Comprehensive Analysis of Facebook's Diversity Management Practices

This report provides a detailed analysis of Facebook's diversity management strategies. It begins with an introduction to organizational diversity and its importance, followed by a background on Facebook and its mission and vision. The report explores the strategies Facebook employs, including surface-level and deep-level diversity management, and examines the levels of diversity within the company's workforce. It highlights the significance of diversity management, its characteristics, and its relevance to organizational behavior. The report delves into the specific strategies adopted by Facebook, such as the diverse slate approach and programs to manage bias, including partnerships and training initiatives. The conclusion summarizes the key findings, emphasizing the role of diversity in business success and the need for continued improvement in creating an inclusive environment. The report draws on various sources to support its analysis.

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Table of Contents
Introduction......................................................................................................................................2
Background..................................................................................................................................2
Strategies......................................................................................................................................3
Importance of Managing Diversity..................................................................................................3
Characteristics..............................................................................................................................3
Relevant to the organization behavior.........................................................................................4
Reason of adopting diversity management..................................................................................4
Diversity Management Strategy of Facebook.................................................................................4
Level of Diversities..........................................................................................................................6
Strategies adopted by Facebook......................................................................................................7
Program for managing biasness.......................................................................................................8
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

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Introduction
The organizational diversity is one of the different ways in which all the features within a
particular unit of work vary from each other in terms of their race, age, sex, education or even
also include the background of function. The companies that have a diverse management of
workforce will have the services that are appreciated by a large area of consumers. Most of the
top companies such as Facebook are able to enhance their percentage of minorities in many level
of the companies that also include the management of organization. Such organization achieves a
great growth as well as also gained high level of revenue that is result from the efforts of
diversity (Hajro, Gibson and Pudelko, 2017).
In the following part there will be detailed discussion on the diversity nature of Facebook and the
strategies adopted by company to grow in the market
Background
Facebook is one the leading social networking site as well as website that was launched in the
year 2004. The company was founded by Mark Zuckerberg and the popularity of such social
networking site is growing at a fast pace such as Facebook. By the end of the year 2008, the
company became one of the most popular social networks with more than 100 million active
users (Bakshy, Messing and Adamic, 2015). In the recent scenario, it is the other way to
communicate and contact with the friends and families all over the world other than Twitter.
Facebook is majorly used by the people to share their information, create contacts, share videos
as well as photos to create a blog. Most of the companies also used the platform of Facebook for
promoting their products to attract consumers, attract employees as well as share the information
of the company (Junco, 2015).
Mission
The main mission of the company is:
 Connecting the world
 Empowering individuals
 Enable the building of community

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Vision
The vision of the company over the following components:
 Tools for discovery’
 Global market scope
 Tools for self-expression
 Tools for communication
Strategies
There are three factors that determine the extent as well as value of the opportunity which
include the concept or idea, engagement and implementation as well as innovation. The concept
as well as idea of Facebook created the value for their business as well as act as one of the
strongest social network with gaining popularity in the speed. The determinant of strong traffic
leads to the potential for profit as well as revenues opportunities. Due to the reason of innovation
as well as distinction advantage compare with their competitors they would able to builds new
values and this sustains any early advantage. In the starting stage, the engagement as well as
implementation to set up the infrastructure and management was well managed (Bivens, 2017).
Importance of Managing Diversity
The management of diversity at workplace refers to the creating that kind of environment that
makes the use of contribution of individual with different backgrounds. Therefore, the main
perspective of the company is to develop such strategies that can include different background.
The main benefits of workplace diversity are explained in below points:
 It helps in enhancing the level of adaptability among the employees.
 Border the range of services
 More successful execution
 Multiplicity of view points

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Characteristics
 The diversity is used to enhance the productivity of the company
 Diversity management knowledge as well as skills as requisite the requirements for the
executive directors as well as program managers.
 The diversity teams make it possible to enhance the flexibility as well as rapid response
to the changes (Barak, 2016).
Relevant to the organization behavior
The diversity in the workplace increases the productivity as well as organizational effectiveness
by harnessing the contribution of a wider range of the perspectives. T has been proposed that the
organization that are actively promote diversity in their workforce benefit from increased
retention rates of existing employees.
Reason of adopting diversity management
Diversity management strategies play a vital role in the growth and success of any business. The
main reason to implement the strategies in the workplace is to enhance the performance of
individual as well as help in creating coordination among the employees of the company.
Advantages:
 It helps in increasing creativity and adaptability
 It help in increasing the range of services
 It help in creating coordination
Disadvantages
 The communication issues can be created
 Lack of freedom of speech
 Increased overall cost to the company (Riccucci, 2018)

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Diversity Management Strategy of Facebook
Facebook is one of the leading company and they adopted various strategies in managing the
diversity in their workplace. There are two level major level of workforce diversity that is
managed by Facebook such as:
Surface level diversity: such diversity is those differences that are easily noticeable which
include gender, age, culture, race, disability as well as language. Facebook manage the surface
level diversity in effective manner. The internal diversity as well as inclusion work is majorly
focused on retaining the employees specially those who are from diverse background that work
is led by the initiatives to address or focus unconscious bias in the workplace.
(Source: Wagner and Molla, 2017)
Deep level diversity: such diversity is not easily noticeable as well as measurable since they are
communicated through the platform of verbal as well as non-verbal behaviors. Facebook
manages such diversity in effective manner. The company builds a culture of inclusion as well as
authenticity. It includes many Facebook resources groups that help the community as well as

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support the professional development that help the company in managing the bias as well as
create an inclusive culture (Cho, Kim and Mor Barak, 2017).
(Source: Williams, 2014)
Level of Diversities
In the company, women now represent 31% of the social network workforce. In the position of
tech, women have yet to crack one-fifth among which 19% of such roles are held by female
employees. They are recruiting more women in such sort of jobs. The workforce of the company
is still mostly comprised of White as well as Asian employees which include 49% as well as
40% overall respectively (Rosenauer et al., 2016).

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(Source: Williams, 2014)
(Source: Bell, 2018)
Strategies adopted by Facebook
The company is working to enhance the representation in the workforce by using the diverse
slate approach. Such approach is mandates in which the hiring managers interview of one
individual from an underrepresented group for each role they are trying to fill. For adopting such
strategy, the company developed the relationship with historically black colleges as well as

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universities, Hispanic serving institution as well as organization like black girl code. For the
long-term, the company is also focusing on how to improve diversity talent pipeline.
Program for managing biasness
Facebook has implement variety of strategies as well as programs to manage the biasness in the
workplace. It involves partnering with other organization that is working to achieve the same
goal. Such programs are explained in below points:
 The company partnered with National Center for Women & Information Technology to
support the career of technical women.
 Providing unconscious bias training for the staff
 Inclusive the approach to program as well as services provided through the employee
benefits program
 Employee Resource Groups dedicated to supporting the staff from diverse background
that includes Black, Asian American Pacific Islanders, Latin, Pride and Vets (McConnell
et al., 2018).
Conclusion
From the above analysis it can be concluded that diversity in the workplace play a prominent role
in the growth and success of business. The management of diverse workforce is one of the
effective tools for the company. One of the leading companies Facebook has a diverse workforce
in their organization. They have adopted various strategies to manage diverse workforce such as
different program, and other approaches however, they lag in creating communication among
them that need to be improved by the company. The company should focus on their diverse
workforce to improve their overall performance.

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References
Bakshy, E., Messing, S. and Adamic, L.A. (2015) Exposure to ideologically diverse news and
opinion on Facebook. Science, 348(6239), pp.1130-1132.
Barak, M.E.M. (2016) Managing diversity: Toward a globally inclusive workplace. New York:
Sage Publications.
Bell, K. (2018) Facebook's latest diversity report is as underwhelming as ever [Online].
Available from: https://mashable.com/article/facebook-2018-diversity-report/#snnvc.p_.iqB
[Accessed on 05/03/19]
Bivens, R. (2017) The gender binary will not be deprogrammed: Ten years of coding gender on
Facebook. New Media & Society, 19(6), pp.880-898.
Cho, S., Kim, A. and Mor Barak, M.E. (2017) Does diversity matter? Exploring workforce
diversity, diversity management, and organizational performance in social enterprises. Asian
Social Work and Policy Review, 11(3), pp.193-204.
Hajro, A., Gibson, C.B. and Pudelko, M. (2017) Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness. Academy of
Management Journal, 60(1), pp.345-372.
Junco, R. (2015) Student class standing, Facebook use, and academic performance. Journal of
Applied Developmental Psychology, 36, pp.18-29.
McConnell, E., Néray, B., Hogan, B., Korpak, A., Clifford, A. and Birkett, M. (2018)
“Everybody puts their whole life on facebook”: Identity management and the online social
networks of LGBTQ youth. International journal of environmental research and public
health, 15(6), p.1078.
Riccucci, N. (2018) Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. London: Routledge.

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Rosenauer, D., Homan, A.C., Horstmeier, C.A. and Voelpel, S.C. (2016) Managing nationality
diversity: the interactive effect of leaders’ cultural intelligence and task interdependence. British
Journal of Management, 27(3), pp.628-645.
Wagner, K. and Molla, R. (2017) Facebook says changes to how it hires are making the
company more diverse [Online]. Available from:
https://www.recode.net/2017/8/2/16080602/facebook-diversity-employee-demographics-2017-
charts [Accessed on 05/03/19]
Williams, M. (2014) Building a More Diverse Facebook [Online]. Available from:
https://newsroom.fb.com/news/2014/06/building-a-more-diverse-facebook/ [Accessed on
05/03/19]