Analysis of Diversity Management Strategies at Air New Zealand

This report provides an analysis of Air New Zealand's diversity management practices, focusing on the implementation of diversity and inclusion plans within the company. It highlights the significance of diversity management for organizational growth and development, particularly in a global business environment. The report examines specific aspects of diversity, such as age and disability, and suggests an action plan for Air New Zealand. This includes ensuring equal opportunities for employees regardless of age, and fair recruitment policies for individuals with physical disabilities. The report further suggests methods for evaluating the effectiveness of the action plan, such as regular employee feedback and surveys. References to relevant academic articles and company documents are included to support the analysis. The report concludes with a discussion of future horizons through diversity and inclusion.

Diversity
management at
workplace

Diversity Management by Air New
Zealand
▸ Diversity management refers to managing and inclusing the various
diversified factors among the employees of the company.
▸ Air New Zealand is managing the diversity at his workplace by its
diversity and inclusion plan. It is making the employee and customers
ensure about giving equal rights to each and every person inspite of
his gender, age, race, culture and disabilities(M Shemla, 2019).
2

Suggested factors for
diversity and inclusion
action plan
(a) Age diversity:
Employees should get equal opportunities and growth
at workplaces without considering their age.
(b) Disability diversity:
People should not be discriminated due to their
physical disabilities for maintaining satisfactory
environment for work.
3

Suggested Action Plan
• Air New Zealand should not discriminate the
employees of large age group (50-70 years) while
giving promotions and growth to the already hired
employees.
• The Company has to ensure about the equal and fair
recruitment policies for physically disabled persons
and make sure about providing a favourable
environment for work.
1

Evaluation of Action Plan
• The company should take feedback from already hired
employees after every three months in order to check
the exact status of their employees.
• Company should know the opinion and thoughts of the
disabled employees of their company by using survey
method, for knowing the current position of the
employees and ensuring about their satisfaction level
(Manager, 2020).

• The action plan can be evaluated by regular
monitoring over the behaviour and performances
of the employees.
• Company may use counselling technique to know
the views of the employees about any type of
discrimination they feel inside the
organisation(Manager, 2020).

“
References:
▸ M Shemla, J. W. (2019). Managing
diverse teams by enhancing team
identification: The mediating role of
perceived diversity. Human
Relations, 755-777.
▸ Manager, C. D. (2020, January 28).
Diversity & Inclusion strategy 2020.
Retrieved from The website of Air
New Zealand:
https://p-airnz.com/cms/assets/PDFs/
DI-Strategy-Document_2019.pdf
7

▸ Orlando C. Richard, K. S. (2013). The
impact of racial and gender diversity in
management on financial performance:
how participative strategy making
features can unleash a diversity
advantage. The International Journal of
Human Resource Management, 2571-
2582.
▸ PM Bal, S. B. (2019). How do i-deals
influence client satisfaction? The role of
exhaustion, collective commitment, and
age diversity. Journal of Management,,
1461-1487. 8

▸ Richard Elliott, L. U. (2009).
HIV, disability and
discrimination: making the links
in international and domestic
human rights law. Journal of the
international AIDS society.
9

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THANKS!