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  1. Diversity Toolkit (Critical Race Theory)    


    Discuss the Diversity Toolkit (Critical Race Theory)    


Subject Administration Pages 2 Style APA


  1. Identify A Specific Problem of Practice Within the Organization (state in one sentence)


The problem of practice is the lack of women in executive leadership positions


This problem of practice is related to diversity, equity, and/or inclusion because most organizations have fewer women in leadership positions. Thus, the scenario prevents the growth and equality of women in society concerning diversity and inclusion of all gender in major decision-making positions in organizations.


  1. Identify three key elements of the current organizational culture or context that are significant to the organization and affect the problem of practice as stated.

(Consider a wide range of factors including, but not limited to, the demographic makeup of the organization or its clients; the organization’s mission; the products/services produced; key tensions within the organization, etc.)



  1. More men are in managerial positions than women
  2. Women are hardly made team leaders in critical tasks
  3. Women are assigned less involving jobs

























  • Toolkit


Unit Topic

 My Key Takeaways from the Readings (with relevant citations)

Strategies or Implications to my organization and PoP


Example: Unit 1, Part I

Course Introduction:

Diversity, Equity & Inclusion

The community is moving towards achieving equality among men and women and there is a need to allow women to serve in the same capacity as men (Valdes, 2005). The current literature indicates that equality and inclusion among women are enhanced based on race. For instance, in the Critical Race Theory by Gloria Ladson Billings (2013, women from the African American community are more likely to be excluded from the top leadership in the organizations that they serve. For instance, in my organization, no woman from the African American community has ever held any managerial position in the history of the organization. However, two white women have held middle management positions. Diversity and inclusion in organizations should be implemented to contribute to a solution to issues of race and diversity (Martinez, 2014)

1.                   The terms diversity, inclusion, and equality are often used in various instances. However, the use of such terms hardly refers to the implication that they need to make in the firm. When the terms diversity, equity, or inclusion are used in my organization, management means integrating all people in the production system and achieving the objectives of the organization. However, the appointments of the firm do not reflect the same. Women hardly obtain management slots in promotions and appointments. 

2.                   The conversation on who benefits from conclusion, diversity, and equality in the organization should be initiated in the general forums in the organization. Various diversity initiatives and discussions should be enhanced to address the challenge of inequality, inclusion, and diversity in the organization.





3.                   While diversity and inclusion have been considered to mean almost the same thing, it is crucial for the organization to identify the differences that exist between the terms and address each aspect in isolation (Yosso, 2014). Gender diversity is different with including everyone in the major practice of the organization. The objectives of the diversity initiatives should be to get insights from major stakeholders concerning various diversity initiatives.

1.       How do u make the management implement initiatives that support diversity, inclusion, and equality?

2.       How can the organization improve confidence among women to encourage them to go for management positions in the organization?

3.       Is changing the racial mindset in an organization an opportunity to have more African American women in management slots?



Ladson-Billings, G. (2013). Critical race theory—What it is not!. In Handbook of critical race theory in education (pp. 54-67). Routledge.

Martinez, A. (2014). Critical race theory: Its origins, history, and importance to the discourses and rhetorics of race. Frame-Journal of Literacy Studies27(2), 9-27.

Valdes, F. (2005). Legal reform and social justice: An introduction to LatCrit theory, praxis, and community. Griffith Law Review14(2), 148-173.

Yosso, T. J. (2014). Whose culture has capital? A critical race theory discussion of community cultural wealth. In Critical race theory in education (pp. 181-204). Routledge.












Appendix A:

Communication Plan for an Inpatient Unit to Evaluate the Impact of Transformational Leadership Style Compared to Other Leader Styles such as Bureaucratic and Laissez-Faire Leadership in Nurse Engagement, Retention, and Team Member Satisfaction Over the Course of One Year

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