Module 05 Course ProjectTotal Points Possible100Insufficient.docx

Module 05 Course Project
Total Points Possible
100
Insufficient/Not Evident
Progressing
Competent
Exemplary
Earned Points
Included one interview
(10 Max Point Value)
(0-2 pts.)
Content was not included or incomplete, and/or extremely
inaccurate
(3-5 pts.)
Content shows a basic understanding of key ideas, yet includes
some inaccuracies.
(6-8 pts.)
Content meets criteria with minimal errors, is accurate and
shows a clear understanding through appropriate examples and
explanations.
(9-10 pts.)
Content meets or exceeds criteria, is accurate and shows an
extraordinary understanding through rich examples and
explanations.
10
Writing is free from spelling and grammar errors. Included an
introduction paragraph with thesis, and conclusion paragraph.
Used proper writing mechanics including proper grammar,
sentence structure, transitions, and punctuation
(0-9pts.)
Paper is not submitted or more than 10 errors in English
grammar and mechanics observed. No introduction paragraph,
thesis, or conclusion paragraph included. Proper writing

mechanics were not used.
(10-13 pts.)
6-10 errors in English grammar and mechanics. Missing 2 or
more of the following: introduction paragraph with thesis, and
conclusion paragraph. Proper writing mechanics somewhat used.
(14-17 pts.)
3-5 errors in English grammar and mechanics, and/or missing 1
or more of the following: introduction paragraph with thesis,
and conclusion paragraph. Proper writing mechanics mostly
used.
(18-20 pts.)
0-2 errors in English grammar and mechanics. Included an
sentence structure, transitions, and punctuation.
20
Paper meets minimum 5-page length requirement. Provided an
APA formatted title page
(0-9 pts.)
Paper is not submitted.
(10-13 pts.)
Paper is less than 3 pages in length, and/ or no APA title page
provided.
(14-17 pts.)
Paper is between 3-4 pages in length and/or no APA title page
provided.
(18-20 pts.)
Paper is at least 5 pages in length. APA formatted title page
provided.
20
Transferable Skills
Critical Thinking:
Discussed the problem, alternative solutions, evaluated the
alternatives, discussed selected alternative, and discussed
follow-up to determine the effectiveness of decision.

(0-9pts.)
inaccurate
(10-18pts.)
some inaccuracies.
(19-24pts.)
explanations.
(25-30 pts.)
explanations.
30
Communication:
Used proper audience tone for an organization decision-maker
(0-2 pts.)
Writing is inappropriate, does not use audience-specific tone
and vocabulary is not tied to the purpose of the research.
(3-5 pts.)
Writing is somewhat exhibits audience-specific tone. Did not
fully speak from the correct point of view. Vocabulary didn’t
properly represent the purpose of the research.
(6-8 pts.)
Writing is mostly exhibits audience-specific tone. Did not fully
speak from the correct point of view and/or vocabulary didn’t
(9-10 pts.)
Writing exhibits appropriate, audience-specific tone and spoke
from a “consultant” point of view. Vocabulary tied to the
purpose of the research.

10
Information Literacy:
Reference page included with proper APA format with a
minimum of 3 scholarly sources. (10 Max Point Value)
(0-2 pts.)
No sources used. No elements of APA formatting used.
(3-5 pts.)
More than one of the required sources is missing from the
research and/or sources were not scholarly. Some elements of
APA formatting used.
(6-8 pts.)
One of the required sources is missing from the research and/or
all are not scholarly. Most elements of APA formatting used.
(9-10 pts.)
Used proper APA format Included a properly formatted APA
reference page with a minimum of 3 scholarly sources.
10
Total Points __100____/__100____
20Total Points Possible
100
Progressing
Competent
Exemplary
Earned Points
Included one interview
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.

(14-17pts.)
explanations
(18-20pts.)
explanations.
20
(0-2 pts.)
(3-5 pts.)
(6-8 pts.)
used.
(9-10 pts.)
10

(0-2 pts.)
(3-5 pts.)
Paper is less than 3 pages in length, and/ or no APA title page
provided.
(6-8 pts.)
provided.
(9-10 pts.)
provided.
10
Transferable Skills
Critical Thinking:
Discussed the problem, alternative solutions, evaluated the
alternatives, discussed selected alternative, and discussed
follow-up to determine the effectiveness of decision.
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20
Communication:
Draft submitted in proper memo format.

(0-2 pts.)
inaccurate
(3-5 pts.)
some inaccuracies.
(7-8 pts.)
explanations.
(9-10 pts.)
explanations.
10
Communication:
Used proper audience tone for an organization decision-maker
(0-2 pts.)
Writing is inappropriate, does not use audience-specific tone
and vocabulary is not tied to the purpose of the research.
(3-5 pts.)
Writing is somewhat exhibits audience-specific tone. Did not
fully speak from the correct point of view. Vocabulary didn’t
(7-8 pts.)
Writing is mostly exhibits audience-specific tone. Did not fully
speak from the correct point of view and/or vocabulary didn’t
(9-10 pts.)
Writing exhibits appropriate, audience-specific tone and spoke
from a “consultant” point of view. Vocabulary tied to the
purpose of the research.

10
Communication:
Visual markers are used wisely.
(0-2 pts.)
inaccurate
(3-5 pts.)
some inaccuracies.
(7-8 pts.)
explanations.
(9-10 pts.)
explanations.
10
Reference page included with proper APA format with a
minimum of 3 scholarly sources. (10 Max Point Value)
(0-2 pts.)
(3-5 pts.)
(7-8 pts.)
(9-10 pts.)
10

Total Points __100____/___100___
100
Progressing
Competent
Exemplary
Earned Points
Transferable Skills
Used proper APA format with a minimum of 3 scholarly
sources. (50 Max Point Value)
(0-9 pts.)
(10-19 pts.)
(20-39 pts.)
(40-50 pts.)
50
Provided the necessary information for each annotation.
(0-9pts.)
inaccurate
(10-19pts.)
some inaccuracies.

(20-39pts.)
explanations.
(40-50 pts.)
explanations.
50
Total Points _100_____/__100____
20Total Points Possible
100
Progressing
Competent
Exemplary
Earned Points
Writing is free from spelling and grammar errors.
(0-9pts.)
grammar and mechanics observed.
(10-13pts.)
6-10 errors in English grammar and mechanics. Proper writing
mechanics somewhat used.
(14-17pts.)
3-5 errors in English grammar and mechanics. Proper writing
mechanics mostly used.
(18-20pts.)
0-2 errors in English grammar and mechanics. Used proper
writing mechanics including proper grammar, sentence
structure, transitions, and punctuation.
20

Transferable Skills
Communication:
Provided a clear purpose for overall proposal
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20
Communication:
Provided the solution being proposed, implementation plan, and
conclusion.
(0-9pts.)
inaccurate
(10-18pts.)
some inaccuracies.
(19-24pts.)
explanations.
(25-30 pts.)

explanations.
30
Communication:
Outline was formatted correctly with proper headings and
subheadings (30 Max Point Value)
(0-9pts.)
inaccurate
(10-18pts.)
some inaccuracies.
(19-24pts.)
explanations.
(25-30 pts.)
explanations.
30
Total Points _100_____/__100____
100
Progressing
Competent
Exemplary
Earned Points
Provided overview of the organization (20 Max Point Value)
(0-9pts.)
inaccurate
(10-13pts.)

some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20
(0-3pts.)
(4-6 pts.)
(7-8 pts.)
used.
(9-10 pts.)
10

(0-3 pts.)
(4-6 pts.)
Paper is less than 1 page in length, and/ or no APA title page
provided.
(7-8 pts.)
provided.
(9-10 pts.)
provided.
10
Transferable Skills
Diversity and Teamwork:
Discussed the problem facing the organization that’s related to
diversity and why it’s a problem (20 Max Point Value)
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20
Ethics and Professional Responsibility:
Discussed the impact of this issue on the well-being of their

employees.
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20
Critical Thinking:
Discussed the potential ramifications if the organization doesn’t
correct this issue (20 Max Point Value)
(0-9pts.)
inaccurate
(10-13pts.)
some inaccuracies.
(14-17pts.)
explanations
(18-20pts.)
explanations.
20

Total Points __100____/__100____
Diversity Management Project-Final Proposal
8
Diversity Management Project-Final Proposal
Jessica Seifert
Rasmussen College
March 19, 2017
Diversity Management in the Workplace
Before the issue of diversity became prevalent in business
organizations, challenges got faced in the promotions of
fairness and equity in the workplace. Most employees and
individuals seeking for employment opportunities faced
substantial barriers based on their cultural backgrounds, gender,
or beliefs among others. Diversity in the workplace translates to
bringing together people of different ethnic origins, religion, or
age groups to form a cohesive and productive work
environment. The evolving business world has embraced
diversity as one of the key elements in the increasing an
organization's productivity and competitiveness. With these
benefits comes the challenge of efficiently managing diversity
without any potential problems. Among the various diversity
issues in the workplace is gender diversity. Men continue to
increasingly, dominate the workplace arena. In this aspect,
women and minority groups face the most challenges due to the
lack of equality between in organizations. With this in mind, the
issue of gender diversity in the workplace with an emphasis on
women gets discussed. Furthermore, alternative steps to deal

with the problem got provided.
Diversity of Women in the Workplace
Right from the hiring process, women gets faced with multiple
challenges that leave them at a disadvantage. For those that
manage to get past the recruitment process, the problem of not
being included in the workplace processes gets faced. Initially,
the notion that women lack the ability to enhance productivity
in an organization prevailed. Because of this, women only got
assigned non-permanent or part-time opportunities. Identically
is the notion that a woman is expected to quit a job once one
gets married. In the same manner, expectant women were
supposed to quit their jobs (Long, 2001). The postulations
raised above among other provide evidence to the barriers and
challenges women face in the workplace.
There exist the functional and the critical perspectives that seek
to explain gender inequality in the workplace. According to the
practical viewpoint, an interview conducted by Carr, Szalacha,
Barnett, Caswel & Inui (2003), reveals that most women face
discrimination based on their genders in the workplace. In fact,
most women face career failures because of this issue. On the
other hand, there is the widespread conviction that women
cannot measure up as men. Consequently, discrimination
practices crop whereby women are discriminated and excluded
over men. According to research conducted by Long (2001),
discrepancies have gotten indicated by income size, job
positions, and tenure among males and females in the field of
sciences and engineering. Men have been identified to hold
significant positions in engineering and sciences because they
have ample time, opportunities, and fewer responsibilities. In
the same fashion, family obligations have been identified to be
one of the significant barriers for women to advance in the
workplace.
With time, the beliefs and notions about the inability of women
to be productive as their counterparts remained to be
unfounded. In the same fashion, there has been gender
integration in many companies as women take more

participating roles in business activities. Despite this,
organizations should stay alerted to any setbacks that might
promote diversity of women in the workplace. Some ways to
avoid the issue, several recommended steps get provided on how
business organizations can deal with the variety of women in
the workplace.
Suggested Alternatives to Manage Gender Diversity
Although gender inequality has been prevalent in organizations
for quite some time, a new trend has gotten observed. More
organizations have demonstrated willingness to include a
diverse workforce, especially in the gender differences. Such
companies have been able to reap significant benefits and
successes. At the core of solving the diversity of women in the
workplace is the organization culture. Business culture includes
the rules, policies, regulations, and the behavior in an
organization. Leaders are the most influential in the dictation of
the culture inherent in an organization. Cultural constraints
might pose potential threats to the inclusion of women in
organizational processes. Below are some of the ways that
diversity of women and minority groups can get mitigated in
organizations.
Inclusion in Organizations
Inclusions entail providing equal opportunities to all employees
regardless of their differences. One of the major ways of
enforcing inclusion in groups is the removal of any barriers; be
it physical, systematic, or attitudinal barriers that threat
inclusion in the workplace. Right from the recruitment process,
an organization should ensure that equal opportunities get
provided to all. The human resource department is instrumental
in ensuring that workplace diversity gets achieved. After the
hiring and recruitment process has been modified to reach a
diverse audience, an organization can go ahead to establish
steps to engage employees fully. For this to get achieved, an
organization should be knowledgeable on the background

differences among the employees. According to Hays-Thomas
(2017), organizations should structure their work processes in a
manner that there is an equal division of division among the
different genders and the minority groups. Family-friendly
policies should be instituted to enable women to balance their
work and families.
Leadership Commitment
First and foremost, a manager should lead by example. As a
leader, it is important to challenge all the stereotypes associated
with the role of women in the workplace. Respect should get
demonstrated across all genders and accommodations made for
diversity issues. Other than that, a leader should be able to
build strong relationships with employees so as to understand
diversity issues facing an organization. Opportunities should get
created whereby women can prosper and advance their positions
in the workplace. On the other hand, leaders should promote
open communication lines so that any limitations an
organization faces in dealing diversity can be addressed.
Dialogue should be maintained to enable employees to
communicate about diversity challenges facing them. Most
organizations are indicated to face gender discrimination
despite the existence of policies to deal with the same. Leaders
get mandated with the responsibility to ensure that all policies
about diversity get followed to the latter. Equal participation,
opportunities, promotions, and appraisal should get provided to
all diverse groups in an organization (Bendl & Gröschl, 2015).
Most of all, leaders should ensure that everyone gets valued in
their different capacities.
Work Place Culture
A workplace culture has the potential ability to impact
involvement and interactions in an organization. First and
foremost, standards and expectations for appropriate behavior
should get established. In this manner, diverse groups of people
especially the different genders should be made aware of what
gets expected on their interactions with each other. Secondly, an
open and active communication channels should be established

(Huffman, Cohen & Pearlman, 2010). Consequently, an open
environment gets promoted whereby employees can
communicate of diversity discrepancies faced. On the other
hand, organizations should structure their processes and
activities to promote the interaction of different groups, instead
of marginalizing people based on their differences. Employees
should be able to negate any fears when it comes to addressing
diversity issues.
A culture of equal participation should also get promoted
whereby employees are allowed to take part in the decision-
making process of an organization. Furthermore, a supportive
workplace culture should get developed such that all diverse
groups feel represented and engaged. On the other hand, an
open communication environment should get encouraged
whereby mistakes are used for learning and not for shaming
individuals. Interactive platforms can get created whereby
employees can learn about each other’s culture. Learning is also
another essential element in organizations. Employees should
get educated on the significance of multicultural sensitivity and
the need to accommodate people from diverse cultures. Minority
groups should similarly get equally represented in the
workplace (Huffman, Cohen & Pearlman, 2010).
Overall, diversity has been prevalent in many business
organizations today as people learn to accommodate differences
in the workplace. Despite the benefits associated with diversity
in the workplace, various challenges have gotten experienced in
making diversity a success. Especially, diversity of the gender
and minority groups in the workplace. To expand on this, most
women find themselves at a disadvantage right from the process
of recruitment and selection of new employees. The notion that
women lack the ability to be equally productive and competitive
than males has led to challenges in acquiring job positions.
Fortunately, time and research have revealed the important role
women play in organizations. Because of this, organizations
should come up with effective strategies that promote and
manage diversity in the workplace. Inclusive methods can be

utilized to promote equal participation of all groups in an
organization. Leadership commitment and organizational culture
are other instrumental elements that can effectively manage
diversity in the workplace.
Reference
Long, J. S., & National Academy of Sciences - National
Research Council, W. D. (2001). From Scarcity to Visibility:
Gender Differences in the Careers of Doctoral Scientists and
Engineers.
Huffman, M. L., Cohen, P. N., & Pearlman, J. (2010).
Engendering Change: Organizational Dynamics and Workplace
Gender Desegregation, 1975-2005. Administrative Science
Quarterly, 55(2), 255-277.
Carr, P. L., Szalacha, L., Barnett, R., Caswel, C., & Inui, T.
(2003). A "Ton of Feathers": Gender Discrimination in
Academic Medical Careers and How to Manage It. Journal Of
Women's Health (15409996), 12(10), 1009-1018. Retrieved
from:
http://www.liebertonline.com/doi/abs/10.1089%2F15409990332
2643938
Hays-Thomas, R. (2017). Managing Workplace Diversity and
Inclusion: A Psychological Perspective. New York, NY:
Routledge.
Bendl, R., & Gröschl, S. (2015). Managing Religious Diversity
in the Workplace: Examples From Around the World. Farnham,
Surrey: Routledge.
Running Head: Diversity Management Project - Rough Draft
1

Diversity Management Project - Rough Draft
7
Diversity Management Project - Rough Draft
Jessica Seifert
Rasmussen College
March 11, 2017
Introduction
It is important to assess the problem in detail to have a clear
understanding the difficulty and workplace diversity issues.
Particular trends have gotten observed in the difference field,
and the results are wanting though there is sufficient
information that can get applied in developing new and unique
strategies that fit particular needs of companies. In the past,
there has been a heated debate on workforce diversity, and this
means a call for action is needed whatsoever (Long, 2001). The
positive and negative ills that get observed in an organization
get linked to both workforce and organizational culture. An
exclusive understating of this concept would assist workers in
solving challenges and performance improvement. Diversity in
companies gets handled through incorporation and awareness of
women, minorities among others.
Despite the projections indicating they will make up the
majority of workplace entrants in the coming decade causing
ongoing concern expressed by administration and business
officials, these minority group and women often get excluded in
organizations. There is a need for organizations to focus on
diversity and seek for ways to becoming exclusively inclusive
enterprises because there is the great potential of yielding
higher productivity and competitive advantages in diversity. In
that case, the paper will focus on the discussion the issue of
women diversity in the workforce and what has gotten done in
managing this problem sufficiently. Women diversity in
workforce: problem

Previously, all females in workplaces were directly assigned to
non-permanent or part-time opportunities because it got
assumed that taking care of the family was their priority. It got
expected that women who were not married had the possibility
of quitting soon as they got married, and married women would
leave once they became expectant. It got expected that women
with children could not handle any job responsibilities because
their rightful place was taking care of the children. Either
physically or mentally or emotionally, there was a widespread
belief that women were not able as men. It is clear that the
original concepts of diversity are those that come up following
discrimination and exclusion of indigenous groups from
traditional companies. It means that it will become hard to
identify the discrimination practices especially if diversity is a
concept that is inclusive to all people.
According to Huffman, Cohen & Pearlman (2010), the issue of
gender inequality has been prevalent for a long time but things
are taking a different turn, and things are changing. It means
that in most companies, there has been gender integration, and
though this has been a significant issue for a long time some
benefits are being ripped. It is clear that women are given equal
opportunities as men they have shown full potential even in
senior organizational management. It means that the issue has
rooted on the belief that women lack sufficient or equal
potential compared to that of men.
Two of the perspectives that get represented by workforce
diversity are functionalist and critical perspectives. The
functionalist aspect assesses workplace diversity from a
business efficiency framework. The strategies make the
assumption that positive and negative workplace diversity
dimensions can be pointed out, monitored, and controlled for
organizational benefit. Regardless of these perspectives women,
participation in management and boardroom gets limited despite
a clear demonstration of a positive effect on the business
performance of high diversity management. The challenge is

that persistent hindrances prevent females from maintaining a
large notch and attaining leadership positions. Depending on the
support offered, the effect of the constraints may differ though
power and control issue ultimately have significant
ramifications for all organization members but may have likely
effects on women in an organization.
People in positions of power do the work; even at dangerous
levels, to have control, while those in low places work to get
equity in the system. It implies that the dynamism results to
persistent conflicts and efforts to resolving the tensions.
Therefore, the workplace diversity analysis, from a critical
stance, seeks a deeper understanding of inner business workings
to lay open the systematic inequities that are in place at various
organizational levels. The increase of the gender discrimination
cases presented by women in the workforce is a clear indication
that the problem is bigger than we thought because the thought
of men being superior to women has been on the rise and gender
discrimination has been the cause of women career failure.
Alternatives
Inclusion in Organizations
Efficiently diversity management in companies implies that the
control and all groups of people composition. According to
Bendl (2015), diversity management analyzes the different
employees’ needs, and human resources need power. The human
resource department can hire any individual to join the
organization, and that means they have a role to play in
ensuring that workplace diversity gets achieved. A whole
company gets explained as one that recognizes administration
aspects concerning equal chances and sexual discrimination but
also has rigid two-way communication to change values and
basics to match the diverse worker base. In fact, enterprise
policies and guidelines need to exist to empower management in
meeting the different needs. Leadership commitment is an
essential solution to the problem because the extent of which

they are part of initiatives implementation and risk mitigation
determines the success of the diversity in workplaces (Hays-
Thomas, 2017).
Constructing a basic frame of reference establishes a sound
basis upon which to assess diversity and develop effective plans
to do away with biases and barriers. When making diversity
happen, it is important to note that there is no one size all nor
any magic pill. However, good management solely will not
assist in working effectively with a diverse workforce. That is
the case because it is hard to see what role diversity plays in a
particular management section. The specialized staff working
philosophy is what diversity initiatives depend on it. There is a
gap created between whom we assume to serve, whom we wish
to help, and the actual people we serve.
Leadership commitment
Leadership commitment is the best solution or alternative to
achieving overall workforce diversity. That is the case because
leaders or executives have the power to make decisions and
this; diversity prevalence will largely depend on this aspect. It
gets expected that leaders will offer the visibility and commit
time and effort to ensuring that diversity happens. There are
limited opportunities for women despite increased inclusive
hiring and promotion patterns at many organizational levels. It
has gotten observed that it is common for managers to wish to
clone themselves; to employ individuals who are similar to them
in form and substance. The organizational cloning does not only
make high comfort standards with coworkers but also provided
one to foster growth in the institution consistent with the
underlying management culture. Apparently, such conduct is
detrimental to the goals of diversity and limits the
organizational ability to become highly inclusive. Picking or
hiring workers based on the aspect of being of similar color
becomes the loss basis of a great talent pool from the
corporation. Women incorporation into the workforce has
indicated that they are fulfilling responsibilities as senior

executives are positively correlated to gender integration, also
related directly to the size of the firm and productivity.
Conclusion
In conclusion, it is important for the management to ensure that
they put into consideration the diversity aspect and seek new
ways to handle the challenge. The golden rule needs to be
applied because it advocated for equality since it stresses on
treating others how you want to get treated. The underlying
assumption is that the kind of treatment an individual desires to
get is how other people want to get treated. When addressing
the women diversity issues, there needs to consideration of the
policies applicable, practices, and ways of reasoning and how
the organizational culture affects different groups in a company.
There is need to ensure that women and men are treated equally
and given equal chances because no gender is better than the
other. However, looking at the current situation, there has been
the great change, and this can get attributed to the fact that
women are standing up for themselves and fighting for their
right exclusively. The management in a business bears the
burden to making sure that workplace diversity gets restored
because there have been continuous changes in the workforce
nature. Although it gets expected that policies are still likely to
remain inactive, companies need to fundamentally adapt
managing diversity into practice, by eliminating all barriers at
all management levels, which could hinder organizational goals.
References
Engineers.

Quarterly, 55(2), 255-277.
from:
2643938
Routledge.
Surrey: Routledge.
Running Head: DIVERSITY MANAGEMENT
1
DIVERSITY MANAGEMENT
4
Diversity Management-Annotated Bibliography
Jessica Seifert
Rasmussen College
March 5, 2017
Introduction
It is precise that there has been increased diversity in workforce
primarily based on gender and clearly, women have been
victims time and again. There have been increased efforts in

pushing for gender equality in workforces, but it is evident that
men continue to dominate the employment sector. The paper
will focus on diversity management through annotated
bibliography to offer a clear insight into what authors think of
the subject and the recommendations put forward in dealing
with the issue.
Engineers.
The author discusses in depth the sex difference issues in
incomes, work positions, and tenure among males and females
in sciences and also engineering. The assessment has gotten
made, and the conclusion arrived at following the use of the
NSF synthetic cohort information. What is clear from the
discussion is that being a woman has a price and over variables
held constant, it takes a lot more than just qualifications to be
successful in various aspects. A woman is expected to take care
of the family and raise children, and it means that women
assume part time work to spare time for the household. Men
have had an easy ride because they dominate the science and
engineering industry because they have fewer responsibilities
and therefore, have sufficient time to be productive. The
information will be important in crafting an argument on
challenges faced by women in their success journey.
Quarterly, 55(2), 255-277.
In most organizations, there has been gender integration, and
though this has been a significant issue for a long time, some
benefits are getting ripped. In this paper, the author discusses

comprehensively the gender inequality workplace-level factors
to locate the correlation between corporate dynamism and
gender integration in place of work. The author narrows down
his research to gender labor division and the United States
private sector structure organizations, with information from
1975 to 2005. According to the results, it is clear that females
are fulfilling responsibilities as senior executives are positively
correlated to gender integration, also related directly to the size
of the firm and productivity. There are variations of the female
managers’ impact in various contexts and information in this
paper will be of great importance in putting forward the
argument for gender inequality and how women have been shut
down from the employment industry.
from:
2643938
There has been lots of gender in discrimination cases brought
forward by a group of women faced in the workforce.
Interviewing women (because they are the victims) is seen as a
credible aspect in getting the truth on the extent of gender
discrimination. The article worked to examine the gender
discrimination encounter by women and various avenues that
are supposed to be followed to eradicate the issue. The author
interviewed eighteen females who had encountered
discrimination in their professional academic career course.
Based on the outcomes, it is clear that a significant number of
women link their career failure to gender discrimination. It has
always gotten anticipated that some of the career courses are
male-dominated and therefore, finding a woman in such courses
it is seen as an absurdity. The result of this has fewer females at
the top, and it is the authors’ belief based on the responses that

little need to be done to address this issue directly. The
information will be relevant to my research in presenting an
argument on impacts of gender discrimination in the workforce
and what kind of improvements need to be done to eradicate the
problem completely.
Running Head: DIVERSITY MANAGEMENT OUTLINE
1
DIVERSITY MANAGEMENT OUTLINE
6
DIVERSITY MANAGEMENT PROPOSAL OUTLINE
Jessica Seifert
ESPR17-6WS2-ONP-GEB4220-03
2/26/17
1. Women diversity in workforce
a) Following the preponderance of women in workplaces as
well as present trends that point to the elevation of this single
issue as the dominant issue that is taking managers’ spaces in
mind, gender sensitization compared to other aspects of
managing diversity has been a most pressing issue. The most
wanting concept about the problem is that despite measures and
regulations governing the simple gender matters in most
companies, there lies insufficient evidence to prove that they
are being followed (Bendl & Gröschl, 2015). Therefore, what is
required is a mindset transformation instead of drafting policies
that do not get implemented, and this will get achieved through
women needs sensitization.
b) The rise in women employment in wealthy nations has been
the primary driving aspect of growth in the last decades. The
women have had significant contributions to the GDP, and it
means that they have played a part in the world output

generation (2006). It is evident that the pay received by women
is little, but, as prejudice collapses over coming years, females
will bear a large scope to increase their productivity and
revenue.
c) The whole world is affected by women being in the
workforce because of their contribution and the effects on the
overall business growth. By making sure the workplace is free
of discrimination against minority organizations as well as
women, it is the management interest of any group to sensitize
their workforce towards race and gender issues. Unfair
employment practices can get minimized through understanding
the implications of gender bias, along with diversity training
and women significant exposure.
2. The proposal will be meaningful and relevant in educating
organizations on women diversity issues in place of work.
a) Having a diverse workforce means that corporations bear a
strategic advantage over the little different competitors. It gets
expected that employing different workers will draw higher
types of talents, assists organizations grow globally and result
to efficient commodities. The issue is that women face lower
pay, and a harder time passing to senior management compared,
to men although women match men regarding educational
qualifications. Organizations would be doing good to learn on
being talented recruits, hold and promote their female workers.
b) Women have gotten underestimated, and this has resulted
to poor pay because for the greater part of women receive
almost 78.2 percent for each dollar earned by a man. The
women’s possibility of succeeding in a company has gotten
minimized because they have fewer mentors access and
individuals with decision-making power within the
organization.

c) Gender bias is of distinct kinds and degrees, especially in
the workforce. Diversity training is an important aspect, but
there has to be the gender biases acknowledgment as well as the
process of eradicating workplace sex discrimination (Hays-
Thomas, 2017). In that case, the organizational management
needs to be part of the entire process.
d) Everyone needs to know how to deal and face diversity,
and that means every workplace should be involved in the
solution and employees need to get entirely educated.
e) Diversity is all about differences though diversity is not a
skill or something for which one can get trained though many
companies are now providing diversity training for the workers.
How an organization uses the diversity aspect is all that matters
whether it becomes an asset or liability to the company.
f) It is important for women to be in the workplace and they
deserve to get treated with respect and fairness. That means
there is need to educate and work on making differences in
places of work.
3. The plan
a) The intention is to reach out to the target audience and
offer insight on the number of women facing the diversity
issues at the workplace. The plan is also to provide suggestions
to employers on educating workers on embracing and facing
diversity. The four steps to be followed are:
1) Understanding and respecting personal differences and
keeping an open mind towards other people and have in mind
that not everyone has a similar view on things as yours.
2) Remain assertive. It is important to be clear on kind of
treatment one demands and always stand your ground regardless

of negative energy.
3) It is important to get to know how others want to get
treated because it is important to address other people how one
wants to get treated.
4) Pursue and embrace change because individuals are
responsible for workplace conduct.
b) Schedule
1) Milestone 2: Topic Selection
2) Milestone 4: Proposal outline
3) Milestone 6: Annotated bibliography
4) Milestone 8: Proposal rough draft
5) Milestone 10: final document due to
c) Rasmussen online resources, library books and place of
business interview and online research will be the needed
resources
d) Gathering credible data is a great challenge, and it will get
dealt with by beginning the analysis as early as possible.
e) The control approach will get outlined following, deadline
setting, and collecting sufficient data.
4. Women workplace diversity issues
a) It is important to embrace and practice diversity in the
workplace, and it will only be achieved through employees
training and working on improving interpersonal relationships.

It is important for women to receive equal treatment as male
counterparts exclusively.
b) In the male dominated jobs getting through the door is
often the first hurdle faced by women and it becomes hard for
women to overcome these challenges (DuPont, 1999). Diversity-
conscious recruiters make strategic decisions when hiring
women especially in matters of creativity in commodity making.
References
Routledge.
Surrey: Routledge.
DuPont, K. (1999). Handling diversity in the workplace.
Retrieved October 31, 2012, from
http://www.ars.usda.gov/SP2UserFiles/ad_hoc/54400000NewEm
ployeeResources/Handling%20Diversity%20in%20the%20Work
place.pdf
The Economist Newspaper Limited. (2006, April 12). Women in
the workforce. Retrieved October 31, 2012, from The Economist
website: http://www.economist.com/node/6800723
Running Head: DIVERSITY IN THE WORKFORCE
1
DIVERSITY IN THE WORKFORCE
4

Rasmussen College
Diversity in the Workforce
The following paper seeks to examine diversity issues within
Twitter Corporation. Also, this essay would identify some of the
problems facing the Corporation in regards to the issue of
diversity.
Overview of the organization
Twitter is simply an online news and social networking
platform, where registered users can post and interact with one
another. The company has its headquarters in San Francisco,
California. All the same, the Company has offices in selected
countries to increase awareness. Twitter allows the users to
interact in the form of sending each other with messages. The
words are popularly known as “tweets.” However, they
messages are restricted to 140 characters to avoid cases of
spamming. The site is accessible to users through its websites
and mobile application (Fox & Cowley, 2015).
The corporation got established in 2006 by Jack Dorsey and
others. Later it was launched in July of the same year. The
service grew rapidly with more and more people joining the
platform. By the year 2013, Twitter was estimated to have over
100 million users and 340 million tweets a day. The system was

designed to handle 1.6 billion queries each day. In 2016,
Twitter was said to have 300 million active users. The company
is available for trading on the New York Stock Exchange as
TWTR (Fox & Cowley, 2015).
Diversity problem facing the organization
Twitter has come under fire due to its lack of
diversification at the Organization. Less than 1% of Twitter’s
employees are from the minorities. They have gotten scrutinized
for not diversifying their workforce. Even so, the lack of
diversity in the workplace isn’t limited to Twitter. It has been
all over the Silicon Valley. Even so, Twitter has to bear the
scrutiny given that most of the active users on their platform are
from all over the world. As part of being a global company, the
firm should consider inclusion in their workforce. The company
has been criticized by lobby groups and told to introduce
diversification. They need to get people of color as well as
women to their boardroom to avoid public scrutiny.
Why this is a problem
The issue of diversity is a problem to Twitter Corporation.
The company is said to have a global outreach. Therefore, their
users include Africans, Indians, Latinos, and Hispanics among
others. Thus, due to their global presence, Twitter should
reciprocate the worldwide presence to their employees. The
company should allow diversification of the workforce so as to
maintain the global outlook. The users would be amazed to find
out that a few qualified people hired from all over the world are
working for the company.
The impact of this issue on the well-being of their employees
Having a diverse workforce would totally increase
organizational effectiveness. Also, it would uplift the morale
and introduce greater access to new markets. On top of that, it
would enhance productivity (Neffke & Henning, 2013). The
diversity would be good for the business. As per research, most
of the American Companies that has a diverse workforce, have
gone ahead to tap new markets, in America and abroad.
Members of different ethnicity bring new ideas and approaches

to tackles operational problems. Thus, Twitter hiring diversified
workforce will position the company globally as one of the best.
Bottom line, if Twitter doesn’t expand its workforce, there
are chances that it would further face public scrutiny and even
loose some of its users. However, the company has shown its
commitment towards diversification. The hiring of a Head of
Diversity has shown that the enterprise is willing to give
diversification a chance.
References
Neffke, F., & Henning, M. (2013). Skill relatedness and firm
diversification. Strategic Management Journal, 34(3), 297-316.
Fox, A. K., & Cowley, S. (2015). Customer Service on Twitter:
Company-Customer Expectations. Maximizing Commerce and
Marketing Strategies through Micro-Blogging, 130.

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