MBA401: Ansell Limited - People, Culture and Contemporary Leadership

This report provides a comprehensive analysis of Ansell Limited, a multinational Australian company, focusing on its performance-related, culture-related, and engagement-related initiatives. The report begins with an introduction to Ansell Limited, its history, and its diverse product lines. It then delves into performance initiatives, highlighting the company's focus on employee development through training programs, leadership skill enhancement, and a smooth onboarding process. The report also examines Ansell's commitment to employee mental health and its diversity enrichment initiatives. The culture-related initiatives section discusses Ansell's dedication to diversity, equality, and sustainability, emphasizing its inclusive culture, gender equality programs, and adherence to ethical principles. The report further explores Ansell's engagement-related initiatives, showcasing its strategies to retain valuable human capital, including employee surveys, career growth opportunities, and various employee benefits. The report concludes by emphasizing Ansell's commitment to ethical values, transparent engagement practices, and fostering a positive organizational atmosphere. The report also provides insights into how Ansell measures its success, reflects employee satisfaction, and contributes to the company's financial growth.

Running Head: PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
People, Culture and Contemporary Leadership
Name of the student
Name of the University
Author’s note

1PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Table of Contents
Introduction......................................................................................................................................2
Performance related initiatives........................................................................................................2
Culture related initiatives.................................................................................................................4
Engagement related initiatives.........................................................................................................6
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

2PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Introduction
In the following assignment the chosen company is Ansell Limited. Ansell Limited is a
multinational Australian company that produces, distributes, and markets caring merchandises
and services associated with trained, professional and customer healthcare. Company’s product
line includes medical and examination gloves, domestic gloves, manufacturing hand protection
and condoms. The company was formed in the year 1899, as the tyre manufacturing company
known as Dunlop Pneumatic Tyre Company. The company changed its name to Dunlop
Australia because of its expansion into rubber products in 1948 (Chung, 2017). Due to its
acquisition of medical industries like Sandel, Trelleborg Protective Products, Midas and more, it
made its mark in the healthcare industries all over the world. The objective of the assignment is
to explore the performance and culture related initiatives taken by the company. The paper also
includes how the company takes initiative to engage its employees.
Performance related initiatives
Ansell Limited offers a number of opportunities for its employees to develop and
enhance their performance as well as excel in their career. The company is focussed in engaging,
encouraging and training its employees for creating a committed and high performing workplace.
The Ansell University of the company is the global resource for its employees learning and
training needs. This offers programs through videos and presentations that include technical and
leadership programs to assist the co-workers. The company offers opportunities to its employees
in developing leadership skills that includes online training, flag leadership programs and the
company also offers 360 degree tool that help the employees in providing feedback. The
company’s new on boarding program guarantees smooth and positive incorporation of new

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group members of the Ansell Limited (Friedgut and Mannion, 2019). The company’s leaders
specifically the executive leaders help the workmates by mentoring them. In some
circumstances, the company hire executive trainers for providing training to improve their
performance and help them develop. The company emphases on evolving its employees through
numerous tutoring and multi-lateral feedback in order to gain high performance.
Most of the development of the employees occur at on job in the company. The company
arrange openings to assist employee progression like job replacement, job change and project
assignments. One of the benefit of all these performance initiatives of the company is that the
employees are aware of all the universal opportunities provided by the company which help them
in their career development. Ansell not only focus on the physical performance of its workforce
but it looks into the mental health of its employees as well. The company provides physical and
training that boost mental health to help the workforces develop a sound and creative mind and
body.
Ansell Limited has a diverse workforce, therefore, its diversity enrichment initiative
focuses on creating a workplace that have an environment that is free from discrimination to
work. The environment at the Ansell makes the employees feel welcomed, feel safe and
appreciated for their performance. The company engage in suitable labour force anticipation that
helps the company in anticipated workflow by having enough number of workers in the
premises. The company sets clear goals about the targets and the standards, in order to achieve
best performance and high production by the employees. The company provides incentives
through merit based system and measure productivity of the employees through proper human
resource analytics system. This also helps in managing the workforce of the company (Bardorf et
al., 2016).

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The success of the above mentioned performance initiatives can be measured by
measuring the satisfaction level of the employees at various levels. The success of the initiatives
is well reflected in the productivity and financial growth of the company.
Culture related initiatives
Ansell limited strive to create a workplace that supports diversity, generality and
sustainability inside the organization. Diversity is an essential element of the Ansell culture.
Employees are given platform to share their views in different aspects of the company.
Therefore, uniformity is embraced in all the levels of the organization. Different ideas and
perceptions of the workforce including the customers and the stakeholders are valued at Ansell
Limited. Due to the inclusive culture of the company, it helps it to create inventive safety
solutions.
Ansell know the worth and benefits of a diversified labour force. Diversity at the
company identifies that the workforces originate from diverse backgrounds, having diverse
competencies, viewpoints and capabilities. Ansell Limited pursues in encouraging a broad
culture which should give importance and respect to the dissimilarities and emphases on
encouraging the employees to give their best according to the best of their abilities. The company
give importance to the exceptional skills and perceptions of the employees regardless of their
age, gender, religion, nationality, disability, or sexual orientation. The company treats all the
employees equally because equity and transparency is the part of the corporate culture and this is
also one of the reason for company’s long-term progress (Dumay and Hossain, 2019).
The company treats the workforce with justice and admiration and does not tolerate any
discrimination, annoyance and mistreatment of the employees. The company also practice fair-

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minded and unbiased recruitment and reimbursement practices and help in career development
built on performance and excellence.
The Board of Directors and executive at Ansell limited, has established clear goals in
creating a workplace that is free of gender discrimination. The company aims at creating gender
equality in the work place and several initiatives triggered by the company are delivering the
goals. Because the company understands that for overall growth and well-being of the company,
gender equality is the most crucial aspect.
The company’s Women’s Leadership Forum initiative focuses on women empowerment.
It works on developing and retaining female employees by adopting many ways like networking,
mentoring, empowering, reducing of gender pay gap in the organization, targeted training and
celebration of the International Women’s Day in the organization. In the same way, providing
unbiased training help the employees participate in the process and identify distinctive biases,
take active steps to diminish the biases and even learn how to set purposes and make fact-based
conclusions (Ansell.com. 2020).
The Ansell Limited works on the principle of certain morals and pillars to make the work
culture healthy, productive and suitable for all the members of the organization. The pillars
include human rights, surroundings, authority and community that yield the company to progress
towards sustainable development of the company. The company invests in creating optimistic
transformational change in the company. The company’s business strategy is to build
sustainability in the company which help in engaging all the stakeholders, employees, suppliers
and customers. Ansell Limited is committed towards transformational change which help the
business to grow. The company works towards the innovative strategies like consuming less

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energy during production, supporting the members of the community and ensuring ethical
behaviour in the workplace and creating a culture that inhibits security and safety are some of the
top priorities of the diverse workforce of the company (Dumay and Hossain, 2019).
In agreement with the universal human rights, country laws, values of the company and
labour standards of the company helps Ansell in supporting and respecting the rights of its
workforce. This develops a positive work culture in which they can operate. As the company
comes under the healthcare sector, its primary objective is to maintain world class work-related
safety as well as the health performance of its employees. The company fulfils its objective by
maintaining a culture that encourages integrity and safety. The principles followed at the
company which includes principles of transparency, equality, integrity and fairness make the
company develop a divine culture of its own.
Engagement related initiatives
Employee engagement refers to the attachment and commitment that the employee has
towards its job. For any company, it is important to retain its valuable human capital for the
success of the organization. Employee tend to engage in their job when they feel motivated and
appreciated for their contribution towards the company.
Ansell Limited provides practises various strategies in engaging its employees at the
company. The company provides better society and environment to its fellow workers. The
company ensures safety by sustaining lower injury rates in the organization and provides medical
insurance for treatment, provides a unique and diverse workforce culture, equality, job security,
helps the underperformed employees through training and learning and more. These all
initiatives helped the company in engaging its valuable workforce.

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Since, financial year 2016, the company’s employee engagement has enriched
progressively up to 5%. The company has managed to bridge the gap between the company’s
engagement of employees score and the Universal Employer Benchmark from about 17% to
15%. Ansell employee engagement score exceeded the Universal employer Benchmark with an
average of 6% score. The company have improved its engagement from 61% to 66% in the year
2019 (Ansell.com. 2020).
Figure: percentage of employee engagement at Ansell
Source :( Ansell.com. 2020)
Measurement of employee engagement is considered utmost importance in Ansell.
Because involved and motived workforces’ results in company’s development and help in
attaining developed retention ratio and decrease turnover rate, enhanced output; increased
effectiveness, reduced absenteeism, and improved employee devotion towards the company.
Ansell help its employees and prepares them for the challenges of the global business and
also assist them to develop according to their full potential. With the help of its developed
learning and development scheme, infrastructure and performance management, the company is
succeeding towards engaging its employees. The employees feel valued in the company because
they know that their voices are being heard by the management. According to the survey in 2019,

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around two-third of the workforce was confident enough that action will be taken for the results
of the survey. Therefore, this gives clear insight that the employees at Ansell are committed
towards the company and have faith in the management.
Apart from the above employee engagement initiatives, Ansell also provides chances for
career and professional growth by empowering its employees in delivering business leading
improvement at the work (Ansell - Opportunities for employees to develop their careers, 2020).
The company provides an e-career program through its global career site. The on boarding
program of Ansell intended to reinforce new worker incorporation and enhance retention of
employees. Ansell commercial sites offer employee engagement practices which includes
community occasions, amusement contests like sports, assistances for new mommies, offering
scholarships through competitions to the children of existing employees, and other wellness and
welfare programs. In addition to these schemes, the company continuously reviews the main
reimbursement packages for the personnel, along with the terms and circumstances, which
includes catering and recreation accommodations for its employees, medical insurance, maternity
benefits and additional crucial worker benefit schemes to make the workforce feel appreciated
and valued.
The local management of the company reviews the turnover ratio every month. The
company offers employee referral programs and reward the employees for introducing new
individuals to the company. If any employee leaves the company, the employee is asked to
participate in the exit interview and the feedback provided by that employee is used for further
corrective measures (Boersma, 2017). Therefore, the company is leading towards developing and
improving its non-financial appreciation to its employees, enhances collaboration, prioritising to
ensure that the company communicate frequently and clearly with its employees.

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Conclusion
Therefore, from the above discussion it can be concluded that Ansell is dedicated towards
handling its employees with self-esteem and respect. The management at Ansell, provides a clear
instance of creating and promoting an organizational atmosphere that fairly indulge in ethical
values and commercial conduct that encourages the behaviours among the employees. The
company practises strict codes and conduct in the premises and practises translucent engagement
practices with its workforce and because of this the employees are free to express their views
regarding any grievances and misconduct. The company has travelled a long way from a latex
company to a successful safety solution supplier across the globe. Because of its best practises,
millions of people depends on Ansell. Thus, the company should continue to evaluate its
initiatives for performance, career development of workforce as well as engaging and retaining
them by adopting new measures that continue to refine its policies regarding the same. The
company should continue to be innovative to gain competitive advantage in the global market.

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References
Ansell.com. 2020. [online] Available at:
<https://www.ansell.com/-/media/projects/ansell/website/pdf/sustainability/ansell-annual-report-
2018-final-for-website.ashx> [Accessed 4 April 2020].
Ansell.com. 2020. Ansell - Opportunities For Employees To Develop Their Careers. [online]
Available at: <https://www.ansell.com/eu/en/about-us/our-people/grow-with-ansell> [Accessed
4 April 2020].
Ansell.com. 2020. Ansell - Sustainability. [online] Available at:
<https://www.ansell.com/us/en/about-us/sustainability> [Accessed 4 April 2020].
Bardorf, M.H., Jäger, B., Boeckmans, E., Kramer, A. and Assadian, O., 2016. Influence of
material properties on gloves' bacterial barrier efficacy in the presence of
microperforation. American journal of infection control, 44(12), pp.1645-1649.
Boersma, M., 2017. Do no harm? Procurement of medical goods by Australian companies and
government. Procurement of Medical Goods by Australian Companies and Government.
Chung, S., 2017. Equity-Based Compensation for Executives and Firm Performance: Evidence
from Australia (Master's thesis, University of Sydney).
Dumay, J. and Hossain, M.A., 2019. Sustainability risk disclosure practices of listed companies
in Australia. Australian Accounting Review, 29(2), pp.343-359.
Friedgut, M. and Mannion, R., 2019, March. Current developments-Australia. In Intellectual
Property Forum: journal of the Intellectual and Industrial Property Society of Australia and

11PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
New Zealand (No. 115, p. 73). Intellectual and Industrial Property Society of Australia and New
Zealand Inc.