Sarah Strong Finds Herself in Term Paper

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While clearly the bank did not make correct decision by opting to follow the norms of the host country, it must take proactive steps to avoid situations similar to this in the future. Diversity training is one way of doing so. Although often only used within the company, by engaging in diversity training with a specific focus on certain country customs, when employees are going to be working abroad, such employees can be better prepared for the kinds of racial, ethnic, sexual, and culture and lifestyle prejudices they may encounter. Although this may not have helped Ms. Strong, awareness can occasionally facilitate communication and avert potential conflict.

Furthermore, this can be an asset to the company. "The purpose of [diversity] training is not only to increase awareness and understanding of workplace diversity, but also to develop concrete skills among your staff that will facilitate enhanced productivity of and communications among all employees.

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" (SHRM, 2004) It is better to have diversity training before the workplace changes and "Rescue Diversity Training," to minimize a conflicted situation is needed, as was evidenced in the case of Strong. (Velasquez, 2004)

By having a clear company policy in general, international branches may be less likely to treat female and minority employees without respect. One reason for the problem Sarah encountered might be that the Mexican branch was unprepared for a female, and unaware that the main branch might look down such dismissive attitudes towards women executives. If company policy is clear, and clearly articulated, international employees will be less apt to take liberties.

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