Please conduct a research paper based upon the outline. Include the following:The rough draft of your Diversity Management Proposal is due. It should be submitted in proposal format.Discuss the problem or opportunityDescribe the alternative solutions to the problemEvaluate the alternativesDiscuss which alternative you selected and why.Discuss any follow-up to determine effectiveness of decision.Make sure to use correct tone. Remember that your audience for your proposal is the decision-makers of the organization who have the power to implement your change.
sjones_diversity_project_outline_041817.docx
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Diversity Project Outline
Samantha Jones
Rasmussen College
Author Note
This paper is being submitted on April 18th, 2017 for Debra Culler Managing a Diverse
Workforce course.
Outline for the Diversity Management Proposal
1) Problem: Google has publically admitted to having diversity issues within their company.
The diversity issues with Google is the fact that their company employees mostly
men only of which about 5% are Latino or African American. Not only does the
problem include race but it also includes gender. The company also lack an
abundance of women in their tech industry and leadership category which consist
of predominantly men.
a. This problem area opens up doors for Google to lose out on other potential skillful
and qualified candidates of other races because there is no “commonality”
amongst all other employees. Refusing to bring them on board could possibly
minimize the synergy that diversity is meant to create. This issue makes Google
look very bad considering the fact that their ethnicity report data was very
disturbing which clearly states this problem has been in existence for quite some
time now.
b. This diversity issue can also result in current employees leaving the company. For
example: Erica Joy Baker, an engineer who left Google in 2015 “largely because
she was fed up with the company’s failure to address a culture of casual racism,”
“says it’s not clear to her whether Google’s newer initiatives are rooted in a real
desire to change, or are a part of a public-relations effort, which she said was
evident in 2014 (Vaux, n.d.).
c. There are many factors contributing to the diversity issue which includes:
i. The fact that it affects not only the business in general but also the
employees.
ii. The fact that it shows discrimination amongst the Latino and African
American population the most.
iii. The fact that this diversity issue started many years ago and is still an issue
presently at the time.
iv. The business implications of the effortless actions of Googles diversity
issue is possible litigation. Because companies want to avoid lawsuits, thet
need to have a genuine desire to foster more welcoming environments to
their employees who are members of minority groups, or both, in which
there is a large and growing cottage industry of diversity-training
programs (Singal, 2017).
d. As of Jan 2016, women only make up 31% of Google employees. 2 % of
employees are African-American and 3% are Hispanic.
2) Investing into more training programs and hiring more minorities will solve the diversity
issue Google has and bring in more varied ranks.
a. This is the best option because:
1. Google will promote within as their first step to closing the leadership
gap of gender difference between men and women. This will help save
money from hiring new employees all while promoting a healthier work
environment for women.
2. By Google admitting and attacking their known diversity issues at hand,
this will be the best time for minority workers to become not only
potential but permanent candidates for the company.
3. If properly implemented, a diverse workplace will generate more income
for the company in the form of broader sales and greater productivity
(Vaux, n.d).
b. The objections involved have the potential risk of increasing: Cost,
miscommunication and time management issues.
c. All employees need to be involved and open minded for this solution. Board
members, ranking top management as well as employees must be able to adapt to
fixing this unfortunate diversity issue Google has. The employees, men
preferably, have to be willing to participate in the training for women. The board
and executives will also need to create an action plan and implement the course of
action necessary.
d. The resulting benefits to this solution will create the synergy needed for any
corporation to perform at its peak. Cultural diversity is a must in order for modern
companies to successfully possess a solid advantage over other companies.
e. The solution must be implemented now to avoid possible litigation cases against
the company. In addition, the solution will create a diverse workforce and help
Google form a strong and solid corporate culture for the sake of its employees.
3) The plan:
a. The plan of action is to:
1. Gather potential women candidates for more leadership positions.
2. Allow male workers to help train their counterparts.
3. Create broader recruitment efforts by selecting a large pool of skillful
and qualified minorities for potential employment to reduce biasness.
4. Conduct a mandatory diversity training course for all preexisting and
new workers.
5. Pledge to spend at least $150 million on efforts to increase diversity by
the end of the year.
b. Specific deadlines will be determined based upon work schedules for training and
open admission for current positions.
c. The resources needed will be effective but general training material on cultural
diversity, employee assessments and an increased budget in payroll.
d. The challenges that must be overcome is the involvement of the executives and
management as well as employees. Often times, people do not like the sound of
change so it is very important to have everyone on board.
e. Google will measure their success by comparing and contrasting previous data
from their ethnicity report to present data after the implementation of the action
plan. This will require surveys and data analysis.
4) Conclusion:
a. Once the solution is implemented, Google will progress in the right direction. The
after effect involves hiring above their current representation of Blacks and
Hispanics as well as increasing the women in leadership roles and tech fields. The
benefits will help bring in more varied experienced workers and therefore create
broader sales for the organization. The workplace will be a healthier environment
and Google will have a solid corporate culture.
b. We Must Act Now! As our CEO states, “A diverse mix of voices leads to better
discussions, decisions, and outcomes for everyone.” -Sundar Pichai, CEO, Google
References
Singal, J. (2017, February 6). 3 Lessons Companies Can Learn from Googles Diversity Travails.
Retrieved from Science of Us: http://nymag.com/scienceofus/2017/02/3-lessonscompanies-can-learn-from-googles-diversity-issues.html
Vaux, R. (n.d.). How Does Diversity Affect the Workplace? Retrieved from Small Business:
http://smallbusiness.chron.com/diversity-affect-workplace-10510.html
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