Introduction This is a training and Organizational Development (OD) proposal for senior management at W&RL. The aim of the proposal is to improve diversity training within W&RL. Several organizations have extended their managing diversity programs beyond HRD programs and processes by changing HRM policies and processes to meet special needs of the new workforce. Organizations continue to hold HR managers accountable for diversity programs during performance evaluation processes. New Training Programs and Processes to attract more minorities and Women The HR department will adopt innovative recruitment strategies, retention and training approaches – W&RL Minority and Women Training Program and Process. Training program and processes will be culturally sensitive to minorities (Werner & DeSimone, 2009). The training program shall provide skills and knowledge that minorities and women require to succeed professionally. W&RL will form partnerships with local minority organizations, local agencies, community leaders and worker unions to attract many minorities and women. The program would include outreach and recruitment strategies that focus attracting women and minorities. Training programs would ensure that minorities acquire employability and job skills, life skills and career guidance. W&RL program would ensure effective case management and employee placement in relevant departments. All potential candidates will acquire literacy skills during training programs. W&RL believes that Minority and Women Training Program and Process should support the whole person and provide a chance for a better future rather than low skills and wage jobs. Using HRD Methods to help Manage a Culturally diverse workforce HRM should provide a broad definition of diversity that goes beyond race, color, sex, national origin and religion (Green, López, Wysocki and Kepner, 2012). Organizations need to account for individual differences in terms of distinct generations, language, lifestyle, communication and work preferences. Evaluate and confront primary assumptions, beliefs and attitudes that enhance prejudice and stereotyping. HRM department should advocate for the minorities, women and victims. The workplace must be safe for employees to communicate. HR Manager should review organizational practices and policies with regard to socialization, orientation, career development, employee harassment. It is imperative for senior management to understand discrimination and its outcomes. HRM must create an environment that includes all employees (Kirton and Greene, 2005). Individuals should understand their personal bias. HRM department needs to develop and implement a training program that runs regularly to change employees’ behaviors. HR manager must emphasize the importance of diversity and its opportunities. All employees should understand that managing a culturally diverse workforce is a long-term objective. Overcoming Language and Discrimination Issues HR managers need to focus on inclusive approaches to diversity. Evaluate potential sources of problems. HR managers need to understand legal obligations and elements of cultural diversity. Politically correct undertones are not appropriate in a culturally diverse organization. HR policies should promot