Walgreeens leads way in employing disabled workers

Read “You Manage It! 1” in Managing Human Resources (2016, p. 111). After reading the case, complete the following items:

Write a summary of the case,
Answer the critical thinking questions, and
Elaborate on two key learnings from the case related to equal employment opportunity and managing diversity. Be sure to clearly state the two key learnings and defend them in well-organized, scholarly responses.

A key learning is defined as significant knowledge gained from reading the case. You may choose to explain your key learnings by offering a real world application, personal insight, your thoughts and opinions about what was stated, how it is handled at your company, etc.
Please arrange your summary, questions, and key learnings in a well-organized, scholarly response of 2-3 pages. Support your observations and opinions with citations from 2-3 credible sources documented according to the CSU-Global Guide to Writing and APA Requirements. The CSU-Global Library is a great place to search for credible and scholarly sources.
You Manage It! 1: Emerging Trends Walgreens Leads the Way in Utilizing Workers with Disabilities
In 2008, Walgreens, one of the nation’s largest drugstore retailers, opened a state-of-the-art distribution center in Windsor, Connecticut. It is the company’s second facility designed specifically to employ people with disabilities and is patterned after a similar one that opened in 2007 in South Carolina. Managers at both facilities share a goal of having people with disabilities fill at least one-third of the available jobs.
Walgreens has developed a reputation as a company that offers meaningful jobs to people with diverse backgrounds, with equal opportunities for advancement and job mobility. Company leaders intend to open more distribution centers that employ workers with disabilities and plan to use the experience in the facilities in Connecticut and South Carolina to provide managers in other units with information that will result in the hiring of more people with disabilities.
The South Carolina distribution center has a workforce of 400, with 50 percent having a disclosed physical or cognitive disability. Yet the facility’s efficiency increased by 20 percent since its opening, after technology and process changes originally intended to accommodate workers with disabilities improved everyone’s jobs. According to one of Walgreens’ corporate executives of human resources, the experience of creating a disability-friendly environment in its distribution centers has been a transforming event for the company. Walgreens’ success in hiring people with disabilities to work at its distribution centers has influenced more than a dozen U.S. companies, including Lowe’s, Procter

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