Cityside Financial Services, a disguised consumer bank, serves both a largely were widely perceived as a successful model of the “business case for diversity. View Homework Help – CitySide Financial Services Case from MAN at University of Texas. Muffaddal Ali Mja 03/23/17 Case Study Cityside Financial. Case Study: CitySide Financial Services. Wajeeha ali h Ather. Background • Mid sized bank.
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Managing Diversity at Cityside Financial Services Harvard Case Solution & Analysis
Ely and Ingrid Vargas. Cityside Financial Services, a disguised consumer bank, serves both a largely African-American urban community and a more affluent, predominantly white clientele. To match the gender and racial makeup of its staff to that of its customers, Cityside’s sales division implemented an aggressive affirmative action hiring program.
Cityside operated a profitable business with high customer satisfaction rates that were widely perceived as a successful model of the “business case for diversity.
Managing Diversity at Cityside Financial Services by Khyati Mishra on Prezi
Tinsley and Robin J. Article Harvard Business Review. Organizational Remedies for Discrimination.
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Managing Diversity at Cityside Financial Services Essay – 2
About the Author Robin J. Ely Why have women failed to achieve parity with men in the workplace?
Meta-analyses of published studies show that those ideas are myths—men and women actually have similar inclinations, attitudes, and skills. What does differ is the way they are treated on the job: Women have less access to vital information, get less feedback from supervisors, and face other obstacles to advancement.
To ensure gender equity, the authors recommend that managers 1 question the stereotypes behind their practices, 2 consider other factors that might fknancial the achievement gap, 3 change workplace conditions accordingly, and 4 keep challenging assumptions and sharing learning to create a culture in which all employees can reach caase full potential.
Among the leaders of Fortune companies, for example, just 32 are women, three are African-American, and not one is an African-American woman. The authors studied the careers of the roughly 2, alumni of African descent who have graduated from Harvard Business School since its founding, focusing on the 67 African-American women who have attained top positions in corporations or professional services firms.
Managing Diversity at Cityside Financial Services
These women thrived, they found, because of three characteristics that are key to resilience: The women were adept at reading interpersonal dynamics and managing their own reactions; crafting their identities; and transforming obstacles into opportunities. Beyond personal strengths, the authors say, another factor was critical: Feldberg Laws servics exist to protect employees from blatant forms of discrimination in hiring and promotion, finacial workplace discrimination persists in latent forms.
This chapter reviews research on how these biases manifest themselves in the core processes of organizations—that is, how people are hired, compensated, developed, and evaluated—all of which are aspects of organizational life that tend to privilege some groups over others.
It also reviews research that points to remedies for these biases, illustrating that organizational practices can be sites for intervention and change.
The chapter concludes with methodological and substantive recommendations for future research on discrimination and its remedies in organizations. Colella and Eden B. Oxford University Press,