Reference no: EM133891766
Question
Managing Diversity Course
1. You are the manager at a Public Relations (PR) firm where you manage a team of six talented, highly motivated PR Consultants. The PR firm specializes in non-profit and charitable organizations. The firm was recently awarded a lucrative contract to manage communications and events for a large-scale Christian organization. Your longest serving Consultant, Joe, has expressed interest in leading this account. Joe believes this account ought to be led by an avid church-goer like himself. A slightly more junior, top performing Consultant, Jay, has also communicated his desire to lead this account. Jay's reason being that his perspective, that of an openly gay male in a conservative town, has prepared him to take on any challenge. As the manager, describe the process you would use for determining who will lead the account for the large-scale Christian organization.
2. You oversee all training and professional development opportunities for a large construction company. Recently, a sales representative from 'Black and White Training Ltd.' - a diversity management training company - asked to meet with you. During the meeting, the 'Black and White' representative stated that their diversity management training program has a 100% success rate. The program even comes with a guarantee that upon completion your organization will be bias-free and certified in cultural competence. Eager to assist your colleagues in Human Resources to alleviate a growing pile of harassment complaints, you are eager to commit your organization even though the cost far exceeds your budget. What questions should you ask the 'Black and White Training Ltd.' Sales representative before making your decision?
3. You are the Director for a government agency. Once a month you attend virtual quarterly meetings with your counterparts from all Canadian provinces and territories via zoom. Your colleague in Manitoba recently shared they are undergoing a gender transition from male to female and from now on would like to be referred to as Ellen rather than Elliot. What is something you can do to ensure the quarterly meetings feel inclusive for individuals of all gender identities - especially Ellen?