MBA502: A Critique of Qantas's Diversity Management Strategies

This presentation provides an overview of Qantas Airways Limited and its diversity-related initiatives, focusing primarily on cultural diversity. It highlights Qantas's efforts to remove recruiting biases, improve team diversity, emphasize inclusion policies, and establish professional development opportunities. The presentation critiques these initiatives, noting their support for employee engagement, creativity, and innovation. Recommendations include enhancing cross-cultural understanding, focusing on diverse talent pools, fostering creativity and innovation, and establishing adaptability within the business. Additionally, the presentation suggests implementing regular feedback mechanisms and promoting programs to attract talented individuals, ultimately aiming to optimize processes, increase efficiency, and enhance Qantas's reputation.

QANTAS

Personal introduction

Overview of Qantas
 Qantas airways limited is known as the Australian public organization
operates services of freight, and programs of loyalty.
 Organization offers services to domestic and international destination.
 Qantas main area of operation is known as the transportation of freight
and passenger.
 It is known as the world’s prominent long distance airline.
 It is also one of the strongest brand within the Australia as creates a
reputation for excellence in operational reliability, safety, maintenance,
engineering, and services for customers (Qantas, 2012).

Cultural diversity related initiative
 Qantas has remove the recruiting and hiring biases.
 Qantas management improving the bottom line with the more
diverse teams.
 Qantas has created and emphasized the inclusion and non-
discrimination policies.
 Qantas has established the opportunities regarding professional
development.

Cultural diversity related initiative
 It has started to use the inclusive workplace model.
 It has started to conduct the cross-cultural events.
 It has started to work with the government initiatives (Jack,
Caldara, & Schyns, 2012).
 Mentoring programs boost the workers from the different
background and levels the bridge gape and improve the cultural
diversity (Qantas, 2016).

Critique on cultural diversity
initiatives
 Qantas cultural diversity initiatives has supported the business to
engage employees in more effective way.
 Cultural diversity initiatives in Qantas encourages more creativity
and innovation.
 Qantas has created new policies and amend current programs to
encourage employees.
 It allows the workers to take off work regarding religious holidays
that not officially observed by the organization.
 Organization has started to offer the on-site daycare and extend the
option regarding flexible hours of work (Lähdesmäki, 2012.).

Recommendations
 Cross cultural understanding with the knowledge of local market
help the Qantas to make the production more appropriate through
marketing strategy.
 Cultural diversity help the business to hire the diverse talent pool
and make the business more attractive to ambitious, and more
globally minded candidates.
 Organization should focus more on the culture diversity by
including diversity of religion, gender, and ethnicity that improve
the retention and reduce the organization cost that associated by the
turnover of employee (Boyd, 2014).

Recommendations
 Creativity and innovation with the problem solving nature help the
organization to meet the requirements of customers.
 Multiple perspective, personalities, and voices will offer the more
opportunities and platform to open more ideas.
 Organization by employ a cultural diverse employees with the
marketing savvy knowledge will become more capable to get the
higher profits.
 Qantas should offer the inclusive atmosphere regarding cross
culture in the excellent way to bond workers and teams around the
business (Healey, 2016).

Recommendations
 Adaptability with the faster planning, execution, and development
should be established within the business to meet the changing
customers behavior and get success within the cultural diversity
nature.
 Qantas should establish the culture in which employees should work
in the homogeneous group to breed the healthy competition and
stretch a positive way to achieve their best.
 Organization should create the culture of healthy competition that
will lead to optimize the process with the greater efficiency.
 It should create the teams with the diverse culture that will bring
more opportunities to produce better results (Grossman, 2015).

Recommendations
 Regularly feedback will create the diversity task forces within the
team group to recruit and trained employees. It will ensure the
more transparency within the Qantas.
 Qantas should offer the great exposure with the great employee
experience and participation within the environment and create the
more opportunity for the employees to understand each other.
 Management within the organization should promote more
programs to attract the talented people with the more identity and
reputation (Baker, 2017) .

References
 Baker, T., 2017. Performance Management. [Online]
Available at: https://www.hrmonline.com.au/section/strategic-hr/qantas-improve-human-resources-management/
[Accessed 26 01 2020].
 Grossman, C., 2015. Ways to Promote cutural diversity. [Online]
Available at: https://www.bentley.edu/news/7-ways-promote-diversity-workplace
[Accessed 26 01 2020].
 Healey, B., 2016. HRM. [Online]
Available at: https://www.hrmonline.com.au/section/strategic-hr/qantas-improve-human-resources-management/
[Accessed 26 01 2020].
 Qantas, 2012. Qantas Group. [Online]
Available at: https://www.qantas.com/au/en/qantas-group/acting-responsibly/our-people.html
[Accessed 26 01 2020].
 Qantas, 2016. Inclusive employers. [Online]
Available at: http://www.inclusiveemployers.com.au/profile/qantas/
[Accessed 26 01 2020].
 Jack, R.E., Caldara, R. and Schyns, P.G., 2012. Internal representations reveal cultural diversity in expectations of facial
expressions of emotion. Journal of Experimental Psychology: General, 141(1), p.19.
 Lähdesmäki, T., 2012. Rhetoric of unity and cultural diversity in the making of European cultural identity. International
journal of cultural policy, 18(1), pp.59-75.
 Boyd, J.A., 2014. Ethnic and cultural diversity: Keys to power. In Diversity and complexity in feminist therapy (pp. 165-
182). Routledge.