DIVERSITY PRACTICES

Brittany Statz, Leo Braun, Reggie Eaton, Risa Matz,

Tyler Fleek

BACKGROUND

History and today

History
Founded in 1901 by Charles R.
Walgreen, Sr. in Illinois
Drugstore, but also soda
parlor and restaurant, then
store
Always known for excellent
customer service
Forerunner of equal pay for
African Americans
Many stores continued to open

http://www.walgreens.com/topic/about/history/ourpast.js
p

today
Pharmacy, convenience
store, photo studio, and
other health and wellness
services
Diversity in employees,
management, customers,
and suppliers
New global company:
Walgreens Boots Alliance

http://www.walgreens.com/topi
c/about/history/ourpast.jsp

Interesting Facts
Prescriptions filled - approximately 894 million
Total number of employees - greater than 250,000 people.
Number of healthcare service provides - more than
74,000 healthcare service providers, including pharmacists,
pharmacy technicians, nurse practitioners and other healthrelated professionals.
Geography served - As of August 2015, approximately 76%
of the population of the USA lives within five miles of a
Walgreens.
Invented - Malted milkshake
Bootlegging - "Prescription whiskey" may have helped the
company survive the Great Depression...

https://eclaim.kccllc.net/caclaimforms/wtt/home.aspx
http://topclassactions.com/lawsuit-settlements/closed-settlement
s/56427-walgreens-prescription-refill-tcpa-class-action-settleme

Diversity Statement
Walgreens family of companies subscribes to a policy of equal employment opportunity,
making employment available without regard to race, color, religion, national origin,
citizenship status according to the Immigration Reform and Control Act of 1986, sex,
age, disability, martial status, arrest or conviction record, sexual orientation,
gender identity, veteran status, or genetic information.
Walgreens family of companies believes that employees have a right to work in an
environment free of verbal or physical harassment on account of race, color, religion,
national origin, citizenship status, sex, age, disability, marital status, arrest or
conviction record, sexual orientation, gender identity, veteran status, genetic
information, or any personal characteristic. Such harassment on the part of supervisors
or employees will not be tolerated.
Bans on discriminatory treatment cover applicants for employment as well as
employees.
Differential treatment is prohibited in all aspects of the employment relationship,
including:
Hiring, Transfer, Discipline, Job Assignment, Promotion, Termination, Training,

Motivation
for
Diversity

"As a company that prides itself on

its commitment to diversity and
inclusion, we know that an
atmosphere that fosters people's
growth and development despite
individual differences is critical to
the future of our company," said
Kathleen Wilson-Thompson, chief
human resource officer of
Walgreens.

DIVERSITY
PRACTICES

Success and room for improvement

Diversity From all Angles - 2014 Diversity Report

Highlights

Walgreens documented diversity spending surpassed $1 billion. In 2014, they

also recorded increased spending with Hispanic owned, Asian-owned and
African American-owned businesses by 11 percent, 14 percent and 53
percent, respectively.
34 percent of Walgreens managers are people of color, and 44 percent are
women.

Over 2,000 employees have gone through cultural training so they can
better guide patients in obtaining medication, finding financial assistance and
improving their quality of life.

Stores anchor and enhance more than 8,200 diverse communities, employ
more than 251,000 diverse and talented people, and every day help more
than 8 million consumers and patients get, stay and live well.

http://www.walgreens.com/pdf/diversityreport2014.pdf

2014
Corporate
Equality
Index

Walgreens received perfect score of

100 % on the 2014 (CEI)
The CEI is a national benchmarking
suvey and report on corporate
policies and practices
9th year they earned a perfect
score

Hiring
Process
The diversity of Walgreens all depends
on the community where the store is
located at.

First Step in the hiring process is

submitting an online application
and taking a pre-test online.
2nd Step is getting a call back from
the hiring manager to come back
and take a test that determines how
recommended you are to hire.
3rd Step is if your test comes back
recommended to hire or a hire then
that they will call you back to have
an interview with the hiring
manager and the store manager.
The final step is after they have
agreed to hire is to take a drug test.

Interview
Process

Managers should consider

individuals with disabilities just as
they would an individual without a
disability.
Walgreens has laid out what
you should do and should not
do while interviewing
individuals with disabilities.

Promoting
Process

Differential treatment is prohibited

in all aspects of the promotion
process.
The only way for being promoted to
a shift lead is by being the head of
one of the departments.
Photo
Cosmetics
You must apply to become an
Assistant Store Manager from which
you will take classes and learn while
on the job.
To become a Store Manager you
must wait for a position to become
open.

Litigations

Walgreen Co. has agreed to settle a class

action lawsuit alleging it violated
the(TCPA) Telephone Consumer
Protection Act.
Lawsuit filed in 2013
prorated 11 million dollars settlement
split between the customers
Walgreens denies any wrongdoing and
asserts that the phone calls were
necessary medical alerts that did not
violate the TCPA
One of many lawsuits from the TCPA
https://eclaim.kccllc.net/caclaimform
s/wtt/home.aspx

PROMOTING
DIVERSITY

Practical recommendations for management

Recommendations
Improve the upper management by making it more diverse
Currently 8 men, 3 women, all Caucasian
By doing so it will open doors for others and make them work
harder knowing they have the chance to get to a higher level of
occupation
Having flexible work hours and on-site childcare may improve
diversity
Management should set guidelines for disciplining those who
participate in activities such as teasing and bullying, which discourage
diversity
Allowing employees to take time off for religious holidays and
important family events may improve diversity as well