Introduction This final project requires that I develop a Training and Organizational Development (OD) proposal aimed at improving diversity training at Cape Coral Hospital. It is important to note that many organizations see the management of diversity programs as not being limited to HRD programs and processes, but expanded to include special needs of the new employees. Therefore as the HRD manager for Cape Coral Hospital, my task is to propose new training programs and processes to senior management, and explain how HRD methods can help manage a culturally diverse workforce. Benefits of Cultural Diversity Embracing and supporting cultural diversity comes with a lot of benefits. First, having a diverse workforce is critical for any company that is focused on reaching its true potential. Cultural diversity helps organizations experience strong appeal on the global canvas as well as improved innovation (Kamales & Knorr, 2019). As for Cape Coral Hospital, cultural diversity mean more engaged workers coupled with high retention and quality patient care. Other benefits of diversity in workplace include promotion of varied perspectives, improvement of profits and revenue, attraction of best talent, boosting of global reputation and easy troubleshooting. An organization that ignores cultural diversity may end up encountering a lot of problems such as employment discrimination lawsuits. In a nutshell, by supporting a more diverse workforce, Cape Coral Hospital will support variety of perspective. As the HRD manager for Cape Coral Hospital, recognizing and valuing employees is of great benefit, especially when they come from diverse cultures. This is the case because it leads to high innovation—when different cultures work together, there are more opportunities for increased creativity (Kamales & Knorr, 2019). Similarly, valuing workers makes them feel appreciated and empowered to work. Based on these issues, the recruitment process of new employees for Cape Coral Hospital should be approached in a holistic manner to ensure the minority employees do not feel left out. Some Key Demographics Currently women account for approximately 47 percent of the overall workface. This number is projected to remain constant until the end of 2022. While the projections do not give the exact percentage, it is expected that the number will rise due to sudden increase in single-parent families. Additionally, about 20 percent of those living with disability according to ADA are in the workforce (Sprong et al., 2019). This number is expected to increase in a few years to come. Lastly, the average age of workforce is increasing every day. New Training Programs For the senior management at Cape Coral Hospital, there are important new training programs that I would propose in an effort to develop effective recruitment and selection methods to attract more minorities. The new training programs for consideration will start at the top of the organization. The success of the programs will require the organization to have a chief diversity officer to steer the training in the direction it needs to go. Most importantly, Cape Coral Hospital should put in place a diversity leadership council to help identify areas that require more attention. Ethnicity and Race Identity Program This training