During our initial research and brainstorming we developed several different potential
solutions, that while initially promising, turned out to be ineffective ways of solving the
problem efficiently. One of those potential solutions was to tie stock options of upper level
employees to the achievement of diversity goals. This would makes those upper level
employees more eager and interested in achieving diversity in their workplace, as they
would directly benefit from it. One well known case where this system has been
implemented is at Procter & Gamble. In an article published by the Huffington Post,
William P. Gipson the Chief Diversity Officer at Procter & Gamble, stated that Procter &
Gamble were able to use this strategy to balance its hirings and get a more diverse
workplace. While this strategy seems to get more women hired and create a workplace
where they are more likely to be comfortable, the problem would be that in their haste to
achieve such diversity, a company may overlook more qualified male applicants in favor
of females. This is because they upper level employees stand to earn more from the stock
options if their diversity goals are met sooner rather than later. This could result in that the
overall productivity of the company could be sacrificed for these diversity goals.
And while diversity is extremely important, companies must hire the most qualified
applicants for the job, and the stock options solution is therefore not viables. So we
continued to search for a solution.
For Zayo to be able to attract female college students, we propose that Zayo will have a
