5). Diversity at Walmart “becomes the foundation for an inclusive, sustainable business that embraces and respects differences, develops our associates, serves our customers, partners with our communities, and builds upon an inclusive supplier base” (Walmart: Diversity, 2010, par. 1).
In a study conducted by Pottabathni (2009, par. 5), “human resource is the key to development and Wal-Mart efficiently manages its sources. Wal-Mart terms its employees as associates. Manager compensation is linked to the profit of store operated by him, within promotions, compensation offered to associates depending on companys profits and also offered some incentives on their performances. The workforce at Wal-Mart is not unionized as the company takes all the measures of their benefits and provides them training on related issues.”
Further, their official website avers that their organization continues to “implement initiatives to attract and retain a diverse workforce, including recruiting from colleges and universities with large multicultural populations. We also provide associates with on-the-job training, leadership seminars, and direct access to job opportunities through our Career Preference System” (Walmart: Diversity, par. 2).
As such, statistics of the work force at Walmart boasts of a composition from diverse cultural orientations and gender with the following breakdown, to wit: “more than 850,000 of our associates are female and make up 59 percent of our U.S. workforce. 35 percent of our associates are minority: 249,000 African Americans, 171,000 Hispanics, 42,000 Asian Americans, 6,000 Pacific Islander Americans, 15,000 American Indian and Alaska Natives, and 430,000 associates 50 and over.
In a research by Green, Lopez, Wysocki & Kepner (2009), the authors provided a definition of diversity as “acknowledging, understanding,