Emotional Intelligence, Cultural Intelligence and Diversity.

Emotional
Intelligence, Cultural
Intelligence and
Diversity

Personal introduction
 I am a student who seeks to gather relevant information about
the cultural diversity of an organization
 It will help in the future to manage cultural diversity while
working in an organization

Overview of the Woolworths
Supermarket
 Australian grocery or supermarket store chain
 Founded on 5th December 1924
 Headquarters in Bella Vista, New South Wales, Australia
 Number of the workforce is 115,000
 As per revenue second largest company in Australia
 Specializes in selling grocery products
 It accounts for over 80% of the Australian market

Diversity-related initiatives of
Woolworths Supermarket
 The organization celebrates and identifies multicultural diversity
 It focuses on enhancing the workforce to reflect the diversity of the
consumers
 Its objective of Inclusive Leadership training is to hire the store teams that
possess a cultural and ethnic background
 With the help of the Migration Council of Australia, it supports access to
employment opportunities and pathways to migrants and refugees
 The organization encourages and gives the opportunity to women working
at the senior roles (Shimeld, Williams and Shimeld, 2017)
 The People Policy Committee provides career development and employment
opportunities for disabled people
 Diversity dimension initiative implements manages and plans programs for
supporting parties as well as regional stakeholders

Woolworths Diversity
Management

Sources
 Articles from newspapers, journals, magazines
 Textbooks
 Scholarly books
 Reference books
 Websites

Critique of the diversity
initiatives
 The diversity initiative of Woolworths helps in creating programs
for specialists and operational support areas
 The initiatives help the business leaders to provide opportunities
to people irrespective of individual difference and background
 It creates an inclusive environment that provides guidance and
support to gender transition
 The diversity dimension initiative provides an understanding of
the business and the passion for working with store operations
and leadership (Klettner, Clarke and Boersma, 2016)

Recommendations
 Woolworths must recognize differences
 The company must enhance personal evaluation
 It must create a workplace that embraces and values different
perspectives
 The organization must develop a global mindset and promote
diversity through cross-cultural understanding
 It must also enhance cultural awareness
 The workplace must be more productive and welcoming for
everyone

Additional sources
 Critical analysis
 Textbooks
 Reviews
 Journal articles
 Scholarly books

References
 Klettner, A., Clarke, T. and Boersma, M., 2016. Strategic and
regulatory approaches to increasing women in leadership:
Multilevel targets and mandatory quotas as levers for cultural
change. Journal of Business Ethics, 133(3), pp.395-419.
 Shimeld, S., Williams, B. and Shimeld, J., 2017. Diversity ASX
corporate governance recommendations: a step towards
change?. Sustainability Accounting, Management and Policy
Journal, 8(3), pp.335-357.