“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement

and HR strategies”

ANNEXURE A

Amity University Online, Noida, Uttar Pradesh, India

As part of the requirements for the award of the degree

Master of Business Administration

Minor Project Report On

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing

Improvements and HR strategies”

Submitted By: Sonia Shaw

Enrollment Number: A9920123000191(el)
Date: 30th June,2024
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

ANNEXURE B

DECLARATION

I, Sonia Shaw, a student of the January 2023 academic session, hereby declare that the Minor

Project titled 'Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing

Improvements and HR Strategies,' submitted by me to Amity University Online, Noida, Uttar

Pradesh, as part of the requirements for the Master of Business Administration degree, has not

been utilized in any form for the conferral of a degree, diploma, or any other similar

recognition prior to this submission.

Name and Signature of the student

Sonia Shaw
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

ACKNOWLEDGEMENT

I would like to express my deepest thanks to Professor Ms. Neha Tandon for her guidance and

support throughout this project. I also extend my heartfelt gratitude to my batchmates and

colleagues from Amazon for their assistance and contribution, which were crucial in

completing this project. I am immensely grateful to everyone for their contribution. Special

thanks to all Amazon colleagues who participated in the project and survey, providing

valuable inputs that have significantly enriched the findings.

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

TABLE OF CONTENTS
Declaration

Plagiarism Report

Acknowledgment

Title of the Project

Abstract

Introduction of the study

Objective of the study

Literature Review

Research Methodology

Data analysis and interpretation

Result and Discussions

Recommendations and Conclusion

Bibliography and References

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

TITLE OF THE PROJECT

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing

Improvement and HR strategies”
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

ABSTRACT

This project assesses the state of diversity and inclusion at Amazon Development Center
through a comprehensive survey. It identifies areas of strength, such as demographic
representation and awareness of diversity initiatives, as well as areas needing improvement,
like perceptions of inclusivity and experiences of discrimination. The project proposes
specific improvement ideas based on employee feedback, including enhancing diversity
training and improving communication channels. Overall, it offers actionable
recommendations to enhance diversity and inclusion practices at Amazon Development
Center.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

INTRODUCTION

In today's corporate world, fostering diversity and inclusion is crucial for organizational
growth and sustainability. As an employee of Amazon Development Center for the past 2.6
years, I have witnessed firsthand the importance of creating an inclusive workplace
environment that celebrates diversity in all its forms.

This survey-based project aims to explore employee perceptions and experiences regarding
diversity and inclusion at Amazon. By gathering insights from various demographics, it
comprehensively assesses the current state of diversity and inclusion at Amazon Development
Center.

The chosen topic holds significant relevance as it directly impacts employees' sense of
belonging, motivation, and overall job satisfaction. A diverse and inclusive workplace boosts
innovation and productivity while promoting societal equality and respect.

Through this project, I aim to contribute to Amazon's ongoing efforts to enhance diversity and
inclusion practices, ultimately creating a more inclusive and equitable workplace for all
employees. The ultimate goal is to provide actionable recommendations for HR management
strategies that will enhance diversity and inclusion practices within Amazon.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

OBJECTIVE OF THE STUDY

Why This Topic Matters

For Amazon Employees: A more inclusive Amazon fosters a sense of belonging,
psychological safety, and ultimately, increased employee satisfaction and productivity. By
understanding employee experiences with D&I initiatives at Amazon, the project can identify
areas for improvement, leading to a more positive and enriching work environment for all.

For Society: A diverse and inclusive Amazon sets a strong precedent for other organizations.
A commitment to D&I practices positions Amazon as a leader for social good, attracting top
talent and fostering positive societal change.

Objectives of the Study

This project has three primary objectives:
1. Measure Employee Sentiment through the Survey: Gain a comprehensive
understanding of employee experiences and perceptions regarding D&I initiatives at Amazon.
2. Identify Strengths and Weaknesses: Uncover areas where Amazon excels in D&I,
such as demographic representation or awareness programs. Additionally, pinpoint areas
requiring improvement, like perceptions of inclusivity or experiences with discrimination.
3. Propose Actionable Recommendations: Based on employee feedback, the project
will propose practical recommendations for HR strategies. These may include enhancements
to diversity training, improved communication channels, and the implementation of
innovative D&I initiatives.
By achieving these objectives, this project aims to provide a valuable roadmap for
strengthening D&I at Amazon, ultimately creating a more inclusive and successful
organization for all.
The survey we have conducted plays a vital role in achieving these goals. The honest
feedback of employees play a crucial role in shaping a more inclusive future for Amazon.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

LITERATURE REVIEW

1. HUMAN RESOURCE PRACTICES FOR DIVERSITY MANAGEMENT: THE

INCLUSION OF INTELLECTUAL DISABILITIES IN A PUBLIC FEDERATION OF
BRAZIL- by Nicole Maccali, P. Kuabara, A. Takahashi, K. Roglio, Samantha de Toledo
Martins Boehs

Abstract summary:

Maccali and colleagues' study examines the intersection of Human Resource (HR) practices
and diversity management, focusing on the inclusion of intellectually disabled individuals in
organizational settings. Conducted in Brazil, the research emphasizes the crucial role of well-
structured HR practices in achieving successful inclusion.

The study highlights legal requirements, such as Law 8213/91, which mandates job vacancies
for individuals with disabilities. Despite these regulations, organizations face challenges in
meeting quotas while maintaining a harmonious work environment.

Through qualitative interviews, the study emphasizes the importance of HR practices in

recruitment, socialization, awareness, and training for effective diversity management. It
stresses the need for continuous maintenance of these practices to sustain inclusion and
advocates for organizations to invest in diversity management initiatives beyond legal
complianc

2. Managing Workforce Diversity and Inclusion: A Critical Review and Future Directions- by
Christina Morfaki, Alexandra Morfaki

Book- International Journal of Organizational Leadership

Abstract Summary:

The paper by Morfaki and Morfaki provides a critical review and future directions for managing
workforce diversity and inclusion. It highlights the increasing interest in Diversity and Inclusion
(D&I) due to global economic, socio-demographic, and regulatory changes. Despite this
interest, implementing D&I remains challenging, primarily due to national, cultural,
institutional, and interpersonal barriers.

The paper emphasizes the need to bridge the gap between the rhetoric of D&I and its
implementation. To achieve this, organizations should develop diverse communities of practice.
These communities can reshape corporate policies, promote meaningful interactions, and create
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

a shared identity that challenges existing beliefs. By doing so, organizations can restructure
current structures and move beyond tokenistic approaches to D&I.

3. Study on the Impact of Diversity and Inclusion at Workplace- by Shivani Wadhwa, Parth
Aggarwal

Book- Journal of Management & Public Policy

Abstract Summary:

Wadhwa and Aggarwal's study in the Journal of Management & Public Policy examines the
impact of diversity and inclusion initiatives in workplaces. It highlights the positive outcomes
of such efforts, including increased productivity, a culture of innovation, and improved
financial results.

The research also addresses challenges in implementing diversity and inclusion programs,
emphasizing the need for comprehensive strategies. It discusses how these programs
contribute to higher levels of employee engagement, performance, talent acquisition,
innovation, and decision-making.

4. Working to reduce the effects of discrimination: Identity management strategies in

organizations- by M. Shih, M. Young, Amy Bucher

Book- American Psychologist

Abstract Summary:

Shih, Young, and Bucher's study in the American Psychologist explores identity management
strategies in organizations to mitigate the effects of discrimination. They identify two main
strategies: identity switching, where individuals downplay certain aspects of their identity,
and identity redefinition, which involves challenging stereotypes.

The authors highlight how organizational approaches, such as color-blind and multicultural
strategies, can impact these identity management strategies. Color-blind policies may hinder
identity switching, while superficial multicultural policies could reinforce stereotypes, making
identity redefinition more challenging.

The study emphasizes the importance of organizational strategies that reduce the need for
identity management and support effective identity management when necessary.

5. Voices unheard: employee voice in the new century-by A. Wilkinson, P. Gollan, S. Kalfa,
Ying Xu
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Abstract Summary:

In "Voices Unheard: Employee Voice in the New Century," Wilkinson, Gollan, Kalfa, and Xu
discuss the concept of employee voice in the workplace. They highlight two main disciplinary
perspectives—Employment Relations/Human Resource Management (ER/HRM) and
Organisational Behaviour (OB)—which view employee voice differently. While ER/HRM
focuses on democratic rights and dignity at work, OB sees voice as a means to improve
organizational performance.

RESEARCH METHODOLOGY

The research methodology employed in this project utilizes a blend of quantitative and
qualitative methods. It includes surveys, interviews, and document analysis to thoroughly
assess diversity and inclusion at Amazon. The goal is to gain deep insights into employee
perspectives, pinpoint areas needing enhancement, and suggest practical HR strategies for
betterment.

The survey methodology for this project involved several key steps to ensure the collection of
accurate and relevant data:
Survey Methodology

Research Design:

Type of Survey: Cross-sectional

Reason for Choosing This Design:
 Allows collection of data from a diverse group of employees at a single point in time.
 Effective for capturing a snapshot of current perceptions, experiences, and attitudes.
 Provides a comprehensive assessment of demographic information, experiences of
discrimination, satisfaction with diversity initiatives, and suggestions for
improvement.
 Ensures a broad and representative understanding of the current state of diversity and
inclusion within the organization.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Sampling:

The target population consists of employees at Amazon Development Center.

A stratified random sampling technique was used to ensure representation from various
departments and job levels.
48 responses were received from 11 different departments. The sample size for each
department was determined based on the proportion of employees in each department relative
to the total population.

Data Collection:

Channels: Data was collected through an online survey distributed using Amazon Chime,
Emails, LinkedIn, and Google Forms.
Duration: Data collection was conducted over a period of four weeks.
Reminders:
 Emails: Sent regular email reminders to participants.
 Amazon Chime: Utilized Amazon Chime to ping employees.
 LinkedIn: Posted reminders and invitations on LinkedIn.
 Personal Follow-ups: Personally followed up with employees.
 Thank You Messages: Sent thank you messages to participants.

Survey Design:

The survey covered various aspects of diversity and inclusion, including demographic
information, perceptions of inclusivity, experiences of discrimination, satisfaction with
current initiatives, and suggestions for improvement.
Questions were clear, concise, and unbiased.

Confidentiality and Anonymity:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 Assurances: Participants were assured of the confidentiality and anonymity of their

responses to encourage honest feedback.
 Data Collection: No personally identifiable information (such as names or email
addresses) was collected.
 Data Security: Responses were kept confidential and were only accessible to the
researcher. All data were stored securely and anonymously.
 Platform Configuration: Google Forms was configured to prevent IP address
recording.

Ethical Considerations:

Guidelines: The survey was conducted in accordance with ethical guidelines, ensuring the
privacy and confidentiality of participants' responses.
Participant Information: Before starting the survey, participants were presented with a brief
description of the study's purpose and procedures. Participation in the survey was entirely
voluntary, emphasizing that individuals had the choice to participate or not

Document Analysis:

Criteria for Selecting Internal Documents:

Relevance to Diversity and Inclusion: Focused on documents directly related to diversity

and inclusion policies, practices, or initiatives within Amazon (e.g., diversity reports,
employee handbooks, training materials, and policy documents).
Recency: Preference was given to documents updated or published within the last two years
to ensure current information.

Access Methods:
 Internal Company Portal: Used to access policies, reports, and training materials.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 Internal Communications: Reviewed newsletters, emails, and announcements

highlighting diversity and inclusion initiatives.

 Team Collaboration Tools: Utilized tools such as Amazon Chime and internal wikis
to find relevant documents.

Case Studies:

Selection Criteria:
Focused on new hires from various departments and job levels to examine diversity and
inclusion practices in-depth.

Process:
 Invitation: Reached out to selected new hires via email or Amazon Chime, providing
detailed information about the study’s purpose, procedures, and confidentiality
assurances.

 Informed Consent: Obtained from each participant, ensuring they understood their
rights and the voluntary nature of their participation.

 Interviews: Conducted semi-structured interviews (30-45 minutes) with open-ended

questions about their onboarding experience, perceptions of diversity and inclusion,
experiences of inclusivity or exclusion, and suggestions for improvement.

 Focus Group Discussions: Organized small group discussions to foster dialogue and
gather diverse perspectives on specific topics such as training programs, workplace
culture, and support systems.

 Recording and Validation: Recorded interviews and discussions (with participant

consent) and shared preliminary findings with participants for validation.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 Reporting: Compiled findings into a detailed report with actionable recommendations

based on new hires’ feedback.

Benchmarking

Comparison Conducted with: Microsoft, Accenture and Salesforce—companies recognized

for their exceptional DEI efforts.

Areas of Comparison:
 Recruitment and hiring practices.
 Employee resource groups and support networks.
 DEI training and development programs.
 Leadership commitment to DEI.
 Community and outreach initiatives.

Data Analysis:
Quantitative data: analyzed using statistical tools such as descriptive statistics, chi-square
tests, and regression analysis.

Limitations:
Potential Limitations: Sample size, response bias, and generalizability of results to other
Amazon locations or industries.

Timeline:
Research conducted over four weeks, including survey design, data collection, analysis, and
report writing.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

DATA ANALYSIS AND INTERPRETATION

This section dives into the core of our project by analyzing survey responses from Amazon
Development Center employees.

We aim to understand their thoughts and experiences on diversity and inclusion (D&I) at the
company.

We'll analyze various aspects of the data, including demographics, reported discrimination,
satisfaction with D&I programs, and most importantly, employee suggestions for
improvement.

By examining this data, we hope to uncover important trends that reveal the current state of
D&I at Amazon.

This analysis will help us identify both strengths and weaknesses in Amazon's D&I efforts.

We can then use this information to create actionable recommendations for HR.

These recommendations will be a guide for improving D&I practices and creating a more
inclusive and fair workplace for all Amazon employees.

1. Demographic Representation:

Age Distribution:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Based on the survey responses, here's the data analysis and interpretation for the age
demographics:

Age Distribution:
Under 25: 22 responses (45.8%)
25-34: 25 responses (52.1%)
35-44: 1 response (2.1%)

Interpretation:
The majority of survey respondents are in the age range of 25-34, comprising 52.1% of the
total responses.
The next largest group is the under 25 category, accounting for 45.8% of the responses.
Only a small percentage of respondents fall into the 35-44 age range, with just 1 response
(2.1%).
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Implications:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The high percentage of respondents in the 25-34 age range suggests that this demographic is
actively engaged in providing feedback on diversity and inclusion within Amazon
Development Center.

The significant representation of younger employees (under 25) indicates that there is interest
and participation among early-career professionals in discussions related to diversity and
inclusion.

The low response rate from the 35-44 age group may indicate a need for targeted outreach or
engagement strategies to ensure that diverse perspectives across all age groups are captured in
future surveys.

Overall, the data suggests a relatively diverse age distribution among survey respondents,
reflecting a broad range of perspectives and experiences regarding diversity and inclusion
within the organization.

Recommendations:

To further enhance participation and representation in diversity and inclusion initiatives,

consider targeted outreach campaigns or awareness programs tailored to different age groups
within the organization.

Ensure that survey questions and communication strategies are inclusive and accessible to
employees of all age ranges to encourage greater engagement and feedback.

Continuously monitor and analyze demographic data from surveys to identify trends and
patterns in employee perceptions and experiences related to diversity and inclusion, and
adjust strategies accordingly.

By analyzing and interpreting the age demographics of survey respondents, organizations like
Amazon Development Center can gain valuable insights into the diversity of perspectives and
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

experiences within their workforce, helping to inform targeted strategies for improving
diversity and inclusion efforts.

Gender Representation:

The survey results suggest that the gender distribution among the respondents is skewed
towards male employees, who constitute 58.3% of the responses, compared to female
employees, who make up 41.7% of the responses. This indicates a gender imbalance within
the respondent pool, with male employees being more likely to participate in the survey than
female employees.
Here's a breakdown:
• Male: 58.3% (28 responses)
• Female: 41.7% (20 responses)

Interpretation:

 Overall Gender Composition: One possible explanation for this gender imbalance
could be the overall gender composition of the Amazon Development Center, where
there may be a higher proportion of male employees compared to female employees.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 Survey Participation Bias: Male employees might have been more inclined to
participate in the survey compared to females. This imbalance in the respondent pool
could potentially bias the survey results and may not accurately reflect the experiences
and perceptions of all employees, particularly female employees.

To address this imbalance and ensure a more representative sample, it may be beneficial to
encourage more female employees to participate in the survey. This could be done through
targeted communication and outreach efforts aimed at female employees, highlighting the
importance of their feedback and the impact it can have on diversity and inclusion initiatives
within the organization.

Implications for Diversity and Inclusion:

• Limited Perspective: The results may not accurately reflect the experiences and
perceptions of all employees, particularly female employees.

• Areas for Improvement: This imbalance highlights the need for Amazon to focus on
improving gender diversity and inclusion within the organization. Areas for
improvement could include implementing more robust diversity training programs,
enhancing communication channels for addressing concerns related to diversity and
inclusion, and developing new initiatives to support diversity and inclusion efforts.

• Addressing Underrepresentation: The lack of responses from other genders in the

survey suggests potential underrepresentation or lower participation due to factors like
survey design, comfort levels, and communication strategies. To address this, Amazon
could implement specific initiatives to encourage participation from individuals
identifying with other genders, ensure future surveys are more inclusive, and enhance
communication and outreach efforts. Providing training and education on diversity and
inclusion could also help create a more inclusive environment for all genders.

Recommendations:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• Targeted Outreach: Encourage more female employee participation through targeted

communication channels emphasizing the impact of their feedback.

• Inclusive Survey Design: Consider offering the survey in multiple languages and
including a wider range of gender identity options to promote broader participation.

Moving Forward: By addressing this gender imbalance and ensuring a more representative
sample in future surveys, Amazon can gain a more comprehensive understanding of diversity
and inclusion within the organization. This will allow for the development of more effective
strategies to create a truly inclusive workplace for all employees.

Ethnicity Breakdown:

This section analyzes the survey responses to understand the current state of diversity and
inclusion at Amazon Development Center in India. By examining the demographic data, we
can identify areas where Amazon excels and where improvements are needed.

Ethnicity Data Analysis:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The survey, conducted in India, included a question on ethnicity, with the following results:
• Asian: 44 responses (91.7%)
• Hispanic or Latino: 1 response (2.1%)
• Prefer not to say: 3 responses (6.3%)

Interpretation:

 Predominance of Asian Employees:

The overwhelming majority of respondents identify as Asian. This high representation

suggests that Amazon Development Center has a significant Asian workforce.

The majority of respondents (91.7%) identified as Asian, which reflects the

geographic location of the survey (India, Asia). Possible reasons for this could include
the location of the center in India, where the population is predominantly Asian, and
Amazon’s active recruitment efforts in the region.

 Low Representation of Other Ethnicities: The responses from Hispanic or Latino

employees accounted for only 2.1% of the total responses. Additionally, 6.3% of
respondents preferred not to disclose their ethnicity. The absence of responses
from other ethnic categories such as Black or African American, White, Native
American or Alaska Native, Native Hawaiian or Other Pacific Islander, and Two or
More Races indicates either their underrepresentation or reluctance to participate in
the survey.

 Anonymity Concerns: The fact that 6.3% of respondents chose "Prefer not to say"
indicates some employees may have concerns about privacy or may not feel
comfortable disclosing their ethnicity. This can reflect a need for improved trust and
anonymity assurances in future surveys.

• Survey Reach:
Since the survey was conducted in India and shared internally, it might not have reached
employees from other countries within Amazon. This limitation could affect the
representation of a more diverse global workforce in the results.

Implications for Diversity and Inclusion:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• Strengths: The high representation of Asian employees demonstrates Amazon’s

success in attracting talent from the local community.

• Amazon has made progress in diversity, but there’s room for improvement.

• Inclusion efforts should focus on creating a workplace where everyone feels respected
and empowered.

Opportunities for Improvement:

• Broadening Representation: Efforts should be made to increase representation of

underrepresented groups, such as Hispanic or Latino employees.

• Targeted Recruitment: Develop recruitment campaigns aimed at increasing the

representation of underrepresented ethnic groups.

• Cultural Awareness Programs: Implement training programs to foster a more

inclusive environment that respects and values diverse cultural backgrounds.

• Support Networks: Establish employee resource groups for different ethnicities to

provide support and promote a sense of community within the workplace.

• Inclusive Policies: Review policies and practices to ensure they promote inclusivity
and address any potential biases.

• Employee Resource Groups: Encourage participation in employee resource groups

to foster connections and support among different ethnicities.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• Improve Survey Design: Future surveys should ensure anonymity and confidentiality
to encourage honest and open participation. Providing a more inclusive set of
questions and reassurances about data privacy can help increase response rates from
all ethnic groups.

• Encourage Open Communication: Foster an open dialogue about diversity and

inclusion within the workplace. Creating safe spaces for employees to share their
experiences and suggestions can lead to meaningful improvements in diversity
initiatives.

Conclusion: The ethnicity data from the survey, conducted in India and potentially limited to
that region, highlights a significant Asian majority, reflecting the local demographic but also
indicating a potential area for enhancing diversity. By focusing on targeted recruitment,
cultural awareness, and support networks, Amazon can improve its diversity and inclusion
efforts within its Development Center in India.

Religion Identification:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

This survey, conducted as part of a minor project and thesis, aims to gather insights into the
perceptions and experiences of employees regarding diversity and inclusion within the
Amazon Development Center in India. The focus of this analysis is to examine the religious
demographics of the respondents and interpret what these findings suggest about the state of
diversity and inclusion at Amazon Development Center.
Survey Results
The survey received 48 responses, with the following breakdown of religious representation:
• Hinduism: 30 responses (62.5%)
• Islam: 12 responses (25%)
• Christianity: 3 responses (6.3%)
• Sikhism: 1 response (2.1%)
• Buddhism: 1 response (2.1%)
• Other: 1 response (2.1%)
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Data Analysis:
• Dominance of Hinduism: The majority of respondents (62.5%) identified as Hindu,
which reflects the predominant religion in India. This indicates that the religious
makeup of Amazon Development Center employees is largely representative of the
broader societal context in the region.

• Significant Representation of Islam: A notable proportion of respondents (25%)

identified as Muslim, indicating significant religious diversity within the Amazon
Development Center. This suggests that there is a substantial Muslim presence among
the employees, contributing to the overall religious diversity.

• Minority Religions: Christianity, Sikhism, and Buddhism, along with other

unspecified religions, make up a smaller proportion of the responses, each accounting
for 2.1% to 6.3%. The presence of these minority religions indicates a level of
religious diversity, though their representation is relatively low compared to Hinduism
and Islam.

Interpretation:

• Current State: The data indicates that while Hinduism and Islam are the predominant
religions among the employees at the Amazon Development Center in India, there is
also representation from several minority religions. This highlights a level of religious
diversity within the workplace.

The data suggests a diverse religious landscape within Amazon Development Center,
reflecting the organization's commitment to inclusivity and accommodating employees
from various religious backgrounds.

• Respecting Diversity: Recognizing and respecting this diversity is crucial for creating
an inclusive workplace culture where all employees feel valued and respected,
irrespective of their religious beliefs.

Amazon can leverage this diversity to promote cross-cultural understanding and

collaboration, fostering a more inclusive and harmonious work environment.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• Inclusivity of Minority Religions: The relatively low representation of minority

religions such as Christianity, Sikhism, and Buddhism suggests that Amazon
Development Center could benefit from further efforts to ensure inclusivity and equal
representation of all religious groups.

• Employee Comfort and Anonymity: The fact that only a small proportion of
respondents identified with religions other than Hinduism and Islam, or preferred not
to specify, indicates potential concerns about privacy or comfort in disclosing religious
affiliation. This suggests a need for greater emphasis on creating an inclusive
environment where all employees feel safe and valued.

Recommendations:
• Amazon can further enhance diversity and inclusion efforts by implementing religious
sensitivity training to promote understanding and respect for diverse religious beliefs.

• Creating affinity groups or employee resource groups based on religious affiliations

can provide a platform for employees to share experiences, support one another, and
contribute to a more inclusive workplace culture.

• Regularly reviewing and analyzing demographic data, including religious affiliation,

can help Amazon identify areas for improvement and tailor diversity and inclusion
initiatives to better meet the needs of all employees.

• Encourage open dialogue about religious diversity and inclusion within the workplace.
Creating safe spaces for employees to share their experiences and suggestions can lead
to meaningful improvements in diversity initiatives.

• Implement specific initiatives aimed at promoting the inclusion of employees from all
religious backgrounds. This could involve celebrating diverse religious festivals,
providing spaces for religious practices, and ensuring that religious needs are
respected in workplace policies.
Conclusion:
The survey results provide valuable insights into the religious diversity at the Amazon in
India. While there is significant representation from Hinduism and Islam, there is also a
presence of minority religions. To enhance diversity and inclusion, Amazon should implement
targeted initiatives, foster open communication and cultural sensitivity. By doing so, Amazon
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

can create a more inclusive and equitable workplace for all employees, regardless of their
religious affiliation.

2. Departmental Representation:

Department Distribution:

As part of the minor project and thesis, a survey was conducted to gather insights into the
perceptions and experiences of employees regarding diversity and inclusion within Amazon
Development Center.

Survey Results:
The survey received responses from employees working in various departments within
Amazon Development Center. The responses are as follows:
• SPS
• Transportation Specialist
• Support (CSA)
• LMAQ
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• SEPO Investigation
• CMT (Customer Management Team)
• GTS (Global Technology Services)
• Large Appliances
• TRMS (Transaction Risk Management Services)
• Support Operations
• CAP (Centralized Accounting Processing)
• Buyer Risk Investigation
• ROC (Relay Operations Center)
• Social Media (Sprinklr)
• CS Operations
• RGM EU (Retail Growth Management Europe)
• Vendor Support
• Compliance
• SDS (Safety Data Sheets)
• Quality Assurance
• Amazon Business
• Operations
• FinOps (Financial Operations)
• Buyer Abuse
• Tech Support
• RBS (Retail Business Services)
• PRO (Procurement)
• Machine Learning
• Quality Operations
• Prod Compliance (Product Compliance)
• Go AI Operations
• ISG (International Seller Growth)
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Data Analysis:

• Wide Range of Departments Represented: The survey included a wide range of

departments, indicating broad participation across various functional areas within
Amazon Development Center. This diversity in departmental representation ensures a
comprehensive understanding of diversity and inclusion across different parts of the
organization.

• Repetitions and Groupings: Some departments were mentioned multiple times, such
as VCS, LMAQ, CAP, and ROC. These repetitions could indicate either a higher
response rate from these departments or variations in how respondents identified their
departments. Grouping similar responses can help clarify the data.

• Key Departments: Departments with multiple mentions or similar functions (e.g.,

various support and compliance roles) suggest critical areas for diversity and inclusion
initiatives. These departments may require tailored strategies to address their specific
challenges and opportunities.

Interpretation:
• Comprehensive Participation: The diverse range of departments represented in the
survey responses indicates that employees from different functional areas are engaged
and willing to share their experiences regarding diversity and inclusion. This is a
positive sign for organizational engagement in diversity initiatives.

• Areas of Focus: The data highlights departments that are crucial for targeted diversity
and inclusion efforts. Departments like VCS, Compliance, and Support Operations are
key areas where focused initiatives can make a significant impact.

• Identification of Gaps: By analyzing the departmental distribution, Amazon can

identify specific gaps and areas that may require more attention. For instance, if
certain departments have fewer responses, it might indicate lower engagement or
awareness about diversity and inclusion efforts, necessitating targeted outreach.

Recommendations:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

• Tailored Initiatives: Develop department-specific diversity and inclusion initiatives to

address the unique challenges and opportunities within each functional area.
Customizing programs will ensure relevance and effectiveness.

• Increase Awareness: Enhance communication and outreach efforts to ensure all

departments are aware of and engaged in diversity and inclusion initiatives. This can
help increase participation and foster a more inclusive environment.

• Monitor and Evaluate: Continuously monitor the progress of diversity and inclusion
initiatives within each department. Regular evaluations will help measure
effectiveness and identify areas for improvement.

Conclusion:
The departmental distribution of survey responses provides valuable insights into the current
state of diversity and inclusion at Amazon Development Center. By analyzing this data,
Amazon can identify key areas for improvement, develop targeted initiatives, and enhance
overall diversity and inclusion practices within the organization. This comprehensive
approach will contribute to a more inclusive and equitable workplace for all employees

3. Tenure Analysis:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

For the analysis of tenure at Amazon among survey respondents, we first compiled the
data to understand the distribution of employees across different tenure categories. The
survey asked respondents how long they had been working at Amazon, with options
ranging from less than 1 year to over 10 years. After collecting and organizing the
data, we observed the following trends:

Distribution of Tenure:

The survey responses show that a significant portion of Amazon employees who
participated in the survey have been working at the company for 1-2 years, with 23 out
of 48 respondents falling into this category. This suggests that Amazon may have a
relatively young workforce, with a sizable proportion of employees in the early stages
of their careers at the company.
On the other hand, there is a smaller but notable group of employees who have been
with Amazon for 3-5 years, comprising 14 out of 48 respondents. This indicates a
level of retention and possibly career progression within the company, as these
employees have stayed with Amazon for a longer period compared to those in the 1-2
year category.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The responses also show that there are employees who have been with Amazon for
less than 1 year, which could represent new hires or employees in their probationary
period. Additionally, there are a few employees who have been with Amazon for 6-10
years, indicating a level of long-term commitment and possibly a more senior level of
experience within the organization.

Implications for Diversity and Inclusion:

 The distribution of tenure suggests a need for tailored diversity and inclusion
initiatives. Newer employees may require programs that focus on integration and
support, while more experienced employees may benefit from initiatives that promote
career growth and development.

 Understanding the tenure distribution can also help in designing mentorship or buddy
programs, where experienced employees can support newer hires, enhancing
inclusivity and knowledge sharing.

Retention and Engagement Strategies:

 The data indicates a relatively high turnover rate, especially within the first few years
of employment. This suggests a need for Amazon to focus on retention strategies, such
as career development opportunities, competitive compensation, and a positive work
environment.

 Employee engagement programs could also be tailored to address the needs of

employees at different tenure stages, ensuring that all employees feel valued and
included.

Future Considerations:

 As Amazon continues to grow and hire new employees, it will be essential to monitor
and adapt diversity and inclusion initiatives to accommodate the changing
demographics of the workforce.

 Regular surveys and feedback mechanisms can help in assessing the effectiveness of
these initiatives and identifying areas for improvement.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

In conclusion, the analysis of tenure at Amazon provides valuable insights into the
composition of the workforce and can guide the development of targeted diversity and
inclusion strategies to create a more inclusive and supportive work environment for all
employees.

4. Perceptions of Inclusivity:

Overall Feeling of Inclusion:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

This survey question was designed to assess the level of inclusion and value that
employees feel within the Amazon Development Center. The responses received were
as follows:

• Strongly Agree: 17 responses

• Agree: 13 responses
• Neutral: 13 responses
• Disagree: 2 responses
• Strongly Disagree: 3 responses

Data Analysis:

 Strongly Agree:
 Total Responses: 17
 Percentage: (17/48) * 100 ≈ 35.4%

 Agree:
 Total Responses: 13
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 Percentage: (13/48) * 100 ≈ 27.1%

 Neutral:
 Total Responses: 13
 Percentage: (13/48) * 100 ≈ 27.1%

 Disagree:
 Total Responses: 2
 Percentage: (2/48) * 100 ≈ 4.2%

 Strongly Disagree:
 Total Responses: 3
 Percentage: (3/48) * 100 ≈ 6.3%

Interpretation:

Positive Perception (Strongly Agree + Agree):

• Combined Total: 17 (Strongly Agree) + 13 (Agree) = 30 responses
• Combined Percentage: (30/48) * 100 ≈ 62.5%

Interpretation: A significant majority (62.5%) of respondents feel included and valued

at Amazon, indicating a generally positive perception of the work environment.

Neutral Perception:
• Total Responses: 13
• Percentage: (13/48) * 100 ≈ 27.1%

Interpretation: A notable portion of employees (27.1%) have a neutral stance,

suggesting they neither feel particularly included nor excluded. This group may need
more engagement and targeted initiatives to improve their sense of inclusion.

Negative Perception (Disagree + Strongly Disagree):

• Combined Total: 2 (Disagree) + 3 (Strongly Disagree) = 5 responses
• Combined Percentage: (5/48) * 100 ≈ 10.4%

Interpretation: A smaller group (10.4%) of employees feel excluded or undervalued.

This indicates a need for improvement in diversity and inclusion practices to ensure all
employees feel valued.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Strengths:

• Strong Agreement: 17 respondents strongly agree that they feel included and valued.
This suggests that Amazon has successfully fostered an inclusive environment for a
significant portion of its workforce.

• Affinity Groups: Amazon’s 13 affinity groups play a crucial role in promoting

inclusion.

Areas of Improvement:

• Neutral and Disagree Responses: The 18 respondents who feel neutral or disagree
highlight areas where improvement is needed. We should explore their specific
concerns.

• Leadership Communication: Assess whether leadership effectively communicates

diversity and inclusion initiatives to all employees.

• Representation: Evaluate representation across different levels and departments.

• Training and Education: Consider enhancing training programs to raise awareness and
promote understanding of diversity and inclusion.

Proposed Improvements:

• Transparent Metrics: Establish clear metrics to track progress in diversity and

inclusion. Regularly report on these metrics to hold Amazon accountable.
•
• Inclusive Leadership Training: Provide leadership training that emphasizes inclusive
practices, empathy, and cultural competence.
•
• Employee Resource Groups: Strengthen existing affinity groups and consider creating
new ones to address specific needs.
•
• Mentorship Programs: Implement mentorship programs to support underrepresented
employees in career growth.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

HR Recommendations:

• Regular Surveys: Conduct periodic surveys to assess employee experiences and

identify trends.

• Inclusive Policies: Review and update HR policies to ensure they align with diversity
and inclusion goals.

• Feedback Channels: Create accessible channels for employees to provide feedback and
raise concerns.

• Accountability: Hold leaders accountable for fostering an inclusive workplace.

• Engagement Initiatives: Create initiatives to engage the neutral group and convert their
perceptions to positive by involving them in decision-making processes and
acknowledging their contributions

• Support Systems: Strengthen support systems for those who feel excluded by
providing resources, counseling, and mentorship programs to help them integrate better
into the company culture.

• By addressing these areas, Amazon can improve its diversity and inclusion efforts,
making employees feel more included and valued, ultimately leading to a more positive
and productive work environment.

5. Satisfaction with Amazon’s D&I Initiatives:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The following data analysis and interpretation present insights from a survey conducted to
evaluate employee satisfaction with Amazon's diversity and inclusion initiatives. This analysis
aims to identify the current status, gaps, and areas for improvement in these initiatives.

Responses:
• Very Satisfied: 15 responses
• Satisfied: 20 responses
• Neutral: 11 responses
• Dissatisfied: 1 response
• Very Dissatisfied: 3 responses

Data Analysis:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Response Distribution:

 Very Satisfied (30%): 15 out of 50 respondents are very satisfied with Amazon’s
diversity and inclusion initiatives.

 Satisfied (40%): 20 out of 50 respondents are satisfied, indicating a moderate level of

contentment.

 Neutral (22%): 11 respondents neither satisfied nor dissatisfied, suggesting ambivalence

or lack of strong feelings.

 Dissatisfied (2%): Only 1 respondent is dissatisfied.

 Very Dissatisfied (6%): 3 respondents are very dissatisfied, indicating significant

concerns.

Overall Sentiment:

 The majority of employees (70%) are either very satisfied or satisfied, suggesting that
Amazon’s diversity and inclusion initiatives are generally well-received.

 A substantial portion (22%) of neutral responses indicates room for improvement to

convert these neutral feelings into positive ones.

 The presence of dissatisfied and very dissatisfied responses (8%) highlights areas where
the initiatives may not be meeting expectations or where there may be issues that need
addressing.
Implications for Diversity and Inclusion Initiatives:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

 The high percentage of satisfied and very satisfied responses suggests that current
initiatives are effective for a significant portion of the workforce.

 Neutral responses indicate potential gaps in the initiatives or areas where employees
may not feel fully engaged or impacted.

 The dissatisfied responses, though a minority, are critical as they highlight specific pain
points or issues that could be addressed to enhance overall satisfaction.

Survey Data:

Identifying Gaps and Areas for Improvement:

High Satisfaction Levels: A significant portion of respondents (31 out of 46) are
either very satisfied or satisfied with the diversity and inclusion initiatives, indicating
strong positive feedback for current efforts.

Neutral Responses: With 11 respondents feeling neutral, there is a notable portion of

employees who neither feel positive nor negative about the initiatives. This suggests
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

an opportunity to engage these employees more effectively and convert neutral

opinions into satisfied ones.

Dissatisfaction: Although only a small number, the presence of dissatisfied (1)

and very dissatisfied (3) respondents highlights that some employees feel the
initiatives do not meet their expectations. Understanding their specific concerns
could provide valuable insights for improvements.

Communication and Awareness: The neutral and dissatisfied responses suggest

that there may be gaps in communication and awareness of the diversity and
inclusion initiatives. Enhancing how these programs are communicated and
ensuring all employees understand their benefits and goals could improve overall
satisfaction.

Tailored Initiatives: To address the dissatisfaction and neutral responses,

consider tailoring initiatives to better meet diverse employee needs and
preferences. Gathering more detailed feedback from these groups could help in
designing more inclusive and effective programs.

Continuous Feedback Loop: Establishing a continuous feedback loop where

employees can regularly share their thoughts on diversity and inclusion efforts can
help identify issues early and make necessary adjustments promptly.

By addressing these gaps and focusing on areas for improvement, Amazon can further
enhance its diversity and inclusion initiatives, fostering a more inclusive and supportive work
environment for all employees.

6. Communication and Safety

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Survey results indicate that a majority of employees at Amazon Development Center feel
safe when communicating their concerns at work. However, there are some who feel neutral
or unsafe, highlighting areas for improvement in communication channels and trust-
building measures. Suggestions include enhancing existing communication channels,
fostering transparency and trust, providing targeted support for those feeling unsafe,
conducting training for managers, and implementing regular monitoring systems. By
addressing these gaps, Amazon can enhance its diversity and inclusion efforts, ensuring all
employees feel valued and heard.

7. Perception of Discrimination and Bias:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

This analysis examines the survey responses regarding experiences of discrimination or bias at
Amazon Development Center, providing insights into the current state of diversity and inclusion
within the organization. The findings reveal both positive aspects and areas needing
improvement, offering a foundation for actionable recommendations to enhance workplace
inclusivity.

Survey Result:
• Yes: 16 responses
• No: 32 responses

Data Analysis:
The survey aimed to gather insights into employees' experiences with discrimination or bias at
the Amazon Development Center. Out of a total of 48 respondents, 16 (33.33%) reported
experiencing some form of discrimination or bias, while 32 (66.67%) did not report any such
experiences. This data suggests that a significant minority of employees perceive or have
experienced discrimination or bias in the workplace.

Interpretation:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Prevalence of Discrimination/Bias:
The fact that one-third of respondents have experienced discrimination or bias is a
critical finding. It indicates that despite existing diversity and inclusion initiatives,
there are still substantial issues that need to be addressed. The presence of
discrimination or bias can have negative impacts on employee morale, productivity,
and retention.

Areas for Improvement:

Training and Awareness:
The data suggests a need for enhanced training programs focused on recognizing and
addressing discrimination and bias. This could include workshops, seminars, and e-
learning modules tailored to increase awareness and provide practical strategies for
creating an inclusive work environment.

Support Systems:
Establishing or improving support systems for employees who experience
discrimination or bias is essential. This could involve setting up confidential reporting
mechanisms, providing access to counseling services, and ensuring that there are clear
and effective procedures for addressing complaints.

Communication:
Effective communication channels are crucial for fostering an inclusive culture.
Encouraging open dialogue about diversity and inclusion issues and providing regular
updates on the progress of initiatives can help build trust and transparency within the
organization.

Positive Insights:
With two-thirds of the respondents not experiencing discrimination or bias, it is important to
acknowledge the positive aspects of the current diversity and inclusion efforts at Amazon
Development Center. This majority indicates that a significant portion of the workforce feels
included and respected. Maintaining and building upon these strengths is essential for overall
improvement.
Employee Feedback:
The responses highlighting experiences of discrimination or bias should be carefully
analyzed to identify specific patterns or recurring issues. This qualitative data can provide
deeper insights into the nature of the discrimination or bias experienced and help tailor
interventions more effectively.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Recommendations for HR Management:

Enhanced Diversity Training:

Implement comprehensive diversity training programs that include modules on unconscious
bias, cultural competency, and allyship.

Improved Reporting Mechanisms:

Develop and promote confidential and accessible reporting mechanisms for employees to
report instances of discrimination or bias.

Regular Surveys and Feedback:

Conduct regular surveys to continuously monitor the state of diversity and inclusion within
the organization and gather ongoing employee feedback.

Leadership Accountability:
Hold leadership accountable for promoting and upholding diversity and inclusion standards
within their teams.

8. Experiences of Discrimination and Bias:

This analysis examines the open-ended survey responses from Amazon Development
Center employees regarding their experiences of inclusivity or lack thereof. The
responses highlight various forms of bias and discrimination, providing valuable
insights into the current state of diversity and inclusion within the organization.

The findings reveal both positive aspects and areas needing improvement, offering a
foundation for actionable recommendations to enhance workplace inclusivity.

Survey Question: Can you share any specific experiences of inclusivity or lack
thereof that you have encountered at Amazon?
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The exact survey responses, as they were mentioned, can provide authenticity and
direct insights into the employees' experiences. However, I have ensured to maintain
confidentiality and formatted the responses for clarity and readability
.

"Kindly note that certain survey responses have been refined for clarity and
conciseness, ensuring that the original meaning and intent of the respondents are
preserved."

Survey Responses and Interpretation:

1. Policy Clarity and Training:

Response: "The policies within the process lack clarity and are interpreted differently
by individuals. Especially the training team just provides you with very limited
information about the process."

Interpretation: This response highlights issues with the clarity and consistency of
company policies and training. Employees are experiencing confusion and
inconsistency in company policies and training. This lack of clarity can lead to
feelings of exclusion and uncertainty about their roles and responsibilities, hindering
effective participation and understanding.

2. Lack of Growth Opportunities:

Responses: "No growth."

"There aren't many career-advancing initiatives or activities in our department. Other

departments have plenty!"

Interpretation: These comments indicate a perceived disparity in growth

opportunities between different departments. This can lead to frustration and a sense
of inequity among employees who feel they lack career development prospects.

3. Call for Equality:

Response: "There has to be equality within employees."

Interpretation: This response underscores a general demand for equal treatment and
opportunities, suggesting that some employees feel they are not being treated fairly or
equitably.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

4. Regional and Language Bias:

Responses: "I saw a particular group in Hyderabad, where I worked as a manager,

always conversing in their local language and ignoring me despite the fact that I
arrived before them."

"North Indians are not treated well."

"Regional bias. Being a North Indian was being sidelined by my manager who was
bonding very well with native Telugu speakers."

Interpretation: These responses reveal significant issues with regional and language
bias, where employees feel excluded or discriminated against based on their regional
background or language. Such biases can create a divisive work environment and
undermine team cohesion.

5. Work-from-Home Bias:

Response: "During meetings, supervisors would always ask a small group of

employees who worked in the office for feedback, ignoring the contributions made by
others who worked from home. It is as if we didn’t exist. Even now when the entire
team is working from home, we still see the bias. I have been working in this team for
2.5 years now but my manager doesn’t consider my tenure for added responsibilities
while he always considered others who had less than my tenure and are overly close or
friendly with him. (To clearly say, he only selects those people who ingratiate
themselves with him)."

Interpretation: This response highlights perceived bias against remote employees,

with managers favoring those who are physically present or overly friendly. Such
biases can diminish morale and lead to feelings of unfair treatment among remote
workers.

6. Internal Politics and Bias:

Responses: "The scorecard system is ineffective and often manipulated by operations

managers engaging in internal politics."

"I encountered bias when my manager put me on a performance improvement plan

(PIP) due to disagreements in perspective. This decision was supported by higher
management, seemingly driven by cost-cutting measures. This experience, along with
similar instances in my previous job, led me to believe that there is bias in leadership.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Despite my efforts to seek help through proper channels, I was unable to address the
discrimination."

Interpretation: These responses point to issues with internal politics and leadership
bias, where personal biases and cost-cutting measures result in unfair treatment and
career progression hindrances. Employees feel unsupported and discriminated against,
exacerbating feelings of exclusion.

Summary and Recommendations:

The open-ended responses from the survey provide critical insights into areas where
Amazon Development Center employees feel there are significant gaps in diversity
and inclusion:

Policy and Training Clarity: Enhance the clarity and consistency of policies and
training programs to ensure all employees are well-informed and supported.

Equal Growth Opportunities: Implement initiatives to ensure equal access to career

development opportunities across all departments.

Addressing Regional and Language Bias: Promote language diversity and mitigate
regional biases through sensitivity training and inclusive communication policies.

Mitigating Work-from-Home Bias: Develop strategies to ensure remote employees

are considered equally for responsibilities and recognition, such as regular check-ins
and inclusive decision-making processes.

Addressing Internal Politics and Leadership Bias: Establish transparent and fair
performance evaluation processes and ensure leadership is held accountable for
unbiased decision-making. Provide avenues for employees to safely report and address
instances of bias and discrimination.

By addressing these identified gaps, Amazon Development Center can work towards
creating a more inclusive and equitable work environment for all employees.

9. Employee Suggestions:

Survey Question: What additional measures could Amazon take to improve diversity
and inclusion?
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The responses provide valuable feedback, highlighting areas of strength and areas needing
attention, such as training, promotions, and leadership practices. This analysis seeks to distill
key themes from the responses to inform future diversity and inclusion strategies at Amazon.

"Kindly note that certain survey responses have been refined for clarity and conciseness,
ensuring that the original meaning and intent of the respondents are preserved."

Survey Responses:
1. Training needs to be improved, as the trainers aren't aware of new practices.
2. I believe Amazon is one of the best companies in India.
3. Some departments have proper hikes, whereas it’s been more than 1 and a half years
for me without a single hike, except the conversion one.
4. Internal politics.
5. It's all good.
6. Change of leadership.
7. Picking up specific and more analyzed connections which show deeper insight and not
just numbers.
8. Receiving immediate response/help for the raised queries.
9. Giving equal opportunities to everyone irrespective of who plays nice and buttering,
tenure, or location-based discrimination…
10. Every promotion should be justified with all the teammates if possible.
11. Change in Leadership.
12. Nothing much.

Analysis: The responses reflect a mix of perspectives and suggestions for improving diversity
and inclusion at Amazon. Some employees highlighted the need for better training to increase
awareness of new practices. Others expressed satisfaction with Amazon as a company but
raised concerns about issues such as unequal hikes, internal politics, and the need for a change
in leadership. There were also suggestions for more thorough analysis in decision-making,
prompt responses to queries, and ensuring equal opportunities for all employees.

Interpretation: These responses underscore the complexity of diversity and inclusion issues
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

within Amazon. While some employees are content with the company, others feel there are
significant areas for improvement. Suggestions for better training, fairer promotion practices,
and addressing internal politics indicate a desire for a more inclusive and equitable work
environment. Addressing these concerns could enhance employee satisfaction and contribute
to a more diverse and inclusive workplace at Amazon.

Survey Question: Are there any specific programs or initiatives you would like to see
implemented?

This data analysis and interpretation provide insights into Amazon employees' perspectives on
diversity and inclusion, revealing a desire for enhanced career development opportunities,
transparency in processes, and support from leadership.

Survey Responses:
1. Career development.
2. More opportunities for IJP. All over, it's a great opportunity to work with Amazon.
3. Providing more assistance with career opportunities and support at times.
4. Transparency between every project or process that we do. Scorecards need to be more
transparent and should not pressure the employees at work.
5. Career growth for non-IT employees to move to the IT side.
6. Transparency in the process, support from managers and leadership, remove biases.
7. NA.
8. No.
9. No.
10. Not really.

Analysis: The responses indicate a desire for enhanced career development opportunities,
particularly in terms of internal job postings (IJP) and career growth. Employees also
expressed a need for more transparency in processes and scorecards, along with support from
managers and leadership. Some respondents did not suggest specific programs or initiatives,
indicating a potential gap in awareness or clarity regarding existing or desired programs.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Interpretation: These responses highlight the importance of clear communication and

transparency in career development processes. Employees seek opportunities for advancement
and support in navigating their career paths within Amazon. Addressing these needs could
enhance employee satisfaction and contribute to a more inclusive and supportive work
environment.

10. Perceptions of Equal Opportunities:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

The responses indicate a mixed perception of career advancement opportunities at

Amazon.

Positive (Strongly agree + Agree): 25 (45%)

Neutral: 11 (20%)
Negative (Disagree + Strongly disagree): 14 (35%)
Themes from Qualitative Data:
Positive Experiences:

Supportive Environment: Some employees feel Amazon fosters a supportive and inclusive
environment.
Mentorship Programs: Effective mentorship and career development initiatives were
highlighted.
Negative Experiences:

Promotion Bias: Perceived favoritism in promotions, leading to feelings of unfairness.

Lack of Representation: Concerns about the underrepresentation of minority groups in
leadership roles.
Cultural Insensitivity: Instances of cultural insensitivity or microaggressions affecting
inclusivity.
Neutral/Mixed Experiences:

Inconsistent Experiences: Variability in inclusivity across different teams or departments.

Recommendations:
Transparent Promotions: Implement standardized criteria for promotions to reduce bias.
Increase Representation: Focus on minority representation in leadership roles.
Cultural Sensitivity Training: Provide training on cultural sensitivity and unconscious bias.
Feedback Mechanisms: Establish safe channels for reporting and addressing bias or
discrimination.
By addressing these issues, Amazon can enhance its inclusive environment and ensure equal
career advancement opportunities for all employees.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

11. Disability Inclusion:

Quantitative Data:

Identification: None of the respondents identify as a person with a disability.

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Awareness: Majority (4 out of 6) are aware of the resources and accommodations available,
indicating decent but not universal awareness.
Sufficiency of Support: Most respondents (5 out of 6) believe the company provides
sufficient resources and support for employees with disabilities.
Qualitative Data:

Positive Feedback: One respondent believes the current resources and accommodations are
adequate and up to the mark.
Improvement Suggestion: Another respondent suggested enhancing infrastructure to better
cater to people with disabilities, highlighting a potential area for improvement.
Interpretation:
The survey results indicate that while there is a general awareness and satisfaction with the
resources and support for employees with disabilities, the absence of respondents who
identify as having a disability limits the direct insights from affected individuals. The
suggestions provided point to a need for ongoing evaluation and enhancement of physical
infrastructure to ensure accessibility.

Recommendations:

Increase Awareness: Continue to raise awareness about available resources and

accommodations for employees with disabilities.
Evaluate Infrastructure: Assess and improve physical infrastructure to ensure it meets the
needs of employees with disabilities.
Engage Disabled Employees: Encourage feedback from employees with disabilities to gain
direct insights and identify specific areas for improvement.
By addressing these points, Amazon can further enhance its support for employees with
disabilities and ensure a more inclusive workplace.

12. Pronouns Usage and Gender Identity:

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Quantitative Data:
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Pronouns Usage: Most respondents use binary pronouns (He/Him and She/Her), with no
responses for non-binary or other pronouns.
Comfort with Sharing Pronouns: Majority (4 out of 6) are very comfortable sharing their
pronouns, while 2 are not comfortable.
Education and Awareness: Mixed responses with 3 feeling there is adequate education, 2
somewhat agreeing, and 1 disagreeing.
Support for Inclusion of Pronouns: Majority support (5 out of 6) the inclusion of pronouns
in email signatures and company profiles.
Qualitative Data:

Suggestions: Limited feedback was provided, with some respondents expressing no

suggestions or indicating a lack of belief in gender diversity and pronoun usage.
Interpretation:
The survey responses show a general comfort with sharing pronouns and a strong support for
including pronouns in email signatures and company profiles. However, there are mixed
perceptions about the adequacy of education and awareness regarding pronoun usage and
gender identity. The lack of detailed suggestions highlights a possible gap in engagement or
understanding of gender inclusivity issues.

Recommendations:

Enhance Education and Awareness: Implement more comprehensive training and resources
on pronoun usage and gender identity to address the mixed perceptions of current education
levels.
Encourage Open Dialogue: Foster an environment where employees feel comfortable
discussing gender inclusivity and sharing their pronouns.
Promote Pronoun Inclusion: Given the strong support, integrate pronouns into email
signatures and company profiles to normalize and support gender inclusivity.
By taking these steps, Amazon can improve gender inclusivity in the workplace and create a
more supportive environment for all employees.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

13. Document Analysis and Demographic Representation:

Based on the information available, here is a detailed analysis and interpretation for the
survey data you collected on diversity and inclusion at Amazon. Here is the information about
Amazon's diversity and inclusion efforts, demographic representation, employee feedback,
awards, community outreach, and hiring practices:

 Amazon's Official Diversity and Inclusion Reports:

You can find the latest Amazon diversity and inclusion reports on the official website.

Here is the link to access these reports and additional information.

Amazon's Diversity, Equity, and Inclusion (DEI) Website

Amazon's diversity reports provide detailed statistical data on diversity within the

company, showcasing the representation of various demographic groups such as

gender and ethnicity.

Amazon actively engages in external partnerships and corporate social responsibility

(CSR) initiatives to support diversity and inclusion. Programs like Amazon Future

Engineer aim to reach underrepresented students globally, providing real-world

inspired computer science project learning to foster early interest and skills in
technology

Amazon four year trend workforce data as of December 31, 2023

The link provides access to Amazon's workforce data, offering insights into the company's
employee demographics and diversity metrics, valuable for analyzing their diversity and
inclusion efforts.

The workforce data from Amazon indicates a strong focus on gender and ethnic diversity,

showcasing a multicultural environment. However, there are areas that could benefit from
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

improvement, such as gender balance in certain roles and ethnic representation in leadership

positions. These findings suggest a need for continued efforts to enhance diversity and
inclusion across all levels of the organization.

 Recognition and Awards:

Amazon has received numerous accolades for its efforts in diversity and inclusion. In 2023,

Amazon was named the most desirable workplace by LinkedIn, which cited skills training and

opportunities for growth as key differentiators. Additionally, Amazon was recognized by

Forbes as one of the World’s Best Employers in 2022

Sustainability (US)

Amazon's Sustainability Report 2022

The report includes information on Amazon's workforce demographics, DEI initiatives, and

progress towards their diversity goals.

 Hiring Process:

Amazon has implemented inclusive hiring practices and programs targeting

underrepresented groups. For example, they have set goals to increase the hiring of

U.S. Black employees at various levels and to ensure that women occupy more senior

tech and science roles

US About Amazon

amazon.jobs

 Employee Feedback and Satisfaction:

Employee Feedback on Glassdoor

Glassdoor's data on Amazon shows a 3.9 out of 5 rating based on employee reviews,
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

highlighting positive aspects of working at Amazon such as career opportunities and benefits.

However, some reviews also mention challenges related to work-life balance and high-

pressure work environment.

Glamazon:

The article "Proudly Ourselves: Celebrating the Diversity of the LGBTQIA+ Community
at AWS" highlights AWS's commitment to inclusivity, support for LGBTQIA+ employees
through networks like Glamazon, visibility in leadership, and participation in Pride events.
AWS advocates for LGBTQIA+ rights and engages with the community through
partnerships and sponsorships, emphasizing a diverse and inclusive workplace culture

Article: Proudly ourselves: Celebrating the diversity of the LGBTQIA+ community

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Image source: Glamazon page on the Amazon website

(https://www.aboutamazon.com/news/tag/glamazon)".

Image source: Glamazon page on the Amazon website

(https://www.aboutamazon.com/news/tag/glamazon)".
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

For more details on Amazon's diversity and inclusion initiatives, please visit the following
link: https://www.aboutamazon.com/workplace/diversity-inclusion

 Study Limitations: The study's findings may be limited by factors such as the sample
size, potential response bias in survey data, and the generalizability of results to
broader populations.

 Future Research: Investigate the long-term effects of Glamazon's mentorship

programs on career advancement and job satisfaction among LGBTQ+ employees at
Amazon.

Examine the intersectionality of diversity dimensions (e.g., race, gender, sexual

orientation) at Amazon to identify potential areas for targeted diversity and inclusion
interventions.
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Result and Discussion:

The survey revealed a generally positive perception of inclusion and value among Amazon

employees, with many feeling safe to communicate concerns. However, a significant minority

reported experiences of discrimination or bias, suggesting areas for improvement. While

satisfaction with diversity and inclusion initiatives was moderate, there were suggestions for

enhancing transparency and implementing more inclusive policies. Respondents also

highlighted the importance of equal opportunities for career advancement and the need for

more education and awareness about pronoun usage and gender identity. Overall, the results

indicate a strong foundation for diversity and inclusion at Amazon, but also areas that require

further attention to foster a more inclusive work environment.

“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Recommendations and Conclusion

o Recommendations:

o Enhance Training: Implement regular diversity and inclusion training.

o Increase Transparency: Improve communication about diversity initiatives.

o Implement Inclusive Policies: Review and update policies to ensure

inclusivity.

o Foster Inclusivity: Encourage diversity celebration and dialogue.

o Support Disabilities: Enhance resources and accommodations for disabilities.

o Promote Pronoun Inclusion: Encourage pronoun use in communication.

o Conclusion:

 In conclusion, while Amazon has a strong foundation for diversity and inclusion, there

are areas for improvement. By implementing these recommendations, Amazon can

further enhance its diversity and inclusion initiatives, creating a more inclusive and

equitable workplace.

Bibliography and References:

Books:

HUMAN RESOURCE PRACTICES FOR DIVERSITY MANAGEMENT: THE

INCLUSION OF INTELLECTUAL DISABILITIES IN A PUBLIC FEDERATION
OF BRAZIL- by Nicole Maccali, P. Kuabara, A. Takahashi, K. Roglio, Samantha de
Toledo Martins Boehs

Managing Workforce Diversity and Inclusion: A Critical Review and Future

Directions- by Christina Morfaki, Alexandra Morfaki
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”

Book- International Journal of Organizational Leadership

Study on the Impact of Diversity and Inclusion at Workplace- by Shivani Wadhwa,

Parth Aggarwal
Book- Journal of Management & Public Policy

Working to reduce the effects of discrimination: Identity management strategies in

organizations- by M. Shih, M. Young, Amy Bucher
Book- American Psychologist

Voices unheard: employee voice in the new century-by A. Wilkinson, P. Gollan, S.

Kalfa, Ying Xu

Websites:

https://www.amazon.jobs/content/en/our-workplace/diversity-and-inclusion

https://www.aboutamazon.com/news/workplace/diversity-equity-and-inclusion

https://www.aboutamazon.com/affinity-groups

Surveys Conducted:

Shaw, S. (2024). Survey on Diversity and Inclusion at Amazon [Survey]. Retrieved from:

https://docs.google.com/forms/d/e/1FAIpQLSc6BdY9Y8PhkWJBply3fQYmXqFMgRX3Pv2
KGmJGzfHAiXgxZw/viewform

https://docs.google.com/forms/d/e/1FAIpQLSeu0TPeJ4M0S0HzGl3MxKxRom2g6ztthTMkv
izssmMJ6wk4Aw/viewform
“Evaluating Amazon’s Diversity and Inclusion: Identifying Gaps, Proposing Improvement
and HR strategies”