Management Report: Diversity Policy, Legislation and Implementation

This report provides an analysis of the diversity policy implemented by David Jones, a retail company operating globally. The report begins by researching the company's diversity policy, highlighting its importance in the Australian context and its impact on the company's success. It then discusses strategies for promoting and implementing a diversity strategy within the organization, including providing policies to every employee and expanding the company in areas with different cultures. Furthermore, the report examines three legislations that value diversity in the workplace: the Racial Discrimination Act 1994, the Equal Opportunity Commission Act 1986, and the Disability Discrimination Act 1992, outlining their objectives and actions for compliance. The report also explores the efforts managers can take to demonstrate support for diversity, such as promoting work-life balance. Finally, it concludes by suggesting actions to encourage respect and address diversity-related problems, such as strict actions for non-compliance and reporting issues to management. The report is a comprehensive overview of diversity management within a business setting.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author’s Note

1
MANAGEMENT
Table of Contents
Task 1.........................................................................................................................................2
1. Researching the diversity policy of David Jones...............................................................2
2. Promoting and implementing a diversity strategy..............................................................3
3. Performing a research on three legislations that value diversity........................................3
4. Efforts taken by managers to demonstrate support............................................................4
Task 2.........................................................................................................................................5
Actions to be taken to encourage respect and deal with diversity related problems..............5
Bibliography...............................................................................................................................6

2
MANAGEMENT
Task 1
1. Researching the diversity policy of David Jones
David Jones is considered as one of the most diverse subsidiary retail stores in the
world. The fact that the company is located in 48 different areas across the world makes the
company an important asset for promoting diversity at the workplace (Davidjones.com.
2019). It also helps the company to continue and provide the required diversity policy so that
it can be an active place of employment. It has been seen that David Jones has its branches in
the United States as well as in New Zealand (Davidjones.com. 2019).
The takeover by Woolworths have provided the company with an opportunity to open
up branches in South Africa and thus, the company have been able to diversify its strategies
as well as the range of products (Davidjones.com. 2019). For example, in the United States,
David Jones is open for holding book-signing programmes for famous authors as well as for
any celebrity indulged in autobiography (Davidjones.com. 2019). As stated by Davis, Frolova
and Callahan (2016) the diverse policies and strategy of David Jones can be considered as
one of the reasons behind the success of the company as well as for the brand recognition that
it maintains.
The diversity policy adopted by David Jones includes influencing the iconic
Australian brand so that it can embrace the diversity and inclusion of the Australian culture
between every people (Davidjones.com. 2019). The fact that David Jones promotes its
organisational objectives based on the diversity policy adopted highlights the main contents
of the company and the ability to cope up with the changes and requirements in the business
(Davidjones.com. 2019). Thus, it can be said that the diversity policy related to the promotion
of the Australian culture can be considered as effective for David Jones.

3
MANAGEMENT
2. Promoting and implementing a diversity strategy
The organisation concerned need to ensure that the diversity policy is provided to
every employee individually. At the same time, as stated by Barak (2016) in order to ensure
that none of the employees misses the contents of the policy it is necessary to ensure that the
diversity policies be displayed at the notice boards so that every employee can be well
acquainted with it. The implementation of the policy can be done by bringing about changes
in the organisation.
Females belonging to 20-40 years can be provided with an opportunity to be selected
in the organisation Furthermore, a strategic option to expand the company in other areas that
have a different culture than that of Australia need to be taken into account so that diversity
can be promoted. Outsourcing talents from Asia or Europe can help in the implementation of
the diversity policy and ensure that the company does not get to be monotonous in its
business activities and policies.
3. Performing a research on three legislations that value diversity
The three legislations that value diversity in the workplace includes:
Legislations Objectives of the act Actions for compliance with the legislation
Racial Discrimination
Act 1994
The objective of the act is
to ensure that Australians
of every backgrounds are
treated equally and be
provided with similar
opportunities
Organisations need to ensure that no racism
takes place. The habits and cultural upbringing
of any individual should not be judged based on
the place from where the person has come from.
As stated by Guillaume et al. (2017) not just
Australians residing in the country, Australians
residing outside the country also need to be
given opportunities without being racist.

4
MANAGEMENT
Equal Opportunity
Commission Act 1986
The aim is to investigate
any alleged infringements
of the Australian anti-
discrimination agency and
to provide every people
with an equal opportunity
of being selected
Organisations can comply with the act by
ensuring that grievances raised by any
employee be taken into account and based on
the grievances it is necessary that opportunities
for development takes place that can help in the
promotion of the activities within the
organisations
Disability
Discrimination Act 1992
The objective is to ensure
that people with disability
are not treated differently
and that they are provided
with equal opportunities
for gaining work,
promotion as well as job
responsibilities based on
skills
Organisations need to ensure that disable people
are provided with facilities that can help them
to remain part of the success of the business.
Lambert (2016) is of the opinion that proper
care and response need to be provided to the
employees with disability so that success of the
organisation can be maintained
Table: Legislations that value diversity
(Source: Rice 2015)
4. Efforts taken by managers to demonstrate support
Managers can demonstrate support by ensuring that every employee is given an
opportunity to continue with the development of diversity policy in the workplace. At the
same time, as commented by Hunt, Layton and Prince (2015) respect need to be provided to
the cultural beliefs of every employee so that work life balance can be maintained and every
employee remain aware of the activities that are required to be performed by them.

5
MANAGEMENT
In the words of Sherbin and Rashid (2017), work life balance can have a positive
impact for the business mainly because the employees can refrain from being stressful. They
can provide more productivity and ensure that loyalty towards the organisation be maintained
so that they can continue to work towards the progress of the business. Thus, managers need
to demonstrate support by promoting and implementing work life balance of the employees.
Task 2
Actions to be taken to encourage respect and deal with diversity related problems
Strict actions such as termination of the employees that do not comply with the
diversity policies need to be taken into account. Any problems related to diversity among
individuals need to be reported directly to the leaders and the managers so that strict actions
can be taken. Diversity can be used as an asset for formulating strategies to meet the needs of
different people at the organisation as well as ensure that expansion of the company takes
place in different locations for the success of the business.

6
MANAGEMENT
Bibliography
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Davidjones.com. 2019. David Jones Online | Shop Fashion, Beauty, Home & More. [online]
Available at: https://www.davidjones.com/ [Accessed 23 Jul. 2019].
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in
Australia: what do managers think and what are organisations doing?. Equality, Diversity and
Inclusion: An International Journal, 35(2), pp.81-98.
Guillaume, Y.R., Dawson, J.F., Otaye‐Ebede, L., Woods, S.A. and West, M.A., 2017.
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), pp.276-303.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company, 1,
pp.15-29.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and
the absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict, 20(1), p.68.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Sherbin, L. and Rashid, R., 2017. Diversity doesn’t stick without inclusion. Harvard Business
Review, 1.