Critical Analysis of Diversity Policy in Commonwealth Bank

This task shall focus on the critical analysis of the diversity policy in the Common Wealth Bank of Australia. The diversity policy shall focus on enhancing the inclusion of employees from a diversified background into the organization which enhances the success of the organization within the competitive business environment.

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Management
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Date

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Introduction
This task shall focus on the critical analysis of the diversity policy in the Common Wealth Bank
of Australia. The diversity policy shall focus on enhancing the inclusion of employees from a
diversified background into the organization which enhances the success of the organization
within the competitive business environment. Employee diversity refers to the involvement of
employees from different race, ethnicities, religion, gender, and culture into the daily operations
of the organization. All corporate essential supervision functions, communications progression,
and amenities craft a fair inclusive, harmonious and build an organization which is operational to
make a reasonable, inclusive, creative, cooperative and productive company (Worthington,
2016). Commonwealth Bank focuses on diversity issues such as gender, age, ethnicity,
indigenous and other related program and activities.

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Role played by commbank leaders in promoting diversity
Commonwealth Banks is a multinational bank in Australia with corporate branch diagonally in
the world in various countries such as the United Kingdom, New Zealand, and Fiji. It is typically
known as CBA or Commbank, and it offers financial services like commerce, retail, institutional
banking, investment, insurance, funds administration and booking amenities (Worthington,
2016). The corporate wealth bank management plays a very crucial role in managing diversity in
the organization by helping the people to feel appreciated and involved in the organization, and
this critically makes the Commonwealth Bank a great place to work. Also, the leaders focus on
the enhancement and securing of the financial wellbeing of the communities, people and
businesses. The C.E.O Matt Comyn ensures that all the employees are treated on equal grounds
within the organization despite of the gender, race, nationality and social status. He ensures
proper treatment of the aboriginal and the Torres Strait islanders the indigenous groups which are
usually despised in Australia. The Chairman Catherine Living stone ensures that the bank
embraces the culture of all the employees. These are two key leaders that enhance diversity
within the organization because they lead from the top.
The management team builds a diverse and inclusivity workforce where people feels they
belong. There are various strategies formulated by Commonwealth Bank to promote diversity
through various ways such as having the workers of different work experience, religious beliefs,
sexual orientation, physical ability, ethnicity, gender, and ages. The critical analysis was done by
reviewing the yearly reports and other commentaries of diversity in the Commonwealth Bank
(Lovelock, and Patterson, 2015).

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Diversity and work practices in the Commonwealth Bank
Commonwealth Bank of Australia has various forms of diversity such as the Age Diversity
where the bank has employees in various age categories working in different departments. The
organization has variously adjusted into the aging population. The data analysis reveals that a
minimal number of workers aged 65 and above are in the workforce. The Human Rights
Commission of Australia has found that, people aged 50 and an above reported to have to
experience age discrimination in the working environment during the last two years (Alembakis,
2018). This rose by a percentage of 32 for those aged between 62 and 64. The Commonwealth
Bank needs to look at the age diversity by offering a flexible work arrangement, and it will be
successful in mentoring and coaching the organization.
Another form of diversity embraced within the organization is the cultural diversity where the
diverse culture of Commonwealth Bank comprises the personnel from non- speaking English
states. A five-year numerical analysis displays the corporation is dedicated to workers from
different culture into their labor force. A decent rise in the percentage from 19.7 to 25.8 in the
earlier years. Therefore relating the other workforce, there is a need for the uplift of cultural
diversity to uphold upright stability of ethnicity and culture in the organizational surrounding
(Young, 2016). Another study data marked growth in the involvement perception. The Scanlon
study found refinement in skin color, ethnic origin or religion, the highest recorded level is seven
percentage point over 2012. In the Commonwealth Bank, still, they lack the cultural diversity in
their personnel.

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Gender diversity is also depicted in the bank where the bank has a policy that entails the
inclusion of females in senior positions in management. This policy enhances the importance of
women recognition which has been a severe issue in many organizations where the males
dominate various positions within the management. There are a resilient justice and equality in
the legislative administration gender, but womankind is still kept out in the senior administration
in various organizations in Australia(Ali, Ng, and Kulik, 2014).
The bank has employees from various countries who are employed on their competence basis.
The bank has employees from different races, culture, religion and it has employees with various
disabilities as per its diversity policy which encourages the inclusion of people from various
backgrounds into the organization. The bank has various action plans to enhance the
implementation of the diversity policy during the recruitment of new employees. The company
advertises its job vacancies internationally which enables it to have access to a large pool of
applicants from various countries enhancing the inclusion of employees from a diversified
environment. The future strategy of the bank is to reconcile the action plan with the formulated
policies to ensure the effective implementation of the policy in the organization (Rao, Sandler,
Kelleher, and Miller, 2015). The analysis on the diversity framework of the Commonwealth
Bank discovered that there is a reliable guarantee in the bolstering of the diversity in the
company’s work rehearsal, culture and through their assimilated policies and techniques.
The employee diversity enhances the attraction of a vast pool of talented employees who need
to work in an organization that appreciates their culture, religious beliefs and their level of
physical disabilities. Ordinary wealth bank retains its employees because the aspect of diversity
enhances a sense of belonging among the employees which promote job satisfaction.

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Benefits and needs of diversity to the business objectives
The Commonwealth Bank has a Wide talent among the employees. Diversity brings specific
involvement and talent on panel, its upsurges the recognition of the operative from dissimilar
credentials, its upsurges the elasticity of the worker and an aptitude to compact with change.
Enable enlargement of invention, originality, high morale and mutual reverence. Improves the
communication skills and abilities to work productivity in a team, maximize a variety of ideas
and thinking in problem –solving and decision making (Thornthwaite, 2016).
Another Diversity to the business objectives is the organizational benefits and needs, which
enhances the success of the organization in the competitive business environment because
employees from different backgrounds generate their new ideas in the organization through their
participation in the decision-making process, an aspect that enhances the achievement of the
organizational goals and objectives (Manski, 2017).
Customer benefits is another objective of the business needs and benefit. Diversity increases the
level of service to the customers. This is because the customers come from different races, and
some of them might require employees who understand their language well hence a diversified
organization such as the Commonwealth bank does not experience such shortcomings since it
has many employees from different races who can handle specific types of customers (Lovelock,
and Patterson, 2015).

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Initiatives taken by HR managers to Implement Diversity policy in the Commonwealth
Bank
Cultural management background is one of the most complexes in the area of diversity.
However, the Commonwealth Bank should implement the focus of developing the integrated
strategy for the diversity sequencer, mainly on the ethnicity and culture to bring the balance in
varied in the workforce. The diversity policies must be linked to the individual and
organizational routine (Schlagwein, Thorogood, and Willcocks, 2014). The upgrade of the
cultural diversity in the organization is vital to deliver innovations, performances, and improve
productivity, but also hold and entice the best endowment. It also diminishes the cost of gross
revenue from the discernment of race-based. Therefore, to uphold cultural diversity, it is vital to
generate and contrivance the diversity policy that values the cultural diversity along with the
action plan to ensure the organizational diversity policy implementation.
There are various proposed action plan to ensure the organizational diversity policy
implementation. The first action plan is the Communication plan, which summaries the
procedures to use the project infrastructures, feedback, and stakeholder management and facts
distribution. The application of speed is subjective by the excellence of the statement across the
company. The statement plan comforts consistently in the evidence all over the company
(Willcocks, and Reynolds, 2015). The communication proposal endorses the policy diversity to
all applicable stakeholders through the association.
Also, training and education is another proposed action plan. This plan entails the supervisions of
cultural diversity training and education allow initiatives to understand how to successfully
recover the workshop teamwork, market knowledge, customer service, competitiveness,

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productivity, community relationship, and workplace relationship. Training sequencer is an
operational framework for diversity; however, the training highlights the awareness in endorsing
the sensitivity to a particular problem. Commonwealth should show the recruit to variety by
reinforcement their procedures with education and training programs for all the workforces,
managers and supervisors (Deloitte Access Economics, 2016). The kind of Commonwealth Bank
training and educating package that reinforces the cultural diversity are: diversity workshops,
mentoring for managers and supervisor, based-awareness, sensitivity training, and skills-based
training. The preparation of the workforces supports in creating positive work surroundings. The
organization should progress, maintain and implement the continuing training to create a robust
miscellaneous workforce (Roberts, 2015).
Lastly, the Consultation process is a technique of developing an operative Action Plan; this
progression identifies the current or probable discriminatory activity. It also allows the viewing
of potential resolution or any alteration in the diversity policies for setting urgencies of activities.
The communicating proposal can be made by the early phase to certify they have facts on the
determination, and benefits (Slatter, 2015). The other interconnecting techniques support in
modernizing the management diversity to the personnel. The effective communication policy
expedites an increase in the assurance and trust in the progression.

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Diversity policy linking with legislation and other policies
Commonwealth Bank should bond the diversity policy and relay another idea on ethnic diversity
and inclusivity. This must officially be assimilated into the current rehearsal of work and other
administrative campaigns. It will rationalize the effort rehearses and the whole head toward the
accomplishment of the objectives and goals of the corporation. This also will uphold the
steadiness in the exhibition of diversity and inclusivity (Anyon, 2014). The other associated
policies are selection, recruitment, affirmative, management of talent, flexible work practice,
parental leave, succession planning, sexual harassment, code of conduct and policy bullying.
Commonwealth Bank policy diversity supports the emphasis on the variety and inclusion
strategy.
Diversity policy evaluation
The relentless assessment and intensive care plan safeguards the achievement and also shapes the
essential modification needed for the project. The persistent intensive care through the PDAC
sequence, which is necessary for the fortification of the diversity policy. Commonwealth Bank
can practice the metric to estimate and assess the cultural diversity policy. Data recruitment – the
various variety of applicant seems at the submission final stage (Alderman, 2015). Occupation
and preservation progression – the workers, need to be supervised by the tracing of advancement,
diverse hires, and attrition rate. Staff survey data – it is identifying the potential conflict amongst
the staff disengagement. Feedback of 360-degree – it monitors the performance of the senior
supervision providing the workers with a response. A consistent consultation safeguards and
keeps trailing the operatives’ view and comment.

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Diversity policy reviewing
The review includes the improvement and significance of the general plan action. Its uses the
facts from carrying out a report and the outcomes to regulate the success plan. Appropriate and
constant review of the diversity action plan supports classifying the areas of development or
adjustment (Commonwealth Secretariat, 2015). The continuous progression is the original
technique for revising diversity policies. The operative’s fulfillment study also reliefs the
competence of any difficulty or alterations the obligation in the implementation of the strategy.
Personal experience
My personal work experience in the Commonwealth Bank is excellent. This is because the bank
supports a flexible work environment that meets the demands of our customers and the bank in
general. I work as a customer service assistant, and we serve people from the different
background without any form of discrimination. The policy of the standard wealth bank applies
to all the customers; hence this enhances equality in the customer service which is according to
the diversity policies of the organization. The organization acknowledges the employees with
disabilities through its recruitment program that has a specific portion for employees with
disabilities. In my role as a customer service assistant, I serve all the people at the teller without
discrimination. All the individuals have to queue and wait for their turn to be served without
favoritism of any group of people.

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Conclusion
Managing diversity policy and inclusion is a practice of conveying facts together of different
religious, ethnic, age groups into an active group of workers developing diversity personnel; it is
not cool. It requires the commitment from the senior leaders to bring about cultural change. The
diversity of the association is usual the new standard in the organization, whereby it considers all
the staffs equally.

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Reference
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