Managing a Diverse Workforce

Managing a Diverse Workforce

By Rebecca Powell

In light of this case it is not uncommon in big business of men not wanting to work with a woman. As a large company integrity and dignity play a great part in decision making. If I was the manager with Big Oil not liking to do any business as such with a woman in charge, a plan B has to be in place to secure the partnership. It may have been stated to the representative about not working with women due to their culture; still it would not have hurt to at least demonstrate a taste of what Julie can do for their account. The ethical dilemma is sexism, men not giving women their proper recognition at work. In Big Oil still resisting Julie as the lead, we at Secure Bank would have to throw a smoke screen. This smoke screen would consist of another high level team member who poses as the lead while Julie plays lead in the background. This is not uncommon but it saves face and makes the new partners happy. Is it deceitful? Yes. Would either company want to face a lawsuit of discrimination due to gender? No.

Nevertheless, the key is not for Secure Bank to have to spare a lost due to the acts of another company for partnership. In working with a diverse group sensitivity, compromising and respect are big factors for a successful work flow of understanding, respect and team work.