A. Discussion Questions (50%)
From the very founding of the company, Gap seems to have prioritized
gender equality and women in leadership. Many companies were not
founded with such values as core priorities. How would you lead your
company to instill the value of equal pay if your company lacked the kind
of heritage Gap has always had? Identify some obstacles within
corporate culture that you might face as well as hiring practices you may
have to change?
Consider the fact that some government bodies require data on pay to be
collected and publicly reported. Do you think this is appropriate? What
main effect do you think such reporting may have (remember to think
about multiple stakeholders).
B. Essay Question (50%)
A complete response to this section (Section B) should be possible using
250-500 words.
In your assigned readings thus far in this course, you have been presented
with evidence-based insight regarding human perceptual biases as well as
multiple theories and challenges associated with diversity and inclusion.
Demonstrate understanding of the Justification-Suppression model (as well
as any other useful ideas you have received from the course reading) by
applying that thinking to the following question:
What do you believe you personally can do to promote fair compensation and
inclusive workplaces? Use at least some examples that involve your being
present while steps like Gap has taken are in progress.
Remember to include citations of sources for as you apply specific concepts
to your claims, observations or arguments. Opinion is encouraged, but please
take care to delineate between what you consider to be opinion and what you
consider to be supported fact.
Here is an example of a passage that uses citation (content unrelated to this
assignment):
[…]
Furthermore, the fact that Joe already believed that people in the Accounting
Department had little respect for what he and his colleagues in HR were
doing for the company made it quite likely that Joe’s extremely negative
reaction to being asked a question by the accountant during a meeting was
due to the horn effect (Openstax 72). Ironically, if the accountant was merely
curious or serious about understanding what Joe said, Joes abusive behavior
may cause the accountant to react to him in a dismissive manner that play’s
right into Joe’s confirmation bias (Openstax 176)