-Give a brief summary of the research method, and design to investigate your research topic.

-Select a method and design appropriate for an applied study--case studies, action research, and program development/evaluations.

-Discuss internal and external validity (e.g., large, random samples)

-Describe and substantiate the appropriateness of the method, and design as it relates to your research problem, purpose, and questions.

-How will the proposed method and design accomplish the study goals, and align with the purpose and research questions.

-Provide appropriate foundational research method support for the proposed study design.

-Explain the particular data gathering techniques and data analyses processes.Sample size of the study population should be identified, appropriate, and justified based on the nature of the study design.

ALL QUESTIONS MAY BE ANSWERED FROM THE CRITERIA GIVEN BELOW. THERE IS NO MISSING DATA, GRAPH, OR LINK AND THE QUESTION IS NOT INCOMPLETE. PLEASE ANSWER IT ACCORDINGLY BASED ON THE INDICATED DATA OUTLINED BELOW. THANK YOU.

Research Criteria

Problem Statement: Lack of innovation within mandatory online diversity trainings and its effect on implicit bias amongst public sector employees.

Purpose Statement: The purpose of this quantitative study is to compare the level of implicit bias within public sector employees who completed mandatory online diversity training and those who did not. The study also seeks to examine the lack of innovation with mandatory online diversity training---one-off training versus consistent program integration---in effectively combating implicit bias, via the Implicit Association Test (IAT), at Public Works, a public sector organization, in Los Angeles, California

Study Method- Quantitative

Study Design- Causal Comparative

Sampling method- Non-random selection based on pre-screened inclusion criteria. All 60 participants will work in Public Works. All participants will take an Implicit Association Test (IAT) pre-test and an IAT post-test online via email or computerized testing/ survey software.

Sample size- 60 participants

Data collection method- Pre & post tests- Implicit Association Test. Two pre-selected (met inclusion criteria) participant groups of 30 will take the online IAT pre-test; then one group will get the mandatory online diversity training, and the other group will not. Both groups will then take the IAT posttest.

Data analysis method- Statistical analysis---Percentages: to analyze, extract, compare, and quantify results found in participant data

Software- Qualtrics- online survey software

Research Questions:

1. What is the implicit bias level of Public Works employees who attended mandatory online diversity training via the IAT?
2. What is the implicit bias level of Public Works employees who did not attend mandatory online diversity training via the IAT?
3. Is there a significant difference in the implicit bias level of the Public Work employees who did and did not attend mandatory online diversity training via the IAT?
4. Does lack of innovation in mandatory online diversity trainingone off training versus consistent program integration, affect implicit bias levels in public sector employees via the IAT?

Null Hypothesis:

There is no significant difference in the implicit bias level via the IAT of the Public Work employees who did and did not attend mandatory online diversity training?

Lack of innovation in mandatory online training has no effect on the implicit bias level of public sector employees via the IAT?

Alternative Hypothesis:

There is a significant difference in the implicit bias level via the IAT of the Public Work employees who did and did not attend mandatory online diversity training?

Lack of innovation in mandatory online diversity training has an effect on the implicit bias level of public sector employees via the IAT?

Explanation:

The first and second research questions were derived to check whether the Public Works employees benefit something out of the mandatory online diversity training. After taking the IAT, the results will reveal the implicit bias level (term used to indicate and measure bias in public sector employees) of both the group of employees who did and did not attend the mandatory online diversity training.

The 3rd research question will show the comparativeness (significantly different or not) of the implicit bias level of both groups via the IAT. The 4^th question will illustrate if the lack of innovation within mandatory online diversity training is effective in combating implicit bias amongst public sector employees. This will be quantified in percentages using a statistical evaluation of the results of the test done.