Diversity in the Boeing Canada Operation Limited Report 2022
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1 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED DIVERSITY IN THE BOEING CANADA OPERATION LIMITED Name ID number School Name Instructor’s name Date of submission
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2 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED Introduction The main aim of the report is to provide an analysis of how Boeing Canada Operation Limited ensures respect for diversity in their workplace. Boeing Canada Operation limited is a Canadian based company operating under the Airline industry which was selected as one of Manitoba’s top employers in 2019(He, Hipel & Kilgour, 2017). Diversity issues The three diversity issues that Boeing Canada Operation Limited has reflected upon and improved include evolving job benefits, bridging the generation gap and Harassment rights. Evolving job benefits policies of Boeing Canada Operation Limited involves awarding employees various compensations and benefits packages such as long term disability insurance, retirement benefits, dental insurance, life insurance, paid time offs like vacation and sick days, health insurance and life insurance. The diversity issue of “bridging the generation Gap” involves encouragement of the older employees in the organization to work with the young generation without workforce conflicts. Harassment issues include discrimination of employees in regard to their religion, race, sex and ethnicity. Policies In terms of evolving job benefits, Boeing Canada Operation Limited encourages its workforce to take care of their mental and physical health through evolving job benefits policy that includes health, insurance and wellness benefits like Health insurance, private health and dental plan, vision insurance and disability insurance(Hoppe, 2016). Evolving Financial and retirement benefits policy include performance bonus, retirement plan, pension plan and group saving plans. Family and parenting benefits policy involves childcare, flexible time, unpaid extended leave, and paternity and maternity leave. Vacation and time-off benefits policy include bereavement leave, sick leave and paid time off, Perks benefits include employee discount and company car. Professional support benefits policy includes apprenticeship program, diversity program and job training and tuition. The evolving job benefits is a priority issue to the company as it ensures there is retention of skilled and talented staff, reduction of employee turnover and motivation of employees to enhance the organizational performances.
3 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED In terms of bridging the generation gap, Boeing Canada Operation Limited has policies as offering equally recruitment of employees regardless of age and supporting the younger generation through mentorshipprograms(Yang and Xinde, 2014). The“bridging the generation gap” diversity issue is important to the company as it reduces workforce conflicts, narrows the gap between aged and younger employees and further prepares and supports young generation towards future leadership roles in the Boing Canada Operation Limited Boeing Canada Operation Limited’s harassment policies include retaining and attracting skilled and experienced staff available without regard to physical or mental disability, gender identity, religion, race, sexual orientation, veteran status and national region(Klauser, Salvatore & Sherwyn, 2013).The harassment policy is important to the company as it helps Boeing Canada operation Limited to have a diversified workforce that is equipped with high- end skills. Furthermore, the harassment policy also helps to improve the reputation of the company and improves the brand image to the public. Challenges There are challenges of diversity experienced by the Boeing Canada Operation Limited. The losses of work productivity and skilled employees despite harassments and evolving job benefits policies have grown. The losses in skilled manpower and work productivity are contributed by diversity issues such as legal actions against the organization, complaints from key stakeholders, discrimination and harassments. The negative behaviours and attitudes are also a diversity challenge of Boeing Canada Operation Limited as it damages employees’ motivation, morale and working relationship. Despite harassment policies, bridging the generation policies and evolving job benefits, some of negative behaviours and attitudes include termination practices leading to costly litigation, stereotyping, discrimination and prejudice. How has the company improved? Currently, Boeing Canada operation Limited has improved the diversity issue by including other benefits which did not exist before. The evolving benefits include giving employees’ company cars, long- term savings through contribution pension plans, gym membership, extended health care and employee
4 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED assistance programs includes health, safety and wellness Expo, in-house wellness initiatives, a six week physical activity challenge with incentives for employees, “Boeing on the move” program and annual health assessment. The company has improved the “bridging the gap generation” issue in the organization by developing tomorrow talents through partnership with University of Manitoba’s and Tec Voc High School that regularly promotes mentorship programs for the students. In addition, the company has created a two-year self-nominated leadership next program that aims at developing next leadership generation. The program combines learning experiences that include executive and peer mentorship, group coaching, assessments and high projects with high impacts that teaches executive members to inspire peers. Boeing Canada Operation Limited has improved the diversity issue of harassment by implementing non-discrimination policies to employees and applicants that covers all terms and condition of employment including compensations and benefits, terminations, promotions, hiring, recruiting and promotions. DIVERSITY POLICY OF BOEING CANADA OPERATION LIMITED Evolving Job benefit Bridging the generation gap harrasment policy CHALLENGES costly to the company, decreased work productivity, low motivation of employees prejudices, streotypes descrimination STRATEGIES OF IMPROVEMENT provide efefctive benefits and compesation plan to promote employee retention treating all the employees equal regardless of gender equally employer, encourage conductive working environment
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5 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED Conclusion In conclusion, a diverse workforce brings high value to the Boeing Canada Operation Limited. Adhering to diversity policies benefits the company by increasing productivity of work, creating safe and fair environment where every employee access challenges and opportunities as well as creating a competitive edge.
6 DIVERSITY IN THE BOEING CANADA OPERATION LIMITED References He, S., Hipel, K. W., & Kilgour, D. M. (2017). Analyzing market competition between Airbus and Boeing using a duo hierarchical graph model for conflict resolution.Journal of Systems Science and Systems Engineering,26(6), 683-710. Hoppe, E. (2016). Outsourcing Under Systems Integration: The Long Run Benefits for Boeing and Other Aircraft Producers. InEthical Issues in Aviation(pp. 95-104). Routledge. Klauser, J. D., Salvatore, P., & Sherwyn, J. D. (2013). The National Labor Relations Act Is Not Just for Unionized Employers Anymore. Yang, D., & Xinde, C. (2014). Innovation Research of Enterprise Human Resource Selection----The Selection of Southwest Airlines.International Journal of Business and Social Science,5(7).