The paper talks about the essence of embracing diversity and inclusions in organizations. In the introduction subsection, the paper clearly indicated that embracing diversity is directly proportional to employee performance in organizations. For instance, organizations that embrace the trait tend to have employees that have respect for one another and those that also cooperate with one another and hence ensuring that success is always achieved . Into the paper, we have the background information that tries to explain the mission of Florida Army National Guard (FLARNG), which is an organization that I worked for in the past. In this section, their mission and goals are explained to be aiming at ensuring diversity and inclusion is always maintained. The paper also discusses the Gap Analysis which is explained to be made of five components (Skerry, 2017). They include the inner context, outer context, business strategy context, HRM content and HRM context. Finally, there are recommendations that clearly point out what organizations should do to make sure that diversity and inclusion are maintained. For instance, employee selection should be made fair by enacting laws that prevent unfairness in the whole process.

Introduction

Team performance is always the measure to determine the cooperation that exists between the respective members who form the team. The performance can either be high lower or average depending on the level of cooperation among the team members. Where a high performance is witnessed, there is a great possibility of a good cooperation among the members. On the other hand, lower performance in the team may depict poor cooperation among the team members. Finally, average performance shows that the team is struggling between having some form of cooperation and not having cooperation (Flack, 2018).

Embracing diversity and inclusion in organizations where a number of people come together to work always leads to increased team performance. This is usually made possible by making sure that each employee or team member embraces the diversity in others as far as aspects such as race, color, marital status, origin and many others are concerned. The culture of embracing diversity and inclusion makes the members develop self-respect as well as respect for others and hence maximum cooperation will be achieved for the better of the organization (Katila et al., 2010).

Embracing diversity and inclusion within an organization helps strengthen the fabric that holds the team together in terms of their psychological togetherness, their emotional needs and even through physical assistance for one another. For instance, a company that allows the aspect to be their main pillar of their daily working will be able to make their employees to help each other especially when they are having a problem that requires them to be assisted in a specific way.

Background information

The organization that I work for is called Florida Army National Guard (FLARNG). The organization’s mission and vision are all aimed at making sure that the organization maximizes its potential by allowing their employees exercise a level of dependence when performing some duties. In fact, they believe that the only way they can make this become possible is by bridging the gap to authenticity and changing individuals mindset to help them maximize on the potential of what they believe in. I am knowledgeable of the fact that it is only through making diversity become more than just a mere quota that individuals will be made to shine and prosper.

Gap Analysis

The employee at FLARNG talks about working with teams that do not embrace diversity and inclusion. This is not the expected performance as far as diversity and inclusion are concerned. I believe that diversity and inclusion should be practiced in organizations to ensure that that all employees reach their full potential. Despite his need for diversity and inclusion for the organization, segregation is till being embraced. Failure to embrace diversity and inclusion is caused by many factors. One of the factors is racial discrimination. The belief that one race is superior to others leads to discrimination in organization. For instance, the manager will allocate duties based on members of a particular race. This undermines diversity with similar beliefs and qualities end up working on the same projects.

For this section, I will sue the Warrick model to perform a gap analysis of the subject matter. The model consists of five elements;

· Outer Context (Macro environmental forces): Diversity and inclusion are influenced by environmental forces. For instance, the political ideologies towards diversity will determine whether diversity will be embraced in organizations. Moreover, social ideologies have a direct impact on diversity and inclusion. In fact, the existence of societies that doe not support do not embrace diversity are the reason why the organization has been struggling to establish diversity and inclusion (Tangonan, 2018).

· Inner Context (firm specific or micro economic forces): internal forces of an organization determine whether diversity and inclusion will be embraced or not. It is the responsibility of the organization to establish an organization structure that supports diversity.

· HRM Content: this refers to the structure and operations of the human resource department. Its activities will have a direct impact on diversity and inclusion in the organization.

For this scenario, two elements of the model, that is, the HRM Context and the Business Strategy Content are eliminated. This is because the two have a minimal impact on the on diversity and inclusion in an organization.

Recommendations

Based on the gap analysis, I can make the following recommendations;

· Governmental and non-governmental organizations should be steadfast in embracing diversity and inclusion. Policies should be formulated that encourage the inclusion of all members of an organization.

· The Human Resource Department should come up with policies that promote diversity and inclusion. For instance, recruitment of employees should be done indiscriminately. One the recruitment is done, allocation of duties should be done fairly without discrimination (Devarakonda & Powlay, 2016).

· At some point, the officer said that diversity may cause misunderstanding and suspicion, to address this issue, the human resource department should establish a platform that promote interaction between the employees (Bond, 2007).

Measures

· TEQ-Measure of team performance: this will be done to determine the effectiveness of various teams after embracing diversity and inclusion. This measure will help in identifying the best ways to improve productivity of the teams.

· Establishment of employee training program: this will enhance employee skills which in turn ensures improved productivity in the organization.

Conclusion

The issue of diversity and inclusion has been a controversial issue in many organizations. Despite the benefits of embracing diversity and inclusion in an organization, it is difficult to implement them in an organization. Organizations must change some of them polices and operations so as to embrace diversity and inclusion. I believe the human resource department has a major role in heling the organization in embracing diversity.

References

Tangonan, M. (2018). Human Resource Management: Warwick Model. Retrieved from https://www.slideshare.net/mobile/MaricelTangonan/warwick-model

Devarakonda, C., & Powlay, L. (2016). Diversity and Inclusion. A Guide to Early Years and Primary Teaching, 185-204.

Bond, M. A. (2007). Workplace chemistry: Promoting diversity through organizational change. Upne.

Flack, A. (2018). 5 Ways to Identify Effective Unconscious Bias Training.

Katila, S., Meril, S., & Tinenari, J. (2010). Making inclusion work: Experiences from academia around the world. Edward Elgar Publishing.

Skerry, P. (2017). Beyond sushiology does diversity works? The Bookings Review, 20(1), 20.