Among the three diversity perspectives, discrimination-and-fairness perspective is one of the most common cultural diversity practices that most companies adopt. This type of diversity perspective is based on recognizing the fact that work discrimination is not a legally accpetable business practice (Ely et al. 2003, p. 324; Thomas & Ely 1996, pp. 363 – 364).
There are several situations mentioned in the case study that will prove that the concept of discrimination-and-fairness perspective is being carefully observed in the given case. First, Ross shook the hand of Will – one of the newest agent before asking him to sit down (Case Study, p. 145). To lessen the authoritative gap between Ross and Will, Ross decided to come out of her desk to sit in a chair next to Will. By doing so, Ross created a less intimidating
A business organization is usually composed of majority and minority groups. Regardless of the organizational structure, it is necessary on the part of the majority groups or leaders to promote work diversity among the minority groups in order to enhance the overall business performance of a company (Maalouf 2003). Aiming to narrow down the gap and win the trust of Will, Ross decided to sit beside Will rather than make use of her authoritative power when discussing the work-related problems with Will. With the effort of calming Will, Ross carefully explained that the reason why she called Will for a meeting was purely because of her concern on his job performance rather than controlling or regulating his time outside the office hours (Case Study, pp. 146 – 147).
The second situation is when Ross confronted Will about his declining work performance. Despite knowing the Will has alcohol problem, Ross managed not to discriminate will one way or the other. Rather than asking Will directly about his alcohol drinking problem, Ross started