Introduction & Background
Since the US is the nation of immigrants, it has been a major supporter of the concept of diversity management as an efficient organisational retort to the confronts within the public and private sectors.
Many past empirical studies have found that diversified workforce is normally more advantageous to a business as it helps to maximize its revenues.
However, critics are of the view that the diversity is nonconsequential to a business or it will destabilise the business by creating chaos, destabilising the cohesion and thus, ending in the decline of productivity.
However, there have been empirical evidences that diversity is more closely associated with the enhanced sales revenues , have added more customers , created larger market share and created higher revenues.
Further, it has been proven that gender diversity has also resulted in the enhanced sales revenue and more customers to the business. (Herring 2009,p.208).
According to Hubbard (2004), diversity pays and it helps to cater the customer’s demands, it helps to comprehend the heartbeat of the marketplace and enhances the quality of goods and services.
According to Cox (2001), diversity enhances the workplace atmosphere by widening employee viewpoints, fortifying teamwork of employees and facilitating higher resources for finding solutions to the issues.. (Herring 2009, p.209).
According to Florida and Gates (2002), companies in the Silicon Valley having comprehending the competitive benefits of the diversity, companies started to focus more on heterogeneous employees to enhance their bottom line and earnings.
According to Xin (1999), some critics see diversity as process and lament that diversity involves a major potential costs. Skerry (2002) is of the view that ethnicity and racial diversity is associated with the conflict among co-employees.
Tsui et al. (1992) are of the view that diversity reduces group solidarity and due to this, there will be more employee turnover and absenteeism. According to Rothman et al (2003), greater diversity may result in lower quality as the engagement of unqualified employees to carry out the job. (Herring 2009, p.210).
Globalisation has facilitated many multinational companies to expand their business in almost all parts of the globe. For multinational companies, diversity plays a dominant role as they have to employ diversified workforce depending upon the culture and customs of the country in which they operate.
For instance, IBM entered into the minority market strategically by encouraging diversity in its employee fleet. The outcome is that it attained a virtuous progress and growth. (Thomas 2004, p.1).
Apple Computer core aim is to promote diversity. It has encouraged its employees to establish groups among themselves based on their cultures and customs like Apple Black Network, Apple Hispanic Association, Jewish Cultural Group, Lambada, a lesbian and gay group, Apple Professional Women’s Organisation and Asians in Action.
The main benefit to be derived from such groups of Apple is that such groups act as a ventilation or promotion media and for example, Apple Black Network may organise a national seminar on how to sell and market more Apple computers to African Americans and to redress their demand to offer more promotions in jobs for Apple’s black employees. (Rodriguez 1991).
Purpose
The purpose of this report is to explore the diversity in Silicon Valley.
Company review
Dell is a multinational company functioning in 34 nations around the world with about 111,000 employees as of 2013 and 68,300 employees are located outside the USA and having sales of $ 56.94 billion as of February 2013.
Dell is structured its business activity in Japan, Asia-Pacific, USA and Europe, Middle East and Africa. Even though, Dell corporate’s head office is at Texas, it major functions are from Silicon Valley. (Dell.com 2012).
Dell computer is the global leader in the personal computer and is continuing to gain further market share and regularly reports profits in an industry where other partners are struggling with declined sales and incurring heavy losses.
Dell unique sales strategy is that it sells almost 90% of the PCs to the customers directly surpassing the reseller or distribution channel. Dell enjoys unique advantages due to its direct marketing thereby winning customer relationship as compared to indirect sales replica. (Kraemer & Dedrick 2010, p.1).
Dell is of the view that its devotion to diversity and to offer the best customer experience assists it to be the leader in the market place. Dell is extending its services to its customers with disabilities thereby offering Dell products who have auditory injury with the help of listening and light devises.
For those with physical impairment, it supplies its products with the fine-tuning hardware and with fine motor-skills hardware. (Dell.com 2012). For people affected by disabilities, it also supplies plug-and pay computers. (Dell.com 2012).
Dell management strongly believe that to have diverse workforce who will generate innovative and diverse ideas that make the Dell as the best company of choice for its customers around the world.
For building vibrant association with its Hispanic customers, Dell has developed a number of new communication channels. In 2008, Dell was named as the one of the top 10 nations for the best Supplier Diversity by DiversityInc.
Further, it is also ranked as the second top organisation for the multicultural business opportunities in the year 2008. Dell has been named to the Billion Dollar Roundtable in the year 2008 as it had allocated more than $1 billion with women-owned suppliers and minority.
Dell has been acknowledged by many multicultural groups and publications for its diversity initiatives and received major awards from Hispanic-centred organisations. (Dell.com 2012).
Dell strongly deems that so as to remain a global successful company, its business should able to leverage the differences and likeness of all of its team members.
To accomplish that, its CEO Michael Dell who chairs the Dell Global Diversity Council which drives and monitors diversity efforts throughout its organisation. (Dell.com 2012).
According to Michael Dell , Chairman and CEO of the Dell Inc , employing a diversified work force of 110,000 employees is not an easy task and is focussing more on the diverse global team and always Dell want to have its commitment to diversity and inclusion and that would continue to be a competitive advantage in Dell’s future business strategy.
According to Lisa Mink, ED for Human Resources and Chief Diversity Officer, Dell is giving more attention to inclusion and diversity which is an integral part of its global business strategy.
Thus, Dell is aiming to establish a convinient workplace for all of its team members which will facilitate Dell to reap the whole potential of each individual, can push motivation and promote an atmosphere for its global team to offer its best services so as to cater the demands of its customers. (Dell.com 2012).
Literature Review
Diversity can be said to be one of the uniqueness of the Silicon Valley.
According to Pete Engradio, in Silicon Valley colour-blind immigrants have attained their great dreams and more than 100,000 technical experts from Europe, India, Israelis and Chinese make the Silicon Valley as the world renowned centre of Information technology.
It is estimated that about 33% of the technicians employed in Silicon Valley are immigrants. The Silicon Valley success can be attributed to a regular establishment of diverse companies that interact and support with one another.
The Major players of Silicon Valley is comprised of a cluster of knowledge workers around the globe , venture capitalists, research institutes and universities , advance service infrastructure , lead-users , customers and embracers of new technologies. (Buckley & Ghauri 2002, p.231).
According to Scott Page, the Difference connotes that growth and novelty which may reckon less on lone thinkers with massive Intelligent Quotients instead of diverse people joining together and taking advantage on their individuality.
Page demonstrates how groups that exhibit a variety of outlooks surpass groups of similar-minded specialists. Diversity capitulates better results, and Page shows it by employing his own vanguard research.
Shifting apart from the politics that blur typical discussion about diversity, he clarifies why difference edges out similarity, whether one is discussing about citizens in egalitarianism or scientists in the lab. He looks at practical means to apply diversity’s logic to variety of issues. (Page 2008,p.23).
Success of firms runs by immigrants
Diversity in a business means variance in nationality, chief language, belonging to different religious practice, age and social status which may either bring more advantages or destabilise a business. Managing the diversity efficiently is the main criteria to leverage the benefits and to maximise their diversity in the workplace.
According to Kroll et al. (1998), skilled immigrants who worked in the Silicon Valley contributed to California’s economic growth. Silicon Valley is the best model that a region can become economically strong due to its technological innovation and it become as a leading export region in California due to diversity. (Cornelius 2002:57).
It is to be noted that every one in six owners of small business being immigrants even though immigrants constitute just 13% of the aggregate of the U.S population. (Koba 2012).
Further, according to FPI report, about 4.7 million U.S based employees are being engaged by the immigrant owned business in the U.S and these companies have reported about $776 billion as revenues. (Koba 2012).
According to recent report, about 141,000 business and professional service sector, 120,000 retail and construction and 100,000 social services and educational sector, hospitality and leisure sector are owned by the immigrant business owners in USA. (Koba 2012).
According to Saxenian (2002), Asian skilled immigrants have made enormous economic contribution in Silicon Valley both by way of trade facilitators and investment with their nation of origin and by way of entrepreneurs.
About one-third of Silicon Valley workforce is comprised of immigrant engineers and they later become either investors or entrepreneurs.
Further, 66% of the foreign born engineers were from Asia. Both Indian and Chinese immigrants have accounted for 74% of the aggregate of the Asian-born engineering workforce. (Saxenian 2002 , p.29).
In about 25% of Silicon Valley’s technology business, Indian and Chinese engineers are working as senior executives. (Saxenian 2002 , p.29). Further, IT companies run by immigrants accounted for in excess of $26.8 billion in revenue and offered 58,282 jobs in Silicon Valley.
Silicon’s valley’s most triumphant business owners foot upon heavily on ethnic resources while assimilating into the main stream economy. (Saxenian 2002 , p.29).
Thus , Asian immigrants in Silicon Valley can be compared with the creative class as defined by Richard Florida as such class is a major stimulator for economic growth in post industrial cities especially in the regions like Silicon Valley in the USA.
Florida enumerates the creative class as involving 40 million employees which comprises of thirty percent of the aggregate of the USA’s workforce.
Thus, Florida is of the view that the creative class would be contributing velocity of development in the US economy as it is anticipated to grow more than by over 10 million jobs in the next decade. (Florida 2002, p.10).
According to Smith & Edmonston (1997), foreign born engineers and scientists are establishing new business and creating new jobs and wealth for the US economy and for California’s economy as equivalent to the native counter parts. (Putnam 2007,p.137).
The following Graph shows that the immigrants have setup about 43% of companies in software and computer related activities in the USA from 1995 to 2005. This is strong evidence that diversity plays great role in the development of US economy mainly due to concentration IT companies in Silicon Valley.
(Wadhwa et al 2007,p.19).
The following Table shows that Indians immigrants predominant in engineering and technology sector in USA.
(Wadhwa et al 2007,p.12).
Benefits of diversity
The Society for Human Resources Management and Fortune Magazine survey divulged that more than 70% of the human resources managers who were interviewed that diversity has increased their businesses recruitment initiatives and enhanced the aggregate corporate culture.
To be more triumphant, businesses are now employing employees who belong to the same cultural setting as the customer which they are initiating to reach. For instance, almost all the consultants in the McKinsey & Co in 1970s were Native Americans.
However, at the start of this century, Rajat Gupta was the chief partner of McKinsey who is from India and now, only 40% of the consultants are Americans and now, 60% of the McKinsey’s consultants are from 40 different nations.
For example, Accenture has more than 186,000 employees in 52 nations including 8000 Chinese employees and 35000 Indian employees. Under globalisation era, companies that do not embrace diversity would find hard time vying in a multicultural global atmosphere. (Daft et al. 2010,p.477).
According to Ted Childs, diversity director of IBM, diversity acts as a link between the marketplace and the workplace.
IBM and Verizon companies from Silicon Valley have been rated as the leaders in the corporate diversity as they have give more precedence to diversity and assumed many initiatives toward establishing a corporate culture that respects equality and mirrors contemporary multicultural base. (Daft et al. 2010,p.478).
According to Kwak (2003), racial diversity increased performance in businesses that treated diversity as a mean for learning and innovation. According to theory of cognitive resources, diversity offers varied skills, insights and perspectives which make the business more productive.
Diversity offers innovation, helps to resolve intricate issues and to make better decisions. According to theory of social capital, diversity offers large external associations, large network, and wide range of information, broad resources and unlimited opportunities. (Biga 2010,p.6).
Co-employees with varied cultural setting can bring unique understanding and knowledge to the various work teams of a business.
Breaking the communication barrier is another chief advantage of diversity in any business. For example, employing bi-lingual employees can benefit the organisation to address the customer’s grievances in their own language.
For instance, in Southwest USA, much number of companies chooses to employ bi-lingual customer service representatives to sort out issues of the Spanish customers in their own language. (Ingram 2012).
Diversity brings more ideas to the business as diversified workforce brings a large knowledge pool. It brings innovation to the business as diversified workforce will think in different ways. Diversity will enhance tolerance of the workforce.
Challenges of diversity
In this era of globalisation, every multinational business is witnessing confronts in enhancing its business strategy. For the success of any business in the present highly competitive business atmosphere, there is a need to align business strategy with cultural diversity.
As per Gardenswartz et al. (2003), managing the global diversity is the best business strategy to enhance the goals of the organisation by balancing the employees’ capability as regards to their diverse local culture in the various nations around the globe. (Syed & Ozbilgin 2010,p.14).
For any diversity program to attain a success, a business should overcome cultural, perceptual and language constraints. If there is ineffective communication, it may impact morale and team work of the workforce.
In a diverse work atmosphere, many assorted ethnicities, age groups, religious practices and sexes have to be managed. (Chowdhury & Dasani 2013). Any poor communication among the diversified workforce may bring misunderstanding.
To advocate better communication, the workforce should be motivated to learn more about their co-employees and communication styles. This can be overcome by organising routine office retreats, frequent diversity seminars and diversity meetings. (Chowdhury & Dasani 2013).
It is common in any business, there will be employees who decline to acknowledge the truth that the cultural and social setting of their workplace is transforming fastly.
These negative demeanours can destabilise the morale and can slow down the positive changes and can even reduce the productivity. Chowdhury & Dasani 2013). Thus, employees’ resistance can be managed through regular workshops, and should make efforts to understand each other. (Chowdhury & Dasani 2013).
Diversity in Silicon Valley/IT industry
According to Saxenian (1999), Indian and Chinese tech savvies owning an increased share of Silicon Valley companies established between 1980s and 1990s and they own about 24% IT companies in Silicon Valley.
Diversity in IT industry in the US can be summarised as follows: In 25% of the IT companies established in the USA between 1995 and 2005, there have been at least one immigrant key –founder.
The following is the state-wise detail of the percentage of immigrant owned IT companies viz. California (Silicon Valley ) 39% , Georgia 30%, New Jersey 38%, Massachusetts 29% , Ohio 14% , Washington 11% , Texas 18% and North Carolina 14%.
From this, we can understand Silicon Valley is in the top as immigrant prefers to start their start-ups from there. It is to be noted that US economy is more benefited due to diversity in IT industry as immigrant established IT companies earned more than $ 52 billion in revenues and offered employment to more than 450,000 individuals in 2005. Indian immigrants have established more engineering and technology companies in the USA as compared to the other nations.
Further, there is a widespread diversity found in the Silicon Valley IT companies as 52% of the start-up companies in the Silicon Valley had one or more immigrant as the chief founder. 18.7% of the start-ups in the Research Triangle Park had at least one immigrant as a major founder.
About 25% if the start-ups are established by the Indians followed by UK and Germany each with 15% in Silicon Valley.
Thus, it has become crystal clear that immigrants have made laudable contribution to the growht of intellectual property in the USA and the development of new businesses in the USA and their contribution to the US and California economy soared to heights in the recent past.
What is ‘unique’ about IT/Silicon Valley?
‘Silicon Valley is the USAs leading hub of immigrant’s favorite place mainly due to its magnetism to immigrant engineers and scientist than any other technology park in the USA. “ As of 2000, 53% of the Silicon Valley technology workforce was immigrants.
If we compare the other technology parks in the USA like Austin and Boston, immigrant technology comprised only just 25% of the immigrant workforce.
This demonstrates that Silicon Valley is the preferred destination for immigrants to setup their IT venture and thus, Silicon Valley encourages diversity than any other region in the USA.. (Wadhwa et al 2007,p.31).
How diverse in Silicon Valley?
In a research project CNNMoney approached twenty technical companies located in Silicon Valley and asked about their sex and racial makeup of their workforce.
Fortune 500 companies like Ingram Micro, DELL and Intel were among the companies that were interviewed. The other seventeen companies were not cooperative to divulge their data on their diversity. (CNNMoney 2011).
CNNMoney data demonstrates that diversity in Silicon Valley remains a grave issue. Some Silicon Valley companies offer their comment that they employ less number of immigrants as there are inadequate diverse technical people who are graduating with technical qualifications. (CNNMoney 2011).
What role does diversity play?
Exponential growth of Asian start-ups in Silicon Valley has assisted the USA to uphold its comparative benefit as a country.
For instance, research study finds that for each and every one percent increase in the immigrants in Silicon Valley from Asian-Pacific, there is a corresponding increase in exports from Silicon Valley of 0.5%.Jerry Yang, is one of the Yahoo! Founder who is being regarded as the most successful Asian American entrepreneurs.
There are many other successful Asian successful entrepreneurs in Silicon Valley viz. K.B.Chandrashekar of Exodus Communications, Suhas Patil of Cirrus Logic Corporation, David Lam of Lam Research Corporation, Vinod Kholsa (Sun Microsystems), Frank Lin (Trident Microsystems) , and Winston Chen (Solectron Corporation.(Chen & Yoo 2010,p.113).
In the last two decades, Asian immigrant entrepreneurs have offered wealth production, enterprise and innovation to Silicon Valley and the USA. The start-up companies developed by the Asian immigrants later acquired by the large companies and thus generated a sizeable quantum of wealth.
For instance, Ascend Communication has acquired the Cascade, a start-up company formed by Desh Deshpande, a company that is specialised in carrier-packet switches for $3.7 million. Sun Microsystems acquired Cobalt Networks established by Vivek Mehra, who is immigrant from Silicon Valley for $2 billion.
Cisco Systems acquired the Redback and Broad-com founded by Rajvir Singh for a sum of $ 11.8 billion. (Chen & Yoo 2010:113). These acquisitions demonstrate that Silicon Valley start-ups owned by immigrants have created enormous wealth for the US economy.
Many of the above mentioned Asian immigrants have spend their wealth and time in developing and investing into the new commercial enterprises and this has resulted in the exponential growth of new Asian American entrepreneurs in USA.
Vinod Kholsa, founder of the Sun Microsystems later also started Kholsa Ventures, which was a venture capital firm which gave more spotlight on “business promotion.” Kholsa ventures offer a wide range of service for new start-up companies. Further, it helps with team building, product development and investment capital.
This is best illustration how diversity plays a vital role in wealth creation for the USA and California’s economy. (Chen & Yoo 2010,p.114).
Close network among Asian immigrants offer Asians with required capital for the business that may have been otherwise very limited or denied to Asian entrepreneurs due to discrimination in the USA. (Chen & Yoo 2010,p.114).
Firms Diversity
Some socially responsible companies support diversity programs with their suppliers. For instance, JCPenney, the retail giant has introduced partnership program which is intended to develop relationships with the minority especially women –owned business.
The Coca-Cola Company tries to foster an inclusive environment thereby offering diversity training for all managers and employees and encourages regular conversation among suppliers, colleagues, shareholders and customers.
By formulating an inclusive workplace, the Coca-Cola Company tries to leverage its worldwide employees who are rich in talent, ideas and with diverse culture. It is to be remembered that for a global company like Dell, Microsoft, Apple Inc, companies operating from Silicon Valley, diversity is a crucial factor. (Boone & Kurtz 2009, p.51).
Phillip Morris Companies Inc is a minority owned company and is the globe’s largest consumer packaged products company that supports diversity in each and every walk of their business.
Its supplier diversity program has created many chances of thousands of minority women-owned and minority –owned companies each year. (Lewis 1999, p.87).
Workforce Diversity
Workforce diversity connotes organisations that are turning to be more diverse or heterogeneous due the mix of people in relation to age, gender, race, sexual orientation and ethnicity.
A heterogeneous workforce includes Hispanics, women, Asians, Africans, Indians, the physically challenged, Colourreds, lesbians, gay and senior citizens. For today’s business, managing this heterogeneous has become a global issue as they are operating in various nations.
For example, the administers of business in Australia and Canada has to fine tune with large influxes of Asian employees. In South Africa, more and more Africans are now assuming significant managerial and technical jobs.
Likewise, women who are confined to low-paid jobs earlier now started to occupy key managerial positions. Due to opening of markets in Europe due to the concept of European Union, there has been enhanced workforce diversity in nations such as Portugal, Germany, France and Italy. (Robins 2009,p.12).
It is to be noted the each and every US company which employs more than 100 persons to diverge their diversity data to the US government through a form namely EEO-1 that separates each and every employees by their sex and race.
This information is collected by an independent federal agency namely the Equal Employment Opportunity Commission (EEOC) and employs the same for supervising their diverse practice.
The following table exhibits an atmosphere in which entrepreneurship is authenticated through ownership and investment in which minority ethnic groups and immigrants assume ownership relatively fast whether in staking claim or in economic terms on behalf of their culture or ethnic community.
The above chart corroborates the research hypothesis that diversity contributed to the success of companies in Silicon Valley.
Cultural Diversity
According to Peteraf (1993), it is widely acknowledged both in international and domestic markets that employees can be a significant source of competitive advantage for companies.
As per Boxall & Purcell (2000), it is essential that companies persue Human Resource Management (HRM) practices and policies that utilise the specific employees’ strength to the fullest.
According to Pfeffer (1998), through apt select and recruitment processes , through efficient compensation systems , through elaborative development and training activities ,by providing job satisfaction and to offer employment security which all impact positively on the aggregate business and performance of a company.
According to Bjorkman & Xiucheng (2002), due to the intricacies of the managing the people from varied cultural and socio-economic setting, it is recommended that the manner in which global employees are administered will also have a poignant effect on a company’s economic results. (Abdullah, Boyle, and Joham. 2011,p.198).
The main reason for the success of the diverse culture in Silicon Valley is that it facilitates the individuals with heterogeneous skills who may not know each other previously freely to mix and facilitates to trust and collaborate in a style that people in other cultures normally may not prefer to do it.
Cultural diversity at Silicon Valley is a process of creative reassembly as the individuals prefer to join temporary jobs and then re-circulate and recombine for other project after some time. (Hawang 2012).
We can illustrate Silicon Valley as rainforest model since its many elements join together to usher a new and an unexpected fauna and flora. (Hawang 2012).
Chinese and Indian Professional Associations in Silicon Valley help to combine elements of cultural immigrant culture with distinctly high-technology practices.
Immigrant owned companies establish ethnic identities within the province and help the professional networking and information exchange that help to attain success in the Silicon Valley economy which is highly mobile in nature.
Many of the Indian and Chinese Association in Silicon Valley have become significant platform for mentoring and cross –generational investment. The older generation of these immigrants now acts as financiers and mentoring the younger generations of their culture. (Saxenian 2002,p.19).
Research Design & Methods
As we have already seen, Dell is a multinational company functioning in 34 nations around the world with about 111,000 employees as of 2013 and 68,300 employees are located outside the USA.
In the year 2006, Dell Inc received the Secretary of Labor’s Opportunity Award which is the US government highest award acknowledging work place diversity voluntarily among federal contractors.
According Chao, US Secretary of Labor, Dell is a corporation that nurtures as its fundamental value a commitment to equal employment opportunity in its entire organisation structure.
Dell was honoured with the Department of Labor’s Exemplary Voluntary Efforts (EVE) Award which tributes federal contractors who have proved innovative and exemplary initiatives to enhance the employment chances of employees which includes women ,minorities ,veterans and individuals with disabilities (Dell Inc 2006).
Dell Inc supports and engages in various diversity recruiting initiatives. About 80% beneficiaries of the Dell’s TechKnow program are students from minority background whereas about 45% of the beneficiaries are girls.
Through its community inclusion program, Dell has established a number of associations with the major multicultural organisations which include Congressional Hispanic Caucus Institute, Congressional Black Caucus Foundation, National Urban League, Congressional Hispanic Caucus, League of United Latin American Citizens and United Negro College Fund. (Dell Inc 2006).
Results
According to Kroll et al. (1998), skilled immigrants who worked in the Silicon Valley contributed to California’s economic growth. Silicon Valley is the best model that a region can become economically strong due to its technological innovation and it become as a leading export region in California due to diversity.
Further, according to FPI report, about 4.7 million U.S based employees are being engaged by the immigrant owned business in the U.S and these companies have reported about $776 billion as revenues. (Koba 2012).
According to Saxenian (2002), Asian skilled immigrants have made enormous economic contribution in Silicon Valley both by way of trade facilitators and investment with their nation of origin and by way of entrepreneurs.
Under globalisation era, companies that do not embrace diversity would find hard time vying in a multicultural global atmosphere.
IBM and Verizon companies from Silicon Valley have been rated as the leaders in the corporate diversity as they have give more precedence to diversity and assumed many initiatives toward establishing a corporate culture that respects equality and mirrors contemporary multicultural base.
According to Saxenian (1999), Indian and Chinese tech savvies owning an increased share of Silicon Valley companies established between 1980s and 1990s and they own about 24% IT companies in Silicon Valley.
It is to be noted that US economy is more benefited due to diversity in IT industry as immigrant established IT companies earned more than $ 52 billion in revenues and offered employment to more than 450,000 individuals in 2005. Indian immigrants have established more engineering and technology companies in the USA as compared to the other nations.
Further, there is a widespread diversity found in the Silicon Valley IT companies as 52% of the start-up companies in the Silicon Valley had one or more immigrant as the chief founder. 18.7% of the start-ups in the Research Triangle Park had at least one immigrant as a major founder.
About 25% if the start-ups are established by the Indians followed by UK and Germany each with 15% in Silicon Valley.
“Thus, it has become crystal clear that immigrants have become an important driving force in the establishment of intellectual property and new businesses in the US and their contribution to the US and California economy increased in the recent past.”
For instance, research study finds that for each and every one percent increase in the immigrants in Silicon Valley from Asian-Pacific, there is a corresponding increase in exports from Silicon Valley of 0.5%.
“Dell is of the view that its devotion to diversity and to offer the best customer experience assists it to be the leader in the market place. Dell is also devoted to offer an atmosphere that value and develops individual abilities, honour its people and extends collective strengths toward the complete contentment of its stakeholders, customers and clients.”
Dell management strongly believe that to have diverse workforce who will generate innovative and diverse ideas that make the Dell as the best company of choice for its customers around the world.
Dell strongly deems that so as to remain a global successful company, its business should able to leverage the differences and likeness of all of its team members.
According to Michael Dell , Chairman and CEO of the Dell Inc , employing a diversified work force of 110,000 employees is not an easy task and is focussing more on the diverse global team and always Dell want to have its commitment to diversity and inclusion and that would continue to be a competitive advantage in Dell’s future business strategy.
Conclusion
Silicon Valley is no doubt is the abode of start-ups , helps to integrate young IT engineers all over the world , offering of public platforms and physical facilities which is open to those who wish to share and exchange their traits and culture.
Further, there is no entry barrier for IT experts for open up their start-ups in the Silicon Valley.
Further, Silicon Valley offers diversity both in the sizes and types of the enterprises which include both informal and formal structures, with a range of expressive styles and forms and a variety of ethnic and cultural communities offering and partaking.
Thus, Silicon Valley becomes a very good breeding ground for Asian immigrants to place their start-ups as it has been well demonstrated that these immigrants are deriving maximum advantage due to the existence of diverse culture in the Silicon Valley.
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