Share
Explore BrainMass

Global Diversity and Inclusion at Royal Dutch Shell

Harvard Business Case:
9-610-056
June 21, 2010

Sandra J. Sucher
Elena Corsi

Global Diversity and Inclusion at Royal Dutch Shell

1. Should he or the others attempt to respond to negative reactions to the composition of the new Executive Committee? What should they say? To whom? When? How?

2. What goals, if any, should they set for the effect of the restructuring on the composition of Shell's managerial workforce?

3. How should they review the thousands of managers at the different levels of the organization and determine who should remain and who should be let go?

4. What were the pros and cons of using diversity & inclusion aspirational targets to manage workforce composition during the restructuring?

5. Assuming roughly comparable capabilities, should candidates from targeted groups be preferred, even when they were reducing the number of managerial jobs in the organization?

Solution Preview

Global Diversity and Inclusion at Royal Dutch Shell

1. Should he or the others attempt to respond to negative reactions to the composition of the new Executive Committee? What should they say? To whom? When? How?

I believe Voser should definitely respond to negative reactions to the composition of new Executive Committee as the composition of committee doesn't reflect organization's mission of Diversity and Inclusion (D&I). Committee composition is not aligned with Shell's culture. It is leading to dissatisfaction, distrust, anger and disbelief in the employees of Shell. Voser has to handle and manage this situation carefully as it can get worse if not handled properly and promptly. It has raised many questions on Voser's commitment of D&I, therefore I believe he has to clarify his position and should try to gain trust of his employees again.

Voser should hold a meeting with senior and middle level of management to address and clarify his position and actions. He should communicate and convey his efforts and achievements of getting D&I implemented. He should explain how hard he worked towards achieving the objective of implementing diversity and inclusion in organization. He should mention all the difficulties which came in his way of achieving his objective and commitment. He should mention all his actions, major steps he had taken to make it a reality and explain that he had left no stone unturned in achieving his commitment for implementing diversity and inclusion; senior leaders were asked to embed D&I message in all of their communication," Valuing Difference" became one of the element of the Shell's leadership framework and how Shell enlarged its range of educational program to address D&I and conducted various sessions on "Diversity and Inclusion Awareness Skills". He should mention his accomplishments and how company's performance increased in multiple folds by adopting D&I. By taking these steps I believe he will regain the trust of his employees.

2. What goals, if any, should they set for the effect of the ...

Solution Summary

Global diversity and inclusion at Royal Dutch Shells are determined.

$2.19