3 1 Proposal Memorandum Eniola Asowo Golden Gate University ENGL 120 .C2

Proposal Memorandum
Eniola Asowo
Golden Gate University
ENGL 120 .C2
Barbara Cully
November 25th, 2021
Proposal Memorandum
To: Human Resources Director
From: Eniola Asowo
Date: 11/25/2021
Subject: Proposal for Improving Workplace Diversity
Dear Director of Human Resources,
Currently, we have been experiencing problems that can be improved by enhancing workplace diversity. Business leaders need to consider the influence of diversity on the overall success of their businesses. Workers are more likely to perform better in a work environment that they feel safe and respected. Today, the business environment is made up of a diverse workforce. As a result, organizations need to manage the diverse workforce effectively to continuously grow. According to Ulus and Hatipoglu (2016), the human element in businesses enables an organization to grow and succeed since they influence the business’ structure and performance. Therefore, if our managers understand the role of diversity in business, they are more likely to improve organizational performance and solve any problems. Diversity is a crucial aspect in businesses due to the increasing need to adapt to emerging issues.
I have used multiple sources to support my research. Below is a problem statement of the issue.
Due to increased globalization in the current business environment, there has been an increase in interactions among people from different backgrounds. These interactions have resulted in increased challenges for businesses to manage a diverse workforce. A diverse workforce presents businesses with a vast of benefits including creativity and innovation. It is upon organizations to implement strategies to manage diversity to increase their overall performance. In the coming years, diversity will play a significant part in the success and growth of a business. As a result, there is the need for businesses to formulate programs to manage diversity and increase inclusiveness.
Below is an image of a conceptual framework that outlines the relationship between workplace diversity and organizational performance in businesses. As seen in figure 1 below, workplace diversity involves three dimensions including internal dimension, external dimension, and organizational dimension. The internal dimension deals with employees’ similarities and differences based on gender, and ethnicity. The external dimension considers a person’s similarities and differences based on educational background, religion, earnings, marital status, and income. Lastly, the organizational background considers the place of work, work content, and type of employment. These dimensions influence work performance, service quality, and efficiency among employees and that is why businesses and organizations need to improve workplace diversity.
Figure 1: Diversity model
A Solution to the Problem
Strategies to Improve Workplace Diversity
Businesses need to celebrate employee differences to promote diversity in the workplace. Organizations need to ensure diversity is celebrated as a cultural value providing employees with an opportunity to share their backgrounds and cultures (Amaliyah, 2015). Employees need to be provided with the chance to work in areas they can advance. Freedom to work on specific tasks allows them to unleash their creativity and performance resulting in increased employee morale, retention, and productivity (Cletus et al., 2018). Businesses need to implement more inclusive workplace policies. Also, businesses can promote inclusiveness in business by establishing training programs that support workplace diversity.
Workplace Diversity Distribution
The correlation between workplace diversity and employee performance remains true across multiple geographies. However, in most regions, workplace diversity remains overlooked. In terms of gender, Australian organizations have the most number of women serving in executive positions with 21%. In the USA, 19% of women hold executive positions (). These demographics are represented in figures 2 and 3 below respectively. Considering the distribution of work among men and women in these two countries, it is evident that workplace diversity is an issue that should be addressed.
Figure 2:Australian Gender Distribution in Executive Positions
Figure 3: USA Gender Distribution in Executive Positions
Research indicates that more diverse businesses can attract top talent and in turn, enhance customer experience. More importantly, diverse businesses can facilitate employee satisfaction and improve their decision-making process. Therefore, diversity and inclusion play a significant part in improving businesses especially when it comes to achieving organizational goals.
Business leaders play a significant part in facilitating the success of a business. Business leaders and managers manage change and implement strategies that ensure their subordinates are motivated and willing to perform at their full potential. Managers must champion diversity in their businesses by ensuring inclusiveness is a part of the core values of the business. In doing so, both top management executives and employees recognize diversity as an important feature in the business that should be maintained to achieve organizational goals. However, business leaders need to have a vision and be committed to making diversity in their businesses a reality. Therefore, diversity should be a top priority for both managers and employees.
Benefits of Workplace Diversity
Workplace diversity allows employees to feel valued and accepted. A business that promotes workplace diversity enhances employee happiness resulting in increased levels of job satisfaction and reduced employee turnover. A diverse labor force facilitates creativeness and innovation, the most important ingredients of business success and growth (Cletus et al., 2018). Increased creativity and innovation lead to increased employee performance and productivity. Diversity in the business allows employees to be more effective and motivated.
Besides these benefits, there are several reasons why businesses should support and embrace diversity. Diversity can attract and retain the best workforce across the globe, increasing the competitiveness of the business (Noordende, 2018). However, the performance of any business rests on its ability to manage a diverse workforce to facilitate new innovative ideas and perspectives in the business. Many managers view diversity as a challenge but its benefits outweigh the drawbacks. Any challenges involved in embracing workplace diversity can be turned into a business asset as long as the business can capitalize on the advantages of a diverse workforce.
Diversity among employees significantly contributes to their work performance. A diverse workforce creates a work environment that supports employee engagement and each employee can contribute to solving business problems and accomplishing business objectives. More importantly, a diversified workforce allows a business to enjoy the benefits of inclusiveness through improved performance levels and productivity. Businesses should make an effort to promote inclusiveness by creating a culture that supports diversity. Also, managers can implement training programs that supplement workplace diversity to ensure all employees are open to changes that come with diversity. Therefore, by improving workplace diversity, the business will not only improve its performance but will also the productivity of its employees.
It will be my pleasure to meet and discuss my proposal face-to-face and explain further why workplace diversity is vital for the continued growth and success of the business. I am available to answer any question concerning my proposal at any time. Thank you.
Amaliyah, A. (2015). The importance of workplace diversity management. International Journal of Sciences: Basic and Applied Research, 17(2), 175-182. https://core.ac.uk/download/pdf/249334085.pdf
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52. doi:10.2478/hjbpa-2018-0011
Noordende, S. (2018). Diversity makes the workplace more competitive. Here’s why. World Economic Forum. https://www.weforum.org/agenda/2018/10/why-diversity-matters-for-global-competitiveness/.
Ulus, M., & Hatipoglu, B. (2016). Human aspect as a critical factor for organization sustainability in the tourism industry. Sustainability, 8(3), 232. https://doi.org/10.3390/su8030232