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242 PART 3 • STRATEGY IMPLEMENTATION

There is great room for improvement in removing the glass ceiling domestically, espe-
cially considering that women make up 47 percent of the U.S. labor force. Glass ceiling
refers to the invisible barrier in many firms that bars women and minorities from top-level
management positions. The United States leads the world in promoting women and
minorities into mid- and top-level managerial positions in business.
Boeing’s firing of CEO Harry Stonecipher for having an extramarital affair raised
public awareness of office romance. However, just 12 percent of 391 companies surveyed
by the American Management Association have written guidelines on office dating. 26 The
fact of the matter is that most employers in the United States turn a blind eye to marital
cheating. Some employers, such as Southwest Airlines, which employs more than 1,000
married couples, explicitly allow consensual office relationships. Research suggests that
more men than women engage in extramarital affairs at work, roughly 22 percent to 15
percent; however, the percentage of women having extramarital affairs is increasing
steadily, whereas the percentage of men having affairs with co-workers is holding steady. 27
If an affair is disrupting your work, then “the first step is to go to the offending person
privately and try to resolve the matter. If that fails, then go to the human-resources manager
seeking assistance.” 28 Filing a discrimination lawsuit based on the affair is recommended
only as a last resort because courts generally rule that co-workers’ injuries are not perva-
sive enough to warrant any damages.

Benefits of a Diverse Workforce
Toyota has committed almost $8 billion over 10 years to diversify its workforce and to use
more minority suppliers. Hundreds of other firms, such as Ford Motor Company and Coca-
Cola, are also striving to become more diversified in their workforces. TJX Companies, the
parent of 1,500 T. J. Maxx and Marshall’s stores, has reaped great benefits and is an
exemplary company in terms of diversity.
An organization can perhaps be most effective when its workforce mirrors the diver-
sity of its customers. For global companies, this goal can be optimistic, but it is a worth-
while goal.

Corporate Wellness Programs
A recent BusinessWeek cover story article details how firms are striving to lower the
accelerating costs of employees’ health-care insurance premiums. 29 Many firms such as
Scotts Miracle-Gro Company (based in Marysville, Ohio), IBM, and Microsoft are
implementing wellness programs, requiring employees to get healthier or pay higher
insurance premiums. Employees that do get healthier win bonuses, free trips, and pay
lower premiums; nonconforming employees pay higher premiums and receive no
“healthy” benefits. Wellness of employees has become a strategic issue for many firms.
Most firms require a health examination as a part of an employment application, and
healthiness is more and more becoming a hiring factor. Michael Porter, coauthor of
Redefining Health Care, says, “We have this notion that you can gorge on hot dogs, be in
a pie-eating contest, and drink every day, and society will take care of you. We can’t
afford to let individuals drive up company costs because they’re not willing to address
their own health problems.”
Slightly more than 60 percent of companies with 10,000 or more employees had a
wellness program in 2008, up from 47 percent in 2005. 30 Among firms with wellness pro-
grams, the average cost per employee was $7,173. However, in the weak economy of late,
companies are cutting back on their wellness programs. Many employees say they are so
stressed about work and finances they have little time to eat right and exercise. PepsiCo in
2008 introduced a $600 surcharge for all its employees that smoke; the company has a
smoking-cessation program. PepsiCo’s smoking quit rate among employees increased to
34 percent in 2008 versus 20 percent in 2007.
Wellness programs provide counseling to employees and seek lifestyle changes to
achieve healthier living. For example, trans fats are a major cause of heart disease. Near
elimination of trans fats in one’s diet will reduce one’s risk for heart attack by as much as
19 percent, according to a recent article. New York City now requires restaurants to inform