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A. Task Your task in this assignment is to examine an organization that has had a problem/issue with managing diversity. Within the context of this assignment, “problem” can be defined as charges of discrimination—gender, race, age, disabilities, sexual orientation, religion, etc., or the organization may be struggling with how to manage diversity effectively. You must include at least seven outside sources, and they should represent a variety of types of sources and not merely ones from the internet (www). B. Companies You may choose one of the following companies, or you may choose another company—you must, however, approve this choice with your instructor. Amtrak (discrimination: African Americans) CIA (discrimination: women and people of color) FBI (discrimination: women and people of color) NASCAR (discrimination: African Americans; current situation – transforming their image and expanding their audience via diversity) NFL (discrimination: African American head coaches) NHL (discrimination: African Americans) Wal-Mart (discrimination: multiple non-dominant groups) C. Individual Diversity Analysis Paper 1. Part One i. The first section of your paper is a description of the problem(s) and how the problem(s) developed in this company. Was it over a long period of time, or did the problem emerge through one specific incident? Be sure to use details in your discussion. ii. In this section, describe all of the different methods the company used to manage its problem. Describe, in detail, how the company dealt with the complexities of the situation. iii. In addition, describe the company’s current status. 2. Part Two Use your own expertise to analyze the situation (you do not need to answer all of these questions in your essay; use them to guide your thought process). What could the company have done differently? How could they have avoided this problem? What did they do effectively/ineffectively? What strategies should the company have implemented to manage the diversity problem/crisis? Has the company really recovered? If so, how and if not, why not? Does the crisis represent a leadership problem, and/or a management problem? While examining the specific diversity case, utilize the textbook material as a FRAMEWORK for your analysis. Specifically, integrate the diversity management paradigms as found in Opportunities and Challenges of Workplace Diversity (i.e. resistance, discrimination-and-fairness, access-and-legitimacy, and integration-and-learning) as a theoretical framework for your discussion. D. Sources When looking for an article that interests you, there are many magazines and academic journals from which to choose: Diversity Inc. Magazine HR Executive Fortune Forbes Newsweek Time, Harvard Business Review, etc. Furthermore, you may be able to find an interesting article in a local or national newspaper. Remember the helpful resource of diversity Web sites: vault.com, workindex.com, diversityinc.com, etc. Wikipedia is NOT an acceptable, academically credible source. Papers that include Wikipedia as a reference source will be graded as a zero. E. Referencing Be sure to define the concepts that you incorporate from the textbook by clearly and accurately quoting or paraphrasing. When you do any type of referencing (quoting or paraphrasing borrowed material), you must use APA 6th edition style manual. F. Length Minimum of five complete pages OF CONTENT no more than seven, double spaced. Title page and Reference page are not included in content. Since you are not doing original research, you do not need to include an Abstract. G. APA Tip Sheet APA 6th Edition formatting is required. Review the corresponding Tip Sheet or your APA Manual to ensure correct formatting and citation of information. H. Grading Rubric Points Above Standard (90 – 100%) At Standard (70 – 89%) Below Standard (0 – 69%) Content (50 Points) The problem definition was clear and detailed The situation analysis was well thought out and thorough The company’s current status was clearly defined and articulated Diversity Management paradigms were identified and integrated More than seven outside sources were used from a variety of academically creditable sources The problem definition was lacking some clarity or details The situation analysis was not completely well thought out or thorough The company’s current status was not clearly defined and articulated Diversity Management paradigms were partially identified and integrated At least seven outside sources were used from a variety of academically creditable sources The problem definition was unclear or missing The situation analysis was not well thought out or thorough The company’s current status was not defined Diversity Management paradigms were not identified and integrated At least seven outside sources were not used from a variety of academically creditable sources Resources included Wikipedia Writing Skills (30 points) Paper was between five and seven pages in length Pages were double spaced Title page and reference pages were present and complete Paper was written using proper grammar and punctuation Overall flow of the paper was consistent and easy to follow Paper was less than five or more than seven pages in length Not all pages were double spaced Title page and reference pages were inadequate or incomplete Paper lacked proper grammar and punctuation Overall flow of the paper was not consistent or easy to follow Paper was less than five pages Pages were not double spaced Title page and reference pages were inadequate or missing Paper contained poor grammar and punctuation Overall flow of the paper was difficult to read and follow Writing Style (20 points) All APA Style guidelines were met throughout the paper All concepts incorporated from the textbook are clearly and accurately quoted or paraphrased Most APA Style guidelines were met throughout the paper Most concepts incorporated from the textbook are clearly and accurately quoted or paraphrased APA Style guidelines were not met throughout the paper Concepts incorporated from the textbook were not clearly and accurately quoted or paraphrased

PROBLEM: CIA DISCRIMINATES ON WOMEN AND PEOPLE OF COLOR
The Central Intelligence Agency is accused of not dealing with the diversity in its organization. Diversity means that employees from different backgrounds, nations, culture come together under one roof and work for the achievement of one goal. There are number of employees working with the CIA but the management is not able to satisfy all of its employees and is not dealing with everyone fairly. The women employees are discriminated on the grounds of gender and are not paid fairly or are not given opportunities as compared to the male employees. Moreover discrimination on the basis of color is another acquisition on CIA. The white employees count is more as compared to the black employees. Less opportunity is given to the black employees to grow in the organization and are ill treated on number of grounds.
HOW THE PROBLEM DEVELOPED IN CIA:
The problem of discrimination on the basis of color and ill treatment to women is not a new problem that is being faced by the company. Rather it is the problem that CIA is facing over the past 12 to 13 years. As per the reports, from the year 2004 till 2014 the number of African American employees have drastically reduced and that more white people were employed on the higher designations.
CIA is not working well with diversity and does not understand the importance of diversity and hence is discriminating with its women employees as well as giving less preference to black employees. The discrimination is done on number of fronts such as:
Less salary to women as compared to men
Stringent performance appraisal for women and black employees
Low work opportunities to women employees as compared to males
Less employment opportunities for the black
The problem of discrimination result into low satisfaction level of the employees and less level of motivation for those who are facing discrimination. This will result into lowered level of productivity and less efficient working. This problem of overlooking diversity and discriminating employees on the grounds of gender and color did not emerge all of a sudden but was dwelling into the organizational atmosphere since longer period of time and disturb the organizational well being and as a result hamper the employees loyalty towards the organization.
DIFFERENT METHODS CIA USED TO MANAGE ITS PROBLEM:
The problem of discrimination is a big time issue which needs to be resolved or else it can result into the downfall of the organization. CIA also involved in discriminating with its employees on the basis of color and gender. This resulted into the downfall of the organization and the productivity goes down to some extent. There are number of methods which CIA used to manage the discrimination issue:
Framing out one common plan for performance appraisal for everyone in the organization.
Giving equal opportunity of growth to both male as well as female employees.
Strategies were set in order to manage the behavior of the employees and make them feel equally treated.
Check on all the groups spreading discrimination was kept and efforts were made to stop it.
It launched the ‘Diversity and Inclusion Strategy’ for the period 2016 till 2019 to ensure that diversity is taken care of.
Open and equal opportunity was given to everyone to work with CIA irrespective of gender or color.
Roles with equal status should be distributed to everyone irrespective of age, color, gender.
CURRENT STATUS OF CIA:
Currently CIA is working effectively and is understanding the importance of diversity in the organization. No discrimination on the basis of color and gender is made. Steps are taken in order to reduce discrimination and training sessions are provided to employees for understanding the concept of diversity. Authority and responsibility is distributed equally to the deserving employees and not only to few of them.
Now the aim of CIA is not to engage in any kind of discrimination on the basis of age, gender, sex, color, status. Steps are taken to treat everyone equally and for this CIA launched the ‘Diversity and Inclusion Strategy’ for the period 2016 till 2019 to ensure that diversity is taken care of. Moreover equal employment opportunity is given to everyone irrespective of the fact from where the person belongs to.
WHAT CIA WOULD HAVE DONE TO AVOID THIS PROBLEM:
It is always said that prevention is better than cure. CIA had to deal with the problem of discrimination and avoided diversity because they did not take into consideration the importance of treating everyone equally in the organization. As a result they faced the presence of discrimination, less motivated employees, poor production level and more turnover.
In order to avoid this issue CIA could have taken care of it from the very beginning by equally distributing the authority and responsibility irrespective of gender or color, distributing salary equally to the employees, giving a common platform to speak their views and evaluating their performance without biasness.
 
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