“AuroraTech Solutions: Rethinking DEI in Talent Systems” 3,500 words, (Excluding tables, charts, and references)

Post ID: 3498799

Overview

Instructions:

Word Requirement: Minimum Word Count: 3,500 words, (Excluding tables, charts, and references)
Assignments below 3,500 words will not be evaluated.
Your Mini project is subjected to Similarity test, so maximum level of similarity is 15% including AI
As per policy using AI tools for the development or drafting assignment is not allowed.
You are encouraged to check similarity before the submission.

Questions:

SECTION 1: Introduction (Approx. 400–500 words)

Students must:

Define Diversity, Equity, and Inclusion (with academic references)
Explain why DEI is strategically important in modern organizations
Discuss how recruitment and performance appraisal are key leverage points
Briefly introduce the organization they are creating

This section should demonstrate theoretical grounding.

SECTION 2: Organizational Case Development (Approx. 700–800 words)

Students must create a fictional but realistic organization.

Required Elements:

Industry
Organizational size
Geographic footprint
Market positioning
Organizational structure
Workforce demographics
Current HR philosophy

SECTION 3: Recruitment System Analysis (Approx. 600–700 words)

Students must:

Describe current recruitment process step-by-step
Identify structural and behavioral bias points
Analyze:
- Job description language
- Sourcing channels
- Screening criteria
- Interview design
- Decision-making authority
Identify at least 3 major DEI weaknesses

SECTION 4: Performance Appraisal System Analysis (Approx. 600–700 words)

Students must:

Describe appraisal methodology
Explain rating scales used
Analyze:
- Transparency of criteria
- Manager discretion
- Promotion decisions
- Bonus allocation
Identify systemic bias risks

SECTION 5: Root Cause Diagnosis (Approx. 400–500 words)

Students must diagnose:

Structural barriers
Cultural norms
Informal networks
Leadership bias
Policy gaps

Students must distinguish between:

Individual bias
Systemic bias
Institutional bias

SECTION 6: DEI Policy Redesign – Recruitment (Approx. 500–600 words)

Students must design a structured DEI recruitment framework including:

Bias-free job description standards
Diverse sourcing strategies
Blind screening where appropriate
Structured interview scoring rubric
Panel diversity requirements
Decision transparency mechanisms
Recruitment metrics dashboard

Students must provide a step-by-step model.

SECTION 7: DEI Policy Redesign – Performance Appraisal (Approx. 500–600 words)

Students must design:

Behavioral Anchored Rating Scales (BARS)
Calibration committees
Transparent promotion criteria
Bias interruption checkpoints
Structured feedback system
Equity audit mechanisms
Promotion tracking dashboard

SECTION 8: Strategic Business Alignment (Approx. 300–400 words)

Students must connect DEI policy to:

Innovation
Talent retention
Employer branding
Risk mitigation
ESG / sustainability reporting
Long-term competitiveness

They must justify how DEI becomes a strategic capability.

SECTION 9: Implementation Roadmap (Approx. 300–400 words)

Students must include:

12-month timeline
Change management strategy
Leadership sponsorship model
Communication strategy
Budget considerations

SECTION 10: KPIs and Measurement Framework (Approx. 300 words)

Students must define measurable indicators:

Representation targets
Promotion parity ratios
Inclusion survey scores
Turnover reduction targets
Pay equity ratios

KPIs must be SMART.

SECTION 11: Conclusion (Approx. 200–300 words)

Students must:

Summarize findings
Reflect on organizational impact
Discuss long-term sustainability

Reference

8 academic references (peer-reviewed)
Harvard or APA referencing style

MBA CASE SCENARIO

“AuroraTech Solutions: Rethinking DEI in Talent Systems”

Organizational Background

AuroraTech Solutions is a mid-sized technology and digital transformation company operating across the GCC region. Headquartered in Bahrain, with offices in UAE and Saudi Arabia, the company employs 1,850 employees.

AuroraTech provides:

Enterprise software development
AI-enabled business analytics
Cloud migration services
Cybersecurity consulting

The company has experienced rapid growth over the past five years due to digital transformation initiatives aligned with regional diversification strategies (e.g., Vision-driven digital economy initiatives in the Gulf).

Despite strong financial performance, internal employee surveys have revealed concerns regarding:

Promotion fairness
Leadership diversity gaps
Inconsistent performance ratings
Limited representation of certain demographic groups in technical leadership

The Board has commissioned an internal DEI audit.

Students are appointed as External HR Strategy Consultants.

Workforce Demographics (Provided Data)

Table 1: Overall Workforce Representation

Category	Total %	Entry-Level %	Mid-Level %	Senior Leadership %
Women	41%	54%	33%	11%
Men	59%	46%	67%	89%
Employees under 30	38%	70%	12%	0%
Employees over 45	22%	4%	31%	48%
Employees with disabilities	2.8%	3.5%	2%	0%
Non-technical degree holders	35%	48%	27%	10%

Immediate Observations (Students Must Analyse)

Strong entry-level gender representation
Severe leadership gender gap
Almost no representation of people with disabilities in leadership
Age skew at senior level

Recruitment Data (Last 2 Years)

Table 2: Recruitment Funnel Analysis

Group	Application Rate	Interview Rate	Offer Rate	Acceptance Rate
Women	47%	29%	14%	88%
Men	53%	48%	31%	91%
Candidates over 40	18%	7%	2%	85%
Candidates with career gaps	12%	3%	1%	75%

Recruitment System (Current Process)

Role approved by hiring manager
Job description drafted by hiring manager
Posted mainly on LinkedIn and internal referral portal
ATS screening using keyword algorithm
Unstructured panel interviews
Hiring manager final decision

No standardized scoring rubric exists.

Performance Appraisal Data (Last Cycle)

AuroraTech uses a 5-point rating scale:

1 – Needs Improvement 2 – Developing 3 – Meets Expectations 4 – Exceeds Expectations 5 – Outstanding

Table 3: Performance Rating Distribution

Group	Avg Score	% Rated 4 or 5	Promotion Rate	Bonus Allocation %
Women	4.2	61%	9%	13%
Men	4.0	54%	22%	21%
Employees under 30	4.3	64%	4%	11%
Employees over 45	3.8	42%	19%	24%

Additional Findings

Promotions require “leadership readiness” endorsement from direct manager.
No formal calibration committee.
High-visibility projects assigned informally.
Exit interviews show early-career women cite “limited advancement opportunities.”

Business Context

Financial performance is strong:

Revenue growth: 18% YoY
Profit margin: 21%
Employee turnover: 17% overall
Turnover among high-performing women: 26%

Board concern: Innovation output is declining despite strong hiring numbers.