It is a great move to make inclusion and diversity as a critical aspect of a company’s corporate culture. People in many organizations hire on the grounds of “fit” and that implies “people like us” in most instances (Kouzes, 2009). However, if building a culture where fit incorporates individuals that extend who we are is a priority, then diversity becomes an appropriate direction to a successful organization. While both candidates received positive references, the reference for the Caucasian candidate was stronger and more enthusiastic. Therefore, I would rather choose the Caucasian over the African-American because enthusiastic people only cultivate a successful working environment.
As a management, we cannot compromise on a successful work environment by choosing the wrong candidates. Diversity is significant only if it creates a business opportunity and not a form of compliance or risk motivation (Stephenson, 2017). Therefore, in the interest of diversity alone, the individual who is African-American could be the preferred candidate. It is critical to creating a genuinely diverse workforce. However, the company will stick to the Caucasian because that would be a business opportunity to reach the entire world. It would a great way to build an inclusive culture, which is a basis of a hiring method that expands the characterization of the best talent.
Delegate your assignment to our experts and they will do the rest.
Otherwise, the aspects of enthusiasm could be also cultivated in the African-American candidate. Enthusiastic employees are the best brand ambassadors and extend the reach of operations of an organization if they are granted opportunity. Diversity cannot only be created by choosing a workforce that contains people of color. It is about having a workforce or a leadership that is accommodative of people of all diverse cultural backgrounds and attitudes (Kouzes, 2009). It is about encouraging diverse talents and hiring people that can be confident to cooperate with others to influence the organization positively. It is also about creating an organizational culture that appreciates and accommodates all cultural backgrounds.
References
Kouzes, J. M. (2009). The Jossey-Bass Reader on Nonprofit and Public Leadership . John Wiley and Sons.
Stephenson, J. H. (2017). Leadership and Diversity Management. In Servant Leadership and Followership (pp. 81-107). Palgrave Macmillan, Cham.
