Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates demonstrating appropriate levels of experience, skills and general intelligence. Paul and Robert will discuss the two candidates and reach a decision.

Profile:

• Robert Gedaliah is the Founder and President of Beck ‘n Call, a delivery service with a staff of over 200 with many fleets of transportation, and warehousing an eclectic inventory of products. Robert oversees all of the departments, including human resources, operations, and accounting.
• Paul Munez is the Customer Service Director. He oversees the customer outreach representatives, and is involved in marketing to the expanding client base.

Back History: Beck ‘n Call is growing at a rapid rate – Robert knows its wise to take a precise and cautious approach towards growth, and scrutinizes all aspects. He has interviewed 15 people for the new Customer Outreach Rep. and has narrowed it down to two very qualified and intelligent young women. As is his policy, he has invited the team leader in for the follow-up interview. He also has a preference for group interviews because the dynamics are richer and therefore better reflect reality. 

Robert and Paul have a very good relationship – when they do have disagreements they are understanding and accepting of their differences and compromise when necessary. Robert doesn’t think too highly of the swinging bachelor persona, but it hasn’t affected job performance – anyway, it’s diversity that makes life interesting.

Discrimination and diversity issues have become more complex now that the company is over the 50 employee mark. Robert does try very hard to have a diverse staff, although he hasn’t had nearly as many minority applicants for any position, to make his ratios balanced. This is further complicated by the fact that his customer base itself is increasingly diverse [studies overwhelmingly show that ethnic groups will choose or dismiss a company based on whether they feel their race/ethnicity is well represented and whether there’s a positive and successful diversity policy.] 

What aspects of the Women-of-Color survey are relevant to this scenario? How could Robert use this to support his position?

Transcribed Image Text:

Women-of-color Managers Survey Women-of-color Managers Cite Barriers to Their Advancement 47 % Lack of an influential mentor/sponsor 40 % Lack of informal networking with influential colleagues 29 % Lack of company role models in the same race/ethnic group 28 % Lack of high visibility assignments