After receiving a negative evaluation from a trainer upon completion of a six$-$week program to learn a required computer software program, a call center employee files a complaint with an HR generalist against the trainer. The employee characterizes the trainer$$s evaluation as an unfair termination attempt and goes on to describe a conversation overheard between the trainer and another employee in which the trainer expressed frustration about failing to meet bonus requirements as a result of training older workers. The employee also recounts a situation that involved the termination of a coworker for speaking out against the trainer and reveals a strong interpersonal relationship between the call center manager and the trainer. The trainer is responsible for observing and documenting the employee$$s on$-$the$-$job performance during training. According to the trainer$$s evaluation, the employee experienced significant difficulty learning the new software. Given the information provided by the employee, the HR generalist decides to conduct a formal investigation.

Which recommendation should the HR generalist make if a review of the trainer$$s records shows that the majority of the trainer$$s unsuccessful trainees have been older workers and also reveals previous complaints similar to the one lodged by the employee?

Answers

Require the trainer to complete diversity and inclusion training as a precondition for future promotions.

Assign older workers to those trainers who have previously completed diversity and inclusion training.

Begin formal corrective action against the trainer with mandatory diversity and inclusion training.

Mandate diversity and inclusion training for all trainers during the onboarding process.