Manage Diversity in the work place - Assignment

Manage Diversity in the work
place
Table of Contents

INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
1. Diversity policy and compliance with relevant legislation and quality of information..........1
2. Three key results areas relating to an organization's diversity strategy..................................3
3. Equal opportunity policy of an organisation...........................................................................1
4. When the workforce of the company consist with males between the ages of 30–50 of
Anglo–Saxon descent..................................................................................................................1
5. Monitoring a diversity strategy to improve number of women in management positions.....2
6. Evaluation of progress of diversity strategy in firm................................................................2
7. Review of diversity strategy....................................................................................................3
8. Enhancement in diversity strategy..........................................................................................3
9. An organisation that has an extremely diverse workforce......................................................4
10. Guide for managers involved in the recruitment and selection process that outlines how to
conduct a culturally inclusive recruitment and selection process...............................................5
11. Being a member of a selection panel interviewing candidates.............................................6
12. Examples for elements of diversity training.........................................................................6
13. Organisation has employed its first group of Indigenous employees...................................7
14. What should diversity training focus on...............................................................................7
15. Training providers specialising in diversity training............................................................7
16) Research the culture of Indigenous Australians...................................................................8
17) Role do effective communication skills play in managing tension and encouraging
collaboration................................................................................................................................8
18) The benefits of diversity.......................................................................................................9
19. Harassment and discrimination policies and procedures for two Australian organisations10
20&21) How can managers facilitate the resolution of allegations of harassment in the
workplace..................................................................................................................................10
22) What are the benefits of a diverse workforce in an organization that services a community
that is very multicultural...........................................................................................................11
23) Organisation’s workplace diversity plan or strategy..........................................................11
24) How can managers foster collaborative relationships that capture ideas and information
from the diversity in the workforce and contribute to competitive advantage.........................12

25) Managers can support organizational efforts to value diversity is by supporting employee
seeking work/life balance..........................................................................................................12
26) Difference between formal and informal complaint procedures........................................13
27) Three pieces of legislation that relate to diversity in the workplace..................................14
28) Action take to encourage respect and deal with problems..................................................14
29) How can managers facilitate the successful implementation of diversity policy..............15
30) How can manager use workforce diversity.........................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Managing diversity refer to an on-going process that includes various talents or
capabilities includes in an organization with the aim of encouraging as well as managing workers
in the workplace. In addition of this, it is essential for company to attain success by using best
practices with proven results to create a inclusive workplace. Mainly, managing diversity is
determined as planning and implementing all the organizational practices to manage workforce
so that company can easily attain potential advantage of diversity. The main advantage of
managing diversity is to encourage employees to undertake innovation and capitalize upon
opportunities in the market. This will directly contribute in improving overall performance level
of the company (Barak, 2016). Present report is based on Woolworths Group, which is famous
and second largest supermarket company in Australia. It deals in retail industry and serve quality
services to its customers. In addition of this, report discussed about diversity policy within the
organization to managing as well as developing workers at workplace.
MAIN BODY
1. Diversity policy and compliance with relevant legislation and quality of information
Diversity refer to the ethnicity, gender, age, cultural background, physical abilities,
family status of employee who are being part of the organisation. In organizational context,
diversity is related with the employee workforce at workplace with the purpose of increasing
workers engagement with the company and its activities as well. Mainly, it is important for
business organization to attain success because it help in managing workforce in workplace
which directly contribute in making workforce productive. In addition of this, the diversity
policy is created to promote equality and diversity at workplace. For attaining success,
Woolworths Group Ltd have established a diversity policy which aids in maintaining positive
work environment at workplace. One of the main advantage of diversity policy is to improve
long term performance of the company and its workers as well. Woolworths is a diverse
organization in which employees belongs to different background and culture. In this they also
provide various opportunities to the workers to make them able to attain desired goals and
objectives in appropriate time frame (Bezrukova, Jehn and Spell, 2012). Along with this,
Woolworths wants that all the workers feel valued and respected at workplace regardless of their
age, beliefs, sexual orientation. Company also reviewing all strategies and goals to ensure that
1

they promote culture of diversity. In context of diversity policy, Woolworths use equitable
distribution of male and female workforce in the company. The main aim of company is to
improve women representation of female workers by providing them opportunities in their
business activities and management roles as well. As per financial year 2016, approx 39%
women held management position in selected organization (Bjerregaard and Lauring, 2013).
In addition of this, increasing women workforce representation all entire level within the
management is vital because it help in improving the gender equality within the Woolworths. It
also provide aspiration role model and at the same time also increase the retention of women
high performance at workplace. Furthermore, the main focus of company is to determining
gender pay gap issues in which Woolworths also use extensive work with the purpose of
evaluating any kind of salary wage gaps among workers. For improving this areas, company
have to develop a inclusive, diversified and remuneration principle. In addition of this,
Woolworths is also creating various opportunities with the aim of increasing indigenous
employment within their business activities. For this, Federal government and Woolworths
develop program i.e. The indigenous Employment parity by taking an exciting partnership. The
main aim of this is to attract and recruit indigenous people within the workforce of the
Woolworths.
In addition of this, Australian government also set various legislation such as Equality
pay act, Anti discrimination act, Equal opportunities act and many more. All these legislations
are taken into consideration while developing diversity policy of the organization. As
Woolworths follow the diversity policy to recruit 50:50 male and female workers (Corporate
Responsibility Report, 2016). In this they promote the Equal Opportunity act which complies
with legislation that is developed by the government with the aim of improving the equality
within the workplace. Company also tries to include female workers at different level of the
management for making them valuable for business and its goals as well. This will improve the
positive environment at workplace and also motivate them to put their best efforts for attaining
set goals and objectives. Along with this, for recruiting indigenous workers, government also
take partnership with selected company to promote The indigenous Employment parity program.
Apart from this, Woolworths needs to promote female workers so that they easily
perform their task and manage positive relation with their staff members. For attaining the same,
company should provide equal opportunities to male and female employees. This will contribute
2

in enhancing the productivity level and at the same time also build healthy environment. In
consideration of this, Woolworths also tries to close the gap among indigenous and non-
indigenous employees by using some effective strategy like:
 Employment Parity Initiative: In this, Woolworths entered a contract which is partnership
with Australian Federal Government. The result is that they adding approx 1600
indigenous employees within the working activities. For improving their performance,
company should provide training and development programs towards the cultural
awareness (Chrobot-Mason and Aramovich, 2013).
2. Three key results areas relating to an organization's diversity strategy
This is implemented with the motive of increase in the number of minorities or people
who belong to different communities or sectors or background. Thus, this not only assist small
firms in operating their business but also showcase the path through which a company can gain
success in global society. Therefore, while formulating this strategy it is crucial that business
owners keep all the factors in mind through which employees prejudice can be eliminated. In
context of Woolworths, the main benefits of diversity strategy is to enhance productivity level of
the workers at workplace. Along with this, it is also increase innovation within the working
activities which may aid in enhancing the productivity level of the company. In this context there
are some key results areas which is relate with diversity strategy:
Innovation: Diversity strategy is all about promoting equality within the working
environment through which workers are easily perform their task. In addition of this, employees
tries to develop new and innovative way to execute all the task. This will help in increasing
involvement of the workers and at the same time enlarging productivity also.
Improve employee performance: In Woolworths, all the workers are focused on
performing their allotted task. As company treat their workers equally and also provide them
opportunities in which employees can easily improve their efficiency level. With the help of this
company can easily set goals and objectives in appropriate time frame.
Reduction in conflicts among diversity team: After implementing the diversity strategy
at Woolworths, it is required for manager to keep its focus over monitoring the number of issues
which has been faced by the diverse team while performing a common task. If issues gets
reduced than there is a possibility of getting positive results and if not things will be same. With
the help of monitoring, results can be verified.
3

3. Equal opportunity policy of an organisation
In modern world, every single organisation develops and follows there own type of equal
opportunity policy in order to prohibit discrimination and reduce/remove harassment at
workplace. Most of policies are made by firms considering colour, sex, religion, age, national
origin, disability status, culture, race and many more so that they can perform well and give
equal opportunities to individuals that are working in a business company. In present context,
Woolworths Group is majorly dedicated to provide a working environment that makes sure
everyone is treated with dignity, courtesy and respect whether in the workplace or at a company
function. Therefore, this company can be considered as an Employment Opportunity employer
and oppose discrimination on the grounds of race, age, sex, sexual preference, transgender,
religious belief, political beliefs, disability and impairment, pregnancy, potential pregnancy and
many more that comes under Equal Opportunity Act, 2010 which is a replacement of Equal
Opportunity Act 1995 and Workplace Gender Equality Act, 2012 (Federal Register of
Legislation, 2016).
On the other hand, Woolworths Group's policy of equal opportunity dwells a number of
components that can be applied at workplace like, sexual harassment involving inappropriate
jokes, suggestive comments or the display of offensive material whether it be in print, computer
or text message and many more. It should be declared in code of conduct of Woolworths Group
and it is needed to be present in the offer letter which is given to new employees at the time of
recruiting. Apart from this, recruitment practices and remuneration and providing growth
opportunities for both.
4. When the workforce of the company consist with males between the ages of 30–50 of Anglo–
Saxon descent
Guide which was prepared by Woolworths Group in order to communicate the new
diversity strategy i.e. equitable distribution of male and female workforce of different cultures.
On the other hand, company was already having the workforce consist with males with the age in
between 30-50 (Anglo - Saxon Descent). But the guide which was prepared was less informative
because it was not promoting the new strategy. Here, it is recommended that for Woolworths
Group, it was required to recheck the guide before finalising it. With the help of this, HR
manager of Woolworths Group may easily rectify the errors and see any omissions in the guide.
Woolworths whose workforce has traditionally been males between the ages of 30–50 of Anglo–

Saxon descent which was indecent in nature because it was clearly showing that the company is
not following all the diversity strategy. where opportunities was not given to the females. This
made them realise to develop the new strategy which is to deliver equal distribution among men
and women of pay, rights and liberalism (Ferdman and Sagiv, 2012).
2

On the other hand, it is duty of HR manager to keep an eye over every single activity
which is related to developing a strategy or making a guide. Continuation of monitoring guide
while developing it will help company in delivering right information to individuals, employees
and employers on the basis of the requirements. HR manager of Woolworths Group, needs to
keep an eye over the guide which was developed or on the content which the guide of company
is covering. Carrying a rectifying and continuous monitoring approach may lead Woolworths
Group to deliver right information and data of company to others.
5. Monitoring a diversity strategy to improve number of women in management positions
Diversity at workplace was initially a goal for the companies but now it is being
considered as expectation. Monitoring a set or developed diversity strategy may lead company to
meet its desired goals and objectives. In this context, Woolworths Group has developed
equitable distribution of male and female workforce of different cultures as there strategy to
improve diversity. Monitoring of diversity strategy may includes number of steps and these are :
 First step is to collect information related to Woolworths' workforce.
 Collected data is than analysed to see number of women at management level.
 Important steps to recruit talented candidate (Women) or promoting females that have
calibre to handle the post at management level (Greene and Kirton, 2015.
 Finally, resolve the issues which came up in front of the managers like questions raised
by male employees who were capable of being promoted and many more.
Henceforth, these are some of steps that if followed by Woolworths Group, then it may
lead them to improve number of chances of increasing women at management level through
reducing chances of rise in conflicts among female and male at workplace.
6. Evaluation of progress of diversity strategy in firm
There are many organisations in modern world that are appointing individuals with
intellectual disability so that to improve society of Australia. In present context, Woolworths
hired a number of employees that were having intellectual disability but they did not met their
goals and impacted upon the diversity strategy of the company as well. Some of the reason
which has been carried out are :
 Woolworths Group, a retailing business firm having mostly customer centric jobs where
a staff member has to interact with customers so that to understand what exactly they are
looking (Guillaume and et. al., 2017). This helps in fulfilling needs and requirements of
3

them. Here, employees with intellectual disability at workplace may not become able to
understand customer's need. This can be considered as a reason why Woolworths Group
failed to achieve its diversity strategies.
 Another reason which is being found is that employees that are having intellectual
disability carries an urge of changing their jobs actively for better opportunities. This may
lead Woolworths Group to increase employee turnover rate which may lead them a place
where they might not attain their targets/objectives.
7. Review of diversity strategy
Woolworths Group's diversity strategy is that to have equitable distribution of male and
female workforce at workstation of different culture when traditionally company had mostly
males between the ages of 30–50 of Anglo–Saxon descent. Implementation of this strategy led
company to give equal opportunities to women as well for different management and other jobs.
In order to review the impact of strategy, HR manager of firm may look number of employees
(males and females) in different departments (Hendricks and Cope, 2013).
After applying the diversity strategy, Here, it is necessary for the Woolworths Group's
HR manager to keep on monitoring the percentage of male and female employees in different
sections so that to make changes if it is required for the company. With the help of this,
enhancement of reputation of Woolworths Group at Australian Market and improvement in both
productive and profit margins can be seen of the company.
8. Enhancement in diversity strategy
Diversity strategy of a company requires modifications after sometime so that
organisation can gain maximum benefits from an existing plan of action. There are some of
changes which needs to be made in diversity strategy of Woolworths Group i.e. equitable
distribution of male and female workforce with different cultures and these are given below:
 Appointing women of different culture, age and colour at management level and
continuous change as per the needs and requirements in policies for them so that they
may feel more empowered at workstation.
 Another change that can be made by Woolworths Group in there diversity strategy the
increment policy which was for men should be equally given to females as well of
different cultures. This may lead organisation to bring equality at workstation (Houkamau
and Boxall, 2011).
4

9. An organisation that has an extremely diverse workforce
Being as a manager in Woolworths Group which is having extremely diverse workforce,
it becomes vital to handle a diverse team because employees of the company came from different
inheritance, grounds and follows distinctive cultures. It has been found that, employees majorly
comes from different backgrounds which carries different perception for other team mates.
He/she is following democratic leadership style which might help the whole diverse team that is
carrying ample number of perceptions and thinking. As individual might listen what team
member's are carrying in there mind in meetings and then come to a conclusion.
Majorly, it has been found that a diverse team faces number of issues because of cultural,
sex and other sort of differences. Therefore, it is vital for a manager to have patience and analyse
the whole situation, listens to every single individual and then reach to a conclusion while
carrying there perceptions. This may lead Woolworths Group to reduce number of conflicts
among them and can help diverse workforce in working smoothly with others. On the other
hand, it has also been analysed that understanding of the cultural differences amongst team
members and working to create personal bonds within them can be considered as an crucial
approach to intercultural management. Here, it is needed to to be looked forward when it is
talked about managing diverse team much more effectively. Democratic leadership style of
manager will help company in focusing over different understandings and thinking of staff. This
may lead manager to understand and overcome problems that has been faced by Woolworths
Group's employees while working with other staff members (Hubbard, 2012).
10. Guide for managers involved in the recruitment and selection process that outlines how to
conduct a culturally inclusive recruitment and selection process
A proper guide for managers for conducting a culturally inclusive recruitment and
selection process is as follows:
Developing the position description and advertising :
 Determine the essential requirements and core competencies of the job.
 Write or update the job description using inherent job requirements.
 Ensure the details of a suitable contact person are provided who is able to answer
questions about the inherent requirements of the job.
 Ensure the job related requirements do not contain criteria or language that could be seen
as discriminatory or excluding people with disability.
5

 Ensure job description and supporting information is available in alternative formats.
 Be familiar with your organisation’s recruitment and selection policies and guidelines.
 Ensure the advertisement clearly articulates the inherent requirements for the position
considering some key elements like salary, full time/part-time/casual, conditions of
employment, flexibility and location.
 Include a statement about the organisation’s commitment to equal employment
opportunity in advertisement. Consider advertising in a wide variety of places to attract a diverse range of applicants,
including with Disability Employment Services.
Making the selection decision :
 Assess each applicant against the inherent requirements on the basis of merit. If an applicant has a disability, check whether they could meet the inherent requirements
with the provision of reasonable adjustments.
Making the job offer :
 At the time of offering a job to the preferred applicant, ask them if they have any specific
needs or requirements.
 If the successful applicant has previously declared a disability ask them if there are any
adjustments or modifications that may be required (for example, assistive technology).
 Any necessary modifications including individual flexibility arrangements should ideally
be agreed and carried out before the person commences work.
 Notifying others of the successful applicant’s circumstances is only permitted where the
person with a disability has provided written, signed confirmation that they are happy for
disclosure to occur and with whom they are happy for this disclosure to be shared.
 Ask the successful applicant if they require a personal emergency evacuation plan. If they
do not, ask if they are willing to help others in an emergency if they require it.
 Ensure that medical records and other information provided by the applicant remain
confidential.
11. Being a member of a selection panel interviewing candidates
Hiring right person for correct job is the goal of every single selection panel of a
company. In present context, candidate that is having an Indian accent but the experience of the
individual for the offered job is really very high which does not make any difference from others
6

because handling accounts of the Woolworths Group is not an easy task. Neglecting the
candidate because of his/her accent will carry chances of raising discrimination at workplace.
Instead of that being a member of selection panel it is necessary for selector to hire candidates
considering the skills of performing job and not the accent or any other characteristics
(Ilmakunnas and Ilmakunnas, 2011).
12. Examples for elements of diversity training
1. Awareness raising - Raising the awareness of different religion and culture by diverse
training programs so that workers have knowledge of each religion and can every one can work
in a health environment and no one can get offended by the regious belief of other.
2. Preventive training program - To create the training program which prevents the
issues regarding the health of employees for example do's and dont's for the worker in the field.
3. Legal compliance programs - Knowledge regarding different laws of the company is
necessary in diversity training so that person should not feel that it is not treated correctly and
can maintain trust in legal formalities.
4. Intervention training - Training refers to performance and behaviour issue, people
from different culture have different behaviour and reaction process like communicating with the
foreign client should undergo this training helps in solving the issue of ethics.
5. Counselling - It is the guiding process in which diverse team undergo training, for
example people of different geographic region knows different language work for the common
objectives effectively through counselling (Kapoor and Solomon, 2011).
6. Specific culture training - For performing different activities in the region its culture
and tradition should be known like so the diverse team from different culture can manage their
working life style during their work.
13. Organisation has employed its first group of Indigenous employees
According to the situation which has been given, Cultural Diversity Training should be
given to the current employees of Woolworths Group because company hired indigenous
employees for administrative and housekeeping jobs. This staff which was hired by Woolworths
Group follows a totally different culture from current employees which might raise issues.
Giving training to both existing and indigenous staff related to each other's culture might help
them in working together at the workstation (Klarsfeld and et. al., 2014).
7

14. What should diversity training focus on
In this context, diversity training which is being given by manager of Woolworths Group
should keep its focus on delivering information of various cultures and backgrounds that are
followed by employees of the company. With the help of this, employees may easily work with
each other in a smooth manner. Away with this, it is required for the manager to keep up all the
conflicts which has been faced by staff members at workstation and in a business meeting they
should be discussed so that it may remove number of chances of making situation worse.
15. Training providers specialising in diversity training
Diversity Council Australia can be considered as a governmental training providers of
Australia that delivers diversity training to employees that have faced number of differences like
perception, colour and others at workstation. They are having expertise among giving training to
individuals with the help of podcast, knowledge programs, and other online diversity information
services to employees and so on that will help Woolworths Group to deliver number of services
to company as per the requirements. Some of training methods in which Diversity Council
Australia is an expert are described beneath :
The Art of Inclusion : Diversity Council Australia (DCA) have developed this as their
own podcast where they peer into the lives of fascinating people, whose stories shed light on the
wider social issues facing Australia, and the world.
Knowledge Programs : DCA (Diversity Council Australia) offers a number of diversity
and inclusion knowledge programs focused on key diversity areas that can be delivered in-house.
This might help Woolworths Group in reaching to a specific level right on time.
Ask DCA : This is the service which is being offered by DCA to deliver services like
diversity training to its clients in all over world with the help of online videos, audio and so on
related to diversity training (Lynch, 2017).
16) Research the culture of Indigenous Australians
Australia has two indigenous culture: Aboriginal people who settled in the whole od
Australia and Torres Strait islanders who lived in the Islands between Australia and Papua New
Guinea. Their cultures do have some common themes such as dreaming and deep connection to
the land. Negotiation and litigation are two major area of conflict that might occur at workplace
due to cultural misunderstandings and problems. In context with Woolworth Group can avoided
by not assuming all disputes that involves people of different cultures, that have a cultural
8

components and provide a thorough explanation of the dispute resolution process (Mamman,
Kamoche and Bakuwa, 2012).
17) Role do effective communication skills play in managing tension and encouraging
collaboration
Effective communication skill play vital role in business organization to manage all the
issues and tension that arise among workers performed in the company. It also aid in
encouraging workers to effectively interact with their employees in appropriate way. In addition
of this, effective communication help in building team work by interacting as well as sharing
their views and opinion. In context of Woolworths, entire employees are effectively
communicate with their co-workers which any contribute in establishing positive work
environment. In addition of this, communication is one of the important factors of collaboration
in which all the team members needs to share as well as express their views with each other. This
will improve the overall performance of the workers and team as well. Employees and manager
who communicate effectively are also become good problem solver as they easily resolve issues
that occur due to ineffective communication among workers. Thus, it is vital for employees who
are working at workplace within the Woolworths needs to use effective communication to
encourage collaboration. This may lead in managing diversity at workplace and also motivate
workers to perform well. In this context there are some major role of effectively communication
in managing tension:
Better employee relation: One of the major role of effective communication is to build
positive relation among all the workers. In addition of this, effective communication skill is must
for breaking down all the issues and promoting collaborative atmosphere within the business
organization (Munjuri and Maina, 2013). With the assistance of this employees get motivated
and influence to attain desired goals and objectives.
Problem solving: Effective communication played a vital role in solving issues that arise
at workplace. As staff who are struggle on the job profile due to negative work environment. In
this manager needs to give proper attention to all the staff members and also treat them equally.
With the help of this, problems and issues can be reduced and at the same time also enhanced the
overall performance of workers at workplace (Ng and Sears, 2012).
Gain in productivity: In Woolworths, effective communication is also played vital role in
interacting with workers and manager also interact with them also provide them information
9

about all the plans and procedures that they used. Along with this, by interaction with staff
members manager can easily provide them roles towards the specific goals and objectives. This
will directly contribute in enhancing productivity level of the workers at workplace.
18) The benefits of diversity
Woolworths operates its business in retail industry, as company having diverse
workforce in which all the workers comes from different background. This gives an opportunity
to both employees and company at the same time. Avoiding herd mentality at workplace may
delivers better business outcomes at small, medium and large level. Therefore, it is required for
Woolworths to have diversity at workstation where employees of different culture, color, race
may easily get information related to other person's knowledge. On the other hand, it is also
required for the company to keep on making changes within the diversity strategy as it might
help in gaining much more effective results at workstation. Having diversity at workplace of
Woolworths might carry number of benefits for workforce and for the company as well and these
are:
 Diversity fosters innovation
 Opens global opportunities.
 Improves your organization’s culture.
 Improve your company’s brand.
 Offer better customer service.
19. Harassment and discrimination policies and procedures for two Australian organisations
In present context, two Australian organisations : Woolworths Group and Coles that are
two main retailers has been taken in order to understand the concept. Both of them have followed
different harassment and discrimination policies and procedures but have kept their main focus
over removing discrimination and bring diversity strategy at workstation (Ng and Wyrick, 2011).
With the help of this, number of benefits that can be raised at workplace and these are given
below:
Woolworths Group policies :
Appropriate workplace behavior : At Woolworths, Doing the Right Thing, means the
company is all responsible to foster a working environment where everyone is treated with
dignity, courtesy and respect. This includes not engaging in conduct or behavior which is
bullying, harassment or unlawful discrimination in the workplace. Team members of
10

Woolworths needs to be aware that conduct that is found to be bullying, harassment or
discrimination could be a breach of the relevant legislation and therefore illegal.
Coles policies :
Workplace behaviour, diversity and equal opportunity: They are providing equal
opportunities to every individual and along with this appreciate values that are acquired by
people of different cultures and do not consider any sort of discrimination among staff and have
kept their focus over maintaining the working environment which includes no harassment related
act will be enjoy and BOD may take strict action against the culprit.
20&21) How can managers facilitate the resolution of allegations of harassment in the workplace
Raise awareness - In Woolworth Group, managers can speak to their employees about
the key organizational and human values one wants to promote in a workplace and emphasize
that harassment can undermine these values. Also, arrange and support training and awareness
sessions and encourage employees to attend such sessions. Companies must clarify what
constitutes acceptable behaviour in the workplace.
Be a role model - In context with Woolworth Group, managers should set an example by
cultivating awareness and authenticity, and by behaving ethically and responsibly at all times.
Treat all persons in the workplace with respect and fairness. Managers must exercise authority
fairly and wisely and encourage participation in decision making.
Be aware of the atmosphere in your workplace - In context with Woolworth Group, an
employee must inquire about morale, and take note of how your employees interact. Manager
must ask an employee whether they are facing situations that make them feel unfairly treated or
uncomfortable and if so, invite them to come and talk to manager or supervisor (Nica, 2013).
Encourage communication – In Woolworth Group, manager or supervisor must
encourage an employee to talk to each other and resolve an issues collaboratively as they comes
up. They must provide assistance in easing future communications or encourage employees to
seek out the help of a resource person such as Informal Conflict Resolution.
Manager of Whoolworths handles these allegation of harassment at work place in two
ways that is formal and informal. In formal pattern, manager communicates with the faculty
person outside office location so that it does not impacts negatively on the company as well as
other working staff (Nkomo and Hoobler, 2014)
11

22) What are the benefits of a diverse workforce in an organization that services a community
that is very multicultural
Diverse workforce is played an important role promoting equality at workplace through
which workers can easily manage positive relation with their co-workers. In addition of this, it
also help in attracting talents, skills and experience which creates innovation within the
Whoolworths. Furthermore, the main benefit of diversity workforce is to improve the employee
performance because it promote the equality at workplace and also encourage workers to
perform well.
23) Organisation’s workplace diversity plan or strategy
People in workplace have different characteristics regarding to religious belief, gender,
education , economic background, geographical location etc. and they all work under the same
place then it known as workplace diversity and for proper running of the business it should be
maintained effectively (Paludi, 2012). Whoolworths limited is always committed to solve the
issues related to the workplace diversity and there strategies are as follows
Vision
Whoolworths limited believe, gives value and respect to each and every individual of the
organisation, when it comes to gender discrimination, male and female are treated equally on the
basis of there work and position in the company.
Objectives
Whoolworths limited have their objectives to provide equal opportunities and growth to
the women to take the responsibility and role of senior and they also provide career opportunities
to physically challenged people. The upper level manager like CEO and Director of the company
ensures and monitor the progress of each and every individual and also keep their eye on
working climate so that if there are chances of discrimination then it could be rectified in
minimum time without effecting the environment.
For attaining better success, top management needs to monitor all the process and
objectives to improve the overall performance of the company at market place (Patrick and
Kumar, 2012). As there are some effective ways by which manager of the company can easily
promote diversity strategy:
 Increase participation of workers in decision making
 Motivate and encourage employees perform well.
12

24) How can managers foster collaborative relationships that capture ideas and information from
the diversity in the workforce and contribute to competitive advantage
A positive work environment is one of the important base of every business organization
to attain success in market place. Thus, manager needs to foster positive and professional
relationship between all the workers. In this context, understand about workers work is an
effective way to build better relation and collaboration with workers at workplace. Shadowing
workers is also an appropriate way to attain an effective sense of their task and schedule. It also
help in capturing the ideas and information from the diversity workforce. As it contribute in
attaining competitive advantage because it aid in building positive work environment at
workplace (Prasad, Prasad and Mir, 2011).
25) Managers can support organizational efforts to value diversity is by supporting employee
seeking work/life balance
For this support, manager of the Whoolworths limited needs to supportive in nature with
their workers so that employees can easily manage their work/ life balance. For this, they provide
them better working environment in which they can easily perform their task with more
efficiency. In addition of this, they also provide training and development to their workers to
enhance their working abilities. This will increase employees productivity and efficiency level at
workplace. With the help of this, employees can easily manage their working and life balance as
well. In addition of this, manager of the Woolworths should use democratic leadership style at
the time of supporting their workers.
As it aid in increasing workers participation within the business activities which will
support in motivating and encouraging them towards the set goals and objectives. Furthermore,
flexible working hour is also an effective implication through which workers easily execute their
task and also put their best efforts for attaining desirable results. It also support workers to
achieve work/life balance. One of the main advantage of this strategy is to encourage and
motivate workers to develop new and innovative ways to accomplish positive results and at the
same time also feel them valued for the company. With the assistance of this, employees
improve efficiency level within the workplace (Rao, 2012).
26) Difference between formal and informal complaint procedures
In an organization, every employees faces issues and complaints to their manager with
the hope of attaining better solution. If company are does not record effectively than it negative
13

put impact on organization and its image as well. In this context, there are some major different
between formal and informal complaint procedures:
Formal complaints procedures: These type of complaints is refereed a serious issues as it
includes proper process which can be understood by following points:
 Investigation of the complaints
 Application as well as principle of procedural justice
 Making an effective findings
 Submit report with recommended course of action that taken by the senior management. Implement the appropriate outcomes.
Informal complaint procedures: These type of complaint is completed through discussion. It
can be written and verbal as well. Mainly, it refer to the resolution as compare to the factual
proof. As it also include process which are as follows:
 Victim of complaint directly communicate with the Director of staff members (Riccucci,
2018).
 Complaint is effectively consider and early resolution from Director.
 Decide the course of action.
 Take final action towards the issues with the assistance of Director of staff members.
27) Three pieces of legislation that relate to diversity in the workplace
For maintaining diversity at workplace, it is important for business organization to follow
as well as comply all the legislation. As it help in improving overall performance of the company
and at the same time also promote diversity workforce. This will directly contribute in enhancing
overall performance and image of he company at market place. In context of this, Woolworths
includes three pieces of legislation which relate to diversity at the workplace. All these are as
follows:
Equal Opportunity Act, 2010: It is an effective act which includes the main objective is to
encourage the identification of discrimination, sexual harassment and another to eliminate. By
using this Woolworths easily promote equality at workplace. For attaining success, company
needs to treat all the workers fairly and with respect. This will help in building positive work
environment at workplace and also influence workers to perform well (Roberge and et. al.,
2011).
14

Workplace Gender Equality Act, 2012: It is also an important act which consider the
main objective is to promote and improve equality for both male and female workers at
workplace. For this, Woolworths also support to the workers for reducing barriers and also
includes equal participation of female workers at workplace. It may lead in increasing
productivity level of the women within the business activities.
Equality Act, 2010: This type of legislation is played important role in business
organization and the main objective of this act is to give equal pay between male and female for
same work. As it help in building the positive relation with all the staff members and at the same
time also enhance their productivity level as well (Saxena, 2014).
28) Action take to encourage respect and deal with problems
For attaining success in market place, every business organization needs to implement
diversity at workplace as it promote the equality among all the workers. Diversity workforce is
also played a vital role in encouraging and implement new and innovative ways to complete all
the activities in appropriate manner. With the help of this, company can easily enhance their
productivity level. In context of Woolworths, it includes diversify workforce and customer base
in which manager needs to take action for reducing the issues that are arise due to diverse
workforce and customer as well. For this manager should understand clients culture, taste, age
and all the factors before providing them any kind of services. With the assistance of this,
company easily satisfy their needs and wants and attain their higher satisfaction. Along with this,
effective communication is also an appropriate action which take by manager of Woolworths in
which they easily interact with their customers and workforce as well to understand their issues.
For dealing with issues that arise from diversity, manager needs to encourage workers towards
the allotted task and also influence them to take participate in decision making process. This will
help in reducing the chances of arising any kind of conflicts among workers and manager as
well. Increasing involvement also beneficial fort manager because it promote the innovation at
workplace which may help in dealing with issues (Trenerry and Paradies, 2012).
Apart from this, manager is also responsible for building positive work environment at
workplace. For this management of the company increase the employee engagement in which
workers are communicate with their manager and leader to share their new and innovative ideas
to resolve issues that arise due to cultural change in the company. With the assistance of this, all
15

the team members understand culture of every team members and improve their positive relation
at workplace.
In context of diverse client base, Woolworths train their workers to effectively
communicate with their customers and also tries to understand their culture. By this, company
easily provide them higher satisfaction. For attaining success at market place, it is important for
manager of Woolworths to provide training programs to their workforce so that they effectively
deal with their customers and provide them same. This will contribute in managing workforce
diversity and customers base within the organization (Yang and Konrad, 2011).
Furthermore, diversity can be undertaken as a asset to deliver services in an differentiated
manner. This will contribute in dealing with problems.
29) How can managers facilitate the successful implementation of diversity policy
It is important for every business organization to manage as well as implement diversity
policy within their activities in order to established competitive image at market place. Mainly,
diversity policy attract and retain the best talent within the company. In this context, it is refers to
the differences among workers like race, religion, age, sexual orientation and many more. Thus,
it is important for Woolworths, manager needs to effectively implement the diversity policy. For
successful implementation of diversity policy manager includes some effective tools such as:
 Includes the entire top management team: For effectively implement the diversity policy,
manager needs to includes all the management team so that they easily evaluate the
progress at workplace. In context of Woolworths, top level management conduct training
programs at the time of implementing the diversity policy (Rao, 2012).
 Continuous communicate with workers: It is important for manager to effectively
communicate with all the staff members as per regular basis. With the help of this,
manager can easily understand the workers progress at workplace and understand and
resolve their problem at the same time.
 Encouraging workers: By successfully implementing the diversity policy, manager of
Woolworths can easily encourage their staff members by providing them opportunities.
This will help in increasing their productivity and also contribute in making positive
work- environment at workplace.
16

30) How can manager use workforce diversity
In business organization, diversity attracts number of talent as manager of Woolworths
easily manager workforce diversity as company includes different identities, ages, abilities and m
any more that directly reflect the workforce. In addition of this, a diverse workforce generates
diverse ideas which help business organization to attaining competitive advantage. For example,
every workers are comes from different background and culture in which they also give their
ideas which is beneficial in increasing the chances of attaining competitive advantage.
Workforce diversity provides various benefits to company in which they easily improve overall
working activities (Prasad, Prasad and Mir, 2011). This will enhance the products and services
and at the same time also gain competitive advantage. In this, manager needs to understand
background, behavior in order to determine the impact on the decision making process of the
company. In context of this, manager have to manage diversity by developing as well as building
a effective culture through communication, training, managing strategies and many more. With
the help of this company easily improve their productivity by serving quality services and
products. Managing workforce diversity is refers to the promoting equality at workplace through
which all the workers feel their value towards the company and its activities. It provide support
to workers and encourage them so that they can easily perform their allotted task and improve
products and services. This will directly contribute in establishing competitive image at market
place (Paludi, 2012). In addition of this, by proving training and development to diverse
workforce manager can easily improve quality products and services to its customers which may
contribute in attaining competitive advantage.
CONCLUSION
From above mentioned report, it has been concluded that diversity strategy plays a crucial
role in every single business that may aid in removing discrimination and harassment activities
for a workstation. Along with this, company who have developed diversity strategy may lead
firm to gain reputation at marketplace and in front of the society as well at the same time.
17

REFERENCES
Books and Journals
Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bezrukova, K., Jehn, K. A. and Spell, C. S., 2012. Reviewing diversity training: Where we have
been and where we should go. Academy of Management Learning & Education. 11(2).
pp.207-227.
Bjerregaard, T. and Lauring, J., 2013. Managing contradictions of corporate social
responsibility: the sustainability of diversity in a frontrunner firm. Business Ethics: A
European Review. 22(2). pp.131-142.
Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an
affirming climate for workplace diversity. Group & Organization Management, 38(6),
pp.659-689.
Ferdman, B. M. and Sagiv, L., 2012. Diversity in organizations and cross-cultural work
psychology: What if they were more connected?. Industrial and Organizational
Psychology. 5(3). pp.323-345.
Greene, A. M. and Kirton, G., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Guillaume, Y. R. and et. al., 2017. Harnessing demographic differences in organizations: What
moderates the effects of workplace diversity?. Journal of Organizational Behavior.
38(2). pp.276-303.
Hendricks, J. M. and Cope, V. C., 2013. Generational diversity: what nurse managers need to
know. Journal of advanced nursing. 69(3). pp.717-725.
Houkamau, C. and Boxall, P., 2011. The incidence and impacts of diversity management: A
survey of New Zealand employees. Asia Pacific Journal of Human Resources, 49(4),
pp.440-460.
Hubbard, E., 2012. The diversity scorecard. Routledge.
Ilmakunnas, P. and Ilmakunnas, S., 2011. Diversity at the workplace: Whom does it benefit?. De
Economist. 159(2). pp.223-255.
Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the
workplace. Worldwide Hospitality and Tourism Themes. 3(4). pp.308-318.
Klarsfeld, A. and et. al., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal
Treatment. Edward Elgar Publishing.
Lynch, F. R., 2017. The diversity machine: The drive to change the white male workplace.
Routledge.
Mamman, A., Kamoche, K. and Bakuwa, R., 2012. Diversity, organizational commitment and
organizational citizenship behavior: An organizing framework. Human Resource
Management Review. 22(4). pp.285-302.
Munjuri, M. G. and Maina, R. M., 2013. Workforce diversity management and employee
performance in the banking sector in Kenya. DBA Africa Management Review, 3(1).
Ng, E. S. and Sears, G. J., 2012. CEO leadership styles and the implementation of organizational
diversity practices: Moderating effects of social values and age. Journal of Business
Ethics. 105(1). pp.41-52.
Ng, E. S. and Wyrick, C. R., 2011. Motivational bases for managing diversity: A model of
leadership commitment. Human Resource Management Review. 21(4). pp.368-376.
18

Nica, E., 2013. Organizational culture in the public sector. Economics, Management and
Financial Markets. 8(2). p.179.
Nkomo, S. and Hoobler, J. M., 2014. A historical perspective on diversity ideologies in the
United States: Reflections on human resource management research and
practice. Human Resource Management Review. 24(3). pp.245-257.
Paludi, M. A. ed., 2012. Managing Diversity in Today's Workplace: Strategies for Employees
and Employers [4 volumes]. ABC-CLIO.
Patrick, H. A. and Kumar, V. R., 2012. Managing workplace diversity: Issues and
challenges. Sage Open. 2(2). p.2158244012444615.
Prasad, A., Prasad, P. and Mir, R., 2011. ‘One mirror in another’: Managing diversity and the
discourse of fashion. Human Relations. 64(5). pp.703-724.
Rao, A., 2012. Managing diversity: Impact of religion in the Indian workplace. Journal of World
Business. 47(2),. pp.232-239.
Riccucci, N., 2018. Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. Routledge.
Roberge, M. E. and et. al., 2011. From theory to practice: Recommending supportive diversity
practices. Journal of Diversity Management, 6(2).
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics and
Finance. 11. pp.76-85.
Trenerry, B. and Paradies, Y., 2012. Organizational assessment: An overlooked approach to
managing diversity and addressing racism in the workplace. Journal of Diversity
Management (Online). 7(1). p.11.
Yang, Y. and Konrad, A. M., 2011. Understanding diversity management practices: Implications
of institutional theory and resource-based theory. Group & Organization Management.
36(1). pp.6-38.
Online
Corporate Responsibility Report. 2016. [Online]. Available
through:<https://wow2016cr.qreports.com.au/home/group-review/people-encouraging-
diversity-details.html>.
Federal Register of Legislation. 2016. [Online]. Available through:
<https://www.legislation.gov.au/Details/C2016C00895)>.
19