A challenge to BBD inc is a case study where a chinesse mining company is operat

Question

A challenge to BBD inc is a case study where a chinesse mining company is operating in Australia. The company just appointed a new Human Resources manager in the name of Jennifer. However there is sinophobia amongt the Australia community. There is a problem of communication between chinesse and Australian because of a gap of culture. Jennifer has mainly 3 challenges to overlook namely comoany branding and attracting human resources,corporate resources and employee selection.

What selection procedures might you recommend for BBC INC Australian subsidiary ?

Explanation / Answer

This is an interesting case which many firms do experience when they set shop in a foreign land. This is especially true when there is an inherent disliking towards a particular ethnicity. Here, the case tells us about "sinophobia", which is a certain hostility towards people of Chinese descent.

Now, let us look at the key challenges and how do we overcome them:

Company Branding/Attracting Human Resources: The company should follow an ethnicity agnostic hiring approach. Firstly, it should make use of visual aids such as posters all around the office which gives its employees the confidence that the company is strictly against racism of any kind. Second, it should not insist on anyone mentioning their race in any application form. The HR department should have regular touch base sessions with employee groups and have a proper mechanism for employees to reach out to them for any grievances.

Corporate Resources: The company/Jennifer should ensure that all of its corporate resources are made well aware of the fact that any kind of sinophobia will not be tolerated, and that everyone is equal. This kind of a message trickles down well to the employees if it comes from the leadership. The leadership, such as the executive committee/CEO/Business Unit Head of Australia should have regular townhalls with the employees and emphasise on the organization's stand against sinophobia.

Employee Selection: Jennifer should have a completely transparent employee selection panel and process. Firstly, the application form(s) should not have any field which seeks to know the race of the applicant. Secondly, the panel should have a diversified group, with leaders from various functions. The feedback taken should be a composite mix of the feedback given by individuals, and so that any kind of bias is removed. There should be frequent events (employee fun events), as these kind of events bond employees beyond the workplace.

Thus, these are some of the measures that Jennifer should adopt to ensure that there is tight cohesion between all employees, irrespective of ethnicity/race.

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