Case 3: Adding a dash of something new Finally, you meet with the human resources (HR) department at Organics Field and Foods. They are responsible for staffing all vacant positions in the company, as well as making recommendations for advancement opportunities (i.e., promoting internally). Three entry level positions in the marketing department are currently open and require staffing. Based on a previous company assessment, Organics Field and Foods know that they can improve how they select for new employees.

Question 1. One limitation at Organics Field and Foods is a lack of diversity in their workforce. Most employees come from one community that share similarities in their race, gender, and abilities. As such, the human resources department have decided that they want to diversify their workforce to better represent the many communities their products reach. However, the HR department does not really know where to begin, and what to do once new and diverse members are hired. Based on your understanding of diversity and inclusion, what recommendations would you give to HR? Be specific in your suggestions, ensure you draw on evidence, and consider the feasibility. [4 points].

Question 2. Upon advertising for these three entry-level positions in marketing, you receive 125 applications! Out of these applicants, 64 have met the minimum requirements (i.e., a marketing degree from a reputable institution, 1-2 years of industry experience, three reference letters). To help narrow down this pool to a list of top 10 candidates to interview, you can ask applicants to complete an additional assessment. You have the choice to assess (1) their personality, (2), their cognitive intelligence, (3) their emotional intelligence, or (4) their cultural values. Describe the assessment tool you would recommend, why do you recommend this one, and what advice/caution would you provide to the HR department when using this tool? [6 points]