GM | | |
We are here today to acknowledge the activities and accomplishments that have been done in order to meet and maintain legal requirements. Also to identify ways to avoid illegal discrimination in the work place setting. In order to meet legal requirements we need to continue to use the tactics we have in place now and continue to come up with more effective ideas for better values. By doing this we are able to stay on track while progressing with more effective alternatives to stay a diverse company. We need to continue to train all employees to hold the value of diversity that we currently hold. We also expect our employees to stay fully engaged in keeping the values true for the company. The team of managers to promote diversity is excellent. We have a manager of diversity communications, this person keeps the line of communications open, and basically they get our message out there. Diversity advertising manager makes sure we get our marketing out to everyone all age, race and sex, as well as minority dealer development, and supplier diversity. All employees are welcome to all research groups that are available which include woman, Asian Indians, Chinese, African ancestry, Hispanics, young employees, Native Americans, Midwest and Southwest Asians, disabled, veterans, gay, lesbian, bi sexual, transgender. Most company’s board of directors consists of a total of 10% woman. At GM we can pride ourselves with the fact that one-third of our board of directors is woman. GM also has a good standing in promoting woman and minorities into management positions. GM holds a very diverse work place, supplier base and dealer network. This shows that they continue to have diversity in the work place and…...

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