Retail Supply Chain Management Challenges

This assignment examines ethical considerations in the retail supply chain. It encourages students to analyze frameworks for ethical decision-making, understand the impact of financial conflicts of interest on research, and explore sustainability practices within logistics and supply chain management. The focus includes identifying key performance indicators (KPIs) in logistics, examining supplier exploitation, and understanding how organizational factors can create conflict within a logistics management context.

Running head: DIVERSITY AND CONFLICT IN WORKPLACE
Diversity and conflict in workplace
Name of the student
Name of the university
Author note

1DIVERSITY AND CONFLICT IN WORKPLACE
Executive summary
The report concentrates on the strategies adopted by ABC Pty Ltd which is a logistics
company. The company has adopted the policies including the embedding of flexible work
place, achieving equity and the building up of strong leadership policies which will be
focused on the building up of better workplace. The development in the reputation of the
company includes the implication of the leadership policies by the top executives in the
company. The report further consists of the policies that have to be adopted in order to avoid
the breaching that occurs in the companies. The avoidance of the breaching will lead to a
better environment of workplace free from any adverse situations. This policy should intend
to guide the employees and the company a proper leadership outcome and the execution of a
proper organizational and cultural strategy.

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Table of Contents
Introduction................................................................................................................................4
Diversity and inclusion strategy policy......................................................................................4
Relevant policies........................................................................................................................5
Policy statement.........................................................................................................................5
Policy number............................................................................................................................5
The purpose of the Diversity and Equity policy is to.............................................................6
To treat employees equitably.................................................................................................6
To educate the employees about the diversity and the concept of inclusion.........................6
The occupational health and safety act......................................................................................7
Rationale................................................................................................................................7
Strategies....................................................................................................................................7
Measuring tools..........................................................................................................................8
Procedures..................................................................................................................................8
Policy review..............................................................................................................................9
Policy used as a guide................................................................................................................9
Conclusion................................................................................................................................10
Legislative acts.........................................................................................................................11
References................................................................................................................................12

3DIVERSITY AND CONFLICT IN WORKPLACE

4DIVERSITY AND CONFLICT IN WORKPLACE
Introduction
The report concentrates on the strategy adopted by APY Pty Ltd that makes it
necessary for the strategies to turn into policies that are necessary in this particular
organization. This is a logistics company and there are set of strategies and that are followed
in all organizations. The logistics company is a global workplace and it should adopt certain
policies that would make the place a better place to work in. The purpose of the report is to
study the strategies that exists in the organization and that it should be implemented as a
policy. This includes the report of breaching that affects in the process of the leadership
outcome. The world economy has started increased to become more and more global as the
workplace offers a diverse workforce. The organizations have started to embrace diversity
which leads to the creation of workplace in which people from different backgrounds and
different cultures can be able to feel safe and can have a homely feeling. There should be
inclusion of the strategies includes respecting the individual differences. It is necessary for
the company to look at the inclusion as a strategy. It is the responsibility of the managers to
foster the inclusive work environment. There are certain effective ways that has been
discussed in the report to make every member feel that he is valuable to the team. Some
effective strategies have been adopted by the company and they should be turned into policy.
Diversity and inclusion strategy policy
The mangers should perform certain actions that will make them the role models for
their employees. Every employee looks up to their managers as their guide and leaders. The
employees look up to the mangers as their model therefore it is important for the managers to
lead themselves by example (Kucukaltan, Irani and Aktas 2016). In order to embrace the
inclusion in their team it is important for the managers to make the concept of inclusion and
diversity and the importance of it in the workplace. The mangers must have the knowledge of

5DIVERSITY AND CONFLICT IN WORKPLACE
inclusion clear in their minds and they should apply it clearly. They should analyze the
diversity in the broader sense to avoid the differences in the race and ethnicity which
sometimes includes the differences in the sexual orientation and even in the military status
and other groupings as well. The inclusion process is all about the concept of being open to
different perspectives. The point of view and opinion of all the employees should be taken
into account and it should be valued at the same time. There is a chance open to the mangers
to set a good example of themselves in front of the employees to value the decision of every
employee and take them into consideration (Johnson 2014).
The policy number is 456719.
Relevant policies
The relevant policy regarding to this is the environment and the biodiversity
protection act 1999. It states the protection of the Australian environment including the
biodiversity and the natural and the culturally significant cases.
Policy statement
This policy aims at developing the institute of framework to infuse diversity and the
inclusion messaging and thoughts and practices throughout the leadership and professional
development. They include the deepening of the diversity and inclusion awareness and
focuses on the execution of the same on all officers through the corporate-wide unconscious
bias training which includes other learning opportunities as well (Grant, Wong and Trautrims
2017).
Policy number
The policy number is 456719.

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The purpose of the Diversity and Equity policy is to
To treat employees equitably
The organization`s environment treats the employees in an equitable manner. It treats
and respects the employees. It includes the responsibility of the managers to ensure there is
equity in payment and promotional opportunities in case of all the employees. The strategy
includes providing the development of providing opportunities and required training to the
employees. All the employees should get equal opportunities in this case. It should be the
policy that all the logistics company should follow (Ferrell, et al. 2013).
The organization does not tolerate unethical behavior of the employees. They do not
tolerate anything that is wrong in the organization. The managers of the organization make
effort to eradicate all the wrong things from the organization which affects the cultural
environment of the workplace.
To educate the employees about the diversity and the concept of inclusion
The managers should acquire proper knowledge regarding the cross-culture
communication and the learning regarding the understanding of the concept of differencing
the business traditions from one culture to another that are essentially required in order to
create an inclusive environment. This strategy should be turned into policy so that all the
companies can apply these (Grant, Trautrims and Wong 2015).
The organization recognizes and values the opinion of the employees. Efforts should
be made to set the business goal right in order to foster an inclusive environment in the
workplace. The mangers of the company follow this strategy in order to transform ideas into
reality and into concrete plans. The strategy can be turned into the policy only by the holding
accountable leaders who are willing to move the agenda of diversity inclusion (Friedman and
Friedman 2016).

7DIVERSITY AND CONFLICT IN WORKPLACE
The occupational health and safety act
The company should adopt the policy of occupational safety and health and safety act
which is also known as workplace health and safety policy. The goals of every this policy is
to foster a safe and healthy work environment. The policy should be applied in this logistics
company so that they can protect the co-workers, family members, employers, customers and
many other who might be affected by the workplace environment. According to the common-
law jurisdictions, the employers have a law duty to take the reasonable care of the employees.
Rationale
The need to motivate the employees to act inclusively It is one of the most effective
strategies. The APY Pty Ltd logistics services takes effort to motivate the employees to
perform their job in a good manner. It includes the consideration of the incorporation of the
inclusive behavior in performing the evaluations in order to motivate the employees so that
they can think actively about their own behavior (Espinosa-Pike and Barrainkua 2016).
Strategies
The strategy adopted by the company in order to incorporate the inclusive behavior is
the analysis of the loopholes and to take initiatives in order to avoid the pitfalls that can be
harmful for the company. They adopt the policy of avoiding it while talking to the employees
of the companies. The managers of the logistics company avoid the notion that the employees
have a limited knowledge about things and that they have limited knowledge about concepts.
The mangers must watch their behavior and conduct before speaking to the employees that
can turn into a major backdrop. The policy of taking feedback from the employees should be
there in all the companies and they should be exercised at regular intervals (Fernie and
Sparks 2014).

8DIVERSITY AND CONFLICT IN WORKPLACE
Measuring tools
The practical outcomes of the application of the strategy include the breach. The
breach of the logistics company includes the breach of data and the privacy issues that come
to the forefront. It includes securing the supply chain in many areas which is the concerned
about the data privacy as the technology has facilitated the sharing of the information
between the transportation and logistics companies and their clients. This can e well
understood with the help of an example. There is an instance where the data is often shared
with the help of web-based applications, which are susceptible to the hackers. In addition to
the technological development of the of the tracking system and the systems with the help of
barcodes as well as the GPS systems it enables the logistics providers and their customers to
retrieve the background information of a shipment through every single step in the supply
chain and to identify the location of the product (Duggan and Bush 2014).
Procedures
It includes the induction of the employees that includes as a guide to the health and
security of the employees. This is the way the customers can free themselves from this
situation which is not a desirable situation for them. This situation is not justified and it is
legally and culturally not justified. This is something unjustified and adds up to the
harassment of the clients and the customers. There is a chance for the situation to grow
adverse. This particular process sometimes serves as useful information to the thieves and
attracts the cargo thieves. The thieves who use the internet to track the shipments and the
booking the transportation with legitimate motor carriers can track the transport by using
internet. This led them in setting up of bogus trucking operations that can arrange the cargo
pickups for legitimate shippers and providers (DiPaola, et al. 2014).

9DIVERSITY AND CONFLICT IN WORKPLACE
Policy review
The APY Pty Ltd Company must make efforts and dedicate the appropriate
investment for the enhanced security measures and must seek the help of an additional IT
personnel to help in the security measures of the technology of the company in order to avoid
the cyber attacks and minimize the risks (Quarsh, Salmi and Leuschner 2016).
Apart from this the addition of establishing the tighter security data protocols must be
done. The managers must make efforts to do a cyber liability insurance which is critical for
the transportation and logistics providers. Whenever there will be a chance of the breach to
occur the insurance policy would respond and would cover the loss and would pay for the
forensic analysis of the systems and data to determine the extent of the breach, the legal
defense costs, the third party losses and the regulatory penalties. In addition to this the
policies can be altered in order to include the crisis management and mange the severe loss. It
includes the cyber risks faced by the transportation and logistics service providers (Rawwas
and Iyer 2013). The fair work act 2009 should be applied that will ensure a fair working
condition in the workplace.
Policy used as a guide
The policy of inclusion can be used as a guide in the APY Pty Ltd Company. The
company must follow certain policies to guide the employees to leadership outcomes. It
includes providing the general and specific guidelines for managing the works in the
workplace (Schleper, Blome and Wuttke 2017).
It includes the role of the leaders to manage the conflict of the interest of the
employees in the workplace. According to the inclusive theory the mangers must include
each and every employee of the firm in the decision making process in order t avoid the

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conflict of the interests between the employees. This includes valuing the suggestions of
every employee (Soltanpour, Rashidpour and Safari 2014).
Sometimes the employees or the groups face certain problems of harassments. The
harassments include the sexual harassment, harassment related to work and the harassments
related to the manufacture of the shipping products. The managers must follow certain code
of ethics in this case. Ethic should be followed religiously in this case. The mangers must
make proper effort to maintain the culture of the organization. The culture of the organization
gets affected if any unethical harassment is noticed in the organization (Tibau, et al. 2014).
The employment Act should be used in this case to ensure a good condition of work in the
workplace.
The company must focus on the participation of the employees. The leaders must
encourage the employees tom participate actively in the activities of the workplace. It will
motivate the employees to increase the productivity as they will be able to feel good and
warm in their workplace. This will help to develop the cultural environment of the workplace
(Waters and Rinsler 2014).
The company must introduce the system of rewards and awards that will in enhancing
their performance. This will increase the revenue of the revenue as it will increase the urge of
the employees to do better work. The company will be able to make profit from it. The
leaders of the company can take this step to enhance the performance of the employees and
make it a better place to work (Yusuf, et al. 2014).
Conclusion
The application of the inclusive policy must be seamlessly integrated with all the
aspects of logistics. For any firm it is important to have the inclusive policy and the

11DIVERSITY AND CONFLICT IN WORKPLACE
application of the same shall enhance in better performance of the employees. The logistic
company must take into account the above mentioned policies in order to improve the
cultural and the legislative culture of the company. The development of these policies not
only improves the condition of the employees but it also improves the condition of the
company in case of the delivery of the products and services, the easy accessibility of the
logistics preparedness and the alteration for a specific situation. It would improve the
uncomfortable condition of the employees in the company. Therefore, the application of the
policies is mandatory in any logistics company to improve the status of the company.
Legislative acts
The legislative acts that have been taken into account are the fair work act 2009, the
employment act, and the biodiversity protection act 1999.

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References
DiPaola, C.P., Dea, N., Dvorak, M.F., Lee, R.S., Hartig, D. and Fisher, C.G., 2014. Surgeon-
industry conflict of interest: survey of opinions regarding industry-sponsored educational
events and surgeon teaching. Journal of Neurosurgery: Spine, 20(3), pp.313-321.
Duggan, C. and Bush, K., 2014. The ethical tipping points of evaluators in conflict
zones. American Journal of Evaluation, 35(4), pp.485-506.
Espinosa-Pike, M. and Barrainkua, I., 2016. An exploratory study of the pressures and ethical
dilemmas in the audit conflict. Revista de Contabilidad, 19(1), pp.10-20.
Fernie, J. and Sparks, L., 2014. Logistics and retail management: emerging issues and new
challenges in the retail supply chain. Kogan page publishers.
Ferrell, O.C., Rogers, M.M., Ferrell, L. and Sawayda, J., 2013. A framework for
understanding ethical supply chain decision making. Journal of Marketing Channels, 20(3-4),
pp.260-287.
Friedman, L. and Friedman, M., 2016. Financial conflicts of interest and study results in
environmental and occupational health research. Journal of occupational and environmental
medicine, 58(3), pp.238-247.
Grant, D.B., Trautrims, A. and Wong, C.Y., 2015. Sustainable Logistics and Supply Chain
Management (Revised Edition). Kogan Page Publishers.
Grant, D.B., Wong, C.Y. and Trautrims, A., 2017. Sustainable logistics and supply chain
management: principles and practices for sustainable operations and management. Kogan
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Johnson, P.F., 2014. Purchasing and supply management. McGraw-Hill Higher Education.

13DIVERSITY AND CONFLICT IN WORKPLACE
Kucukaltan, B., Irani, Z. and Aktas, E., 2016. A decision support model for identification and
prioritization of key performance indicators in the logistics industry. Computers in Human
Behavior, 65, pp.346-358.
Quarshie, A.M., Salmi, A. and Leuschner, R., 2016. Sustainability and corporate social
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Rawwas, M.Y. and Iyer, K.N., 2013. How do small firms possibly survive? A comparison
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Schleper, M.C., Blome, C. and Wuttke, D.A., 2017. The dark side of buyer power: Supplier
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Soltanpour, N., Rashidpour, A. and Safari, A., 2014. An empirical investigation on the effects
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Tibau, A., Bedard, P.L., Srikanthan, A., Ethier, J.L., Vera-Badillo, F.E., Templeton, A.J.,
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management. Kogan Page Publishers.

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Yusuf, Y., Hawkins, A., Musa, A., El-Berishy, N., Schulze, M. and Abubakar, T., 2014.
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