Salesforce as an equality leader and Diversity of Johnson & Johnson

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Question Description
Secondary Thread:
Each member of the class Team must also respond to one other ICB Forum comment with a minimum of three (3) replies. You may choose any comment to respond to.
All individual discussion entries must not exceed 750 characters (including spaces and punctuation marks.)
First article:
Salesforce as an equality leader
Known as one of the leaders in cloud computing and CRM software, Salesforce has made it’s way as a top company as of 2019. Competing with the likes of Oracle, Microsoft and Amazon, Salesforce differs through their exceptional treatment of their employees.
Salesforce has made a push for equality of all including their plan to employ equal amount of men and women to their staff as well as being a leading proponent of LGBTQ rights. They also attempt to diversify their employees to be consistent to where they operate around the globe.
During their executive hiring process, Salesforce now makes it mandatory to interview at least one female or underrepresented minority individual for the open position. This gives underrepresented women a chance to change the status quo about women in executive positions, which follows CEO Marc Benioff’s call to action for other CEOs to enact similar Equal Pay and representation discrepancies.
In March of 2016, Benioff made a decision to bridge the gap between salaries between men and women by spending $3 million to correct the problem. “6% of employees required a salary adjustment,” and “roughly the same number of women and men were impacted,” said Cindy Robbins, Salesforce’s EVP of global employee success. Salesforce has since created the High Potential Leadership Program, which provides leadership skills to advance women in the workplace, responsible for 33% more promotions for women in 2015. These executive decisions by Salesforce follow number 4 of the ways inclusion and diversity can contribute to an organization’s performance and value creation.
2nd:
Diversity of Johnson & Johnson
Under Alex Gorsky’s leadership, now Johnson & Johnson is one of the top companies which embraces diversity strategies and makes great success. Gorsky is the sponsor of Women’s leadership & Inclusion initiatives that he cares about and provides direct supports to the development of women’s career, and under his management, Johnson & Johnson now is achieving more balanced gender representation among the leadership. In the U.S, women now hold 40% of J&J’s management positions, and female accounts for more than one over three in global corporate executives. What is more, under Gorsky’s management, now J&J is running the centralized core strategy to embrace the diversity that the central office has responsibility to set overall diversity strategies and to provide funds to the local companies in order to support their diversity initiatives. By implementing these strategies, J&J now operates globally successfully and fully adapts the pace of globalization, and these strategies improve J&J’s global image and enhance reputationn that extend beyond their employees to customers, supply chain, stakeholders and wider society.
3rd:
Diversity in Hyatt Hotels Corporation
Hyatt Hotels Corp. have properties all over the world. We can imagine how diverse the company is. 37% of their employees are white people, and 63% are minorities. Within the minority group, 28% are Hispanic and Latino, 17% are African American or black, 16% are Asian. We can see different races spread equally in Hyatt Hotels. Men and Women ratio in Hyatt is 50:50. 48% percent of women are in Executive position, and 13% are in manger position. 10% of minorities are in Executive position and 18% are in the manager position. Until 2018, Hyatt has 777 properties in 54 different countries. I think one main reason that they can expand this wide is their diversity in the company.