I am in need for M8A1 portofoio to be adjusted (The paper is on Diversity in the workplace) with the corrections that are mentioned in the prvious attachments. (M2A1, M4A1, M6A1). Also I need for M8A1

A Reflection of Society: Employment Statistics and Social Equity

Optimal Trumpet Performance

Excelsior College, MPA625

A Reflection of Society: Employment Statistics and Social Equity

At one time, discrimination against people in the United States of America was not prohibited by the laws of the nation. Mostly people who were White worked at the higher paying jobs, and minorities like Black people and Latino people were left to work lower paying jobs. This took place even though many of the minority people may have had greater skills than White people. Yet as the diversity of the nation and the discrimination that existed prevented a more harmonious society, the Federal Government established laws that would promote social equity, including the Civil Rights Act of 1964 (Pub.L. 88–352, 78 Stat. 241) and the Equal Pay Act of 1963 (Pub. L. No. 88-38, 77 Stat. 56). These laws were established to ensure that all workers are provided with equal opportunity and pay, regardless of their racial, religious, or gender; however, one half of a century later, equitable allocation of races in federal employment has not been achieved, and pay for women does not match that of men. America promises in the Declaration of Independence that: “all men are created equal.” If this is the case, and if the United States government follows the laws that it created to established social equity by requiring that no businesses practice discrimination in hiring, it would follow that there should be an alignment in hiring with the diversity of the general population. In small businesses, it remains possible that the small sample size may not reflect larger demographics of diversity. Yet in large organizations such as the Federal Government, within which millions of American citizens are employed, the demographic statistics of racial characteristics of Federal employees should match that of the general population.

In order to understand how the issue of social equity in employment within the Federal Government reflects or does not reflect the goals of social equity, a quantitative evaluation of a longitudinal data set must be evaluated. Quantitative statistics indicate the quantity of a measure, which in this case would be the amount of people in each racial group that are hired by the Federal Government, as well as the amount of people in each racial group that live in the United States. Discovering these quantities would make it possible to understand if the United States is practicing equitable employment practices.

By evaluating the employment statistics of the Executive Branch of the United States Government over the course of the last decade, considerable insight can be gained that can inform organizational decisions for this public service agency. Moreover, the trends that these data sets reflect and the informed decisions that emerge can be then applied to other public service sectors to ensure more effective administration of the goals of the United States Government to ensure an equitable society in which all races, religions, and genders do not experience discrimination in the workplace.

Scale of Measurement

Federal employment reports by the Office of Personnel Management (OPM) range in their descriptive data. The Employment by Gender and Race/National Origin data set between 2006-2017 demonstrate recent patterns of employment that can be used in comparison to the United States Census data sets to determine whether or not the United States has attained alignment of hiring with the diverse characteristics of the American population. These data sets are reliable, and errors are minimized. Using a longitudinal data set makes it possible to see if any progress is taking place in the diversity of the employment by the Federal Government, or if a regression is taking place.

Views of Researchers

Many different researchers have considered the impact of the alignment of the diversity of employment with that of the general population in the United States. These researchers show the value of diversity in hiring, and also indicates that the United States has tried to establish equitable practices without always realizing its goals for diversity. Brooks, Doughtery, and Price, J. (2015) detailed in their analysis of historical hiring patterns that the Federal work force of the United States sets the bar for equitable hiring practices that other public agencies strive to follow. Although the researcher demonstrated higher degrees of social equity in their employment statistics than other social service agencies, the Federal work force still did not meet the goal of aligning larger employment statistics with that of the people of the United States. Rice (2015) explained that diversity in hiring actually serves an organizational function as well as a larger social function, stating that a lack of diversity in governmental organizations results in poorer “employee relations, employee attitudes, employee retention and turnover, and employee hiring” (p. 97). Beyond just the productivity of the organization, effective application of diversity in hiring promotes a greater value to the society that the clearest arms of that society practice what they have professed in their laws. Yet it is also vital to understand that diversity serves a more organization function. This can result in improved operations for the organization. As Choi and Rainey (2010) remarked, “racial diversity significantly improved performance in the agencies that encourage teamwork and cooperation among employees” (p. 116). In an increasingly multicultural global marketplace that relies more on teamwork than individual achievement, diversity offers considerable operational advantages to organizations that can effectively implement employment practices that celebrate the diversity of the American people.

Justification of Method of Measurement

Quantitative measurement offers a degree of objectivity that makes it possible to equitably evaluate the influence of forces that shape results. In the case of the ability of the United States to realize its promise of equality for all citizens, its employment practices must be equitable. While it remains possible in small samples that highly skilled employees that may be required in an organization could skew statistics in favor of one or more ethnic groups; however, given the fact that the Federal Government employs well over two million people, its statistics of employment should mirror the diversity of the larger society.

References

Brooks, D., Doughtery, B., & Price, J. (2015). The Federal Government as a Model Employer and Its Impact on Employment Civil Rights in America. Emp. Rts. & Emp. Pol'y J., 19, 151.

Choi, S., & Rainey, H. G. (2010). Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 109-121.

Rice, M. F. (2015). Workforce diversity in business and governmental organizations. Diversity and public administration: Theory, issues, and perspectives, New York: M.E. Sharpe.

U.S. Office of Personnel Management Office of Policy Planning & Analysis, Data Analysis Group. (2018). Executive Branch Employment by Gender and Race/National Origin September 2006 – September 2017. Retrieved from: https://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/reports-publications/executive-branch-employment-by-gender-and-racenational-origin/

Professor Notes:

This is a good start Marcus – and an interesting topic. I work with these data sets every day in my current position. However, you have not identified a scale of measurement. The scale of measurement will determine the type of statistical tool you will use. In addition, you should begin to think about clarifying your variables. What relationship are you looking for or, are you thinking of conducting a qualitative analysis? Please let me know if you have any questions or concerns. Overall, nice effort – very well written! ~Prof. Goliday