Presentation on Telstra's Diversity Challenges and Solutions

This presentation analyzes the diversity issues faced by Telstra, a major Australian telecommunications company. It outlines the company's initiatives aimed at promoting diversity, flexibility, and fairness, including programs to support women and diverse candidates. The presentation uses secondary data collected from company websites, journals, and books. A critique highlights potential drawbacks in Telstra's approach, such as the preference for hiring women over men for certain roles, which may impact male employees and organizational productivity. The presentation recommends updating diversity policies, analyzing competitor strategies, and making effective changes to improve the workplace culture. The references include studies on gender mainstreaming, workplace diversity, and organizational valuation, providing a basis for the recommendations offered.

Introduction
In this presentation, the issues which are related to diversity faced by the organization. The
initiatives which are taken by Telstra for opposing diversity will be discussed. The strategies will
also be discussed which are adopted for improving the issues of diversity in the organization.
Company background
Telstra Corporation Company is the largest telecommunication company in Australia that
operates and builds the network and provides the market products and services for television,
mobile, internet and voice. The company employs many people for operating business activities
and various diversity issues are faced by the company. The issue of diversity is considered as the
major issue in the current era.
Initiatives
Telstra took the many initiatives which are linked with diversity. It gives the chance to people to
shine and grow. They adopt various practices for diversity, flexibility, and fairness. They always
want to encourage people to be active champions of inclusion and equality. They consider the
diversity for innovative ideas, strong problem-solving capability, increasing morale and better
connection with customers. They offer positive rewards to people for promoting diverse cultures.
They encourage the employees by organizing the reward programs for employees. They provide
beneficial opportunities for women to become part of the organization as they value them more
and organize the programs for career advancements.
Data collection
The secondary data collection method is considered for collecting the data. The data is collected
from offline and online sources which include the website of company, journals, and books. It
helps in analyzing the conceptual information about the issue in diversity.
Critique
The initiatives which can be taken by Telstra for the issue related to diversity but they had
adopted the strategy of providing an opportunity to women more as compared to men. As for
some position and job profile, it is essential to hire male candidates but company prefers to hire

women and it creates a negative image among the male employees and it helps in decreasing the
productivity of the organization. The company has adopted various policies for the diverse global
customers in which they operate. They adopt the various business strategy for diversity and
inclusion and also the sustainability and fairness at the workplace. At the workplace they
consider the flexible way of working in different roles which are played by employees. They had
introduced the new recruitment equality procedure. They provided the opportunity to diverse
candidates by hiring them with the disability. They always support the equality campaign and a
joint initiative of Australia marriage equality.
Recommendations
It is evaluated and analyzed that the Telstra must consider the initiatives which were considered
earlier for improving the issue of diversity. The policies of diversity must be updated at some
particular time as it will help in making effective decisions. By analyzing the competitive
strategies of competitors, company can adopt a more effective strategy for the issue of diversity
and can make effective changes in the diversity policy of the organization.
Basis for recommendations
By analyzing the information about diversity, various recommendations are provided to
improving the working culture of the organization.

Reference
Grosser, K. and Moon, J., 2005. Gender mainstreaming and corporate social responsibility:
Reporting workplace issues. Journal of business ethics, 62(4), pp.327-340.
Konrad, A.M., 2003. Special issue introduction: Defining the domain of workplace diversity
scholarship. Group & Organization Management, 28(1), pp.4-17.
Ntim, C.G., 2015. Board diversity and organizational valuation: unraveling the effects of
ethnicity and gender. Journal of Management & Governance, 19(1), pp.167-195.
Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and
challenges. Sage Open, 2(2), 2158244012444615.
Rhoads, R.A., 2016. Student activism, diversity, and the struggle for a just society. Journal of
Diversity in Higher Education, 9(3), p.189.