Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.

1. Organization Diversity
Planning Presentation
Learning Team A
Devina Selmon, Jocha Gordon, William Green and Cristen Yancey
December 7, 2015
CUR/518
Melanie Latin

2. Introduction
Diversity policies are essential to the continued growth and success of any
organization. The diversity policies in place by the Internal Revenue Service
(IRS), address possible issues and concerns regarding diversity, and there is a plan
to follow for any concerns that may arise. This presentation will provide a brief
background about the IRS & identify needs to improve the diversity planning.
Also, an outline of any proposed training or employee development that requires
updating is included. Any changes within a company require review of some legal
issues and obstacles that may occur, and this presentation provides a
recommended course of action to management to assist in a smooth transition to
the recommended changes.

3. Background
Internal Revenue Service origins go as far back as the Civil War in 1862, back then known as the
Bureau of Internal Revenue. The Bureau of the Internal Revenue was developed to help to pay
the expenses that the Civil War had incurred. “The Revenue Act of 1862 was passed as an
emergency and temporary war-time tax. It copied a relatively new British system of income
taxation, instead of trade and property taxation. The first income tax law passed in 1862:
 The initial rate was 3% on income over $800, which exempted most wage-earners.
 In 1862 the rate was 3% on income between $600 and $10,000, and 5% on income over
$10,000.
 In 1864 the rate was 5% on income between $600 and $5,000; 7.5% on income $5,000–10,000;
and 10% on income $10,000 and above.
By the end of the war, 10% of Union households had paid some form of income tax, and the Union
raised 21% of its war revenue through income taxes” (Tax, 2010).
The Bureau of Internal Revenue went through several stages until it finalized its project. On
February 3, 1913, the United States Government passed the 16th Amendment, which allows
Congress to levy the income tax. This same year the first tax form also known as 1040 was
introduced to the world. It was not until the 1950s until the United States officially changed the
name from Bureau of Internal Revenue to what we know now as the Internal Revenue Service or
the IRS.

4. Diversity Planning Need
By creating a strategic plan for diversity, it will ensure that the IRS not only meet
the needs of its internal diverse group, the employees but also meet the need of
its external diverse group, the people they serve.
Creating a diversity plan show the employees their beliefs, ideas and customs are
being considered instead of being overlooked. According to the American Library
Association, there are six elements they believe to be essential when creating
and implementing a successful diversity plan. There are:
 Having a definition of diversity for the organization
 Having an assessment of need or justification for the diversity plan
 Having a mission or vision for the diversity of the organization
 Having a statement of priorities or goals
 Having a delegation of responsibilities towards achievement of the plan
 Having a statement of accountability

5. Proposed Training Plan for the IRS
STEP 1: Examine the existing training policies and understand what the strengths and the weaknesses are in the
existing plan. This examination will determine execution of a new plan or determine if only minor changes to the
existing plan are more effective.
STEP 2: Acquire senior managers and board members in the plan. Find out what they feel are key factors in a
diversity training plan.
STEP 3: Select personnel within the organization that has knowledge in diversity training. Get ideas from these
individuals and have them submit their ideas and thoughts.
STEP 4: When all of the information is gathered from these sources, an outline can be drafted. There could be a
series of ongoing training programs or single programs that can be held annually and given to new hires.
STEP 5: Each employee receives an outline of the diversity training goals. Diversity training is necessary. The
goals are to promote tolerance and acceptance of different cultures and reduce possible conflict.

6. Proposed Training Plan for the IRS
STEP 6: Employees receive a report regarding who will administer the training, the location, the length
of training, and the participants.
STEP 7: Development of a budget is important. The budget will include the cost of the facilities, hiring
and developing handouts and the cost of employees attending the training session during their regular
work hours.
STEP 8: We will anticipate potential questions concerning cost and the need to have diversity training
from board members who do not recognize the value of diversity training.
STEP 9: Copies will be made of the training proposal and given to all the individuals involved. There will
also be someone that will make a present the proposal and answer questions.

7. Legal Issues
1. Title VII of the Civil Rights Act of 1964: Preventing Discrimination
Title VII requires equal treatment and nondiscrimination on the terms and
conditions of employment - such as compensation, benefits, and application of
company policies – intended for covered employees regardless of race, color,
religion, sex or national origin (Latham, n.d.).
2. Family and Medical Leave Act
This Act requires covered employers to provide unpaid, job-protected leave to
eligible employees for specified family or medical reasons (Latham, n.d.).

8. Obstacles
1. Conflict between employer and employees
2. Conflict between direct managers and employees
3. Low unity and togetherness within the organization
4. High turnover rate
5. High absentee rate
6. Low Performance and Evaluation Levels

9. Recommended Course of Action
Goals of Diversity Training
IRS employees will respect and value people of different cultures and background so that we
utilize everyone’s strengths and create a team of people who respects each other’s differences
and work together as a team.
 Goal 1: To create an atmosphere where employee diversity and mutual respect is the norm
and one that promotes creativity to build an effective team.
 Goal 2: Encompass all employees in creating a work environment that is in line with the IRS
values and goals
 Goal 3: To accomplish the IRS mission with a diversified workforce
 Goal 4: Recruit and hire the best employees, while maintaining balance in the experience of
new hires and creating a diversified employee base
 Goal 5: Get commitments from members of management to ensure every employee receives
training and have the tools needed to reach their highest potential
 Goal 6: Create an environment that employees have the opportunity to maintain a good
balance between personal and professional life

10. Summary
 The IRS is a company who has been in existence since the Civil War. Having a
very extensive diversity policy, the IRS detailed each policy specifically to the
needs of their employees and customers. In this presentation covered is the
history of the Internal Revenue Service detailing the different changes and
phases the company went through until its finalization and plan put into
action in the 16th Amendment. The proposed plan for the IRS included a nine
step planning guide to implements new as well as current operating
procedures within the company. Lastly, is the obstacles that employees at the
IRS face on a daily basis as well as recommended course of action goals of
diversity training. The staff was recommended SMART Goals that will enable
them to work effectively and efficiently in their environment.

11. References
“1861-1865: The Civil War". Tax.org. Retrieved 2010-08-09.
Aitken, R. (1968). Proverbs 29:18. In The Holy Bible (American Bible Society ed.).
New York: Arno Press.
Latham, W. (n.d.). Workplace diversity: 5 legal challenges of work/life
programs. Retrieved from http://www.diversityinc.com/diversity-
management/workplace-diversity-5-legal-challenges-worklife-programs/
http://diversity.gsfc.nasa.gov/DCprivate/Diversity_StrategicPlan.pdf
Strategic Planning for Diversity. (n.d.). Retrieved December 6, 2015, from
http://www.ala.org/advocacy/diversity/workplace/diversityplanning