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RUNNING HEAD: You Decide

You Decide
Bambi
Chamberlain College of Nursing
DeVry University
SOCS 350N
Cultural Diversity in the Professions

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You Decide
As a Human Resources manager of a Fortune 500 Company, it is my job to
hire new sales consultants for the fiber optics division of the organization. It is important
to choose the right candidate in order to bring the sales division back to its place. In
hiring a candidate, it will be important to consider that I will need to create a diverse
team to work together, as it ensures greater creativity and innovation, a sense of
connectedness, more risk taking, higher productivity, and greater cooperation (Harvey,
2012 p45). In order to hire a person with correct fit and create a diverse team, I will
need additional information such as the ratio of ethnicity, color, and gender, on the
current sales team. I will keep in mind the Civil Rights Act of 1964, which Harvey (2012)
tells us, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job
training, classification, referral, and other aspects of employment on the basis of race,
color, religion, sex or national origin (p 255). Of the four candidates, one is male and
three are female. A persons gender will be taken out of consideration to avoid
discrimination while considering gender equality of our workforce.
The first candidate is Jake, a CPA who is looking to change to the sales field. He
is single, which would allow the time for meeting with clients after hours. He states
wants to devote time to his career. I find it disconcerting that he is not willing to devote
time to his CPA position. He also does not have sales experience. To be a Sales
Manager, the candidate must have experience in sales.
The second candidate Lynn is an IT manager and has knowledge on fiber optics
and cell towers from completing a peer-reviewed paper. She also graduated first in her
class. Lynn has managerial experience but no sales experience. She also needs
improvement on her English speaking skills. While I would like a team with women and

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different ethnic groups, Lynn lacks sales experience and it is important for clients to be
able to clearly understand a sales person in order to close a deal. Hiring a woman will
eliminate vertical segregation, or as Harvey (2012) states, a perceived capability or
qualification of men in a certain position (p 133). Lynn is not an optimal candidate as
she does not have the field experience as well as a strong command of the language
necessary to be a successful sales executive.
The third candidate, Karen has 5 years of sales experience and is a fiber optic
engineer. These qualities are definitely enticing but Karen is relocating to Atlanta to be
married. To me this means she will not be available for after-hours meetings with clients
and be willing to travel. I cannot discriminate base on marital status under federal law
(DeVry 2015), but a sales manager must be available after hours. Karen also does not
have any managerial experience or has trained other employees previously. These may
pose a hindrance to develop a sales team in the future. While I would prefer to hire a
woman to promote gender equality, Karen is not an optimal candidate.
Jyoti, the fourth candidate, is currently a sales manager at a wireless retail store.
She has knowledge of the wireless industry and the needs of the industry, as well as
managerial experience, needed for this position. Additionally, she has experience in
training her sales executives and increased sales by 60% at her current company. She
has the potential to do the same in this company. Since Jyoti is single, she will have
time for after-hour meetings with clients and the ability to travel. She also meets the
criteria of being a female of a different racial background and should fit well in the
diverse work environment. I believe Jyoti will be a wonderful addition to oversee,
manage, and sell fiber optics to wireless manufacturers.

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References

DeVry University (2015). SOCS350 Cultural Diversity in the Professions, week 3

lesson.
Harvey, C., & Allard, J. (2012). Understanding and managing diversity (5th ed.). Upper
Saddle River, NJ: Prentice Hall.