Managing diversity-related interactions

Ashley M.

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Managing diversity-related interactions

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Managing diversity-related interactions, LGBT community, Democratic National Committee, professional environment, hiring, professional behaviour, case study

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Abstract
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Abstract

Managing diversity-related interactions could sometimes seem awkward or uncomfortable to a person who has never encountered these kinds of situations before, according to Ghillyer (2018). This case study will analyze three different scenarios depicting diversity-related interactions and the various approaches a manager could take to effectively respond to the situations in each of these scenarios (Ghillyer, 2018).

We will then analyze the potential impacts of these responses in each scenario. Finally, as per Ghillyer (2018), recommendations will be made as to how a manager can respond effectively in diversity-related interactions to benefit all employees in the workplace with the most positive impact.

Scenario one
1. Response
2. Potential impact of responding
3. Potential impact
Scenario two
1. Response
2. Potential impact of not hiring
3. Potential impact of hiring
Scenario three
1. Response
2. Potential impact of responding
3. Potential impact of not responding

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Extract

[...] To effectively manage diversity-related interactions, it is important to leave a lasting positive impact among employees and peers. (Ghillyer, 2018). II. Scenario two This scenario deals with an open position for a supervisor with two potential candidates; one African-American female and a white female; they are both equally qualified and the position is responsible for five white team leaders (Ghillyer, 2018). The white female was hired because the team leaders said they felt more comfortable with the white female and that the group likes her (Ghillyer, 2018). [...]

[...] Upon believing that Terry overheard this comment and feeling it was more weight-related slur than a joke, it is important to respond in a way that will effectively handle this situation as a leader. A. Response The best response in this scenario is to confront the ‘leader' who was misbehaving by making fun of his peer. Coming to the defense of Terry is simply the right thing to do. Body-shaming and slandering a peer in the manner that this ‘leader' was is intolerable in or out of the workplace between colleagues. [...]

[...] To effectively manage diversity-related interactions, it is important to listen to everyone involved to weigh the potential impacts of this scenario (Ghillyer, 2018). B. Potential impact of not hiring The potential impact of not hiring the African American female could be an investigation or even discrimination lawsuit, if the team did not hire her because of her race. Both females were equally qualified for the job but only one was chosen (Ghillyer, 2018). This impacts the business as a whole, when possibly maybe both females could have been hired. [...]

[...] (2018). Business Ethics Now. New York, NY: McGraw-Hill Education. U.S. Equal Employment Opportunity Commission EEOC (2018). Laws Enforced by EEOC. [...]

[...] Response As a manager, one should respond ethically and professionally in an interaction such as this (Ghillyer, 2018). Since the situation involves Dave and Scott's personal decision to celebrate their lives together, they deserve a party and cake as any other couple may be treated to similarly. If the workplace, however, does not celebrate weddings as ‘special occasions', treating them any differently would be unfair. A union of this kind is a positive life event for those involved, and deserves to be celebrated when made possible at work. [...]

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