Today you recover a sales letter from Ann Cheney, a professional trainer on diversity management, inviting you to purchase her services. It so happens that as a human resources manager at Custom Engineering (CE), you know of some diversity – related friction in the company caused by several recent hires and promotion. For many years, Customs engineering, like most engineering firms, employed only white men for the technical, sales, and managerial positions and hired women as support staff only. But the growing company has been increasing its international clientele, and it recently hired a Middle Eastern and two Asian engineers. It also hired a female translator and promotion a female administrative assistant to Project Manager. You know from informal conversation with these minority employees that they’re feeling socially isolated and sometimes left out of important information loops, though none of them have filed a formal complaint-yet. You decide to write to Dr. Cheney to investigate the possibility of her conducting some kind of diversity-appreciation training for CE’s employees. You want them to become aware of little way that newcomers can be made to feel welcome, and you also want the employees to see that it’s in the company’s best interest to open up to more kinds of co-works and customers. On the other hand, you don’t want the employees to fee preached at or accused of “political incorrectness.” This is a delicate situation and you don’t want your efforts to improve it to backfire. Write to Dr. Cheney to find out if Custom Engineering should hire her. Tell about your company, including any details that might help her. But without putting the company .In too negative a light. Find out what kinds of training her offers and what her fee is (the amount of time and money that you could get approved for this kind of training would probably be limited). You also want a better sense of who she is. What are her credentials?...
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