Additional Case 4.1 As the Director of HR, David Is Leading a Management

Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.
-Refer to Additional Case 4.1.David most likely believes that:

A) affirmative action programs have improved communication and retention rates within the firm.
B) a diverse workforce would improve the firm's ability to compete in multicultural markets.
C) diversity management is not a long-term issue for the company.
D) minority shareholders are disappointed with the firm's direction.