Diversity Drive at FinnTech (Scenario)

Multiple Choice

Diversity Drive at FinnTech (Scenario)
Management at FinnTech think the company is doing well. They have grown from the original 8 employees to the current 26. In the last year the business has been booming and they quickly needed more employees. Now the company has a comfortable mix of the original 8 men, some women and visible minorities. The original 8 run the company from executive positions. Because employment laws in Canada have changed considerably, the executives at FinnTech have made a concerted effort to bring in more women and visible minorities. The women work in less important positions in the company and most of the factory floor workers are recent immigrants and visible minorities. They know that Asians are good with figures so they brought in Anna Li to head the two-person accounting department. They even hired one of the newly arrived Syrian refugees as he was highly recommended for his technical skills. The company lounge and lunch room is a popular place for employees to mix and get to know one another although it seems that there are closed groups that are drawn to one another all the time. Tom Harrington is the HR manager and often drops in, visibly for coffee and doughnuts, but in reality to observe and listen how the employees get along.
-Executives at FinnTech have decided to initiate a diversity skills training program to educate employees about the importance of diversity in the workplace and promote inclusivity of all employees.Which of the following should be the first step to be implemented in the program?

A) making employees aware of the assumptions as biases they have
B) teaching people-specific skills on how to communicate effectively with their fellow employees
C) increasing employees' sensitivity and openness to those who are different from them
D) training employees on how to work effectively in a diverse work environment