Walgreen’s diversity officer has a lot to do to recover from the class-action lawsuit that was filed against the company which entails both short term and long term approaches. First and foremost, Walgreen’s must develop and accommodative strategy. Second, the officer must set common goals and establish their order and purpose for attainment. Third, for long term recovery, Walgreen’s should consider all options to make sure that people of all racial and ethnic backgrounds have the same opportunities. Fourth, Walgreen’s diversity officer must shape the company’s vision through partaking in leadership skills.
Developing an accommodative strategy would be in Walgreen’s best interest for short term recovery. Accommodative strategy is “a social responsiveness strategy in which a company accepts responsibility for a problem and does all that society expects to solve that problem” (William, 85). With this, Walgreen’s should take initiative to address and solve the issues being spoken of that lead to the development of the lawsuit. Stock…
“Your corporate environment, a good dose of personal competence, and the skill to mobilize resources all affect your ability to shape the vision, set direction, and influence events” (Cyr, 161). Leaders must lead the action and provide a vision for those surrounding. Walgreen’s diversity officer needs to step up and be the leader in this situation. He/she needs to educate and build awareness to the company’s commitment of fairness, diversity, and opportunity. Awareness and communication are two key components in a business, and the lack of diversity awareness to especially African Americans at Walgreen’s is clear, or else the class-act law suit wouldn’t have been filed. It is vital for Walgreen’s diversity officer as well as human resources to be aware and take action if any discrimination is taking place in their…
