CHCDIV001 Project: Fostering Diversity and Inclusion in the Workplace

This report delves into the multifaceted aspects of workplace diversity, offering practical strategies for fostering respect and inclusion within teams. The report begins by exploring the common types of diversity found in organizations, emphasizing the value of diverse backgrounds and perspectives. It then outlines personal actions to demonstrate respect for differences, such as active listening, empathy, and knowledge sharing. Furthermore, it details proactive strategies to address potential issues arising from cultural and language barriers, promoting effective communication and understanding. The report highlights the future advantages of a diverse workforce, including increased productivity, innovation, and improved decision-making. Finally, it provides actionable recommendations for creating a culturally safe and inclusive workplace, such as promoting employee networks, celebrating differences, and implementing comprehensive training programs. The report concludes by emphasizing the significant role of diversity in driving organizational success and fostering a positive work environment.

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Contents
Introduction...........................................................................................................................................3
Types of diversity that are commonplace in an organisation.................................................................3
Personal demonstration for respect regarding differences in the team...................................................3
Strategies for being proactive and addressing potential issues...............................................................4
Advantages of being a diverse workforce will be for the business in the future....................................4
Recommendations for promoting culturally safe and more inclusive workforce...............................5
Conclusion.............................................................................................................................................6
References.............................................................................................................................................7

Introduction
Due to challenging and complex business environment, it is necessary to keep the
diversified workforce. Every person wants to get respect for the work he or she is doing at
workplace. It is one such key element for any healthy working environment. It also helps in
increasing efficiency and teamwork at the workplace. Being valued and respected tends to
promote the positive working culture wherein employees also seen to be fulfilled, loyal as
well as motivated to perform better. Woolworths is one such organisation who always
admires the diversified workplace by respecting their views, opinions, and differences
(Riccucci, 2018). In future also, diverse workforce will bring the several advantages to the
organisation in terms of productivity and growth. In the paper, discussion has been carried on
the diversity as well as recommendations for creating inclusive environment.
Types of diversity that are commonplace in an organisation
Woolworths Group has been seen as the top Company in Australia for diversity and
inclusion index. Woolworths always value diversity at its organisation and seek to provide
the inclusive working environment by giving its team member a sense of belonging and
purpose. The diversity initiatives of Woolworths include the LGBTI Inclusion, refugee
programs, indigenous employment, and gender pay parity. Woolworths is one such
organisation that tends to promote and embrace the diversity. Woolworths always seek,
respect and value to the unique contribution of people from diverse background. Not only has
this, Woolworths has more than 3600 aboriginal and Torres Strait Islander people across
group. Not only this, Woolworth is the only retailer who awarded for this status (Ahmad &
Saidalavi, 2019).
Personal demonstration for respect regarding differences in the team
I personally believe that it is respecting of differences in the team is the first and
foremost right of every person. Whenever I work in a group project, I always take genuine
interest in someone who is from different background. It is better to invite the input from
people who are from different background. It is most effective way to show respect for
diversified people. I personally believe in interacting and communicating with the people by
sharing ideas and opinions with them. This help the people to get comfortable with the
differences that is seen in the team due to different gender, religion, culture or country. I

believe that knowledge sharing is also one such effective way to show respect for the team
members. Whenever knowledge is shared among people, mutual respect among people starts
growing. In my personal opinion, empathy is the capability to step into other’s shoe, aware of
their feelings and respecting them. In every group project also, people from different cultural
background work together that necessitates the respect for each other. Without respecting
each other, it is not possible to work together without conflicts. At the same time, it is better
to treat people with politeness, courtesy, and kindness. I never interrupt and speak over the
another person. I will continuously work on my ability to interact with the supervisors, and
co-workers that is gained through dealing with people. Praise is the most common and
significant way to show respect for the people at workplace. In this way, respect is the
significant way for professional and healthy workplace where employees also feel valued
(Chuang, 2013).
Strategies for being proactive and addressing potential issues
In today’s challenging and diversified business organisation, today’s workforce is mix
of people coming from different religious belief and cultural background. Communication is
the most significant strategy that can be undertaken for showing up the positive attitude and
concern for every team member. Discussion regarding cultural differences is also one such
strategy to remove the barriers at workplace.it is better to educate the team members to learn
the cultural differences that they encounter. Employees can also be encouraged to learn
idioms, and phrases in some other language. The issue of tension can also be reducing by
providing flexible working hours to the employees. This will boost the employee’s morale
and allow employees to work harder. Encouragement of social activity is the best strategy
wherein employees can spend lot of time together to get comfortable with each other. At the
same time, social activity also leads to sharing of expectations, and breaking down of
communication barriers. In the recent time, several companies have also started providing
distance counselling to employees to deal with stress and tensions. Therefore, this strategy
proves to be fruitful in as well as out of the office, individually as well as in group setting.
Advantages of being a diverse workforce will be for the business in the future
In the era of economic globalization, companies are increasingly making efforts to
achieve the diversity at workplace. Diversity can provide tangle as well as intangible
advantages to the organisation. In future, company can get several benefits by having

diversified workforce. Firstly, it brings the increase in productivity and thereby competitive
advantages (Hunt, Layton & Prince, 2015). Employers can also offer more solution to its
customers due to new processes and ideas brought into the organisation. it is right that
workplace diversity always increase the employee morale and make them work effective and
efficiently. When any company have diversified workforce, company’s reputation is also
likely to get better. Diversified companies is also known for the attitude of inclusion and
openness for being adaptable to change and flexible. The more will be diversified workforce,
more will be the innovation at workplace. In a diversified workplace, employees also bring
multiple perspectives to the organisation. When these perspectives combine, organisation also
opens the door for innovation (Wille & Sajous-Brady, 2018). Problem solving is the most
significant benefit that any company get due to diversity. Employees from different
background have different views and experiences that tend to bring the diverse solutions to
the organisation. It has been stated that workplace diversity has direct link with the decision-
making. When employees from different culture and background come together, they
definitely bring the best solution that lead to more improved and informed decision-making. .
In addition to the above benefits, diversity helps a business in bringing innovation in its
processes by getting diverse solution to a fresh outlook for nay work. At the time of hiring
decisions, company can also make sure that it is maintaining a mix of good employees by
knowing their resourcing requirement (Cletus, Mahmood, Umar & Ibrahim, 2018).
Recommendations for promoting culturally safe and more inclusive workforce
Cultural Safe practices include the actions that respect and recognise the cultural
identities of other people and meet their expectations, needs, and rights. For ensuring the
cultural safety at workplace, it is recommended to develop the trust among people in
organisation. It should also avoid and recognise the stereotypical barriers. For bringing the
cultural safety at workplace, it is also recommended to reflect on one’s own attitude, culture,
as well as beliefs about others (Roberson, 2019).
For ensuring the culturally safe and inclusive workplace, company is required to
consider the comfortability and safety of all the employees. For example: Bune has stated that
inclusive workplace can be built by offering unisex bathrooms at office. Employee’s network
can also provide the open and safe environment to ensure the effective conversation. One
more way to ensure the inclusive environment environment at workplace is through
celebrating the employee differences. The best way to show respect to employees is by
respecting their traditions and background. Safe working environment can also be provided

through conducting the proper training session that directly supports the safety culture. Every
employee needs to know about how to recognise the potential hazardous conditions,
behaviours, and practices at workplace, on the road and at home. At the same time,
organisation can also use visuals such as booklets, flyers, posters as well as memos and
emails to keep the safety for employees. Organisation can also assign the safety champion
who will be the given to responsibility to lead safety culture initiative. The person who is
appointed for the employee application and employee involvement initiatives. Placing the
importance on inclusion also helps in bringing the inclusion at workplace. Company can give
emphasis on mission statement, goals and values in order to create the inclusive working
environment. Organisation can also support the working parents by providing them paternal
and material leave. It can also consider the additional benefits such as gym membership, and
tuition waivers to the employee packages for acknowledging and recruiting people with
different interests and background (Hans, 2019).
Conclusion
In the limelight of above discussion, it can be concluded that diversity plays a
significant role in the organisation by bringing innovative ideas together. When company
provide respect and value to their employees, they also try their best to increase productivity
in organisation. Not only company, team members are also required to respect each other
differences by showing respect for the same.

References
Ahmad, S., & Saidalavi, K. (2019). Cultural Intelligence and Leadership Effectiveness in
Global Workplaces. International Journal on Leadership, 7(1), 1.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace
development. Online Journal for Workforce Education and Development, 6(1), 5.
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and
Challenges of Workplace Diversity in Modern Day Organizations: A Critical
Review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52
Green, K. A., López, M., Wysocki, A., & Kepner, K. (2002). Diversity in the workplace:
Benefits, challenges, and the required managerial tools. University of Florida, 1(4), 1-
3.
Hans, V. B. (2019). Global Business and Cross-Cultural Diversity: Globalisation and
Business Changes and Values. NOLEGEIN-Journal of Global Marketing, 18-31.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-
29.
Riccucci, N. (2018). Managing diversity in public sector workforces: Essentials of public
policy and administration series. Routledge.
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational
Behavior, 6, 69-88.
Wille, S., & Sajous-Brady, D. (2018). The inclusive and accessible
workplace. Communications of the ACM, 61(2), 24-26.