Cultural Diversity Initiatives at Deloitte Australia: A Critique

This presentation analyzes cultural diversity within Deloitte Australia from an HR perspective. The author, an HR manager at Deloitte, provides an overview of the company, highlighting its market presence and commitment to diversity. The presentation details Deloitte's diversity initiatives, such as hiring employees from diverse cultural backgrounds and supporting religious and cultural practices. A critique of these initiatives focuses on their success in terms of customer satisfaction and a diverse workforce. Recommendations include introducing policies for leaves, organizing cultural events, and eliminating discrimination. The presentation draws from various academic sources to support its claims and concludes with a call for continued efforts to enhance cultural diversity within the workplace. The presentation is prepared for the MBA502 assessment.

Cultural Diversity in Deloitte Australia
Name of the Student
Name of the University
Author Note

Company Logo

Introduction
I am an employee working for the company Deloitte. I have been working here as a
HR manager for the company for the last one and a half year.
As the HR manager of the company/ firm, it is my responsibility to make sure that the
company manages to function successfully in the marketplace. It is also my duty to
make sure that the employees who work in the company are motived to complete their
work and help the company succeed.
In order to help the company succeed, it is important that the cultural diversity be
maintained within the company. This also forms a part of my role as the HR manager
of the company.
In the following sections, I will explain how the company maintains cultural diversity
among its employees in the workplace.

Company Overview
Deloitte Touche Tohmatsu Limited is one of the most well-known
companies operating in Australia and in other countries of the world.
It is one of the four well-known big accounting companies and also the
largest professionals services provider in the world in terms of revenue
and customers.
The company providers a number of audit, tax, consulting, enterprise
risk and also financial advisory services with a total of 286, 200
professionals globally.
The company has been ranked number one by market share in
consultation with Garnier.

The company is considered to be number one in both global and
management consulting on the basis of the revenue gained by the
company.
The company is said to be one of the profitable companies in the
marketplace of Australia.

Reason for Selecting the Company
 I have selected Deloitte as the company on the basis of a number
of a number of factors. The first one is the market presence of the
company. The stronger position the company can occupy in the
marketplace, the more profit they would earn (Kundu et.al, 2017).
Another reason for selecting the company is the fact that the
company is known to have cultural diversity in it. This is another
factor which would add more customers to buy their products and
services from the company (Lightefoot et.al, 2014)
I will be explaining the success which the company achieves with
the motivation of the employed with the company.

Diversity Initiatives of the Company
The company Deloitte takes into account several ways by which it can attract
more customers in the marketplace and earn the maximum profits.
The company has taken various initiatives such as hiring people different cultural
backgrounds. These includes the employees from different religious backgrounds.
The other ways by which the company promotes the cultural diversity within the
workplace. These includes allowing the employees of the company to enjoy their
religious and other cultural rights without any kind of interference (Erbe, 2015).
In addition to this, the company also grants the necessary leaves to the employees
so that they would be able to enjoy the various cultural programs and the
festivities without any kind of interference form the company (Nair et.al, 2015).

Sources
Erbe, N.D. ed., 2015. Cross-cultural collaboration and leadership in
modern organizations. IGI Global.
Kundu, S.C. and Mor, A., 2017. Workforce diversity and organizational
performance: a study of IT industry in India. Employee Relations, 39(2),
pp.160-183.
Nair, N. and Vohra, N., 2015. Diversity and inclusion at the workplace: a
review of research and perspectives.
Lightfoote, J.B., Fielding, J.R., Deville, C., Gunderman, R.B., Morgan, G.N.,
Pandharipande, P.V., Duerinckx, A.J., Wynn, R.B. and Macura, K.J., 2014.
Improving diversity, inclusion, and representation in radiology and
radiation oncology part 1: why these matter. Journal of the American
College of Radiology, 11(7), pp.673-680.

Critique
The diversity measures taken by Deloitte have been saidto be successful
for the company. The main reason for this is the satisfaction of the
customers.
Using the diversity measures, the company have become one of the well-
known companies, ranking second P&G among the top 10 companies.
In addition to this, the company also consists of employees form different
cultural backgrounds including Asians, Africans, Latin Americans etc. The
company is successful because of people from different cultural
backgrounds working together (Edgeley et.al, 2016)
Hence, it can be said that all these different cultural background people
have made the company into a successful one (Steel et.al, 2015).

Recommendations
As the Human Resource Manager of the company , it is my duty to make sure that
the company introduce more principals so that the cultural diversity in the company
can be maintained (Edgeley et.al, 2016).
 This includes the introduction of policies of sick, maternal and other kinds of leaves
for the employees of the company. In addition, the availability of payment during the
period of leave, might also attract more people who would want to join the company.
Organizing events like the celebration of religious festivals for the people of diverse
backgrounds and sporting events would allow the people from the cultural
backgrounds to participate in these events, thereby giving the company more
opportunity to increase the cultural diversity within the workplace for the employees
(Dobbin et.al, 2015).

 The other ways in which the company can increase the cultural diversity
among the employees is by eliminating the racial and sexual discrimination
from the workplace.
 This can be done by making sure that there is equality among the
employees in the workplace. The employees should not be facing any kind
of discrimination on the basis of race and sexuality. Strict penalties should
be implemented for any of such cases (Steele et.al, 2015).
If all these steps are employed by the company, then I’m sure Deloitte
would get more employees and have a greater cultural diversity in the
workplace among the employees.

References List
Edgley, C., Sharma, N. and Anderson-Gough, F., 2016.
Diversity and professionalism in the Big Four firms:
Expectation, celebration and weapon in the battle for talent.
Critical Perspectives on Accounting, 35, pp.13-34.
Steele, R. and Derven, M., 2015. Diversity & inclusion and
innovation: A virtuous cycle. Industrial and Commercial
Training, 47(1), pp.1-7.
Dobbin, F. and Kalev, A., 2015. Why firms need diversity
managers and task forces. How global migration changes
the workforce diversity equation, pp.170-98.