essay

If you would like specific feedback on your grammar, usage, and mechanics, please resubmit your paper and request a “Grammar Review.”

Part 8 – APA Formatting

· APA 6 format: Do not put Running head in all caps.

· In APA6, for a citation with 3 to 5 authors, name them all for their first one. Afterwards name the first and use et al.

Ask your instructor for more information on the formatting that is required for this paper. If you need to follow all aspects of APA formatting, please go to:

http://guides.rasmussen.edu/apa

Additional Comments

I have also added specific comments to select paragraphs in your paper. You will find them in brackets below.

Diversity Planning in the Workforce

Mekdes Asaminew

Rasmussen College

07/30/2020

[Put the paper’s title here, using title case.]

Introduction[Do not use introduction for a heading. APA assumes your first section is an introduction.]

The workforce of the United States and the global workforce, in general, has, over the past decade, being inclusive of people from different cultures, racial ethnicities, and many minority groups. [Change the underlined participle to a finite verb to make the fragment a sentence. Verbs with –ing endings are not finite unless they have helping or linking verbs.]Racial diversity is, however, still a challenge in the workplace. Since there have been policies like affirmative action that have helped ensure that workplaces are diverse and inclusive, a relatively smaller population of racially different professionals make it up to the managerial positions. Some companies still discriminate against job vacancies, recruitment, promotions, and reward systems based on racial grounds.[Change the underlined preposition to one that means the opposite of against.]Diversity planning is the process through which Human Resources Directorates and diversity committees develop objectives and strategic plans to ensure that their respective workforces are diverse and inclusive.

[Indent paragraphs a half-inch.]Workforces need to be diverse and inclusive because the result of this is beneficial to the company. Diversity ensures that the workforce remains happy and motivated.[Explain why you think this.]This, in turn, will reduce instances of employee turnover. Also, with diverse workforces, there is improved innovation and knowledge-based decision making because of perspectives brought by people from different racial ethnicities (Ozgen et al., 2017). [See Part 8 for how to cite a source with 3-5 authors in APA6.]A happy workforce and inclusive one ensures that there are teamwork and collaboration. Horizontal information flow in the workforce will work towards ensuring that the output of the company's workforce is increased. [Explain the connection between horizontal information flow and your thesis.]Finally, companies with diverse workforces attract talent from different racial and minority groups because of a lack of discrimination.

The goal of this diversity plan is to have a workforce that appreciates individuals from different minority groups and promotes everyone's inclusion while promoting equality in the workplace. This plan will outline the various steps to ensure that diversity planning has been successfully implemented. It will also explain challenges that we may experience towards achieving these plans, control measures to ensure the success of this program, and a conclusion of the diversity plan summing up all the essential elements.

Steps involved in the diversity planning [Change this to an APA Level 2 heading. See Part 5.]

To plan for the diversity of the workplace, certain specific tasks have to be involved. [This sentence does not identify a step.]First, there will be a collection of data. This can be done through interviews, online employee surveys, and questionnaires and observation of attitudes in the workplace. [Explain what data you will collect.]After that, there will be identifying areas that require diversity intervention (Dahanayake et al., 2018). [This is a separate step from collecting data, so it belongs in a different paragraph. Also, explain how you will identify the areas that need intervention.]

After identifying the areas that need these interventions, there will be formulation and review of existing policies. [The underlined word is not logical. An existing policy has already been formulated.][What information will you look for in the existing policies?] There may be policies in the workplace that intentionally or unintentionally promote racial discrimination. For instance, employee referral programs could be developing a workforce that is not diverse because employees could be referring to[extraneous word] and recommending members from their racial ethnicities.

After identifying policies, the next step would be to identify the business objectives in line with diversity and inclusion. [This step seems out of order. How can you do the preceding steps if you don’t know what business objectives you are trying to meet?]All business processes should be aimed at the achievement of business objectives. Therefore, identification of business objectives will allow the diversity plan to align in line with these business objectives. Once this has successfully been implemented, the next thing would be to procure the support and buy it[wrong word] from the senior management. Organizational cultures trickle downwards, and so the help of the senior management is profound. [How will you procure this buy in?]

After securing the buy-in, the strategies will be implemented and communicated to all stakeholders (Dahanayake et al., 2018). [How will you do this?]This is to ensure that all stakeholders adopt all of the strategies outlined in the company's diversity plan. Finally, the program will be measured for success and reviewed and adjusted if such adjustments need to be made. Measurement will involve using different key success indicators like social accolades, employee retainment, change of culture of the organization, and employee surveys.[Give an example of a social accolade that would indicate either success or failure of the plan’s implementation. What employment retainment would show success of the plan’s implementation? How would you determine whether the culture of the company has changed? What questions would you ask employees in the surveys to tell you whether the plan’s implementation was successful? Comments end here except for those on the references.

Dahanayake, P., Rajendran, D., Selvarajah, C., & Ballantyne, G. (2018). Justice and fairness in the workplace: a [Capitalize the first word in the subtitle.]trajectory for managing diversity. Equality, Diversity, and Inclusion: An International Journal. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/EDI-11-2016- 0105/full/html?fullSc=1

Ozgen, C., Nijkamp, P., & Poot, J. (2017). The elusive effects of workplace diversity on innovation. Papers in Regional Science, 96, S29-S49. Retrieved from https://rsaiconnect.onlinelibrary.wiley.com/doi/abs/10.1111/pirs.12176

Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 1212682. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/23311975.2016.1212682

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