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Question

As an ethnic minority, Bryan sometimes faces discrimination in the workplace. He recently joined a new company, and the Human Resources personnel assured him that it adhered to EEOC policies. However, Bryan finds that though his managers are supportive and encouraging, many of his colleagues are hostile towards him and other minority employees. Which of the following scenarios mirrors that in Bryan's organization?

A) A cell phone manufacturing organization that has newly entered the business is of the opinion that following the affirmative action and EEOC policy is more than enough. There is no need to educate all the employees regarding the different cultures as long as their supervisors know how to handle the various issues that may arise because of the cultural differences.

B) Harry's company complies completely with affirmative action and EEOC policies. However, the diversity training sessions held at the discretion of the CEO and managers are usually unable to handle diversity issues effectively.

C) An automobile manufacturing company strictly adheres to the affirmative action and EEOC policies. The company recently hired a few Japanese employees and thought it best to give its existing employees an overview of the Japanese culture so that they could interact with the new recruits.

D) Carl's company has implemented affirmative action and EEOC policies that were developed after making an organization-wide assessment of all the various systems and structures that exist within the organization. The CEO of the company is the champion in bringing diversity into the organization.

E) Dan's organization is of the view that adhering to affirmative action and EEOC policies is not required. After all, there are unique situations which should be dealt in unique ways rather than by trying to incorporate policies that are of no help.

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