The case study offered by Goree in his book “Ethics in the Workplace” dealing with the refusal to hire Bandu despite his being a good specialist by Julie’s boss involves a set of discrimination issues that have to be dealt with. The company is too closed for diversity and innovation and does not accept antidiscrimination practices. This means that the company may be subject to a set of laws enacted on the territory of the US and may be sued by Bandu on the basis of this rejection. Julie should not protest with the help of her own resignation because, in this case, she will only lose her job and will prove nothing to nobody. She has to pay more attention to these hiring practices in her company, and maybe she will be able to retain respect for her boss and her workplace at the same time in case she finds a peaceful and efficient alternative for her organization. Of course, the legally correct decision has to be consulting the authoritative bodies taking up legal fight against discrimination of all types, for example, the Equal Employment Opportunity Commission, thus restoring justice. “The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with enforcing antidiscrimination laws and investigating allegations of job discrimination” (Goree 176-7). Thus, it is obvious that the commission’s chief responsibility is to detect the companies that do not keep to the established laws banning racial, gender, and other discrimination and takes legal action to improve the situation. As in the case with the firm in which Julie works, even a superficial investigation will show a lack of diversity in the company and will give much provocative information. In order to change the situation and remain at work, Julie, as an employee of the human resources department, has to work out the hiring practice that will satisfy both the employers and employees. This practice should engage more racial and ethnic minorities taking part in the working process of the company; to make this happen, Julie should do her best to explain all benefits of racial diversity at the workplace to her boss and give out a set of examples of successful firms that implemented these practices as well as explain all possible drawbacks and threats to sustaining the same limiting policy further. Consequently, the innovative hiring policy should involve higher competition for a certain position to ensure that all participants are placed in equal conditions and have equal opportunities. This will ensure not only a higher level of intellectual potential accumulated in a company but will also provide for diversity within the company. The boss of the company in which Julie works is more likely to be afraid of complications that may appear in the process of managing the staff of the company. In this context, Julie may offer a complex of managerial decisions, including promotion of education on diversity, implementation of various programs encouraging cross-cultural communication, and exchange of information, knowledge, and experience. In this case, the boss has to understand how cultural and ethnic diversity, due to the great difference of mentalities and ways of doing things, may enrich the scope of strategies used in conducting business affairs. Being innovative and unpredictable, using the whole scope of accumulated multicultural knowledge, the company will retain a high