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Tucker vs Walgreen Co Legal Case

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Application Study One: Tucker V. Walgreen Co.
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Application Study One: Tucker V. Walgreen Co.
In the 21st century workplace, diversity is a fundamental tenet that is supported by laws
and also operational ethics. Many modern-day companies are embracing the strengths that lie in
having diversity among staff. This resonates not only with employees but also the clientele-base
that identifies with divergent communities and cultures. In the case of Tucker v. Walgreen,
diversity issues created legal challenges and financial losses for the business entity. However,
such negative scenarios can be averted by having an alert and pro-active human resource
management. If I were the HR at Walgreen, I would open up my office to the complaining
employees. I would capture their complaints and carry out an in-house audit. The promotion and
performance appraisal programs would be open to scrutiny. I would encourage them to suggest
how best these programs can be standardized to ensure that discrimination is avoided within the
company. I would declare all the recently made promotions active in status. Additionally, I
would bring in external HR specialists who would carry a thorough skills audit and appraisal of
all employees (Paludi, 2012). This would be fundamental in arriving at an impartial report of
newly appraised employees that is unbiased and diversified.
The Walgreens’ diversification plan will center on ensuring that the company provides an
equal and equitable opportunity for all. A diversity mission statement will be coined that
communicates Walgreen’s commitment to multicultural diversity. The next step will be to set
both short and long-term objectives that relate to the stakeholders and the surrounding
community (Konrad et al., 2006). For instance, from an employee standpoint, the Walgreens may
expand its recruitment pool by creating a quota system that will focus on creating opportunities
to more minorities. The plan will also focus on creating diversity training programs for the
employees. It will also communicate how diversity complaint by the employees will be handled

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1 Application Study One: Tucker V. Walgreen Co. Name Institutional Affiliation Course Title Instructor Date 2 Application Study One: Tucker V. Walgreen Co. In the 21st century workplace, diversity is a fundamental tenet that is supported by laws and also operational ethics. Many modern-day companies are embracing the strengths that lie in having diversity among staff. This resonates not only with employees but also the clientele-base that identifies with divergent communities and cultures. In the case of Tucker v. Walgreen, diversity issues created legal challenges and financial losses for the business entity. However, such negative scenarios can be averted by having an alert and pro-active human resource management. If I were the HR at Walgreen, I would open up my office to the complaining employees. I would capture their complaints and carry out an in-house audit. The promotion and performance appraisal programs would be open to scrutiny. I would encourage them to suggest how best these programs can be standardized to ensure that discrimination is avoided within the company. I would declare all the recently made promotions active in status. Additionally, I would bring in external HR specialists who would carry a thorough skills audit and appraisal of all employees (Paludi, 2012). This would be fundamental in arriving at an impartial report of newly appraised employees that is unbiased and diversified. The Walgreens’ diversification plan will center on ensuring that th ...
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