Monique Johnson was thrilied about her new position as vice president of human resources for Niche Hotel Group (NHG). The hotel chain has distinctive properties in citins itivoughout the United States, attracting a young, international cliensele with casual but olegant nurroundings and popular aushil barit. Besides the chance to stay at these entablighenenti as athe toured the country. Monique would have opportunities to meet the members of NHI of vahing diversity, including respect for all people regardless of age, gender, race, athnicity, nationalify, disobility status, sexual orientasion, and gonder identity She felt alire those valuies woud be upheld because the commitment cart company's performonco in attracting and develaping tisent For several months, Monique's work progressod on ahe had expected. Then she heard scene diaturbing news. One of the hotei is mansgers, April Lee. caled her ta tayy the tad I guess we just havet to keop doing it until everyone respects everyone else's differences.: "You've thane diversty training thee times without creating a positive dimate for diveraity? repled Monique. Mike nodded his heed ruefully and then asked it aha had a belter itest Monique replied, "Maybe it's time to stop focusing on catogoizing people and to start thinking about how oach of is is working as part of a team, hew each of us in contributing to our miseion. Maybe we need to train in something eles-say, communication-how we talk and how wel we laten." DISCUSSION QUESTIONS 1. Do you think communication traning would be an effective wisy to create a more inclusive and tolarant workplace? Why or why not? 2. Why do you think dversity training has not always prevented probiems at NHG? 3. NHG is in the hospitality industry, which spans many types of skits and workers, in addition 10 a diverse airay of peopraphic and cultural regions. Do-you think atieving nclusiveness on such a vast scale is possible? Why of why not