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Diversity, Inclusion, and Global Hiring Practices at
Amazon.com
Name
Institution/Affiliation
Date
Executive
Summary
The
hiring process at Amazon.com has been influenced by issues regarding diversity,
inclusion, and globalized practices. The company leadership has worked towards
structuring an effective global recruitment and selection process that can
widen its applicant pool. In 2014, after being pressurized by different
quarters, Amazon.com provided the company statistics on its workforce (Chang,
Green, and Paskin, 2018). The company attracted severe criticism upon releasing
the report. The leadership of the company acted by coming up with more
effective organizational policies, practices, design, and structure that could
effectively facilitate the management of diverse hiring practices. By changing
the regulatory approach, the executive of the company was concerned with design
and management of the hiring practices at Amazon.com (Lomas, 2014). The
leadership at Amazon.com has established policies that create room for
administrative hiring procedures and guidelines.
The
different cultural stereotypes complemented by the poor cross-cultural
competency strategies have resulted in organizations failing to hire the right
people. The reality surrounding the existence of cultural variables has
resulted in organizations altering and restructuring their hiring processes
(Rivera, 2012). For that reason, there is a need for Amazon.com under its
leadership to understand and appreciate intercultural differences so that to
create new opportunities, strengthen relationships, build trust, break down barriers,
and so on. The application of cultural variables to the effective strategic
planning and administration regarding multinationals; results in the
realization of the aspect of cultural competence. Cultural competence ensures
that a company understands and appreciates the reality of cultural diversity
hence adding operational efficiency. Diversity in the human capital of an
organization results in the improvement of productivity levels and the creation
of a synergetic environment.
1.0
Introduction
Today,
the hiring process at Amazon.com has been influenced by issues regarding
diversity, inclusion, and globalized practices. The company leadership has
worked towards structuring an effective global recruitment and selection
process that can widen its talent search pool. Worzula et al. (2013) assert
that the process of coming up with required policies and strategies that
support global recruitment of the human capital is termed an administrative
headache. For Amazon.com to recruit its employees on a global scale, the
company leadership navigates the different cultural or business norms and complex
compliance requirements. Besides, the regulatory approach to globalized hiring
at Amazon.com, the company still faces a litany of other factors that make it
difficult to attract and select the required talent globally. This paper-based
research paper seeks to reflect on the current thinking concerning
administration, multiculturalism, and globalization in hiring practices that
are affected by different cultural variables. Therefore, according to Eunkyong
and Mikyong (2013), it is significant to understand the application of cultural
understanding on the effective strategic planning and administration of
multinationals.
2.0
Background of Amazon.com
Amazon.com is an
e-commerce company with its headquarters in Seattle that was founded in 1994 by
Jeff Bezos. Presently, the company is regarded as one of the most significant
tech companies globally after being the first entity to sell its products over the
internet. According to Chang, Green, and Paskin (2018), the company primarily
started as an online bookstore but later diversified its operations by adding
other items on its distribution line. In 2014, after being pressurized by
different quarters, Amazon.com provided the company statistics on its
workforce. Lomas (2014) opines that the report revealed that the company had
over 88,000 employees from different parts of the world. However, the majority
of Amazon.com’s workforce was white males with 63% being male, while over 60% were
predominantly white. Under the executive team, the managerial position was
dominated by white male employees standing at 71%. On the global employee, the
list had only 15% of blacks with only 4% in management positions. Hispanics had
a 9% representation with only 4% employed as managers. The company had 18%
Asians under its payroll as managers compared to 13% of those employed as just
workers.
3.0
Administrative Approach
After the company attracted severe criticism upon releasing its report on employee diversity numbers. The leadership of the company acted by coming up with more effective organizational policies, practices, design, and structure that could effectively facilitate the management of diverse hiring practices (Chang, Green & Paskin, 2018). By changing the administrative approach, the executive of the company was concerned with design and management of the hiring practices at Amazon.com. For that reason, through such an attempt the leadership of Amazon.com structured a rational way that revamped the whole process of hiring employees from different parts of the world. The company executive through different platforms initiated formalized administrative structural changes through delegation of duties to managers from different parts of the world to conduct hiring processes. Lavoie (2016) opines that it has been argued that poor hiring process has a negative implication on the performance of multinationals. The failure to hire the right talent with the local knowledge of the economic conditions often hampers the production processes of a business. Besides, a company that boasts a diverse employee pool enjoys the increased...
