InstructionsNow that you have selected your area of diverse concentration, you are now tasked with designing a plan to aid your selected group in one of the following countries:China Japan Brazil I

Gender Diversity Plan

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Instructor’s Name

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Introduction

In any organization in the world today, the issue of gender balance is one of the areas that is normally given serious attention within the organization because of the increase in the level of sensitivity of the general public concerning the issue. In my workplace I recently noted that there is some imbalance on female representation in the department and this called for some action to be taken on the diversity initiative in this particular area (Price & Nelson, 2018).

Diversity Planning

Diversity planning simply makes it easy for an organization to incorporate people with different age, gender or even skills to be well distributed and represented in the organization. This concept is important in several ways to an organization and the first one is about equal distribution of relevant skills and talents within an organization. If we put up an effective diversity planning system, it will enable the organization to have individuals from various diversities to be well represented in the different workplaces in the business. In our case the main area that is experiencing crisis is mainly on the female representation in various work stations so if we put up some good diversity planning it will spare us this problem of realizing quite late about the crisis.

When we create this diversity planning and embrace it, our general reputation as an organization will significantly go up. The issue of gender balance is among the reasons why some organizations are pinned down and their reputation destroyed, now that we have realized that in some way we are going that direction, a diversity plan will help us take control of the situation before it goes too far.

When diversity planning is achieved in an organization it makes conflict resolution quite easy. Right now we have very few ladies in the workplace and so when conflict comes up may be concerning gender issues the females may feel lonely because there are few, it is normal for majority to be granted their demands so the females being very few they may not be heard and so the conflict will not be solved easily more so those that are gender related, one group will be felling inferior to another.

Diversity planning will also lead to some significant increase in the employees’ exposure. When each gender both male and female are properly represented in the workplaces, they will be in a position to get some exposure and learn more from the opposite gender. This is because they will be together most of the times and you know people have different traits and skills and some come with the gender they belong so this diversity planning will give the employees that chance (Ozgen, Nijkamp & Poot, 2017).

Steps to be Included in the Diversity Plan

Diversity plan is normally a process it grows slowly and that is why it actually requires some well stated steps for it to work out properly. The step is conducting some assessment in the various workplaces to get the intensity of the crisis on the female employees. This will give us the overview of how many we need to bring in so as to attain the balance before we make the move, normally there are sections that a given gender is underrepresented than the other so that is what we will be assessing.

The next step will to carry out some analysis on the strategy we will use to get the females who are well qualified for the various posts and then evaluate how we will actually absorb them into the system. At times of crisis like in this case where we lack a good representation of the female people may be in some hurry and end up making mistakes so we will do some proper analysis.

The third step will be literally feel the gap or rather add the lacking number of the females in the working stations so as to solve this problem. This step will go hand in hand with the fourth step which is working with the leadership to make them encourage this culture of diversity in the organization.

Challenges in Implementation

The main challenge that will be experienced in this process will be the absorption of new female employees to create the balance and still maintain the required number. When solving a problem of representation in an organization that already exists and has some crisis, it becomes quite challenging because the posts that are there are already taken. This only leaves the organization with one option and that is removing others to create space for the incoming individuals. This is normally close to impossible because the labor laws in the United states does not allow such practices of sacking without an employee breaching the contract (Lynch, 2017).

Implementation of this diversity plan is also time consuming. It is procedural and got some steps that ought to be followed, this therefore means that it will not be easy to implement very first when the organization is in such a desperate need for implementation. Global workforce may also not in a position to provide the required individuals within the fastest time possible.

Control Measures

For any plan of this nature to succeed there should be proper backup by the leadership of the organization, so I will make sure the management and the leadership of the organization are well convinced and are in the support of the plan. The other measure to ensure it works is simply encouraging the department that is responsible for recruitment to ensure they consider diversity when they are replenishing the workforce.

Conclusion

Diversity plan is very important in ensuring that the organization is stable from all the ends so with this plan, the organization will benefit highly. Despite the slight challenges that we are expecting to come with it, we will be able to manage them and see the organization grow and the number of the female workforce will rise significantly in the organization. The reputation of the business will also be enhanced and this is among the dreams of every organization, to look good in the eyes of the public.

References

Price, K. M., & Nelson, K. L. (2018). Planning effective instruction: Diversity responsive methods and management. Cengage Learning.

Ozgen, C., Nijkamp, P., & Poot, J. (2017). The elusive effects of workplace diversity on innovation. Papers in Regional Science, 96, S29-S49.

Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace. Routledge.