MBA502 Assessment: Cultural Intelligence and Telstra Diversity

This presentation, prepared by a student from Kaplan Business School for the MBA502 course, focuses on the cultural diversity initiatives of Telstra Corporation. It begins with a personal introduction and an overview of Telstra, a leading technology and telecommunication company. The presentation highlights Telstra's diversity-related initiatives, including gender equality, LGBTI inclusion, and flexible work arrangements, and provides the sources of information. A critique of these initiatives is presented, discussing the increase in female subsidiaries and the recognition for LGBTI inclusion. The presentation concludes with recommendations for Telstra, such as focusing on 50-50 gender equity and supporting individuals with mental health and disabilities. The presentation also mentions additional information sources regarding bullying and discrimination cases within Telstra and low audit rates.

Cultural Intelligence, Emotional
Intelligence and Diversity for
Telstra Corporation
Name of the Student
Name of the University

Personal Introduction
I’m currently a student pursuing my
courses from Kaplan Business School
My topic of discussion focuses on
cultural diversity impacts for Telstra
Corporation
I would be dedicated towards
researching initiatives based on
business impacts on Telstra

Overview of Telstra Corporation
Leading technology and telecommunication
company that offers services in global
markets
Telstra aims towards providing a connected
future for customers by developing a
national mobile network (Telstra.com.au
2020)
Telstra focuses over bringing cultural
diversity engaging with employees and
customers.

Diversity-related Initiatives by
Telstra
Telstra focuses on Gender Equality, which
represents the female employees and
provides a sense of pride
They offer flexible working roles by
improving balancing work environments
(Ghauri, Mansi and Pandey 2019)
LGBTI inclusion is supported within the work
culture
Flexibility of work for ageing population

Information Sources
Information in relation to cultural diversity-
based initiatives have been collected from
sourced documents by Telstra
Different initiatives implemented by
Telstra have been researched based on
collected data
Interviews of communities affected with
diversity-based initiatives have led to
understanding of information

Critique over Diversity Initiatives
From data collected over gender equality, it
can be discussed that there was 31%
increase of subsidiaries from FY15
An initiative known as Equilibrium Man
Challenge has been focused based on
flexible work environment
In May 2015, Telstra was recognized for
LGBTI inclusion (Telstra.com.au 2020)
Envisage is a program envisioned from FY16

Recommendations for
Telstra
Focusing towards 50-50 gender equity
by the year 2030
Focusing over enabling persons with
mental health, disabilities in their
diversifications (Trau et al. 2018)
Improving the culture of indigenous
and cross cultural people

Additional Information
Sources
 The number estimated according to several
reports have mentioned a low rate of
conversion to the previous recommendations
In FY15, there were reports of 203 cases
based on bullying and discrimination within
Telstra (Telstra.com.au 2020)
Low audit rates were found to be reported
thus enabling quick rate of reported negative
incidents

References
Ghauri, E., Mansi, M. and Pandey, R., 2019. Diversity in
totality: A study of diversity disclosures by New Zealand
stock exchange listed companies. The International Journal
of Human Resource Management, pp.1-30.
Telstra.com.au. (2020). [online] Available at:
https://www.telstra.com.au/content/dam/tcom/about-us/co
mmunity-environment/pdf-e/sustainability-report-2015-our-
people.pdf [Accessed 20 Jan. 2020].
Telstra.com.au. (2020). Telstra - Our company. [online]
Available at: https://www.telstra.com.au/aboutus/our-
company [Accessed 20 Jan. 2020].
Trau, R.N., Chuang, Y.T., Pichler, S., Lim, A., Wang, Y. and
Halvorsen, B., 2018. The dynamic recursive process of
community influences, LGBT-support policies and practices,
and perceived discrimination at work. In Stigmas, Work and
Organizations (pp. 71-98). Palgrave Macmillan, New York.

Thank You