Diversity Management: Trends, Best Practices, and Executive Summary

This report examines diversity management within the Australian workplace, focusing on trends impacting organizations like Coca-Cola Amatil. It highlights the importance of increasing employee interaction, skill-based recruitment, and cultural diversity acceptance. The report emphasizes areas for improvement in best practice management, such as engaging workers and promoting cultural diversity. An executive summary of an article on workplace diversity management in Australia is also provided, outlining key findings and the role of managers in implementing diversity strategies. The report references various sources, including journal articles and books, to support its analysis of diversity management in the Australian context. It underscores the significance of diversity management for improving employee retention, productivity, and overall organizational performance.

INFLUENCE AND SHAPE
DIVERSITY
MANAGEMENT

TABLE OF CONTENTS
Diversity trends impacting Australian work place and the features shown by the trends..........1
Areas for improvement best practice management.....................................................................1
Executive summary of article......................................................................................................3
REFERENCES................................................................................................................................1

Diversity trends impacting Australian work place and the features shown by the trends
Various diversity trends are been pertaining within the organisation like Coca Cola
Amatil that helps in improving the effective operations planning within the firm and thus will
guide the organisation to enhance the overall performance of business operations and activities
within the firm (Holck, Muhr and Villesèche, 2016). The suitable assessment of these trends will
help in improving the quality of services and gaining a good accessibility of the operations.
Some major diversity trends that can impact the Australian workplaces are:
Increasing the people/ employee interaction: The management of the selected business
enterprise will help in proper assessment of the operational needs of the organisation by leading
the rise in interaction or communication within the organisation. This will stimulate the effective
team building and will enhance the quality of products and services that is been offered by the
firm (ANJORIN and Jansari, 2018). This will also assist in improving employees inter
connectivity and understanding with each other. This has improved the employee retention rate
for up to 72%.
Apart from this, it will also help in advanced communication to improvise the
engagement of employees which deliver effective workplace environment to task force and
employers as well. The company Coca- Cola Amatil has planned sufficient policies to integrate
its staff for cultivating strong interaction within all over staff.
Skill based recruitment's: In the present scenario, the companies are initiating the skill based
recruitment processes and laying more focus upon the skill sets and knowledge rather than the
credentials. As these traits will help the organisation to have a higher level of productivity and
effectiveness, it helps the firm to have a diverse range of knowledge and qualities, that will
contribute in meeting the operational requirements of the organisation.
Besides this, adopting the global diversity practices and providing suitable and supportive
work environment to the workers from various backgrounds will help the Australian workplaces
to have a high level of productivity and meeting of organizational objectives (Spaulding and
Martin-Caughey, 2015). This has also improved the effectiveness of Australian workplaces to
improve by 12% after incorporating such diversity management changes.
Areas for improvement best practice management
The best management practices within any organization can be improved by focusing on
the following areas-
1

Engage workers:Organizations must ensure high level of engagement and participation of
employees for each of its business activities. Engaging workers for different business planning
promote effective flow of information, create a friendly environment and deliver a sustainable
workplace culture that increase employees' satisfaction. Organization may adopt different
policies and strategies to build employees' involvement through different workplace activities
and programs.
Australian companies like Coca-Cola Amatil is one of the largest beverages' producer
consists of approximately 15,000 employees. It has extensive management practice and ensure
greater engagement of workforce for each of its activity. It has effective planning to improve
employees' engagement policies. The company has an objective to spread happiness within its
customers which promote a positive engagement to task force.
Australian businesses needs to understand the importance of employees involvement by
overcoming its relevant workplace issues and under representations regarding a specific issue.
The organization promotes different proactive programs and recreation activities to increase
employees' participation (Paul and et.al., 2016). The management team focuses on maintaining
effective and healthy communication for improvising the level of engagement among working
staff. Apart from this, the company undergo for various motivation programs to indulge
employees in different interactive sessions.
Acceptance to Cultural diversity: Every company must accept and promote cultural diversities
to enhance its connectivity with different ethnicity. This acceptance improves the working
environment of companies and increase its market image. Apart from this, the cultural diversities
produces ample amount of opportunities for companies as well as its workforce (Gloet and
Samson, 2019). It increases the workforce engagement and results in intolerance, misconceptions
and less motivated workforce within the workplace.
For a company like Coca-Cola Amatil, that consists of large pool of employees form
variant geographic locations the cultural diversities are well accepted and it promotes its policies
aligning with diversity management strategies. The company occupies high standards of
diversity inclusion to facilitate its employees through strategic HR diversity management policy.
The policy of accepting cultural diversities of employees by the leaders of organization provided
it with strategic reach to advanced talent pools and retaining its best employees. This strategy
2

provides utmost advanced approach of connection with employees of different culture as well as
it improve the sensitivity of organization towards culture barriers and their reduction.
Executive summary of article
The summary of article has strongly focused upon various concepts and related
terminologies of diversity management in Australian organization. It has clearly defined different
prospects that may affect the diversity policy of company. It has also drawn some significant
facts regarding the importance of leaders and managers in implicating diversity strategy
management.
The Article “Workplace diversity management in Australia” has intended to identify the
behaviours, attitude and understanding of managers with respect to the management of
workforce diversity in organizations. On the basis of conducted research and analysis it has
resulted that managers from departments other than HR do not have sufficient understanding of
WDM. Apart from this, the review of literature for the article have an inclusion of different
supportive data for WDM (Roberson, 2019). It has clearly defined that WDM in Australia have
to be strengthen by certain implications for diversities management in organizations. It also has
laid emphasis on number of benefits that an organization may received by adopting vital
principles of workplace diversity management. One of the benefit by diversity management to
organizations is a financial thrive and support that if the implemented management of diversities
is based on ethical values of workplace.
The included article have also described certain approaches to WDM that can be
incorporated by Australian companies to upscale its diversities balances. Policies like Gender
equality and gender pay is not enough to facilitate gender equality in organizations (Roberson,
2019). It has included the fact that HR managers need to conduct cultural audits and training
with compensation benefits to attain desired WDM system in organizations.
The Article has established a link between managers and WDM practices by presenting a
fact that mangers have significant role in maintaining effective communication an promoting
high tolerance level related to dissimilarities within employees. Organizations may undergo for
different diversities' management strategies not only regarding the manpower but also in its
public relationship, advertisements and different business activities to reflect the importance of
diversity for it.
3

The study has developed a set of questionnaire for the participants and presented results
on the basis of the outcomes and their responds.
At the end, proceeding with research design, methodologies and findings, the article has
suggested some relevant fact related to WDM strategies that must be taken by organizations of
Australia. The organizations and team are lacking behind in terms of understanding the diversity
management planning which may be due to ineffective and poor communication within task
force. According the facts drawn in article, it is the main responsibility of Human resource
professionals to maintain effective cultural as well as different diversity strategies at workplace.
Organizations must include different workforce channels of communication to improvize the
impact of diversity messages within diversified employees. The companies have advised to
improve its strategies and reviewing policies regarding various concepts of diversity
management or WDM. The report also laid emphasis on communicating and exchanging
thoughts related to WDM by managers or leaders of companies and organizations.
4

REFERENCES
Books and Journals
ANJORIN, R. and Jansari, A., 2018. Managing Cultural Diversity at Workplace.
Holck, L., Muhr, S. L. and Villesèche, F., 2016. Identity, diversity and diversity management:
On theoretical connections, assumptions and implications for practice. Equality,
Diversity and Inclusion: An International Journal. 35(1). pp.48-64.
Paul J. and et.al., 2016. Workplace diversity management in Australia What do managers think
and what are organizations doing?: Equality, Diversity and Inclusion: An International
Journal, 35(2). pp. 81 – 98
Roberson, Q. M., 2019. Diversity in the Workplace: A Review, Synthesis, and Future Research
Agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Spaulding, S. and Martin-Caughey, A., 2015. The goals and dimensions of employer engagement
in workforce development programs. Washington, DC: Urban Institute.
Gloet, M. and Samson, D., 2019. Knowledge and Innovation Management: Creating Value. In
Effective Knowledge Management Systems in Modern Society. (pp. 19-44). IGI Global.