Swinburne HRM70012: Medibank Diversity and Inclusion Report

This report provides an analysis of Medibank's diversity and inclusion strategies, focusing on their commitment to creating an inclusive workplace, particularly for individuals with disabilities. The report examines how Medibank defines disability and diversity, comparing their approach to government definitions and policies. It highlights Medibank's initiatives to attract and support employees with accessibility needs, including workplace adjustments and partnerships with disability employment services. The analysis covers Medibank's diversity and inclusion policy, its recognition of diversity as a key driver of workforce growth, and its alignment with the Australian government's goals for workplace diversity. The report also references relevant documents such as the Disability Discrimination Act of 1992 and Medibank's Accessibility and Inclusion Plan 2018-2021 to provide a comprehensive understanding of Medibank's efforts to foster an inclusive environment. The report also includes a discussion on how Medibank aims to improve the experience of those entering and working in the organization, with specific examples of employee profiles and engagement strategies. The report concludes by summarizing Medibank's commitment to equality and inclusion, and the ongoing efforts to improve their policies and practices.

NAME OF THE STUDENT
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1. About Medibank company
Medibank (ASX: MPL) is private company based in Australia. It deals with the health insurance
sector facility to people, pets and travellers. Based on the recent reports, it stands as the second
largest insurance provider after Bupa. The term Medicare was called as Medibank, and the
Whitlam government introduced it in 1975 in its second term. Previously, the company was
working as a government enterprise in Australia and was finally privatised in 2014 under the
Abbott government rule. The current status of members present in the firm is 3.8 million and it
holds a market share of 29.1%, which makes it a huge business in the country.
2. How Medibank defines disability
Medibank offers a social force on adding an inclusive and diversified environment by adding
opportunities for the disabled people, whereas the government focuses on equality amongst all
the sections of the society. The theory might put out the differences between the two workforces
but the ideology of inclusive and diversified environment remains the same.
The company has around 3000 employees, and it is focuses on removing the barriers to create an
equal access to employment and better health to people. It includes workplace adjustments,
partners with the Australian network on disability to ensure the stores and offices of the company
are accessible to everyone and also partners with the disability employment services to promote
employment opportunities for the people with disabilities.
3. How government define disability
In Australia, the disability discrimination act of 1992, defines disability as a partial or total loss
of the person’s mental or bodily functions or a part of the body. It also considers malfunctioning
and disfigurement as a part of it. But, according to the national disability strategy of 2011, work
is an important part to an individual to maintain his economic security. It is essential to achieve
social inclusion and employment contributes to mental and physical health, a sense of
identification and personal well being. According to data, managers, professionals and
administrators are the largest occupations with 37% of disability in employment. Whereas,
service workers and clerical count around 30%, labourers count around 33%.

It shows that disability has an approach of inclusiveness in terms of employment by the
government. It promotes and projects diversity in a workplace with equal contribution in the
sectors.
4. How Medibank define diversity
It recognises diversity as the most important fuel for the growth in workforce. The diversity
differences included in the list of Medibank are- age, gender, religion, ethnicity, culture, marital
or family status, disability or areas of potential difference (n.d.) The aim to support a diversified
culture is fulfilled by employing people who are talented and deserving. This activity promotes
the value of respecting people from different backgrounds, improves creativity and also creates a
dynamic environment which engages a better connection between the firm and the community in
which it serves (Daigh, 2019).
The government of Australia defines diversity with equal opportunity to the diversified sections
of the society. It promotes the principle of recruit, include, develop and lead to support the
employments plans in the country. The goal of the government is to reflect diversity in their
company’s workforce. The DCA, i.e., Diversity council of Australia, defines inclusion as an
addition to the leadership qualities of an employee (Sison, 2016). It refers to the leadership as an
inclusion of skills, behaviour and knowledge to run smooth in an organisation.

Reference list
Daigh, A.L.M. (2019). Diversity and Inclusion: Building a Vibrant Workplace. CSA News, 64(6),
p.26.
Medibank (n.d.). Diversity and Inclusion Policy 1 1. DIVERSITY AT MEDIBANK 1.1. Policy
Statement. [online] Available at: https://www.medibank.com.au/content/dam/retail/about-
assets/pdfs/corporate-responsibility/Diversity%20and%20Inclusion%20Policy%20(1).pdf
[Accessed 25 Sep. 2019].
Sison, M.D. (2016). Diversity and inclusion in Australian public relations: towards a multiple
perspectives approach. Media International Australia, 160(1), pp.32–42.