Centuries before the existence of American society, there has been inequality among genders. This inequality is very apparent in the workplace. According to the United States Department of Labor, only 47% of working age women are an active part of the workforce. Among college applicants, 11.6% of those accepted were female while 17.9% were male. While diversity directors and quotas have become the standard for correcting unequal gender proportions, these processes fail to take into account the quality of its employees. Others believe that there needs to be an incentive in correcting proportions beginning with the application process, rather than changing the current work environments. Through our research, we will evaluate and analyze the impacts on diversity percentages through different plans of action
