The Best of Intentions

Chris GriffinJuan Miralles PortalLarissa ShorterZach SmithShelby Westbrook

Overview

•Case Overview•Critical Issues•Recommendations

▫The Hiring Decision▫Survey to Identify Discrimination▫Dinner Event to Promote Awareness

•Conclusion▫Questions and Comments

Case Overview

•AgFunds▫Overview and Demographics

•Key Players▫Cynthia Mitchell, District Manager▫Steve Ripley, Candidate▫Paul Jones, Supervisor

“I don’t mind long odds, but I don’t want impossible odds”-Steve Ripley

Critical Issues

•Is Cynthia going to employ Steve?

•Does competitiveness lead companies to apply unethical policies?

•Education can build win-win relationships

The Hiring Decision

• Reason for Hiring Steve▫Legal considerations▫Avoid harm to AgFund’s reputation▫Expand the company’s talent pool

• Ensure a smooth transition▫Antidiscrimination initiative▫Clearly communicate the situation and the

initiative to Steve▫Diversity can enhance an organization’s

performance, but only if proper training is in place and the workplace culture allows for the acceptance of diversity (Hansen, 2003).

Survey to Identify Discrimination• Identify discrimination source

▫Internal/external or combination

• Using the results of the survey ▫Establish and document source of discrimination▫Allows for proper planning in reducing and

eliminating discrimination▫Gain employee feedback and promote ownership

of AgFunds actions to address discrimination

• Survey validity and reliability

Dinner Event to Promote Awareness• Internal- Employees

▫“Code of Ethics” Define

discrimination Policies Procedures Consequences

▫Eliminate future need of surveys

• External- clients▫Core beliefs of

company Make a profit for

client ‘Educate’ about

diversity in company

▫Introduce agents Accomplishments Awards

Approximate cost for 75 people:$2600

Questions?

Comments