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
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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
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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.
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