Comprehensive Analysis: Diversity Management at Woolworths Group

This report provides a detailed analysis of Woolworths Group's diversity management practices. It explores the company's diversity policy, focusing on compliance with relevant legislation, equal opportunity, and key results areas such as innovation and employee performance. The report examines the company's efforts to promote gender equality, including the representation of women in management positions, and initiatives to address the gender pay gap. It also discusses Woolworths' commitment to indigenous employment and its adherence to relevant Australian legislation. Furthermore, the report delves into the benefits of a diverse workforce, the importance of effective communication, and the role of managers in fostering an inclusive environment. It also covers harassment and discrimination policies, complaint procedures, and strategies for successful diversity policy implementation. Finally, the report highlights the legislative framework surrounding workplace diversity and concludes with recommendations for enhancing Woolworths' diversity strategy. This report, contributed by a student, is available on Desklib, a platform offering AI-powered study tools for students.

Manage Diversity in the work
place
Table of Contents

INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
1. Diversity policy and compliance with relevant legislation and quality of information..........1
2. Three key results areas relating to an organization's diversity strategy..................................3
3. Equal opportunity policy of an organisation...........................................................................1
4. When the workforce of the company consist with males between the ages of 30–50 of
Anglo–Saxon descent..................................................................................................................1
5. Monitoring a diversity strategy to improve number of women in management positions.....2
6. Evaluation of progress of diversity strategy in firm................................................................2
7. Review of diversity strategy....................................................................................................3
8. Enhancement in diversity strategy..........................................................................................3
9. An organisation that has an extremely diverse workforce......................................................4
10. Guide for managers involved in the recruitment and selection process that outlines how to
conduct a culturally inclusive recruitment and selection process...............................................5
11. Being a member of a selection panel interviewing candidates.............................................6
12. Examples for elements of diversity training.........................................................................6
13. Organisation has employed its first group of Indigenous employees...................................7
14. What should diversity training focus on...............................................................................7
15. Training providers specialising in diversity training............................................................7
16) Research the culture of Indigenous Australians...................................................................8
17) Role do effective communication skills play in managing tension and encouraging
collaboration................................................................................................................................8
18) The benefits of diversity.......................................................................................................9
19. Harassment and discrimination policies and procedures for two Australian organisations10
20&21) How can managers facilitate the resolution of allegations of harassment in the
workplace..................................................................................................................................10
22) What are the benefits of a diverse workforce in an organization that services a community
that is very multicultural...........................................................................................................11
23) Organisation’s workplace diversity plan or strategy..........................................................11
24) How can managers foster collaborative relationships that capture ideas and information
from the diversity in the workforce and contribute to competitive advantage.........................12

25) Managers can support organizational efforts to value diversity is by supporting employee
seeking work/life balance..........................................................................................................12
26) Difference between formal and informal complaint procedures........................................13
27) Three pieces of legislation that relate to diversity in the workplace..................................14
28) Action take to encourage respect and deal with problems..................................................14
29) How can managers facilitate the successful implementation of diversity policy..............15
30) How can manager use workforce diversity.........................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Managing diversity refer to an on-going process that includes various talents or
capabilities includes in an organization with the aim of encouraging as well as managing workers
in the workplace. In addition of this, it is essential for company to attain success by using best
practices with proven results to create a inclusive workplace. Mainly, managing diversity is
determined as planning and implementing all the organizational practices to manage workforce
so that company can easily attain potential advantage of diversity. The main advantage of
managing diversity is to encourage employees to undertake innovation and capitalize upon
opportunities in the market. This will directly contribute in improving overall performance level
of the company (Barak, 2016). Present report is based on Woolworths Group, which is famous
and second largest supermarket company in Australia. It deals in retail industry and serve quality
services to its customers. In addition of this, report discussed about diversity policy within the
organization to managing as well as developing workers at workplace.
MAIN BODY
1. Diversity policy and compliance with relevant legislation and quality of information
Diversity refer to the ethnicity, gender, age, cultural background, physical abilities,
family status of employee who are being part of the organisation. In organizational context,
diversity is related with the employee workforce at workplace with the purpose of increasing
workers engagement with the company and its activities as well. Mainly, it is important for
business organization to attain success because it help in managing workforce in workplace
which directly contribute in making workforce productive. In addition of this, the diversity
policy is created to promote equality and diversity at workplace. For attaining success,
Woolworths Group Ltd have established a diversity policy which aids in maintaining positive
work environment at workplace. One of the main advantage of diversity policy is to improve
long term performance of the company and its workers as well. Woolworths is a diverse
organization in which employees belongs to different background and culture. In this they also
provide various opportunities to the workers to make them able to attain desired goals and
objectives in appropriate time frame (Bezrukova, Jehn and Spell, 2012). Along with this,
Woolworths wants that all the workers feel valued and respected at workplace regardless of their
age, beliefs, sexual orientation. Company also reviewing all strategies and goals to ensure that
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they promote culture of diversity. In context of diversity policy, Woolworths use equitable
distribution of male and female workforce in the company. The main aim of company is to
improve women representation of female workers by providing them opportunities in their
business activities and management roles as well. As per financial year 2016, approx 39%
women held management position in selected organization (Bjerregaard and Lauring, 2013).
In addition of this, increasing women workforce representation all entire level within the
management is vital because it help in improving the gender equality within the Woolworths. It
also provide aspiration role model and at the same time also increase the retention of women
high performance at workplace. Furthermore, the main focus of company is to determining
gender pay gap issues in which Woolworths also use extensive work with the purpose of
evaluating any kind of salary wage gaps among workers. For improving this areas, company
have to develop a inclusive, diversified and remuneration principle. In addition of this,
Woolworths is also creating various opportunities with the aim of increasing indigenous
employment within their business activities. For this, Federal government and Woolworths
develop program i.e. The indigenous Employment parity by taking an exciting partnership. The
main aim of this is to attract and recruit indigenous people within the workforce of the
Woolworths.
In addition of this, Australian government also set various legislation such as Equality
pay act, Anti discrimination act, Equal opportunities act and many more. All these legislations
are taken into consideration while developing diversity policy of the organization. As
Woolworths follow the diversity policy to recruit 50:50 male and female workers (Corporate
Responsibility Report, 2016). In this they promote the Equal Opportunity act which complies
with legislation that is developed by the government with the aim of improving the equality
within the workplace. Company also tries to include female workers at different level of the
management for making them valuable for business and its goals as well. This will improve the
positive environment at workplace and also motivate them to put their best efforts for attaining
set goals and objectives. Along with this, for recruiting indigenous workers, government also
take partnership with selected company to promote The indigenous Employment parity program.
Apart from this, Woolworths needs to promote female workers so that they easily
perform their task and manage positive relation with their staff members. For attaining the same,
company should provide equal opportunities to male and female employees. This will contribute
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in enhancing the productivity level and at the same time also build healthy environment. In
consideration of this, Woolworths also tries to close the gap among indigenous and non-
indigenous employees by using some effective strategy like:
 Employment Parity Initiative: In this, Woolworths entered a contract which is partnership
with Australian Federal Government. The result is that they adding approx 1600
indigenous employees within the working activities. For improving their performance,
company should provide training and development programs towards the cultural
awareness (Chrobot-Mason and Aramovich, 2013).
2. Three key results areas relating to an organization's diversity strategy
This is implemented with the motive of increase in the number of minorities or people
who belong to different communities or sectors or background. Thus, this not only assist small
firms in operating their business but also showcase the path through which a company can gain
success in global society. Therefore, while formulating this strategy it is crucial that business
owners keep all the factors in mind through which employees prejudice can be eliminated. In
context of Woolworths, the main benefits of diversity strategy is to enhance productivity level of
the workers at workplace. Along with this, it is also increase innovation within the working
activities which may aid in enhancing the productivity level of the company. In this context there
are some key results areas which is relate with diversity strategy:
Innovation: Diversity strategy is all about promoting equality within the working
environment through which workers are easily perform their task. In addition of this, employees
tries to develop new and innovative way to execute all the task. This will help in increasing
involvement of the workers and at the same time enlarging productivity also.
Improve employee performance: In Woolworths, all the workers are focused on
performing their allotted task. As company treat their workers equally and also provide them
opportunities in which employees can easily improve their efficiency level. With the help of this
company can easily set goals and objectives in appropriate time frame.
Reduction in conflicts among diversity team: After implementing the diversity strategy
at Woolworths, it is required for manager to keep its focus over monitoring the number of issues
which has been faced by the diverse team while performing a common task. If issues gets
reduced than there is a possibility of getting positive results and if not things will be same. With
the help of monitoring, results can be verified.
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3. Equal opportunity policy of an organisation
In modern world, every single organisation develops and follows there own type of equal
opportunity policy in order to prohibit discrimination and reduce/remove harassment at
workplace. Most of policies are made by firms considering colour, sex, religion, age, national
origin, disability status, culture, race and many more so that they can perform well and give
equal opportunities to individuals that are working in a business company. In present context,
Woolworths Group is majorly dedicated to provide a working environment that makes sure
everyone is treated with dignity, courtesy and respect whether in the workplace or at a company
function. Therefore, this company can be considered as an Employment Opportunity employer
and oppose discrimination on the grounds of race, age, sex, sexual preference, transgender,
religious belief, political beliefs, disability and impairment, pregnancy, potential pregnancy and
many more that comes under Equal Opportunity Act, 2010 which is a replacement of Equal
Opportunity Act 1995 and Workplace Gender Equality Act, 2012 (Federal Register of
Legislation, 2016).
On the other hand, Woolworths Group's policy of equal opportunity dwells a number of
components that can be applied at workplace like, sexual harassment involving inappropriate
jokes, suggestive comments or the display of offensive material whether it be in print, computer
or text message and many more. It should be declared in code of conduct of Woolworths Group
and it is needed to be present in the offer letter which is given to new employees at the time of
recruiting. Apart from this, recruitment practices and remuneration and providing growth
opportunities for both.
4. When the workforce of the company consist with males between the ages of 30–50 of Anglo–
Saxon descent
Guide which was prepared by Woolworths Group in order to communicate the new
diversity strategy i.e. equitable distribution of male and female workforce of different cultures.
On the other hand, company was already having the workforce consist with males with the age in
between 30-50 (Anglo - Saxon Descent). But the guide which was prepared was less informative
because it was not promoting the new strategy. Here, it is recommended that for Woolworths
Group, it was required to recheck the guide before finalising it. With the help of this, HR
manager of Woolworths Group may easily rectify the errors and see any omissions in the guide.
Woolworths whose workforce has traditionally been males between the ages of 30–50 of Anglo–

Saxon descent which was indecent in nature because it was clearly showing that the company is
not following all the diversity strategy. where opportunities was not given to the females. This
made them realise to develop the new strategy which is to deliver equal distribution among men
and women of pay, rights and liberalism (Ferdman and Sagiv, 2012).
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On the other hand, it is duty of HR manager to keep an eye over every single activity
which is related to developing a strategy or making a guide. Continuation of monitoring guide
while developing it will help company in delivering right information to individuals, employees
and employers on the basis of the requirements. HR manager of Woolworths Group, needs to
keep an eye over the guide which was developed or on the content which the guide of company
is covering. Carrying a rectifying and continuous monitoring approach may lead Woolworths
Group to deliver right information and data of company to others.
5. Monitoring a diversity strategy to improve number of women in management positions
Diversity at workplace was initially a goal for the companies but now it is being
considered as expectation. Monitoring a set or developed diversity strategy may lead company to
meet its desired goals and objectives. In this context, Woolworths Group has developed
equitable distribution of male and female workforce of different cultures as there strategy to
improve diversity. Monitoring of diversity strategy may includes number of steps and these are :
 First step is to collect information related to Woolworths' workforce.
 Collected data is than analysed to see number of women at management level.
 Important steps to recruit talented candidate (Women) or promoting females that have
calibre to handle the post at management level (Greene and Kirton, 2015.
 Finally, resolve the issues which came up in front of the managers like questions raised
by male employees who were capable of being promoted and many more.
Henceforth, these are some of steps that if followed by Woolworths Group, then it may
lead them to improve number of chances of increasing women at management level through
reducing chances of rise in conflicts among female and male at workplace.
6. Evaluation of progress of diversity strategy in firm
There are many organisations in modern world that are appointing individuals with
intellectual disability so that to improve society of Australia. In present context, Woolworths
hired a number of employees that were having intellectual disability but they did not met their
goals and impacted upon the diversity strategy of the company as well. Some of the reason
which has been carried out are :
 Woolworths Group, a retailing business firm having mostly customer centric jobs where
a staff member has to interact with customers so that to understand what exactly they are
looking (Guillaume and et. al., 2017). This helps in fulfilling needs and requirements of
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them. Here, employees with intellectual disability at workplace may not become able to
understand customer's need. This can be considered as a reason why Woolworths Group
failed to achieve its diversity strategies.
 Another reason which is being found is that employees that are having intellectual
disability carries an urge of changing their jobs actively for better opportunities. This may
lead Woolworths Group to increase employee turnover rate which may lead them a place
where they might not attain their targets/objectives.
7. Review of diversity strategy
Woolworths Group's diversity strategy is that to have equitable distribution of male and
female workforce at workstation of different culture when traditionally company had mostly
males between the ages of 30–50 of Anglo–Saxon descent. Implementation of this strategy led
company to give equal opportunities to women as well for different management and other jobs.
In order to review the impact of strategy, HR manager of firm may look number of employees
(males and females) in different departments (Hendricks and Cope, 2013).
After applying the diversity strategy, Here, it is necessary for the Woolworths Group's
HR manager to keep on monitoring the percentage of male and female employees in different
sections so that to make changes if it is required for the company. With the help of this,
enhancement of reputation of Woolworths Group at Australian Market and improvement in both
productive and profit margins can be seen of the company.
8. Enhancement in diversity strategy
Diversity strategy of a company requires modifications after sometime so that
organisation can gain maximum benefits from an existing plan of action. There are some of
changes which needs to be made in diversity strategy of Woolworths Group i.e. equitable
distribution of male and female workforce with different cultures and these are given below:
 Appointing women of different culture, age and colour at management level and
continuous change as per the needs and requirements in policies for them so that they
may feel more empowered at workstation.
 Another change that can be made by Woolworths Group in there diversity strategy the
increment policy which was for men should be equally given to females as well of
different cultures. This may lead organisation to bring equality at workstation (Houkamau
and Boxall, 2011).
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9. An organisation that has an extremely diverse workforce
Being as a manager in Woolworths Group which is having extremely diverse workforce,
it becomes vital to handle a diverse team because employees of the company came from different
inheritance, grounds and follows distinctive cultures. It has been found that, employees majorly
comes from different backgrounds which carries different perception for other team mates.
He/she is following democratic leadership style which might help the whole diverse team that is
carrying ample number of perceptions and thinking. As individual might listen what team
member's are carrying in there mind in meetings and then come to a conclusion.
Majorly, it has been found that a diverse team faces number of issues because of cultural,
sex and other sort of differences. Therefore, it is vital for a manager to have patience and analyse
the whole situation, listens to every single individual and then reach to a conclusion while
carrying there perceptions. This may lead Woolworths Group to reduce number of conflicts
among them and can help diverse workforce in working smoothly with others. On the other
hand, it has also been analysed that understanding of the cultural differences amongst team
members and working to create personal bonds within them can be considered as an crucial
approach to intercultural management. Here, it is needed to to be looked forward when it is
talked about managing diverse team much more effectively. Democratic leadership style of
manager will help company in focusing over different understandings and thinking of staff. This
may lead manager to understand and overcome problems that has been faced by Woolworths
Group's employees while working with other staff members (Hubbard, 2012).
10. Guide for managers involved in the recruitment and selection process that outlines how to
conduct a culturally inclusive recruitment and selection process
A proper guide for managers for conducting a culturally inclusive recruitment and
selection process is as follows:
Developing the position description and advertising :
 Determine the essential requirements and core competencies of the job.
 Write or update the job description using inherent job requirements.
 Ensure the details of a suitable contact person are provided who is able to answer
questions about the inherent requirements of the job.
 Ensure the job related requirements do not contain criteria or language that could be seen
as discriminatory or excluding people with disability.
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 Ensure job description and supporting information is available in alternative formats.
 Be familiar with your organisation’s recruitment and selection policies and guidelines.
 Ensure the advertisement clearly articulates the inherent requirements for the position
considering some key elements like salary, full time/part-time/casual, conditions of
employment, flexibility and location.
 Include a statement about the organisation’s commitment to equal employment
opportunity in advertisement. Consider advertising in a wide variety of places to attract a diverse range of applicants,
including with Disability Employment Services.
Making the selection decision :
 Assess each applicant against the inherent requirements on the basis of merit. If an applicant has a disability, check whether they could meet the inherent requirements
with the provision of reasonable adjustments.
Making the job offer :
 At the time of offering a job to the preferred applicant, ask them if they have any specific
needs or requirements.
 If the successful applicant has previously declared a disability ask them if there are any
adjustments or modifications that may be required (for example, assistive technology).
 Any necessary modifications including individual flexibility arrangements should ideally
be agreed and carried out before the person commences work.
 Notifying others of the successful applicant’s circumstances is only permitted where the
person with a disability has provided written, signed confirmation that they are happy for
disclosure to occur and with whom they are happy for this disclosure to be shared.
 Ask the successful applicant if they require a personal emergency evacuation plan. If they
do not, ask if they are willing to help others in an emergency if they require it.
 Ensure that medical records and other information provided by the applicant remain
confidential.
11. Being a member of a selection panel interviewing candidates
Hiring right person for correct job is the goal of every single selection panel of a
company. In present context, candidate that is having an Indian accent but the experience of the
individual for the offered job is really very high which does not make any difference from others
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