Running head: Diversity Plan 1 Diversity Plan 5 Diversity Plan Student’s Name University Affiliation Introduction The increasing need to incorporate diversity in organizations is an initiative that demands deliberate human resource management efforts. Overly diversity has been an issue of consideration in many organizations as it brings a dilated merge of ideologies, workability, decision making, and performance matches. The diversity initiative that chosen for consideration in this organization is gender diversity. The focus will be on the organization group in India. The launch of this initiative requires incorporation of different concepts and ideas which will aid in consolidating all the components of the management team so it adopts the new regulations regarding recruitment of new staff, gender balance in departments and the organization as a whole (Francoeur, Labelle & Sinclair-Desgagné, 2008). Every manager will be required to address the lay strategies and regulations that are intended to ensure that this initiative is a success in India. Anticipated challenges In regard to gender diversity, the anticipated challenge in India will be getting in touch with women groups that can help us incorporate women who are empowered and ready to get into the positions of leadership in the organization. Although there is a probability of getting the initiative embraced across the urban cities, the biggest fear is about the countryside area where most women have not been empowered. The reason for leaning on the side of women in regard to the gap that might be there is because most men in India have been empowered more than women. The culture seems to lean in the favor of men that on women. This is why the gender diversity initiative might face opposition especially from the conservative groups in Indian culture. The also might be a general reluctance to incorporate both genders in the organization in the bid to achieve gender balance as well as diversity (Herring, 2009). Most explicitly, the initiative also faces the danger of lacking back and overall support even from the staff of the organization. All these challenges are attributed to lack of education on gender diversity. Ethical and legal implications The overarching principles that will be of significance to the initiative in the bid are value placed upon societal norms in the Indian culture. There are legal provisions giving equal opportunities to all people in the places of work, services and government institutions. This principle will be an advantage to the gender diversity initiative as it does not lean on the side of any of the gender. This will be the legal basis as well as the ethical capacity to embrace gender diversity in the o ...

1. Running head: Diversity Plan
1
Diversity Plan
5
Diversity Plan
Student’s Name
University Affiliation
Introduction
The increasing need to incorporate diversity in organizations is
an initiative that demands deliberate human resource
management efforts. Overly diversity has been an issue of
consideration in many organizations as it brings a dilated merge
of ideologies, workability, decision making, and performance
matches. The diversity initiative that chosen for consideration
in this organization is gender diversity. The focus will be on the
organization group in India. The launch of this initiative
requires incorporation of different concepts and ideas which
will aid in consolidating all the components of the management
team so it adopts the new regulations regarding recruitment of
new staff, gender balance in departments and the organization
as a whole (Francoeur, Labelle & Sinclair-Desgagné, 2008).
Every manager will be required to address the lay strategies and
regulations that are intended to ensure that this initiative is a
success in India.
Anticipated challenges
In regard to gender diversity, the anticipated challenge in India
will be getting in touch with women groups that can help us
incorporate women who are empowered and ready to get into
the positions of leadership in the organization. Although there

2. is a probability of getting the initiative embraced across the
urban cities, the biggest fear is about the countryside area where
most women have not been empowered. The reason for leaning
on the side of women in regard to the gap that might be there is
because most men in India have been empowered more than
women. The culture seems to lean in the favor of men that on
women. This is why the gender diversity initiative might face
opposition especially from the conservative groups in Indian
culture. The also might be a general reluctance to incorporate
both genders in the organization in the bid to achieve gender
balance as well as diversity (Herring, 2009). Most explicitly,
the initiative also faces the danger of lacking back and overall
support even from the staff of the organization. All these
challenges are attributed to lack of education on gender
diversity.
Ethical and legal implications
The overarching principles that will be of significance to the
initiative in the bid are value placed upon societal norms in the
Indian culture. There are legal provisions giving equal
opportunities to all people in the places of work, services and
government institutions. This principle will be an advantage to
the gender diversity initiative as it does not lean on the side of
any of the gender. This will be the legal basis as well as the
ethical capacity to embrace gender diversity in the organization
(Bowden, 2008). There is a growing need to adopt the spirit of
the constitution into the heart for societal morality. This is the
golden opportunity to incorporate gender diversity in this group
because the country continues to ail in the need to have the
people invoke the deep meaningful essence that rests in the
heart of the constitution regarding embracing the diversity of all
people. Thus, these implications when drawn in the light of the
gender initiative will be of great significance.
Techniques for inclusivity
The manager needs to understand the disparities that exist

3. between the different cultural backgrounds from which the
employees come from. This will aid in ensuring that the
structures laid down for diversity favors all of them. There
should be also be shuffling of employees from different
positions in the organization as a way to ensure adoption of the
organization’s culture. The manager should also install diverse
components involving the organization's guidelines for each of
the employee’s socialization strategies. This will ensure
constant interactions of the employees.
Conclusion
Embracing gender diversity in the organization especially in a
new environment requires tremendous efforts as a whole. This
ensures that the all the expectations of the initiative are met
while establishing a long-term goal to keep it progressive.
There arises a need to express the factors of consideration in the
whole so that those involved in the initiative can consolidate
their efforts together to ensure their goals are pursued and
driven to achievement.
References
Francoeur, C., Labelle, R., & Sinclair-Desgagné, B. (2008).
Gender diversity in corporate governance and top
management. Journal of business ethics, 81(1), 83-95.
Herring, C. (2009). Does diversity pay?: Race, gender, and the
business case for diversity. American Sociological
Review, 74(2), 208-224.
Bowden, P. (2008). Caring: Gender-sensitive ethics. Routledge.
Running Head: GENDER DIVERSITY PLAN
GENDER DIVERSITY PLAN
2

4. Gender Diversity Plan
Student’s Name
Instructor’s Name
Institutional Affiliation
Introduction
In any organization in the world today, the issue of gender
balance is one of the areas that is normally given serious
attention within the organization because of the increase in the
level of sensitivity of the general public concerning the issue.
In my workplace I recently noted that there is some imbalance
on female representation in the department and this called for
some action to be taken on the diversity initiative in this
particular area (Price & Nelson, 2018).
Diversity Planning
Diversity planning simply makes it easy for an organization to
incorporate people with different age, gender or even skills to
be well distributed and represented in the organization. This
concept is important in several ways to an organization and the
first one is about equal distribution of relevant skills and talents
within an organization. If we put up an effective diversity
planning system, it will enable the organization to have
individuals from various diversities to be well represented in
the different workplaces in the business. In our case the main
area that is experiencing crisis is mainly on the female
representation in various work stations so if we put up some
good diversity planning it will spare us this problem of
realizing quite late about the crisis.
When we create this diversity planning and embrace it, our
general reputation as an organization will significantly go up.
The issue of gender balance is among the reasons why some
organizations are pinned down and their reputation destroyed,

5. now that we have realized that in some way we are going that
direction, a diversity plan will help us take control of the
situation before it goes too far.
When diversity planning is achieved in an organization it makes
conflict resolution quite easy. Right now we have very few
ladies in the workplace and so when conflict comes up may be
concerning gender issues the females may feel lonely because
there are few, it is normal for majority to be granted their
demands so the females being very few they may not be heard
and so the conflict will not be solved easily more so those that
are gender related, one group will be felling inferior to another.
Diversity planning will also lead to some significant increase in
the employees’ exposure. When each gender both male and
female are properly represented in the workplaces, they will be
in a position to get some exposure and learn more from the
opposite gender. This is because they will be together most of
the times and you know people have different traits and skills
and some come with the gender they belong so this diversity
planning will give the employees that chance (Ozgen, Nijkamp
& Poot, 2017).
Steps to be Included in the Diversity Plan
Diversity plan is normally a process it grows slowly and that is
why it actually requires some well stated steps for it to work out
properly. The step is conducting some assessment in the various
workplaces to get the intensity of the crisis on the female
employees. This will give us the overview of how many we need
to bring in so as to attain the balance before we make the move,
normally there are sections that a given gender is
underrepresented than the other so that is what we will be
assessing.
The next step will to carry out some analysis on the strategy we
will use to get the females who are well qualified for the
various posts and then evaluate how we will actually absorb
them into the system. At times of crisis like in this case where
we lack a good representation of the female people may be in

6. some hurry and end up making mistakes so we will do some
proper analysis.
The third step will be literally feel the gap or rather add the
lacking number of the females in the working stations so as to
solve this problem. This step will go hand in hand with the
fourth step which is working with the leadership to make them
encourage this culture of diversity in the organization.
Challenges in Implementation
The main challenge that will be experienced in this process will
be the absorption of new female employees to create the balance
and still maintain the required number. When solving a problem
of representation in an organization that already exists and has
some crisis, it becomes quite challenging because the posts that
are there are already taken. This only leaves the organization
with one option and that is removing others to create space for
the incoming individuals. This is normally close to impossible
because the labor laws in the United states does not allow such
practices of sacking without an employee breaching the contract
(Lynch, 2017).
Implementation of this diversity plan is also time consuming. It
is procedural and got some steps that ought to be followed, this
therefore means that it will not be easy to implement very first
when the organization is in such a desperate need for
implementation. Global workforce may also not in a position to
provide the required individuals within the fastest time
possible.
Control Measures
For any plan of this nature to succeed there should be proper
backup by the leadership of the organization, so I will make
sure the management and the leadership of the organization are
well convinced and are in the support of the plan. The other
measure to ensure it works is simply encouraging the
department that is responsible for recruitment to ensure they

7. consider diversity when they are replenishing the workforce.
Conclusion
Diversity plan is very important in ensuring that the
organization is stable from all the ends so with this plan, the
organization will benefit highly. Despite the slight challenges
that we are expecting to come with it, we will be able to manage
them and see the organization grow and the number of the
female workforce will rise significantly in the organization. The
reputation of the business will also be enhanced and this is
among the dreams of every organization, to look good in the
eyes of the public.
References
Price, K. M., & Nelson, K. L. (2018). Planning effective
instruction: Diversity responsive methods and management.
Cengage Learning.
Ozgen, C., Nijkamp, P., & Poot, J. (2017). The elusive effects
of workplace diversity on innovation. Papers in Regional
Science, 96, S29-S49.
Lynch, F. R. (2017). The diversity machine: The drive to change
the white male workplace. Routledge.
Running head: GLOBALIZATION AND DIVERSITY
1
GLOBALIZATION AND DIVERSITY

8. 5
Globalization and diversity
Student’s name
Course number
Instructor’s name
Date
Globalization and diversity
The concept of Hofstede’s dimensions of culture comprises of a
framework rotating about cross-cultural communication, which
was invented by Geert Hofstede. The dimensions together
portray the influence of the culture deep-rooted in culture on
the values of the people of that society. These dimensions also
explain the connection between behavior and these values, with
the aid of a construction based on aspect analysis. In other
words, these dimensions study significant features of culture
and offer them a ranking on a contrast scale.
As far as international business is concerned, the culture
dimensions illustrated by Hofstede build a very essential facet.
Knowledge of this kind in which diverse aspects of a business
are perceived in different cultures, can assist managers to
understand and sail effectively across the global business
market. Hofstede’s dimensions of culture are very influential in
the workplace. Professionals in the cross cultural training and
development field started experimenting with how these
dimensions and state comparisons could assist people work
more efficiently in over one culture (Hofstede, 2001). These
dimensions have became training lenses through which could be
diffracted a lot of different scenarios definite to two or more
societies. A great example of how these dimensions have
impacted the work place is when orienting new employees into a
workplace. These dimensions offer a summary of cultural
disparities and how they might influence relations and other
dealings between different parts of the international

9. organization. Learners can be offered with their individual
cultural likings, and these can be contrasted to state scores or to
real scores of colleagues. Learners can after that, through
training, study how business practicesmay differ amid such
colleagues and be offered with a general Language with which
to enclose the dialogue on cultural multiplicity.
Managing cultural dimensions in an international organization
is very crucial for the effective and cohesive operation in the
organization. The key to operating a successful business is to
have a culture that is based on a sturdily held and extensively
shared set of values that are properly supported by structure and
strategy (Marcus, 2003). In order to successfully manage
different cultural dimensions, I would apply a number of
strategies that would ensure that all the employees are
integrated into the organization culture. One of the strategies
that I would apply which I believe would be effective to achieve
this is by understanding the way people understand, converse
and make decisions across diverse kinds of cross-cultural
environments. Even though it might be hard to understand
certain behaviors and statements, there should be an important
weight placed on the idea of open mindedness and acceptance. I
would make sure that every employee understands and accepts
the disparities on the multicultural group, and then use them to
improve the manner in which the team analyzes circumstances
and makes choices. Another strategy is to make sure that
employees are conscious of the fact that we tend to be ignorant
of our own prejudice putting cultural assumptions and
stereotypes on others. I would create an organizational
awareness by offering diversity training to ensure workers learn
to be ethnically watchful and steadily adaptable when talking
with people from diverse backgrounds.
In conclusion, as a global company, our company will undergo
changes on an ever more recurrent basis and in our global
operations; we must steer the cultural influence of change
projects. Hofstede's dimensions will provide us with strategies
for localizing an ethnically suitable approach to cooperate

10. activities.
References
Hofstede, G. (2001). Culture's consequences: Comparing values,
behaviors, institutions, and organizations across nations. (2nd
Ed.) Thousand Oaks, CA: Sage.
Marcus, A. (2003). Are you cultured? Global web design and
the dimensions of culture. New Architect, March. Retrieved
from:
http://www.newarchitectmag.com/documents/s=2450/na0303r/.
1
Running head: DIVERSITY IN TH WORKPLACE
5
DIVERSITY IN TH WORKPLACE
Diversity in the Workplace
Student`s name
University Affiliation
Introduction
In organizations all over the world, diversity is an attribute that
companies face each day in the workplace. Gender diversity is a
common form of diversity in any organization. This area of
diversity comprises the male, female and other genders. Gender
diversity means the equitable and fair representation among the
genders. In the workplace, gender equality is gained when
people are able to access and enjoy similar rewards,
opportunities, and resources irrespective of gender.
Similarities and Differences among Genders

11. According to research, there is a major difference in
communication. It is suggested that women tend to be more
empathetic compared to the males thus making her a better
listener and communicator. In the work environment, a large
chunk of team success is determined by the effectiveness of a
leader’s skill in communication. It is without debate that both
men and women vary in their styles of communication and as a
result show different degrees of success when it comes to
relaying their message. Another attitude is on behavior and
workplace attitude. The females are conditioned by past
experiences to not act with as much confidence as compared to
men. There is also the difference of women working better as a
team compared to men (Paludi, 2008).
Studies have shown that men and women have no major
differences apart from psychological and anatomical. With this
information, it means that men and women can be in a position
to make sound decisions without degrading that of another
gender. Women can take up leadership positions and deliver
good performance similar to what men can offer. The new era
brings equalization between males and female role given the
conversation that women can take on jobs men carry out.
Role of Personal Identity on Gender Diversity
The idea an individual develops about themselves that evolves
through the course of life is personal identity. Gender makes up
a person’s social and personal identity. A person`s gender may
not match to their sex designated at birth. Gender is a spectrum
and people identify in various ways. People may choose to
present their gender in different methods. This makes gender
inherently personal and private element of all people. Personal
identity plays a critical role in determining a person’s gender

12. irrespective of how they look, their name and the way they
speak (Tayler, 2016). In the workplace, a person’s gender may
not align with their gender assigned to them at birth, colleague
should come in hand in supporting them affirm their gender at
work. The affirmation process can be through changing one's
name, appearance, and salutations.
Proactive Plans
One of the plans is the expansion of the pool of applicants. The
objective is too diverse in the workplace, the pool of job
candidates requires to be diverse meaning it reaches to
professional groups for both men and women. Another plan is
the consider the company`s biases. It`s worth noting that
managers should distribute resumes with names removed to
ensure discrimination based on gender is avoided when hiring.
Gender pay gap needs to be reduced through establishing a pay
range for every position excepting the allowances (Tayler,
2016).
The proactive plan should ensure that member of staff in the
organization have equal access to opportunity. The management
should create policies that encourage both genders to have a fair
chance of promotions as they progress through their careers.
The evaluations in the company should put emphasis on
equality. The evaluations need to measure content and outcomes
and not styles and methods. Staff needs to be judged on their
behavior and not their personality.
References
Paludi, M. (2008). The psychology of women at work:
challenges and solutions for our female workforce. Westport,
Conn: Praeger.
Tayler, K. (2016). Gender Diversity and Inclusion in Early

13. Years Education. City: Taylor and Francis.
Running Head: DIVERSITY INITIATIVE
DIVERSITY INITIATIVE
3
Diversity Initiative
Student’s Name
Instructor’s Name
Institutional Affiliation
Introduction
In any organization there are different groups of people from
different ethnic groups, cultural beliefs or even social
background. It is very important for the organization to have an
effective way of incorporating all these individuals in the
company so that it can be effective in its operations and the
accomplishment its overall goals. This fact explains why the
importance of diversity initiative can by no means be ignored
by any organization. Diversity initiative is simply the strategies
that an organization employ in order to respond to diversity
related matters in the organization. There are several diversity
groups that people can actually choose from depending on their
knowledge of the diversity group and how effective they believe
it is to an organization strategy or even the duration of the focus
whether short term or long term. There is some lack of diversity
initiative in my workplace and has to do with the representation
of women (Ben-Amar, Chang & McIlkenny, 2017).
Gender Diversity Initiative
In the current world it is very important to take into

14. consideration gender balance issues at any given workplace in
an organization. I think the organization should focus more on
recruiting female employees for the various posts so as this
imbalance in the male to female population can be solved.
When we embrace this gender diversity initiative it will be of
quite a number of benefits to the organization and to ours in
particular it will bring about two main benefits. The first
benefit will be enhancing the company reputation. The manner
in which we incorporate both genders in our team will be very
key more so when the organization has to make some
presentation in any audience, the public is normally very
sensitive when it comes to gender representation. The next
benefit this diversity initiative will bring is improvement in the
company productivity. Normally women do motivate each other,
so when we represented them well it will increase the company
productivity at various output levels of workplaces in the
organization (Windscheid, Bowes-Sperry, Mazei & Morner,
2017).
Conclusion
Diversity initiative is generally very important and is one area
we have been left behind, we therefore need to introduce it in
our organization. This initiative will also contribute
significantly to the collaborative and innovative environment in
a very important way. Both genders will be able to work
together with one another and therefore enhance innovation in
the work environment by putting their reasoning together and
learning more from each other.
References
Ben-Amar, W., Chang, M., & McIlkenny, P. (2017). Board
gender diversity and corporate response to sustainability
initiatives: Evidence from the carbon disclosure project. Journal
of Business Ethics, 142(2), 369-383.

15. Windscheid, L., Bowes-Sperry, L., Mazei, J., & Morner, M.
(2017). The paradox of diversity initiatives: When
organizational needs differ from employee preferences. Journal
of Business Ethics, 145(1), 33-48.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S.
A., & West, M. A. (2017). Harnessing demographic differences
in organizations: What moderates the effects of workplace
diversity?. Journal of Organizational Behavior, 38(2), 276-303.