Diversity and Inclusion in Woolworth Limited

Human Resource Management 1
Bachelor of Commerce
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Human Resource Management 2
Diversity is the implementation of human resource practices that enhances the increase of human
capital on certain dimensions without hindering the achievement of organization goals and
objectives. While diversity management refers to the organizational voluntary activities
formulated to create greater inclusion of employees from different backgrounds through
deliberate programs. Diversity management originated from North America but has been
spreading in other regions and continents in the world (Triana, 2017).
In order to understand in depth about diversity and inclusion implementation/procedure, we are
going to look at Woolworth Limited. It is one of many companies that have cherished diversity.
Woolworths Limited has been ranked top in the diversity and inclusion index. Leader's
commitment to D&I is reflected within their board of directors which is diverse.
Some of the Diversity and inclusion strategies incorporated in their policy and organization
setting include;
According to Bourdeau & Henkel (2018), recruiting employees from different backgrounds is a
perspective or strategy that tends to increase the representation of different employees with
different cultural and ethnical backgrounds in the firm. Organizations which likely have more
foreign employees have a more diverse workforce; Woolworth has been recruiting more
indigenous workers which are among their goal. The organization is embracing and celebrating
the diverse ethnic backgrounds. The company has dedicated itself to generating more
opportunities for the indigenous groups through programs such as employment parity initiatives
and Jawun indigenous second programs (Manser &, 2015).
Another strategy includes training its employees which raises sensitivity and boosts
communication. Woolworth Limited is devoted to educating and training its employees where
they have programs that help them achieve this objective. Proper employee communication is
achieved through; face to face communication where it's carried out on informal and formal
circumstances. Employees are also encouraged to ask questions where the CEO gets to answer
them. Auditing current practices through focus groups to generate change and address the
differences. This strategy targets to identifying barriers which limit employee's progress from
different or diverse cultural backgrounds. The company also has employee assistance programs
that offer confidential services such as counseling. Its impact on the company is that it ensures
the wellbeing of their employees (Noe, et al., 2017).
Diversity and inclusion strategy is one of its goal or objective which ensures that women are
engaged in grand roles thus increasing diversity efforts. It also focuses on making sure that there
is no salary gap between men and women where everyone is paid according to his or her effort.
The process of managing diversity has become of major importance to the firm (Akobo &
Damisah , 2018). Another strategy is integrating diversity management policy with human
resource policy and other organization prudent or strategic choices. Human resource practices

Human Resource Management 3
have a tendency of producing homogenous workforce as a result of attraction, selection attrition
cycle.
Leaders play a great role in supporting organizational culture within the policy structures
which include; ability to inspire or lead by example. They should act as role models where they
can assist members to feel a great sense of belonging and help create a sense of where they might
aspire to. The other role of leaders towards promoting a D&I policy is by ensuring successful
evaluation and implementation of diversity affiliated programs. Leaders should also be able to
generate or create cultural awareness for successful leadership in the diversity context (Shelton
& Goode, 2015). Murphy (2016) affirmed that Cultural Knowledge helps leaders share
information in their organization. Leaders should also understand clearly the cultural variations
and resemblance so as to enable them to communicate successfully across all cultures. For
effective communication leaders should have a deeper understanding of the cultural content
which provides meaning to the verbal and nonverbal communication.
Woolworth culture promotes diversity in different ways which include; recognizing and
celebrating multicultural diversity that helps them increase their workforce. Also, their corporate
responsibility target in 2020 includes employing 100% of ethical and different cultural
background. Their culture is based on certain canons which one of them includes building strong
employee engagement. It ensures that all employees are satisfied and inspired. The other
organization culture that enhances diversity and inclusion of Woolworths limited is leadership
which is based strictly on ethical values (Herring & Henderson, 2015).
Human resource managers play a great role in D&I by making sure that, initiatives put in
place do not bring or create any disadvantage to the minority or marginalized group. Some
of these initiatives include; rewarding those managers who have successfully managed the
diversity policy, providing managerial training where this can be achieved through interpersonal
and communication skills. Also by providing awareness training to all workers is an initiative
HR manager incorporates to successfully implement diversity policy (Torrington & Taylor,
2017).
Also by executing open communication to employees where they get to address their grievances
without fear of being judged. This communication can be of regular basis where crucial diversity
issues can be addressed. They also develop tasks that involve all employees with diverse
cultures. Supporting, and encouraging support groups is another initiative. Human Resource
managers also offer recruitment incentives through expanding their recruitment endeavors to
affiliated groups. They also provide employees with resources that engage all teams to work
together and through this, they get to socialize (Mousa, 2018).
They also come up with programs or ways to cope with their member's issues and concerns.
Human resource managers also identify employees with great potential or those who have