Main issue:
An assistant manager of the sushi bar in one of Niche Hotel Groups had mad some inappropriate comments toward two servers that are males and homosexual. The company has had this type of problem multiple times in the past and has not changed anything. If change does not occur the company could experience legal issues.
Analysis:
Monique Johnson was recently assigned to be vice president of human resources for Niche Hotel Groups. Johnson had some complaints filed against an assistant manager for harassment at one of the hotels sushi station. The complaints were from two white male employee servers who are homosexual. The assistant manager was teasing the employees for their sexual orientation. When Johnson brought this to the CEOs
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A diverse workforce has multiple perspectives and can better judge situations. A stronger commitment to diversity can lead to fewer problems with sexual harassment which is the direct issue. By diversifying their workforce and continuing to diversify a company will be able to have a stronger and more unified work force.
2) Why do you think diversity training has not always prevented problems at NHG?
I believe the issue is with the management because they don’t follow through with their diversity training. NHG has had this issue multiple times before implying that they neglected to follow up with their diversity training. It also seems that NHG does not properly punish people who violate their value for diversity. If the previous acts of harassment went unpunished it has become a norm for upper management to get away with harassment.
3) What should NHG do to improve its climate for diversity?
Account for current diversity. If they are not currently diverse they could try to recruit in different areas and advertise in different places. Change organization culture to be more open to change and new people and ideas. Provide diversity training to all employees. Encourage diversity in upper management as well. Show candidates more flexibility in your work schedule. This can allow people with children who are too busy for usual work to apply. Follow up with the plan and figure out whether it is working and see if changes are
Example 3: My colleague is a wife of her husband, parent of her children, teacher for her children.
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