SID: 311186181

Conclusion Bendick as cited in Daspro (2008 p.224), states diversity management should be viewed from a best organizational practice perspective since it promotes attainment of the following desirable business objectives: attracting and retaining talent, understanding customers diverse needs, improving the companys image and being an employer of choice in the eyes of employees. In light of the case study, the best solution would be for Cynthia to trust her moral virtues and to employ Steve. This is justified by the Australian legislation as well as adhering to human rights and justice. Recruiting without discrimination adheres to justice principles, promotes social welfare and broadens diversity of race in an organisation. Recommendations Cynthia needs to challenge her co-workers and Peters opinions about the nature of AgFunds clients and the potential negative consequences for employing Steve. She needs to act as Steves mentor and let Steve know about her concerns regarding the assignment. In order for the companys discriminatory culture to change, Cynthia needs to facilitate Steve into the workplace and set him up with clients who she thinks will work with him. Another way of setting Steve up for success is for Cynthia to commend Steves work and communicate this to staff and other clients. Perhaps once they see Cynthias ability to trust and recommend Steve, they may be more willing to work with him (Thomas, cited in Humphreys 2002). The anticipation is for AgFunds discriminatory culture to be eliminated from the organisation. As for Steve, he should take the position and prove he is the right person for the position. If I were Steve, I would figure out what an exceptionally successful rep looks like after one year and measure myself against that (Thomas, cited in Humpreys, 2002 p.36). An effective start for Peter may be to implement an equal opportunity program. This implies that the organisation has gone beyond legality and what is expected by society (philanthropic responsibilities). However, the program needs to be implemented and enforced in the workplace as it is common for organisations to create these codes of conduct and practises without actually practising them.

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