Gender Diversity Policy in Wesfarmers: A Critique and Recommendations

1EMOTIONAL INTELLIGENCE
Emotional intelligence
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2EMOTIONAL INTELLIGENCE
Workplace diversity must be inculcated by all the industries in their organization so that
they can provide an employee friendly environment. It is the duty of the organizations to make
sure that they are being able to follow both an employee friendly and also customer friendly
approach. Therefore it is essential for all the industries to make sure that they are being able to
provide a proper set of opportunities to both the male and the female employees without making
any discrimination between them. Wesfarmers is one of the most popular super market chains of
Australia (sustainability.wesfarmers.com.au.2019). They make sure that they are giving full
representation to their female employees within their organization so that they can retain the high
performing employees and also be able to achieve their goals and objectives in the long run.
Wesfarmers makes sure that they are giving all possible efforts to develop an inclusive work
culture.
Wesfarmers have tried their level best to make sure that there is no partiality or biasness
followed in the organization and also they try to appoint equal number of female and male
employees (sustainability.wesfarmers.com.au.2019). Wesfarmers always try to maintain parity
between the male and the female employees because they want to satisfy a double purpose from
this. In other words, they try to make sure that they are being able to generate the most
innovative ideas for the betterment of their organisation. (Sipe et al. 2016) has stated that
Wesfarmers have been able to develop an inclusive work culture by focusing on the equal
representation of women in their organization. They make sure that all the female employees are
getting equal opportunities for promotions and also being given the equal amount of privileges
that are being entitled to the male employees. Wesfarmers always try their level best to empower
women through their constant efforts. They want to make sure that the female employees are
getting complete right to voice their opinions and their feedbacks in all the different business

3EMOTIONAL INTELLIGENCE
decision process. Adesoye et al. (2017) have agreed in the similar context that one of the other
unique and innovative feature that is seen within the work culture of Wesfarmers is that they
have developed their talent acquisition and talent management process in a proper manner. They
have made sure that none of their employees are discouraged to take part in all the business
decision activities. They always ensure a proper skill training and management system for the
purpose of develop a very broad and unique diversified pool of talent.
Cundiff and Vescio (2016) have argued in the similar context that there are still several
instances where female employees have complained regarding the negligence or the ill practices
that they have to come across during the time of the recruitment or promotions in the
organizations. This is because of the fact that the average income of male employees in Australia
remains higher than the female employees. In other words, the amount of difference that has
been seen in the income that is being earned by the male and the female employees are about
female employees by $241. It has been seen that the full-time average weekly earnings of women
in any of the business organizations is at $1,484.80 when they are compared with $1,726.30 for
men (wow2016cr.qreports.com.au. 2019). Thus it is seen in the similar context there are still
some issues that needs to be solved so that there is no further discrimination among male and the
female employees in any grounds (Martin & Ball, 2019). As per the opinion of Trevino and
Nelson (2016), many of the well known companies in Australia are taking this issue in a very
serious manner and are trying to bring some kinds of policies that would make sure to safeguard
the rights of the female employees. Woolworths is one among such organizations that have
started taking a proper care of the gender discrimination and the pay gap issue in the salary of the
male and the female employees.