Diversity and Inclusion in Pfozer: A Detailed Case Study Analysis

This case study examines Pfozer's interest in improving diversity and inclusion, defining these terms and highlighting the benefits of a diverse workforce, including improved performance and increased profits. The study explores how a proactive focus on diversity and inclusion enhances legal compliance, referencing relevant laws and regulatory bodies like the EOEC. It suggests strategies for further improvement, such as leadership commitment, employee involvement in decision-making, and strategic planning. The importance of training, employee satisfaction, and a comprehensive communication system are also emphasized. The case study concludes by summarizing key areas for improvement: engaging leadership, involving employees, and creating a strategic plan, emphasizing the need for dedication and persistence to achieve the desired goals.

Running Head: DIVERSITY AND INCLUSION 1
Diversity and Inclusion in a Company
A Case Study of Pfozer
Name of the Student
Name of the University

DIVERSITY AND INCLUSION 2
Why is Pfozer interested in improving diversity and inclusion at the company?
According to the Concise Oxford English Dictionary, diversity is defined as the state of
being diverse which means varying the range of something. Inclusion is defined as the act of
allowing someone to be part of an activity or privileged (Oxford Dictionary, pg.417,717). It can,
therefore, be concluded that Pfozer Is involved in making people from different backgrounds be
part of their company. Such as the LGBT, African Americans, Hispanics and persons with
disability. I will endeavor to find out what informed the company to arrive at the decision of
improving diversity and inclusion.
The conversation about diversity has been ongoing in the recent past with companies
going to the next step of inclusion. Numerous studies have been carried out that reveal the
benefits of a diverse workforce. The value of a different workforce is divided into two main
categories tangible and intangible (Nair, 2015). Diversity helps in improving a company’s
performance thereby increasing the profits. When the employees are diversified, the thought
process is expanded as well which enables people to operate at their maximum capabilities.
According to Apple Incorporated, one of the leading technology companies in the world
companies that are the most innovative is those that are diverse. Forbes also came to the
understanding that the more diverse the workforce is, the more successful they are.
Studies that have been carried out reveal the benefits of having a diverse workforce.
Deloitte carried a survey which stated that when employees feel included the attendance rate
increases improving performance. In racially diverse companies, it was discovered that sales
increased tremendously (Herring, 2009). Therefore Pfozer has more to gain than lose in being
diverse and inclusive. To maximize the full potential of a company it is essential to be inclusive.
How does a proactive focus on diversity and inclusion improve Pfozer’s legal
compliance?
The genesis of diversification in the workplace was brought about through affirmative
action and the need to adapt to the ever-changing societal dynamics. The affirmative action was
meant to change the dynamics in the work area and level the playing field. The laws that are
made are intended to protect the employees from discrimination. In the United States, the body
that is mandated to ensure diversification is the Equal Opportunity Employment Commission

DIVERSITY AND INCLUSION 3
[EOEC]. The following groups of persons are accorded protection under various employment
laws. Persons over 40 years old, disability, pregnancy, national origin, race among others. If
Pfozer develops a culture that involves diversity and inclusion and formulates policies to that
effect, they will be able to leverage on the benefits of having a diverse workforce and also be
compliant.
According to the ECI (Ethics & Compliance Initiative) website (2018), the leadership in
creating a culture of compliance and coming up with principles enables employees and managers
to be aware of compliance issues. A compliant company can predict future needs and assuage
risks. With policies set out, it becomes easy for employees to adapt and comply minimizing the
risk of non-compliance (Herring, 2012, pg.649). Diversity goes hand in hand with legal
compliance, and this will significantly help Pfozer.
If you were in charge of diversity and inclusion at Pfozer, what would you do to improve
diversity and inclusion at the company further?
The benefits of being diversely inclusive in a company have been highlighted above and
cannot be ignored. To further improve diversity the following suggestions can be taken into
consideration. For diversity to reach the next level the leadership needs to take the next step and
show their commitment to integration, the work should not be left to managers only. The
leadership should be at the forefront championing for diversification for the process to be
successful (Nair, 2015, pg.21). The behavior of leaders was found to influence employee
motivation and desire in a significant way.
The employees should be involved in the decision-making process so that they feel part
of the process. When the whole company is on the same page the next step is strategic planning,
which is developing ways to implement the diversification initiatives. The plan of action should
be conducted after an audit of the culture of employees present and what is lacking. The
company can develop a system of communication that is meant to reinforce the importance of
diversification and the benefits thereof (Gore, 2009). A policy may be created with four primary
grounds, committing to ensuring the philosophies and values are attained, creating a solid
internal structure that will stand the test of time, creating a stable structure externally which can
take the form of training the members of the public and finally being able to gauge the progress.

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It is important to note that the effects are not immediate and will take some time to be felt, but
with dedication, persistence and willingness from the employees and the management the desired
goals will be attained. The employees need training and the leadership needs to make sure
employee satisfaction is achieved throughout the whole process. The main areas of improvement
are summarized as; engaging the leadership, involving the employees in the process and creating
a strategic plan.

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References
Gore, A. (2000). Best practices in achieving workforce diversity. Washington, DC: US
Department of Commerce and Vice President Al Gore’s National Partnership for
Reinventing Government Benchmark Study.
Ethics & Compliance Initiative (30 Aug. 2018) “How to Leverage Workplace Diversity to
Increase Regulatory Compliance.”, Retrieved From, www.ethics.org/how-to-leverage-
workplace-diversity-to-increase-regulatory-compliance/.
Herring, C., & Henderson, L. (2012). From affirmative action to diversity: Toward a critical
diversity perspective. Critical Sociology, 38(5), 629-643.
Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for
diversity. American Sociological Review, 74(2), 208-224.
Nair, N., & Vohra, N. (2015). Diversity and inclusion at the workplace: a review of research and
perspectives.
Oxford English Dictionary, Tenth Edition Revised, Oxford University Press.