Diversity in the workplace

Hospitality Industry Expert Interview

Final Exam – Due Wednesday May 4th, 2016 1:50 p.m.

Submission Submit this assignment to the dropbox entitled “Industry Expert Interview”  Value This assignment is worth 75 points or 12% of your final grade Deadline This assignment is due on August 2 by Midnight.    Description

As an important part of your education, you need to learn about managing diversity from someone other than your instructor or course materials.  Taking what you have learned and then hearing it applied to real-world situations is a learning experience that adds dimension to this class and your overall education.  The focus of this assignment is to reach out to a current manager or expert and get a better understanding of ‘what it means’ to manage and lead a diverse workforce within the hospitality and tourism industries.  It is important for you to identify a potential expert early in the session to ensure you can complete the assignment in a timely fashion.   

 Instructions &


To successfully meet the requirements for this assignment as outlined in the assessment rubric, you are required to contact and talk with an expert within the area of hospitality management.  An expert, by definition, is someone who has a comprehensive knowledge or skill in a particular area.  This does not include your work supervisor, the manager of the local pool cleaning company, a family friend who owns a business, nor a faculty member on campus as that limits an on-the-ground perspective. This individual should be different that you (i.e. gender, race, ethnicity). You must interview an expert in the field (i.e., hospitality-related manager) and write a summary report of 2 – 3 pages relating what you have learned in class to what you learned from the interview concerning managing diversity.   To complete the interview summary report, you will need to:

  1. Ask Questions:  Your interview should include, at minimum, the following questions (you will also need to develop at least three more directly related to your readings):
  2. What are the most important issues to consider when it comes to diversity management?
  3. What are two relevant examples that demonstrate situations where diversity issues have potentially become a problem within the workplace and how did you handle the problem?
  4. Use a current event to help provide questions.
  • Summarize Results:  In the summary report, you will need to encapsulate the results of your interview and validate the selection of your expert.  A summary is not the interview answers verbatim but an overview of what you have learned based upon what they said.  When it comes to your additional questions, please list them in the summary as well. You will also need to outline who your expert was, why they are an expert and a summary of their careers to this point. (2-3 pages)
  • Relate Your Knowledge:  In the summary report, the final component is to relate three specific items that you learned from this class to the interview and how they effectively apply diversity management practices.  If you do not have enough information to accomplish this, remember that you can ask as many questions as needed to get a better understanding of diversity management from your expert. (2-3 pages). You will need to provide supporting evidence two (2) from your readings, textbook, or other resources.  APA referencing is required.


In order to identify an expert, you can do several things.  First, begin reading articles about the topic and contact the authors.  Second – engage with content experts on LinkedIn or other social media channels to identify appropriate experts. The third would be to seek out the general manager of your internship location and tell them about your course, as this will probably work the best.  It is important that you start this process early as it may take several weeks to conduct the interview.  I would suggest you confirm through your Professor if the interviewer meets the requirement of ‘different than you’. Below are a series of resources and references that will help you identify methods to reach out to consumer segmentation experts.


Name of Student

Name of Professor

Human Resource Management Paper

2 May 2016.

Diversity in the workplace


Introduction. 1

Diversity Management. 1

Benefits. 2

Diversity Training. 2

Conclusion. 3

Works Cited. 4


The global workforce is made up of people from different cultures, races, religions, gender, age, sexuality, and skill levels. Over the last few decades, globalization, mobility, and the empowerment of minority groups have significantly promoted diversity in the workplace. Many businesses now employ a wide range of people both as an unplanned and a conscious goal. This diversity has come with a number of benefits and challenges alike. It has become an essential part of human resource management to include strategies to ensure the maximization of the diversity factor. I conducted an interview and benchmarked with a human resource assistant manager running a local boutique with a physical and online store to gain insights on diversity in the business.


Diversity Management

Contrary to common belief, diversity management is not a factual science pre-determined which one can directly implement into their business. It is very business specific based on the industry and actual diversity distribution in the business (Cross 20).  The fashion industry, which I benchmarked under, is among the sectors that benefit most from a diverse workforce, and this is primarily because of the creativity required in design, production and distribution.

The growth of the fashion industry and its lifestyle connection means that many people from different cultures require a representation of their fashion preferences and the incorporation of diverse ideas. The boutique’s diversity is well-noticed in the designing team made up of about twenty designers. Surprisingly, despite the wide range of designers from different races, genders and sexualities, these dominant factors do not deem to create a negative impact. Their resulting difference of opinion in designs is in fact their major challenge. The human resource manager outlines that the different styles by the designers is a source of equal success and disagreement. This shows that the challenge does not include disagreements from actual differences but ideologies facilitated by these differences. The solution has been to divide the team into smaller and more similar groups working on different styles from a central reference point of the brand.



Diversity in the workplace translates to an equal level of its manifestation for customers. It is therefore a conscious goal to integrate a diverse cultural employee population for the purpose of building a strong brand that is attractive to a large targeted population. This diversity also promotes a healthy level of competition if well-managed in an individual’s attempt to represent their beliefs and styles. Finally, diversity promotes entrepreneurship and business ownership. One example is that of few of the designers at the boutique who quit the job and went on to establish their own successfully fashion lines.

Diversity Training

Diversity training entails equipping employees with skills relating to group interactions, cooperation, and reduction of discrimination among people from different groups. This program focuses on cultural awareness and cooperation on diversity issues. However, this issue has become controversial, with critics pinpointing its advocates’ tendency to highlight these differences and portraying these differences as a negative development that needs intervention (Rodriguez 102). Thus, this issue should be addressed through vigorous training programs that seek to use these differences for the benefit of the organization instead of striving to eliminate them. My interviewee pointed out that this type of training can be beneficial to an organization if it targets challenges such as effective communication as opposed to the actual nuances of diversity.


It is no longer possible to ignore or overlook the issue of workforce diversity today. It bears equal importance in business success as other factors like financial planning and management. The empowerment of minority groups as a social initiative should be part of the business sector’s efforts to promote diversity. In addition, people need to embrace their diversity and maximize on the growing benefit and need for this diversity.

Works Cited

Cross, Elsie. Managing Diversity: The Courage to lead. Westport: Quorum Books, 2000. Print.

Rodriguez, Cristina. “Language Diversiy in the workplace.” Northwestern University Law Review, 4 (2006): 100-118. Print.

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