Diversity Management: Westpac Group

Running head: Diversity Management: Westpac Group
DIVERSITY MANAGEMENT: WESTPAC GROUP
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DIVERSITY MANAGEMENT: WESTPAC GROUP1
Executive Summary
This report is a detailed analysis report on the conducting and developing a strategic
planning for diversity learning practices at an organisation. The organisation used for the survey
is Westpac group, Australia. The report discusses the benefits of having a diverse workforce
within an organisation. The various aspects of having a diverse work force is illustrated in this
report. Furthermore, to the discussion the strategies to implement the diversity management
effectively within the organisation is detailed out. The suggested strategies are implemented for
test run period of 3-6 months and the results are analysed. The feedback and the results of the
report is presented at last.
Table of Content

DIVERSITY MANAGEMENT: WESTPAC GROUP2
s
Introduction......................................................................................................................................4
Discussion........................................................................................................................................4
Briefing paper..............................................................................................................................4
A rationale for having an organisational diversity learning strategy.......................................5
The Legislative and Regulatory requirements that apply to an organisational diversity
learning strategy.......................................................................................................................5
Types of organisational learning and assessment strategies that can be used to support
organisational diversity learning and/or incorporate valuing and leveraging diversity
principles..................................................................................................................................7
Research and analysis report.......................................................................................................7
Listening to the stakeholders...................................................................................................8
Approaches to learning and workplace training directed at supporting the valuing and
leveraging of diversity.............................................................................................................8
Evaluating the best suited approach to diversity management at Westpac.............................9
Aligning the policies with the human resource management..................................................9
Technology and diversity learning strategy...........................................................................10
Implementing technology to diversity management..............................................................10
Impact of diversity dimensions on the individuals within the organisation..........................10
Understanding the employees individually within a diverse environment............................11

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Review of the organisation’s policies and procedures to determine their continuing
relevance, operational effectiveness, forward thinking and to identify any gaps..................11
Strategy Design..........................................................................................................................12
Implementation and Review......................................................................................................13
Feedback from the internal relevant stakeholders.................................................................13
Feedback from the stakeholders............................................................................................13
Recommendation for updating the policies and procedure...................................................14
Evaluation of the functioning and processes at Westpac group............................................14
Comment on the performance of the resources used.............................................................14
Comment on the performance of people within the organisation..........................................15
Plan for improving the diversity organisational learning strategy.........................................15
Conclusion.....................................................................................................................................15
References......................................................................................................................................17

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Introduction
Diversity in context to organisation and workplace is the diverse nature of workforce
being employed by the organisation. Diversity point to the variation among the employees on the
basis of many factors and personal traits such as gender, ethnic origin, age, race, education,
marital status and a lot of other secondary qualities (Cole and Salimath 2013). Diversity
Management is a human resource management planning process done with the scope to optimize
the benefits of diversity whilst dealing with the challenges effectively on implementing it.
Diversity management enlists usually training for the employees and cultural awareness drives.
These training is usually included at the beginning of commencement of the job of the employee
during the orientation period itself.
There are many benefits involved to the concept of diversity management. The most
basic or the primary benefit is the employees coming from wide array of backgrounds. This
suggest that the organisation have more expertise coverage and experience in a wide domain of
sectors (Gotsis and Kortezi 2013). Diversity management is a tool to the management to
optimise the functioning of the organisation irrespective of the nature of the organisation. This
report is an analysis of diversity management methodologies at a banking sector in Australia.
The banking sector choose for case study in this report is Westpac Group. The report discuss the
current methodologies being practices at the organisation and the better practices that should be
taken up. Towards the end of the report, various strategies for implementing the newer
methodologies are also discussed.

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Discussion
Briefing paper
This section of the report is the briefing report to the Board of Directors acknowledging
them with some of the basic and fundamental concepts that are associated with the diversity
learning at Westpac group. Significant facts are presented regarding the diversity learning as
follows
1a) A rationale for having an organisational diversity learning strategy
The need for diversity management at Westpac group can be understood by the fact
diversity is of immense benefits to the organisation. The most basic benefit is the experience
gained in numerous sector and a wide area of expertise coverage, which, are critical and intricate
in nature. In a similar way involvement of employees from different individual traits in
discussion related to the firm can generate ideas from a wide and diverse background of the
employees. Proper and effective management of diversity can call for the concept of
brainstorming. Brainstorming is the process of spontaneously and rapidly generating a wide
variety of ideas within an organisation by involving a large set of employees for their
contribution toward the problem (Haddou, Camilleri and Zaraté 2014.). It is really beneficial to
the organisation to incorporate as if it involves the participation of all of the members in the
organisation irrespective of the position or other variables. The other benefit is it readily
generates a large possible solution within an organisation. Moreover, the companies that have a
diverse employment serve a diverse or global audience and thus can have a diverse market in
terms of culture, language or geographical conditions.