Diversity Initiatives of Woolworths: A Critique and Recommendations
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This presentation provides a critique of the diversity initiatives implemented by Woolworths, an Australian supermarket chain. It discusses the company's diversity policy, employment parity initiative, and gender transition recommendations. The presentation also highlights the importance of diversity in the retail industry.
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Introduction
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Company Overview WoolworthsSupermarketisanAustralianbased supermarket/grocerystorechainownedbyWoolworths Limited (Woolworths Group, 2018) . Foundedintheyear1924,thecompanydealsinselling groceries i.e. vegetables, fruits, meat, and packagedfoods. It alsospecialises in other items, i.e. pet and baby supplies, magazines and variety of goods.
Diversity Initiatives of firmWoolworths Group hasbeenengaged in recognisingandcelebratingthe multicultural diversity. Thecompanyhasestablishedtheir diversitypolicy,whichincludesvision, objectives,principles,and accountabilities. Adiversityandinclusionstrategyand remunerationhasbeendevelopedby Woolworths (Ferguson, 2016).
Source of Information For the completion of the assignment on the brand retailer, ‘Woolworths’ I haveobtainedinformation from the secondary source. Secondary sourceincludes the analysis, synthesis, interpretation and evaluation of the data from the primary source (Klettner, Clarke and Boersma, 2016).
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A critique of diversity initiatives Woolworths has adopted the diversity and inclusion strategy, whichembracestheelementofculturaldiversitywithin organisation. In the FY16, it has beenfound that the company, more than 39% of the positions has beenhold by the women (Groeger, Moroko and Hollebeek, 2016). Employment parity initiative stated the successful initiative of the retailer to ensure employment to a large number of people.
Recommendations Gender transition, is onemajor aspect of recommendation for the company in retail industry. Woolworths aim tocreate an inclusive and lively workplace which ensures workplace diversity. Recommendations related to the initiatives related to diversity within firm, is obtained using the recent literature andmarket surveyincontexttosupermarket(Shimeld,Williamsand Shimeld, 2017).
Additional sources To state the importanceof therecommendations mentioned in the preceding slides, it can be stated that organisationsattainhighperformancepractising diversity. On the aspect or factor ofgrowing trend ofretail sector or industry (Mongkolhutthi, 2018).
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References Ferguson, P. (2016) Productivity growth as a barrier to a sustainability transition.Environmental Innovation and Societal Transitions, 20, pp.86-88. Groeger, L., Moroko, L. and Hollebeek, L.D. (2016) Capturing value from non-paying consumers’ engagement behaviours: field evidence and development of a theoretical model.Journal of Strategic Marketing, 24(3-4), pp.190-209. Klettner, A., Clarke, T. and Boersma, M. (2016) Strategic and regulatory approaches to increasing women in leadership:Multileveltargetsandmandatoryquotasasleversforculturalchange.JournalofBusiness Ethics, 133(3), pp. 395-419. Mongkolhutthi, P. (2018) October. Understanding what binds teachers together: workplace culture amongst EFL teachers in Thailand. InThe Educational Forum(Vol. 82, No. 4, pp. 406-424). United Kingdom: Routledge. Sewell, W., Mason, R.B. and Venter, P. (2017) Socio-economic developmental strategies as retail performance indicators: A balanced scorecard approach.Development Southern Africa, 34(3), pp.365-382. 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. WoolworthsGroup.(2018)AnInclusiveplacetowork.[online]Availablefrom: https://www.woolworthsgroup.com.au/page/community-and-responsibility/group-responsibility/our-people/an- inclusive-place-to-work [Accessed 19/05/19]. WoolworthsGroup.(2018)WoolworthsSupermarket.[online]Availablefrom: https://www.woolworthsgroup.com.au/page/about-us/our-brands/supermarkets/Woolworths [Accessed 19/05/19].