Diversity Management | Essay

RUNNNG HEAD: DIVERSITY MANAGEMENT
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1DIVERSITY MANAGEMENT
Introduction:
Satisfying customer needs is one of the main objectives on which competitive organisations
which are in the global market place have always been focusing on. Thus, a strategic role is
played by Human Resource Management, and it is potentially related to causing change in
competitive market environment. To increase productivity, HRM uses the powerful and modern
strategy of managing a diverse set of employees. In general, diversity refers to accepting and
respecting all employees and individuals along with their unique identities such as gender, race,
physical abilities, age, ethnicity and all other ideologies. Economic and competitive growth in a
country is a result of diverse workforce. Further it helps in creating an innovative environment
since a problem is approached from various viewpoints and various solutions.(Galagan 2015).
The following research will focus on the strategies and attributes of the Australian based
company Woolworths regarding their way of diversity maangemnt.
Analysis:
. Australian foods, Endeavour drinks and New-Zealand foods are the main core businesses
owned by Woolworths, the biggest supermarket range of Australia. They have two portfolios;
ALH Group hotel and BIG W grate prices for Aussie Families, which earns $56,276 revenue
(Woolsworthgroup.com.au, 2019). Lucio R. stated that Thompson Reuters’ 2018 Diversity and
Inclusion Index considered Woolworths group as the topmost Australian company. It was placed
at 14th position globally, and Woolworths Holdings was at rank 24 (Lucio, 2018). Woolworths
Bazaar Ltd was established on 5th December 1924 at Imperial Arcade in Sydney by Woolworths
Stupendous. Further in 1930 Woolworth had spread itself all over New-Zealand and Australia
(Woolworthsgroup.com.au, 2019). The workforce of Woolworths comprises of 1700 members

2DIVERSITY MANAGEMENT
and 201,000 team members, which has maintained a 50% gender diversity ratio. Headquartered
at New South Wales, they comprise of a wide range of products, such as groceries, beauty,
health, pet, household products and gardening (Joplin and Daus 2017.).
In the modern day competitive market firms are mainly focusing on two factors when
they consider recruiting. First of all they consider firm policies and culture while recruiting. In a
sustainability report published by Woolworths says that they consider building a work
environment which helps the employees to enjoy same opportunities, rewards and resources,
regardless of their cultural, ethnical or gender differences (Woolworths Sustainability Report,
2018). In this organisation the leaders focuses on improving the bottom line of the organisation,
which in turn increases profitability. They are avid promoters of gender diversity. They
themselves have created a diverse workforce of equal proportion of males and females. In
managerial levels there is 41% gender diversity, whereas in senior and executive leadership roles
the figure becomes 32%. They aim to improve on these figures by recruiting talented women in
the workforce. In their sustainability reports they published that about 60% roles in the Executive
committees of the BIG W are held by women, which represents an increase of 10% over the last
year (Woolworths Sustainability Report, 2018).
The moral aspect of Woolworths is that they take consider their reputation seriously when they
serve specific organisations. They have argued regarding the fact that with the increase of the
diversity in the workforce are resulting in the increase of more job seekers. These job seekers are
keen on having the knowledge whether the organizations they are looking up to has the
efficiency of handling the diversity. It has been stated that when firms are forced for complying
with the anti-discrimination legislation, they should be integrating the moral case (Danawitz MA,
Hanappi-Egger, EandMensi-Klarbach H., 2012). The responsibility to develop an organisational