Running head: DIVERSITY PLAN 1 DIVERSITY PLAN 6 Diversity Plan Student’s Name: John Blair Institution Affiliation Rasmussen College Report to CEO Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity. Cultural diversity in the workplace Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers. Importance of diversity planning Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .

1. Running head: DIVERSITY PLAN
1
DIVERSITY PLAN
6
Diversity Plan
Student’s Name: John Blair
Institution Affiliation Rasmussen College
Report to CEO
Diversity is a common feature that exists in most organizations.
It is a characteristic that increases its prevalence as a company
grows regarding hiring more members of its human resource
workforce. Diversity also increases when a firm grows out of its
current geographical scope. It is an unavoidable occurrence in
every growing organization and therefore, it is crucial for
managers and CEO's to understand the importance of learning

2. how to control the effects of diversity in their companies. When
diversity is not managed adequately, it can cause adverse
effects which may lead to the failure of an institution. This
report offers insight on cultural diversity which one of the most
prevalent types of diversity in firms. It also illustrates a plan on
how to control the adverse effects of cultural diversity.
Cultural diversity in the workplace
Culture refers to a person's way of life. It encompasses an
individual's heritage based on social patterns, acceptable
behavior, beliefs, values, customs, norms, and attitude. All
people have different cultures, and therefore cultural diversity
is a standard feature. Even though people may come from the
same home town, their culture may be different depending on
how they were raised (Lambert, 2016). This phenomenon
explains the existence of differences in personal cultures. This
situation causes challenging situations in the workplace since
the human resource managers of growing companies hire
individuals from different regions. Cultural background is
rarely considered while hiring employees into a company. The
recruitment team in a firm considers the skills that a person has
and the services that the worker can offer to the organization
(Lambert, 2016). Therefore, the employees in most companies
are from very diverse cultures. In some cases, this situation
leads to conflicts between the workers.
Importance of diversity planning
Diversity planning refers to organizing ways in which people
from different cultural backgrounds in the organization can
unite and work to achieve a common organizational goal. It is
crucial for a company to develop diversity planning to ensure
that their workers are all committed to achieving common
objectives of their firm. Diversity planning allows employees to
share ideas that are instrumental in enhancing business
processes in an organization (Price, & Nelson, 2018).
Employees grow significantly when they are exposed to a
variety of cultures. Therefore, diversity planning enables
employees to gain much personal social growth effectively.

3. Some of the workers can discover untapped talents and make
use of them to serve the company. This situation enables the
employees to unify their diverse strengths, and hence the
weaknesses of the employees do not affect the company since
they are curbed. The unity created by diversity planning is
essential for improving the attractiveness of a company. A firm
with an effective diversity plan finds it easy to convince
investors to fund them compared to an organization which has
internal cultural conflicts (Price, & Nelson, 2018). Effective
diversity planning provides suitable working environments for
every laborer, and hence the company experiences a low
employee turnover rate.
Proposed diversity plan
The proposed diversity plan will entail four significant steps.
The first step is setting the objectives of the company. No plan
can be developed without clear goals in mind. Plans are made to
enable a person to achieve some specific targets. Therefore, it is
crucial to ensure that each worker understands the goals of the
organization before implementing the diversity plan. The second
initiative will be designing the plan. The objectives of the
company will act as a blueprint while developing the plan. The
diversity plan will aim at creating a common organizational
culture which will be taught to all employees. The prevailing
culture will overcome all the other cultural differences. After
designing the plan, the final two stages will be implementing
the plan and measuring the results.
Challenges
Political differences are one of the most critical challenges to
implementing cultural diversity policies in the US workforce.
Although workers may be sharing many common aspects in their
cultures, it is difficult to alter their political alignments. Age
diversity has also proven to a challenge in the implantation of a
suitable diversity plan (Park, & Park, 2018). The US workforce
is composed of people from different age groups. In most cases,
the young generation shares different views from the old
generation. Other challenges posed to the implementation of the

4. diversity plan include gender balance and also disability
inclusion (Ozturk, & Tatli, 2016).
Control measures
Adequate training of new employees on the importance of
organizational culture will enhance the success level of the
diversity plan. The training will ensure that employees from
different backgrounds can find common ground and relate well
with each other. Developing employee incentives will also be
instrumental in ensuring that all workers are motivated to
implementing the diversity plan. Employees who show the most
dedication to maintaining the organizational culture and
achieving the set objectives should be well rewarded.
Conclusion
The success of a company relies on its employees. Therefore, it
is crucial to ensure that the differences in the cultural
backgrounds are controlled. The proposed diversity is essential
in developing unity through a common organizational culture.
Many firms have failed due to cultural differences, and hence
the issue of diversity planning has been researched extensively
for SME's as well as global enterprises. Every company should
ensure that it develops a solid diversity plan which incorporates
each member of the company staff and ensures that they feel
accepted and relevant to the company.
References
Lambert, J. (2016). Cultural diversity as a mechanism for
innovation: Workplace diversity and the absorptive capacity
framework. Journal of Organizational Culture, Communications,
and Conflict, 20(1), 68.
Ozturk, M. B., & Tatli, A. (2016). Gender identity inclusion in
the workplace: broadening diversity management research and
practice through the case of transgender employees in the
UK. The International Journal of Human Resource
Management, 27(8), 781-802.
Park, S., & Park, S. (2018). Exploring the generation gap in the
workplace in South Korea. Human Resource Development

5. International, 21(3), 276-283.
Price, K. M., & Nelson, K. L. (2018). Planning effective
instruction: Diversity responsive methods and management.
Cengage Learning.
Running head: COMPANY’S CULTURE FOR DIVERSITY
1
COMPANY’S CULTURE FOR DIVERSITY 5
Company’s culture diversity
Name: John Blair
Institution: Rasmussen College
Date: January 20, 2019

6. Due to the ever-changing business environment, most business
owners are forced to adapt to the diverse policies and strategies
that are appealing to their clients, vendors, supplies and the
employees. Diversity in a work place comes with a lot of
benefits (Gong et al, 2011). Diversity is not all about ethnicity.
A diverse work place is composed of employees with different
characteristics, religious and political beliefs, gender,
education, sexual orientation, socioeconomic background and
geographic location. A company must find ways in which it
should incorporate diversity into the work place without
changing the manner into which the company operates. In this
article I will examine the cultural diversity of our organization
based in china (Chow, 2005).
When working in China anyone will notice a big difference in
the working culture between private enterprises, semi private
and the state-owned companies. In china, the cultures between
the multinational and local companies are also significantly
different. Research has it that there are many specific
challenges brought about by the cultural differences of the local
Chinese that work in multinational companies (Banks, 2007).
These cultural differences can limit the career progression for
the Chinese employees and they include:
· English proficiency: English is not a native language for the
Chinese. This fact can cause the Chinese employees to struggle
since they often don’t understand English as it seems to be a
sophisticated language used by their international colleagues.
· Style of communication: it is known that the Chinese culture
always looks down upon peoples from voicing criticism,
speaking up and taking stances. This factor will definitely make
the western management uncomfortable as they are usually bold
on matters concerning their rights and discussions even with
their subordinates.
· Common interests: the Chinese may lack common interests
and hobbies from their counterparts (e.g. sports and wine
tasting). This might make the Chinese feel excluded during after

7. meetings. This factor makes the Chinese workers to struggle to
establish good relationships and this limits growth of the
organization.
· Development of the profession: Chinese workers have a
feeling that opportunities for the success of their careers are
largely determined by the overall strategy of the company and
its commitment to the country of china- over which they have
no control. Most Chinese workers and the executives lack trust
from corporate headquarters since they have a tendency of
thinking that the English speaking expatriates are favored.
· War of talent in china: most of the Chinese executives are less
willing to work overseas since they don’t want to miss being
part of the growth at home and they have a very strong sense of
national pride. This affects the multinational companies
working in china since they are forced to raise salaries as well
as improve promotion, training and leadership opportunities for
the Chinese to remain relevant to the recruits.
Cultural diversity in the Chinese is protected by some ethics
which include:
Harmony: this means there must be balanced coordination that
has rationale and compatibility. The multinational investors
must act according to the Chinese laws and truths.
Benevolence- this core value of Confucianism must be observed
by the international investors they have to show the importance
of family ties for peaceful coexistence (Banks, 2007).
For the business organizations to thrive in china, they must be
aware of the need to address issues related to cultural diversity
with relation to their organization for a healthy competition
with the local companies. Multinational companies are
encouraged to think about how they can create a more inclusive
culture for the Chinese employees so that they can contribute on
global growth. I suggest that the company should use the
following strategies in order to ensure an inclusive work culture
· Arrange overseas assignment for potential talents.
· Give the Chinese talents a greater vision at corporate levels.
· Employers to be provided with cross-cultural training.

8. · Employees to be engaged in multicultural teams that enhance
cross-cultural understanding.
· The employers should introduce targeted development
strategies for the Chinese talent.
It is important for the multinational companies to include
diversity so as for them to thrive in the Chinese country.
Otherwise the local companies continue beating the
multinational companies in terms of success.
Reference
Banks, J. A. (2007). Diversity and citizenship education: Global
perspectives. Jossey-Bass, An Imprint of Wiley. 10475 Cross
point Blvd, Indianapolis, IN 46256.
Chow, C. S. (2005). Cultural diversity and tourism development
in Yunnan province, China. China. Geography, 294-303.
Gong, Y., Chow, I. H. S., & Ahlstrom, D. (2011).Cultural
diversity in China: Dialect, job embeddedness, and turnover.
Asia Pacific Journal of management, 28(2), 221-238.
Runnning1
Name: John Blair
Course: B440/GEB 4220 Section 01 Managing a Diverse
Workforce

9. Institution: Rasmussen College
Instructor: Andrea Barnum Phatak
Report to CEO
Research and headlines in today's media suggest that a lot of
work still needs to be done with regards to workplace diversity.
Diversity and inclusion have been hot topics in recent decades
among top business leaders. The importance of corporate
diversity programs in the century have been reinforced
allegations of sexism, ageism and other forms of discrimination.
Embracing diversity enhances work culture of the 21st century
and drives business success. Diverse experience and
perspectives inclusion create an empowerment culture fostering
innovation, new ideas, and economic growth. This paper looks
into the benefits of having Women and Asians in the workplace
(Barak, 2016).
Workplace diversity meaning hiring employees from different
backgrounds, races, gender, age or religion, and this culture
benefits many organizations in many ways apart from
contributing to organizational efficiency and creating
competitive advantage. Workplace cultural diversity leads to
higher morale among employees, gives the management
different perspectives, have global expansion impact and
increases community relations.
Diversity with collaboration is essential in the workplace as it
unlocks innovation and drives the growth of the business.

10. Diversity can only be an intellectual multiplier when diverse
groups collaborate and speak a common language in an
inclusive environment that fosters perspectives devoid of
judgment. This allows for design thinking that in turn provides
for trying of many diverse approaches before narrowing down to
one solution to a business problem or strategy formulation
changing how people work for better business operation as it
introduces a deeper collaboration level, appreciate diversity and
creativity. Sharing of tools help in the creation of an inclusive
environment that fosters diverse perspectives and hence
innovative solutions.
Asia houses some of the emerging markets in the world that any
business seeking to tap into the potential that the future holds
should focus on Asia as well as women since they are the next
emerging markets (Lambert, 2016).
Works cited
Barak, Michalle E. Mor. Managing diversity: Toward a globally
inclusive workplace. Sage Publications, 2016.
Lambert, Jason. "Cultural diversity as a mechanism for
innovation: Workplace diversity and the absorptive capacity
framework." Journal of Organizational Culture,

11. Communications and Conflict 20.1 (2016): 68.