University Presentation: Wesfarmers' Diversity Initiatives (MBA502)

This presentation analyzes Wesfarmers, a major Australian supermarket chain, and its efforts to embrace diversity in the workplace. The assignment, part of an MBA502 course, focuses on the firm's initiatives related to gender diversity, highlighting its commitment to equal representation of male and female employees. The presentation provides an overview of Wesfarmers' operations, its diversity-related initiatives, the sources of information used, and a critique of the effectiveness of these initiatives. It also offers recommendations for further improvements, emphasizing the importance of inclusive work culture and talent management. The presentation concludes that Wesfarmers is making progress in creating an inclusive work environment by addressing existing drawbacks and striving for equality.

EMOTIONAL
INTELLIGENCE
Name of the Student:
Name of the University:
Author’s Note:

INTRODUCTION
 Workplace diversity must be inculcated by all the
industries in their organization so that they can
provide an employee friendly environment.
 It is the duty of the organizations to make sure that
they are being able to follow both an employee
friendly and also customer friendly approach.
 Therefore it is essential for all the industries to make
sure that they are being able to provide a proper set
of opportunities to both the male and the female
employees without making any discrimination
between them. Wesfarmers is one of the most
popular super market chains of Australia
(sustainability.wesfarmers.com.au.2019).

Contd.
 Wesfarmers have tried their level best to
make sure that there is no partiality or
biasness followed in the organization and
also they try to appoint equal number of
female and male employees
(sustainability.wesfarmers.com.au.2019).

Initiatives taken by Wesfarmers
 (Sipe et al.2016) has stated that
Wesfarmers have been able to develop
an inclusive work culture by focusing on
the equal representation of women in
their organization

Contd.
 Talent acquisition and talent
management process in a proper manner.
 They always ensure a proper skill
training and management system for the
purpose of develop a very broad and
unique diversified pool of talent.

CONCLUSION
 Thus it can be concluded that
Wesfarmers is slowly taking its march
towards achieving a proper inclusive
work culture. They are working over all
other drawbacks in their organization and
trying to overcome the same.

REFERENCES
 Adesoye, T., Mangurian, C., Choo, E. K., Girgis, C., Sabry-Elnaggar, H., & Linos, E. (2017).
Perceived discrimination experienced by physician mothers and desired workplace changes:
a cross-sectional survey. JAMA internal medicine, 177(7), 1033-1036.
 Crane, A., Matten, D., Glozer, S., & Spence, L. (2019). Business ethics: Managing corporate
citizenship and sustainability in the age of globalization. Oxford University Press.
 Cundiff, J. L., & Vescio, T. K. (2016). Gender stereotypes influence how people explain gender
disparities in the workplace. Sex Roles, 75(3-4), 126-138.
 Martin, L., & Ball, A. (2019). www.theguardian.com. www.theguardian.com. Available from-
https://www.theguardian.com/world/2019/aug/15/australias-gender-pay-gap-still-14-with-men
-earning-240-more-a-week-than-women
 Porter, M. E., & Kramer, M. R. (2019). Creating shared value. In Managing sustainable
business (pp. 323-346). Springer, Dordrecht.
 Sipe, S. R., Larson, L., Mckay, B. A., & Moss, J. (2016). Taking off the blinders: A comparative
study of university students’ changing perceptions of gender discrimination in the workplace
from 2006 to 2013. Academy of Management Learning & Education, 15(2), 232-249.
 sustainability.wesfarmers.com.au. (2019). sustainability.wesfarmers.com.au. Available from-
https://sustainability.wesfarmers.com.au/our-principles/people/diversity/gender-balance/
 Trevino, L. K., & Nelson, K. A. (2016). Managing business ethics: Straight talk about how to
do it right. John Wiley & Sons.

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