Cypress Semiconductor Corporation Case Study

Cypress Semiconductor Corporation
DATE: November 2, 2014
TO: T. J. Rodgers, Chairman and CEO of Cypress Semiconductor Corporation
COPY: In response to Sister Doris Gormley and The Sisters of St. Francis of Philadelphia and your proposed letter addressing her concerns.
FROM: Vice President of Investor Relations, Cypress Semiconductor Corporation
SUBJECT: MEMO: Perception of Cypress Semiconductor Corporation

Introduction
The Semiconductor business is more and more competitive every year with new companies emerging from around the globe. In recent years we have seen more companies in our industry fail than succeed. Our stockholders and employees are composed of many ethnicities and they should feel that they are treated fairly. As the American marketplace changes and higher percentages of minorities obtain degrees, Cypress Semiconductor Corporation should create a diversity committee and a diversity policy for the company. I understand your views in the
Since 1982 there have been 10 million more women to obtain a college degree than men! (Perry 2013) As the semiconductor market place stiffens we should take this opportunity to capture the attention of diverse stockholders with the diversity committee and diversity policy. If you take a look at other businesses across the globe, many are establishing affirmative action policies and committees. These polices would be considered with hiring of employees, promotion of employees and when selecting board of directors.
The National Football League (NFL) is a great example of establishing diversity policies. The NFL established the Rooney Rule in 2003 to require all teams to interview minority candidates for head coaching positions and senior football operations jobs (Wikipedia 2014). The rule does not give preference to minorities in the hiring process, it just makes sure that minorities are considered and given equal