Activities In Learning – Cultural Differences and Domestic Business

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Activities In Learning

In the Learning Activity titled ‘Cultural Differences and Domestic Business Interactions,’ you were presented with a number of case studies on U.S.-based companies and their movement toward developing more inclusive practices. Select any two of these cases and evaluate them. Your evaluation can be in the form of a visual presentation, a chart, or a paper.

Make sure to include:

? An introduction – background context of both cases

? Explanation of what the organization is doing well

? Description of where the organization could improve

? Recommendations for improvement as it relates to cultural differences and inclusion in the organization

? Conclusion

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Evaluating Inclusive Practices in Domestic U.S. Businesses: A Case Study Analysis

Introduction

In the contemporary business environment, cultural inclusivity and diversity are critical for sustainable growth and global competitiveness. This paper evaluates two U.S.-based companies—Starbucks and Google—in their efforts to enhance cultural inclusion and navigate domestic diversity challenges. Both companies have undertaken significant initiatives to promote inclusive practices within their organizations.

Case Study 1: Starbucks

Background Context:
Starbucks, a global coffee chain, has consistently positioned itself as a socially responsible company. In response to past racial bias incidents, the company has committed to fostering a more inclusive workplace and customer experience.

What Starbucks Is Doing Well:

  • Implemented mandatory racial bias training for all employees after a 2018 incident involving the wrongful arrest of two Black customers.
  • Created a Diversity and Inclusion Task Force to address systemic inequities.
  • Established goals to increase the representation of BIPOC employees in leadership positions.

Where Starbucks Could Improve:

  • While training is a good starting point, its long-term impact on employee attitudes and behavior remains questionable without continuous follow-up.
  • Representation in mid-level management still lacks ethnic diversity compared to frontline and executive roles.

Recommendations for Improvement:

  • Develop long-term mentorship programs targeting underrepresented employees to advance into leadership.
  • Implement periodic inclusivity audits and anonymous employee feedback mechanisms.
  • Partner with diverse community organizations to better understand and reflect community values in store policies.

Case Study 2: Google

Background Context:
Google, a leader in the tech industry, has faced internal scrutiny for its handling of diversity and workplace culture, particularly in how it treats employees of color and those advocating for inclusion.

What Google Is Doing Well:

  • Publicly shares its annual diversity reports, showing commitment to transparency.
  • Invests heavily in Employee Resource Groups (ERGs) for underrepresented communities.
  • Funds STEM education programs for minority youth as part of long-term pipeline development.

Where Google Could Improve:

  • There have been several high-profile resignations from Black and female employees due to lack of support and retaliation, signaling cultural issues in upper management.
  • A disconnect remains between public messaging on diversity and actual internal experiences of minority employees.

Recommendations for Improvement:

  • Establish independent oversight for internal investigations on discrimination and retaliation.
  • Link executive compensation to measurable improvements in inclusion and employee satisfaction.
  • Create safe spaces and ombudsman roles specifically designed to advocate for marginalized groups internally.

Conclusion

Both Starbucks and Google illustrate strong efforts toward cultural inclusion but also demonstrate gaps that hinder full equity and representation. By moving beyond performative measures and embedding inclusion into company systems—through mentorship, accountability, and genuine employee engagement—these organizations can more authentically embody the values they promote. Cultivating a truly inclusive environment is not a one-time initiative but a continuous, systemic commitment.

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