Diversity, inclusion, and engagement analysis at the defense contract management agency

Subject: Business
Type: Analytical Essay
Pages: 5
Word count: 1189
Topics: Business Ethics, Business Plan, Leadership, Management, Teamwork


The paper is tasked to identify the activities that go on in the human resource sector of the Defense Contract Management Agency, a department in the federal government responsible for contract administration. Therefore, the paper aims to address the various ways in which cultural diversity, engagement, and inclusion of the employees.

Part One

Diversity Efforts in DCMA

The United States of America is composed of a population with different backgrounds such as the Whites, African-Americans, Indians and the Latin Americans. The US constitution advocates for equal treatment of the people hence the DCMA is entitled to respect the cultural diversity of its employees.

First and foremost, the vision and objectives of the organization are well-addressed to the employees hence a framework for achieving the goal has been developed in the DCMA. Therefore, it has led to improved service-delivery since each employee knows what is expected of him or her. Moreover, an employee resource group has been established hence the junior employees have a chance to interact with their employers who act as their mentors. The relationship in the organization is, therefore, strengthened the professional and personal development (Danowitz, 2012).

Formal Diversity Efforts in DCMA

The DCMA is responsible for contract management; therefore, it is a very delicate sector in the federal government. It exercises formal diversity efforts in numerous ways since it is tasked to maintain quality assurance. It has developed an efficient communication channel whereby the ideas of every member of the organization are given consideration, thus making the employees have a sense of belonging. Moreover, employee engagement surveys have also been implemented to know about the employees’ concerns (Hutton, 2011).

Commitment to continuous improvement is a driving force of the organization because the vision and the mission instill a spirit of hard work and determination. (Thomas, n.d.) suggests that organizations that have well-addressed missions and visions tend to be more compliant in the achievement of workforce diversity and inclusion in the organization.

Informal Diversity Efforts in DCMA

The understanding of the diversity elements such as culture, gender, and race of the people in the organization brings a situation where respect is the paramount virtue that the organization possesses, and thus harmony and peaceful co-existence is achieved. DCMA’s vision is ‘Optimus obligatore’ that means that excellence is our obligation. The vision of the company backs the former statement since it advocates for diversity. Moreover, informal diversity efforts like developing the idea of treating people in a way that is human promote the culture of respect among the employees hence organization can attain its objectives because the ethical culture of the organization is observed and it moves forward as a result of the respect among the employees.

DCMA has developed a culture of positive change; thus it is flexible since it has developed an open-system. The open-system policy of the organization enables the organization to be diverse regarding the ideas (Thomas, n.d.).

Cultural competence in DCMA enables it to hire people from different backgrounds, and therefore it promotes the learning and appreciation of diverse cultures. Furthermore, the learning of different cultures makes the organization to be a multicultural entity thus promoting the message of peace.

The Support of Inclusion

Inclusion is described as the situation in which everybody in the s organization is accommodated, and their views are respected (Boyle & Topping, 2012). Inclusion begins with the individuals themselves before spreading to all sectors of the organization.

To begin with, inclusion is achieved by collaboration among the employees and employers in the organization. Collaboration in DCMA is exercised by sharing of ideas and opinions that are from different backgrounds hence the flow of information is made efficient. Moreover, the decision-making and problem-solving processes of the organization involve the collaboration of the members of DCMA. Inclusion is also achieved by the leadership of the organization because it involves the participative leadership style where every member’s input is taken into account, and therefore it boosts the morale of each employee in the organization. Moreover, the organization has developed mechanisms that illustrate the role of cultural competence and the way they influence the performance of the agency.

In accession to that, the vision statement of the organization that aims to provide excellence in the organization promotes inclusion in the organization. Moreover, the inclusion is also felt by the outside world since the clients are served with diligence and are treated in a way that signifies their level of importance. Furthermore, a rapport is created in the organization due to the involvement of everybody.

Part Two

Analysis of the Level of Employee Involvement

The DCMA is a very crucial organization in the defense sector; hence it requires high levels of employee involvement and secrecy to run its activities without experiencing major hitches. The level of the engagement of the employees is fairly good since the organization has met the required standards of diversity and inclusion. DCMA is a public organization; therefore it requires a high level of transparency and accountability in the delivery of service. Stomer (2017), illustrates that high level of employee engagement would lead to high levels of transparency in organizations. The agency fairs well concerning ensuring that the cultural diversity of the employees is well-defined and respected by every member of the organization. Therefore, its level of involvement of the employees is high.

The Expected Elements in DCMA

The vision of the organization is to become a united team with one voice in the delivery of service in the acquisition sector. The mission is to become an independent watchdog in the acquisition sector in the Department of Defense. The organization should have developed visions and mission that majorly focus on the employees and customers who are the cornerstone of the organization. Moreover, the mission and the vision should provide a motivating path that would enable the employees to be inspired hence it will promote the spirit of hard work in the organization. Moreover, a clear mission and vision enable the employees to have common goals despite their diverse backgrounds.

Findings of the Analysis

The DCMA has committed and invested a lot in the human resource sector of the organization by developing effective mechanisms to address the issue of diversity and inclusion which is a major challenge affecting entities in the world. The participative leadership exhibited in the organization is the best since it enables every employee’s views to be used in decision-making and problem-solving in the organization. Furthermore, it promotes democracy since decisions are not forced upon the employees in the organization. Consequently, the organization has hit a milestone in the addressing of diversification and inclusion of employees (Danowitz, 2012). Moreover, the framework for the inclusivity is precise, and it is accurate since it covers all aspects. Therefore, the organization is a major player that has embraced diversification of the workforce.

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  1. Danowitz, M. A. (2012). Diversity in Organizations. Palgrave Macmillan.
  2. Hutton, J. (2011). Defense Contract Management Agency. [Washington, D.C.]: U.S. Govt. Accountability Office.
  3. Störmer, S. (2017). Workforce diversity and organizational inclusion. Göttingen.
  4. Thomas, K. (2014). Diversity ideologies in organizations. New York [u.a.]: Routledge.
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