Square D Company

1
Square D Company

• HR Policy Review
• The Effects of Human Resources Policy on
  Diversity at the Square D Manufacturing Facility
  in Oxford, Ohio

2
Square Ds Diversity Strategy
Reflect the diversity of (the) market place in
Square Ds employees, suppliers, and distributors
Leverage the unique resources and strengths of
diversity
Encourage and support diversity within the
organization
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Square D and Schneider Electric
61,000 Employees in 130 Countries
150 plants 620 marketing locations 7400 sales
outlets
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Square Ds Busway Products
I-Lineâ Busway - Medium Voltage, power
distribution products for industrial and
commercial markets.
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Misc. Fittings
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Plug-in Devices
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Domestic Busway Market
Miles and Snow SBU Strategy
Market Share
35
Defender
35
Defender
Defender
20
10
Prospector
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Square Ds Busway Strategy

• Defend market

Continuous Improvement Activities (Product
Support Teams)
Supplier Value Analysis (Parts Consolidation/Cost
Reduction Projects)
Implementing Lean Manufacturing
Techniques (Productivity Improvement through
Re-engineering Work Flows)
Reactionary Product Development (Low Risk,
Cost-Driven or Technology Sharing Projects)
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Defending Market With Diversity

• Diversity

Enhances Organizational Effectiveness (Stimulates
creativity, eliminates group think, increases
flexibility)
Improves Oxfords Support of its International
Markets (Improves multi-culture communication
and awareness)
Major Customers Prefer Suppliers that Reflect the
Diversity of their own Customers. (The Federal
Government, General Motors, Ford Motor Co., Etc.)
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HR Policies Supporting Diversity
Affirmative Action (Goal Setting in areas of
need)
Recruiting (Internal first, then through local
media and minority recruiters)
Retention and Development (Professional
Development Program - cross-functional job
rotation and selective placement for minority
new hires)
Employee Feedback (People Poll, and People Poll
Action Item Teams)
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Supporting Diversity Contd
Diversity Training (4 hour, 1 time class taught
by HR using tools purchased from a Diversity
Consultant)
Linking Diversity with Performance (Behaviors
supporting diversity are evaluated on Competency
Worksheets that make up a portion of the annual
Performance Appraisals)
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Workforce Constitution

• Diversity figures for Square D, Oxford (1998)
• 557 employees of which
• -5 of racial or ethnic minorities
• -34 female
• -4 physically handicapped

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Butler Co. Workforce Constitution

• Diversity figures for Butler County, Ohio
• 5.6 minorities in the workforce
• 48.3 females in the workforce in all industries
• 15.3 of workforce employed in manufacturing
• Of this, 23 are females
• 1.8 physically handicapped in the workforce

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Oxfords Diversity Hurdles
Plant Location (Locale may hinder Oxfords
ability to attract and retain minorities)
Current Work Force Composition (Composition may
create an exclusive environment, even if
unintentional)
Industry Constraints (Oxford is an engineering
intensive facility and minorities may currently
be underrepresented in this profession)
Passive Management (Current management may be
satisfied with the existing diversity mix)
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Recommendations
Expand Recruiting Efforts (Utilize media most
likely to reach minority populations and avoid
using internal recruiting as a 1st option in all
cases )
Track Protected Class Status of
Applicants (Gather information that can be used
to analyze the effectiveness of recruiting
efforts)
Initiate Inter-Plant Support Networks and
Mentor Programs
Make Accommodations for Cultural Diversity
(Initiate programs such as a PTO system to
replace mandatory holidays, flexible work
hours, or child care benefits )
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Recommendations Contd
Offer Referral Bonuses to Employees (Use a
referral system to attract minority candidates to
illustrate managements commitment to diversity
and increase the probability of successful
placements )
Build Community Goodwill (Establish scholarship
programs for minority students in Engineering,
Finance, Management, etc.) (Donate products
for residential urban renewal programs)