Second, create a diverse group ranging from upper management to employees and include someone from each different ethnicity (Haskins, Saunders, & Vazquez, 2015). This group would help manage diversity and inclusion training within Ethio Express. The third step would be to keep up with training and ensure that every employee's needs are met through an equal opportunity policy (Engineering Management, 2004). Through educational and equal opportunity policies it is possible to address the issue of cultural competence. Within the diversity team, employees can talk openly and freely about their different cultural experiences and grow to understand them