LGBTA at Toronto-Dominion Bank in 2012
(6 pages of text)
This case concerns the implementation and strategic direction of LGBTA (lesbian, gay, bisexual, transgendered and ally) initiatives at TD Bank Financial Group (TD). In order to maintain its position as the “employer of choice” for the LGBTA community, TD must expand the measures it had taken since its Diversity Leadership Council was created in 2006 to promote a comfortable, barrier-free and inclusive work environment for all employees. TD’s corporate diversity group had been providing a growing number of resources, events and LGBTA-related sponsorships for the past six years, resulting in an exponential growth of engagement by LGBTA employees, but lately the bank’s competitors and other large companies were catching up. Moreover, a recent review showed that there was a large variance in the quality of experience between the different subgroups of TD’s LGBTA community. The bank’s senior manager of corporate diversity must report within a week to the Diversity Leadership Council on how to solve these issues.
- To understand how LGBTA strategy falls under overall corporate social responsibility strategy and what challenges can arise when rolling out the strategy.
- To understand how to link LGBTA and general corporate social responsibility practices to firm performance.
- To understand how social value relates to economic value.
Finance and Insurance
Canada, Large, 2012
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