The document summarizes a training program developed using the ADDIE model to address unconscious bias in recruiting at Steven Madden Ltd. The training aims to increase awareness of unconscious bias and how it impacts hiring, with the goal of promoting equal inclusion of men and women in finance and HR roles. Key elements included analyzing the issue, designing content, implementing activities to explore challenges and solutions, and evaluating effectiveness using Kirkpatrick's model. The intended outcome is for recruiters to recognize and avoid gender stereotypes during the hiring process.

1. (Mt) – Management DEI Issue Paper and Presentation
Please view explanation and answer below.DEI IssuePresented by:Table of ContentsSlide
nameSlide numberIntroduction3Learning Objectives4Approach for Training
Session5Analysis6Design & Development7Implementation & Evaluation8Involved
Figures9Way to Getting Approval10Format and Facilitation11Design and Outline of
Content12Activities in Training13Activities in Training , Activities in Training &
Conclusion14references15IntroductionThe paper will cover the learningobjectives of the
project❑The implementation of the ADDIEmodel is very helpful for preparing aneffective
training program❑Kirkpatrick Evaluation Model isdescribed in the
paper❑
LearningObjectives•••Critically examine the impact ofDEI issues on the
businessorganisation.The effective training processto support the employees fortheir cost
effectiveness andthe activities of aligningtraining with adult learningprinciples.The process
of designing andoutlining the content and theprocess of evaluation withproper structure or
model.Approach for TrainingSession•In an organisation, training is themost effective way to
increase themoral value of the employeesTo avoid diversity and ensure theequal inclusion
of both males andwomen training is the mosteffective wayAnalysis●●Before starting any
trainingsession it is very important toanalyze what will the strategiesTo ensure the
bestmethodologies and design thetraining can be possible byconducting a critical
analysisDesign & DevelopmentDesignAfter completing the training plan itneeds to design
according to theplan so that it can be possible tofocus on every sector with
properconcernDevelopmentAfter making the blueprint of thetraining session it is also
veryimportant to focus on the discussedissue and take the necessary stepsto
developImplementation & EvaluationImplementationWhen all of the activities aredone for
making the trainingplan in this stage it needs toimplementEvaluationThe main goal of
ADDIE’s modelis to provide an effectivestructure for preparing thetraining program to
implementit successfullyInvolved Figures• I have recently joinedCapgemini as a team
leaderandfoundsomeinconsistenciesintherewhich need to be overcome• The people on my
team arepracticing diversity in theirduties and believe thatwomen are very effective
inthemarketingsectorwhereas the male is fluent inthe finance sectorWay to
GettingApproval• For getting the approval for thetraining program from my senior
Idiscussed the matter with himand explained how it can be veryhelpful for the group as well
asthe whole organisation• I have prepared the training planwith great concern so that I
getthe approvalFormat and Facilitation•Thetrainingprogramwasformatted in a way so that
theemployees get a clear idea aboutdiversity, equality, and inclusiontoimplementAfter

2. implementing the plan it willbe very helpful to ensure aneffectiveteamwithmoreenergetic
and coordinative• What should be theteamgoalsandparticipating process?• How does DEI
impactteam performance?• Why it should beavoided?• What challenges havecome to the
front for theDEI issues?• How the situation canbepossibletoovercome?Design andOutline
ofContentActivities in Training•••In the training, the activitiesshould be preplanned so that
itcan be possible to completethem within the training sessionit is also important to show
asuccessful organisation that canattain success by overcomingissues.Analyzing the changes
of theparticipants also shows theeffectiveness of the trainingprogram which should
beincluded in the training program.Sustainability MeasuresAfter completing the session
some of the participants usethe lesson in their practical life and someone avoidedlearning
thingsMeasures of SuccessI measure the success of the trainingprogram by using
Kirkpatrick’s modelConclusionTo complete a successful trainingsession, it is very important
to have aneffective plan for which the trainingsession will be
conducted.References●●●●●●●●●●Akenhead, R. and Nassis, G.P., 2016. Training load
and player monitoring in high-level football: current practice andperceptions. International
journal of sports physiology and performance, 11(5), pp.587-593.Almomen, R.K., Kaufman,
D., Alotaibi, H., Al-Rowais, N.A., Albeik, M. and Albattal, S.M., 2016. Applying the ADDIE—
analysis,design, development, implementation and evaluation—instructional design model
to continuing professional developmentfor primary care physicians in Saudi Arabia.
International Journal of Clinical Medicine, 7(8), pp.538-546.Bengtsson, M., 2016. How to
plan and perform a qualitative study using content analysis. NursingPlus open, 2, pp.8-
14.Cahyadi, R.A.H., 2019. Pengembangan bahan ajar berbasis ADDIE model. Halaqa: Islamic
Education Journal, 3(1), pp.35-42.Di Lauro, F. and Johinke, R., 2017. Employing Wikipedia
for good not evil: innovative approaches to collaborative writingassessment. Assessment &
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Chan, C.D., Singh, A.A. and Bailey, H., 2019. Ten strategies to intentionally usegroup work to
transform hate, facilitate courageous conversations, and enhance community building. The
Journal forspecialists in group work, 44(1), pp.3-24.Hancock, D.R., Algozzine, B. and Lim,
J.H., 2021. Doing case study research: A practical guide for beginning
researchers.Kirkpatrick, J.D. and Kirkpatrick, W.K., 2016. Kirkpatrick’s four levels of training
evaluation. Association for TalentDevelopment.Lee, D., Choi, Y., Youn, S. and Chun, J.U., 2017.
Ethical leadership and employee moral voice: The mediating role of moralefficacy and the
moderating role of leader–follower value congruence. Journal of Business Ethics, 141(1),
pp.47-57.Osanloo, A. and Grant, C., 2016. Understanding, selecting, and integrating a
theoretical framework in dissertation research:Creating the blueprint for your “house”.
Administrative issues journal: connecting education, practice, and research, 4(2), p.7.Please
view explanation and answer below.DEI IssueUnconscious BiasPresented by:Table of
ContentsSlide nameSlide numberIntroduction3Learning Objectives4Approach for Training
Session5Analysis6Design & Development7Implementation & Evaluation8Involved
Figures9Way to Getting Approval10Format and Facilitation11Design and Outline of
Content12Activities in Training13Activities in Training , Activities in Training &
Conclusion14references15IntroductionThe paper will cover the learningobjectives of the
project❑The implementation of the ADDIE modelis very helpful for preparing an

3. effectivetraining program❑Kirkpatrick Evaluation Model is describedin the paper to
address the particularissue of Steven Madden Ltd.❑
Company profile• Steven Madden Ltd is
one of the renowned companies• It based on footwear and accessories industry in the US.•
Its headquarter is situated in Long Island, New York.• The company was established in
1990.• Around 2,800 employees are working at Steven Madden Ltd.• The company has
several brands including Dolce Vita, BetseyJohnson, Blondo, and Greats.IssueSteven
Madden’s recruitment system isseverely affected by the unconscious biasthinking that men
are better in the financedepartment and women are better in thehuman resource
departmentHumanresourceDepartmentFinanceDepartmentWomenEmployes30%MenEmpl
oyees70%WomenEmployes72%MenEmployees28%LearningObjectives• Critically examine
the impact of••unconscious bias issues on StevenMadden Ltd.The effective training process
toovercome the gender stereotypein the recruitment process andthe activities of aligning
trainingwith learning principles.The process of designing andoutlining the content and
theprocess of evaluation with properstructure or modelApproach for Training SessionIn an
organization, training is the most effective way toincrease the moral value of the
personnelToavoidbiaseddecisionsandensuretheequalinclusionof both males and women in
the finance and humanresourcedepartmentAnalysis●●●●Before starting any training
session it isvery important to analyze what will thestrategiesTo avoid biased decisions ,
training isthe most effective wayTo ensure the best methodologies anddesign the training
can be possible byconducting a critical analysisThe participants of this trainingprogram are
the personnel of therecruitment department and thehuman resource manager of
StevenMadden Ltd.Design & DevelopmentDesignAfter completing the training plan itneeds
to design according to the planso that it can be possible to focus onevery sector with proper
concernDevelopmentAfter making the blueprint of thetraining session it is also
veryimportant to focus on the discussedissue and take the necessary steps
todevelopImplementation &EvaluationImplementationWhen all of the activities aredone for
making the training planin this stage it needs toimplementEvaluationIn this stage, it is
mandatory toevaluate how the training sessionis conducted and what should beimproved
regarding unconsciousbiasInvolved Figures•••I have identified unconscious biascomplexity
in Steven Madden Ltd.I have joined as a consultant in thecompany to address the issue.will
try to provide the necessaryinformation so that the HRmanagerandrecruitmentpersonnel
can understand the issueof unconscious bias and how thesituation can be possible
toovercomeWay to GettingApproval••For getting the approval for the trainingprogram
from the company I discussedthe matter with the CEO and explainedhow it can be very
helpful for the groupas well as the whole organization.I have highlighted the
targetedunconscious issues and shown theconnectivity of every sector to otherwhich was
very effective to get theapproval for implementing the trainingplan.Format and
Facilitation•The training program was formatted in a way sothat the employees get a clear
idea about diversity,equality, and inclusion to implementAfter implementing the plan it will
be very helpfulto ensure an an effective recruitment team withmoreefficient•••••What
should be therecruitment team’s goal?How does unconscious biasaffect an
organization’sperformance?Why it should be avoided?What challenges havecome to the
front for theissues?How the situation can bepossible to overcomeDesign andOutline

4. ofContentActivities in Training•••In the training, the activities shouldbe preplanned so that
it can bepossible to complete them withinthe training sessionit is also important to show
asuccessful organisation that canattain success by overcomingunconscious bias
issue.Analyzing the changes of theparticipants also shows theeffectiveness of the
trainingprogram which should be includedin the training program.Sustainability
MeasuresAfter completing the session some of theparticipants use the lesson in their
practical life andsomeone avoided learning regarding unconsciousbias issue in
recruitingMeasures of SuccessIf the participants can focus on o avoid theunconscious bias
issues for which they join thetraining that represents the final success of
thetrainingConclusionFormulating and outlining the training session was veryimportant for
making a successful training session for the HRmanager and other recruiting personnel. The
ultimate result ofthe training session is that the participants have realized theissue and
have started to focus on avoiding the genderstereotype recruitment process for finance and
the humanresource department of Steven Madden Ltd.References● Akenhead, R. and
Nassis, G.P., 2016. Training load and player monitoring in high-level football: current
practice andperceptions. International journal of sports physiology and performance, 11(5),
pp.587-593.● Almomen, R.K., Kaufman, D., Alotaibi, H., Al-Rowais, N.A., Albeik, M. and
Albattal, S.M., 2016. Applying the ADDIE—analysis, design,�
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