An 11 page paper that begins with demographic information about a hypothetical company that has no diversity management plan and who are, in fact, out of compliance with regulations. The writer justifies the need for such a plan by briefly citing laws and regulations and discussing the benefits of a diverse workforce. The writer offers a diversity management plan for this company that includes recruiting, hiring and promotion, career path programs and establishing affinity groups or councils and how each would be evaluated for success. Examples are included. Bibliography lists 12 sources.
Name of Research Paper File: MM12_PGdvsmg7.rtf
Unformatted Sample Text from the Research Paper:
1 Chinese male. 1 Chinese woman, and 14 white males. There are 35 first-line managers including: 3 white women, 2 black males, 1 black woman, 1 Chinese male, 1 Chinese
woman, 1 Korean male, 1 Australian male, 1 Middle-Eastern male, 1 Indian male and 23 white men. Of the 525 employees, 43 percent are white, 12 percent are Middle-Eastern, 17
percent are Asian, and 28 percent are Hispanic. In terms of gender, 58 percent of employees are female with 42 percent males. Senior executives range in age from 46 to
62; senior managers range in age from 42 to 58, and managers range in age from 32 to 60. Employees ages range from 19 to 65. The company encourages employees
to retire by age 65 and has been known to offer incentives for persons over the age of 60 to retire. There is a sense at this company that youth
is important to creativity. In fact, while not a written policy, this company seldom hires anyone over the age of 50. Religious affiliation and sexual orientation data are unknown. It
is known, however, that at least 18 primary languages exist among employees. All management staff at all levels hold at least a bachelors degree, at least 70 percent hold
a Masters degree and about 15 percent hold a doctorate degree. The company is located in a very diverse metropolitan area. If diversity in its truest form was practiced
at this company, the proportions of each level of management would approximate the proportions at the employee level. As an example, at the senior executive level, about 15 executives would
be white, 4 would be Middle-Eastern, 6 would be Asian and 9 would be Hispanic. Further, 20 senior managers would be women and 15 would be men. Clearly, the proportions