Report on Diversity and Inclusion Strategies: Woolworths and Mirvac

Desklib provides past papers and solved assignments. This report analyzes diversity policies at Woolworths and Mirvac.

BSBLDR504 - ASSIGNMENT 1 AND 2
1

Contents
Assessment 2...................................................................................................................................3
Part A...............................................................................................................................................3
Summary of the major objectives of the Diversity Policies of Woolworths Ltd and Mirvac
Australia.......................................................................................................................................3
Part B...............................................................................................................................................4
Write a report on the specific Diversity Objectives identified of Woolworth Ltd. and the
achievements in promoting Diversity..........................................................................................4
Task 2a.............................................................................................................................................6
Write a report on some of the key practical actions recommended in the implementation plan
to support these 4 four key initiatives as described in the diagram above..................................6
Task 2b.............................................................................................................................................8
A report on how the Department encourages monitoring and reporting of the results achieved
in implementing its diversity policies and plans..........................................................................8
Reference.......................................................................................................................................10
2

Assessment 2
Part A
Summary of the major objectives of the Diversity Policies of Woolworths Ltd and Mirvac
Australia
Woolworth group limited is having unique diversity policies as they aim to create an inclusive
workplace that promotes diversity. They are promoting multicultural diversity so that their
workforce would highlight the diversity of the whole Australian population (Diversity-
dimensions.com.au., 2019). In this context they have made certain policies which are mentioned
below:
 The company is rewarding to those team members who give the best performances.
 Woolworth Ltd is offering the chance to develop a professional career without doing any
discrimination by background, race, religions, sex, colour, nationality, etc.
 They are promoting female workers for performing higher roles and responsibilities so
that women can become strong and would not depend on any others
(Woolworthsgroup.com.au., 2019). The other aim of doing so is to prevent them from
any kind of sexual harassment.
 Woolworth is giving value, leverage, and respect to those people who are coming from a
variant or different backgrounds.
 The corporation is providing jobs to disable people also so that they can become
independent in their lives.
On another side, Mirvac also has some diversity policies which are mentioned below:
 They are building a diverse as well as an inclusive culture that gives values to a
diversified culture.
 The company gives respect to a different working style, and for supporting the same,
they used to organise innovation programs (Mirvac.com., 2019).
 Mirvac is trying to create an ethical environment at a workplace where everyone feels
like they can be themselves.
3

 The managers of Mirvac are offering training and development programs to all the
newly recruited workers to make them more skilled. The other objective of doing so is
to teach them about the value of teamwork irrespective of working alone.
 They also want to make them feel happy and ensure that they will be treated equal no
matter what is their background (Sustainability.mirvac.com., 2019).
 Mirvac intends to integrate the outcomes of diversity at each & every level of their
business. Their main approach is to encompass the cross-section of civilians and the
variations that create the common society. This is to be noted that they are focusing
more on gender, i.e. they are not discriminating employees by their sexual orientation.
Part B
Write a report on the specific Diversity Objectives identified of Woolworth Ltd. and the
achievements in promoting Diversity
By going through the corporate governance statement of Woolworth Limited Group, the
diversity objectives of the company can be determined which is listed below:
 They are focusing on gender equality, and for that, they are giving lead roles to the
women along with men.
 Around 53.5 % of the overall workforces are females. In addition to this, the most
important part that is 50 % of Woolworth Board is women. This shows that they are
trying to promote the female section of the community (Diversity-dimensions.com.au.,
2019).
 Women used to play the role of management such as store management, human resource
managers, etc.
 Woolworth Ltd. is also considering the policies of pay equality. As per that, they are
giving equal pay to each of their personnel irrespective of their diversity and
background.
 The company is also attempting to fill the gap that lies between indigenous and non –
indigenous Australians with the help of their employment plans and strategies.
 The firm is also promoting disable people by offering them employment opportunities.
They are a member of AND (i.e. Australian Network on Disability) that is a disability
4

agency which is supporting to the disability employment. Thus, they are working with
AND and are giving jobs to those people who are suffering from a physical disability.
 They are also focusing on making multicultural diversity so that equal chance would be
given to each person.
Apart from this, the annual report of Mirvac is also examine, and the following objectives
related to diversity is identified:
 Mirvac is promoting ethical and responsible decision making. In this context, they
are focusing more on integrity. This shows that they are considering the value of
diversified workforce.
 The management of Mirvac is treating all the participants with respect, dignity,
honesty, and fairness.
 The company thinks that their competitive benefits can be gained and maintained by
generating a culture whereby all workers are contributing and fulfilling their
potential without facing any artificial barriers.
 The management and board members of Mirvac are trying to create a surrounding
where the differences that lie between each will be valued and respected.
 They are also focusing on promoting gender diversity and in this context, they are
giving leading job roles to the female workers (Mirvac.com., 2019).
 They are establishing a corporate graduation program for providing a pipeline of
gender diverse talent for the roles of leaders in upcoming days.
 Mirvac is also conducting a pay parity review to attain gender equality and parity in
pay.
 They also used to implement a talent management program, especially for female
leaders.
5

Task 2a
Write a report on some of the key practical actions recommended in the implementation
plan to support these 4 four key initiatives as described in the diagram above.
The workforce diversity policy is nothing but a commitment that is done by the department for
creating a fair and inclusive workplace. Workforce diversity plan 2009 - 2011 is a new enabling
plan of the NSW State Plan and the department’s Strategic Human Resources Plan 2009- 2011.
This plan would help in managing the impact of workers along with the demographics. By
investigating the implementation guide, four key initiatives are recommended which is
highlighted below:
Focus Area 1: Build organisation-wide leadership, commitment, and accountability to
drive the strategic directions of the plan:
 According to this focus area, the company should attempt to build a fair, inclusive and
equitable culture at work station. The main motto of doing so is to give respect to the
differences and values of the diversified workforces.
 In addition to this, venture also needs to upgrade the knowledge of workforces which can
be done by informing about the planning of any task. The involvement of all the quality
staff is needed so that they can be retained for a longer period.
 The leaders of the corporation required to interact with their senior staff members
regarding the plan in context to their duties and obligations.
 The other responsibility of the leader of an organisation is to observe the success of
diversity and prepare a report of the same so that they can show the similarities in the
whole development and progress in their annual report.
 The manager must give the information to the staff members regarding the plans and
main focus areas through the common communication techniques. The communication
can be done by arranging meetings and other activities.
 The managers need to interact with all the employees in a fair, inclusive and flexible
behaviour.
6

 Another role of a manager is to motivate the workforces who are falling under the project
team, reference groups, selection panels, etc. to take part in the process of decision
making.
 The staffs should be familiar with the successful initiatives and stories which is creating a
variation in the working place.
 The employees can also talk with their managers and other subordinates about the
diversity plan of work area and activities.
Focus Area 2: Create a fair and inclusive workplace culture
 The company needs to build such a workplace where respect is given to diversity
concerning the workforce.
 The firm also requires assuring or ensuring that the practices, policies and the procedures
related to the workplace are good or fair. This also should contribute to generating
diversified workers and the culture or tradition of an inclusive workplace.
 This also helps leaders, supervisors, and employers in building more inclusive and
diversified environment.
Focus Area 3: Attract and select quality staff from underrepresented groups with
diverse perspectives and the right capabilities
 The employers of a specific company should develop and execute innovational
actions related to hiring. This is done to seeking the attention of diverse groups living
in the society.
 The corporation should create understanding and knowledge associated with the
equity principles so that the team members can get satisfied. In addition to this, they
also require to show the advantages of workforce diversity so that the recruitment
panel can hire suitable candidates for vacant job positions.
 The managers need to increase the overall number of employees who comprise of
right abilities and skills from the underrepresented people. Individuals who have a
disability can are given more preference in this case. Besides this, members from
linguistic, age diverse and cultural group should also consider.
7

 The firm should hire young applicants and those people who have recently
completed their graduation to upgrade the diversity in terms of age in the work
station.
Focus Area 4: Develop capabilities and retain quality staff from underrepresented
groups
 The company needs to improve the capabilities of managers, supervisors, and leaders
for doing professional management and performance management.
 They must have to improve the career progression of the workers who are lying
under the young represented groups (Smith, 2014).
 They also require to provide growth opportunities to the women involving female
with disability and non - English background.
 The firm should also utilise retention policies for retaining skilled and qualified
employees for a long period.
Task 2b
A report on how the Department encourages monitoring and reporting of the results
achieved in implementing its diversity policies and plans
The department is encouraging the observation and reporting of the outcomes that are being
attained in executing its diversity plans and policies in the following manners:
 The women are allocated the responsibilities of senior management. This is mostly done
for giving equal rights and values to the female section from the overall workforces. This,
in turn, motivating the women in monitoring and reporting the results which are gained
by applying the plans affiliated with diversity policies and plans (Healy and Oikelome,
2011).
 The company is also promoting the availability of aboriginal people in the decision-
making process so that they can also give a contribution to workforce diversity reporting
and monitoring.
 The information related to the workforce diversity annual report is gathered especially
from those individuals whose first language is not English and those who belong to racial
8

ethnic and ethnoreligious minority groups. The main objective of including such a group
is to collect their views and making sure that they are being treated equally or not.
 People who have a disability are also encouraged to give their views regarding how the
company has overall achieved success in implementing the diversity plans.
 The data which are provided by such members or groups would contribute to
understanding and attaining the progress of the strategies of Workforce Diversity Plan
2010- 2011.
 This report will also offer a chance to highlight the achievements gained by the venture in
terms of equity and diversity. By this way, the department is inspiring the team members
in reporting and monitoring the results acquired in implementing its diversity strategies
and principles.
 The facts and figures present in the report will help in preparing a report on the
achievements associated with diversity.
 For encouraging the overall workforce in monitoring and reporting the results related to
the diversity plans and policies, the department is taking initiatives in its working station
such as TAFE NSW Institute, school, region or state office.
9

Reference
 Diversity-dimensions.com.au. (2019). Woolworths – Diversity Dimensions. [online]
Available at: https://diversity-dimensions.com.au/woolworths/ [Accessed 6 Mar. 2019].
 Healy, G. and Oikelome, F., 2011. Diversity, Ethnicity, Migration, and Work.
International Perspectives.
 Mirvac.com. (2019). [online] Available at:
https://www.mirvac.com/-/media/Project/Mirvac/Home/PDF-Documents/Corporate-
Governance/Mirvac-Corporate-Governance-Statement-FY17-FINAL.pdf?
la=en&hash=49243BBBFF59ACF2AC70F6857AAE2227EA35705A [Accessed 6 Mar.
2019].
 Mirvac.com. (2019). [online] Available at: https://www.mirvac.com/About/Corporate-
Governance [Accessed 6 Mar. 2019].
 Mirvac.com. (2019). [online] Available at:
https://www.mirvac.com/-/media/Project/Mirvac/Home/PDF-Documents/Corporate-
Governance/Final---Diversity--Inclusion-Policy-as-of-October-2015.pdf?
la=en&hash=96B445AF6BF66E7FEB88DB2F1C6B8E0AC8B5927C [Accessed 6 Mar.
2019].
 Smith, C., 2014. Diversity in the workplace: the good, the bad, the necessary.
 Sustainability.mirvac.com. (2019). Mirvac – This Changes Everything. [online]
Available at: http://sustainability.mirvac.com/our-strategy/ [Accessed 6 Mar. 2019].
 Woolworthsgroup.com.au. (2019). [online] Available at:
https://www.woolworthsgroup.com.au/icms_docs/183931_Diversity_Policy.pdf
[Accessed 6 Mar. 2019].
10

11