Tuesday, June 25, 2013

Microsoft: Surfing On Diversity


Microsoft, was founded by childhood friends Bill Gates and Paul Allen in 1975, and today it has grown to be the world's leader in the invention of computer products and services, in the development of creative solutions, in service of “an increasinly global and diverse customer and partner base.” The Company consists of three main divisions, namely: the Platform Products and Services Division, the Business Division, and the Entertainment and Devices Division. Its corporate headquarters is in Redmond, Washington, USA.

Global diversity and inclusion are well-incorporated in and integral to Microsoft's corporate vision, strategy and formula for business success In fact, the Company has created the Office of Diversity & Inclusion as a testament to its belief that its being a global leader requires a working environment and culture that gathers the best and brightest talents, a workforce composed of people with different cultural values, perspectives, skills and experiences all working together for the common goal of meeting consumer demands and create a better world.

Microsoft continues to strive “to create an environment that helps Microsoft capitalize on the diversity of its people and the inclusion of ideas and solutions” as it aims “to attract, develop, and retain this best talent, to be more innovative in the products and services we develop, in the way we solve problems, and in the way we serve the needs of an increasingly global and diverse customer and partner base.

The rational behind global diversity and inclusion is that Microsoft recognizes diversity characterizes markets in America and around the world. As such, there is a wealth of source for prospective employees and potential markets.

Indeed, this rational has been proven wise as reflected in the following accomplishments of the Company in the past few years:

  • Developed a cohesive Global Diversity & Inclusion strategy linked to the company's business and vision
  • Strengthened global perspective and integration of this diversity strategy across the company
  • Enhanced leadership engagement with the chief executive officer (CEO) and executive diversity sponsors
  • Improved overall quality and accuracy of diversity data in the U.S. and globally
  • Increased portfolio of diversity and inclusion training tools and courses

‎Indeed, these accomplishments are no mean feat for a business giant that surfs on the tides of global diversity and inclusion.

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