Managing Diversity or Toward a Globally Inclusive Workplace - Assignment Example

Student Name Student ID No. Teacher Name Alison Brewer Teacher Contact Alison.brewer@holmesglen.edu.au T. 9564 1601 Course Name Advanced Diploma of Management , Advanced Diploma of Marketing & Advanced Diploma of Management (Human Resources) Course Code BSB60407, BSB60507 & BSB60907 Unit Name Develop and implement diversity policy Unit Code BSBDIV601A Semester & Year Semester 2, 2014 Time Allowed/Due Date Week 7 Assessment Type Assignment 1 Value of Assessment 35% Assessment Conditions Individual Special Requirements Nil DECLARATION 1. I am aware that penalties exist for cheating, plagiarism (copying) and unauthorised collusion with other students, or external consultants. 2. I am aware of the requirements covering style and layout standards as designated by my teacher/tutor. 3. For assessments other than those conducted in-class, I have retained a copy. I understand that uncollected assessments will be destroyed. 4. This assessment was prepared using the Unit of Competency from www.training.gov.au with particular attention to; Required Skills, Required Knowledge, Evidence Guide/Critical Aspects. Student’s signature: Date: Questions Teacher’s Comments Possible Marks Actual Marks 1 4 2 5 3 18 4 8 Total 35 Diversity and Inclusion: National Australian Bank (NAB) Business objectives of National Bank of Australia. How diversity is related to, or is linked to its business objectives. National Australian Bank (NAB) has a responsibility to meet the goals of shareholders and obligation to care for employee needs. Some of the business objectives are; Business Objectives To support customers in embracing their banking, investment and financial needs To provide for a great workplace where employees are appreciated and cared To improve the balance sheet and raise the asset level for its subsidiaries overseas To develop the latest technologies in increasing customer service Rationale: The bank has stated in its home page that it is committed to supporting investment, financial and banking needs spanning New Zealand, Asia and Australia. It has one of the pillars as its people. It is committed to ensuring that the organizational environment is great for its people and for customers to do business with. The bank is pursuing an Asian expansion strategy to China, Singapore and Malaysia. It has appointed an Asian Leadership Team (ALT) which is driving business in Asia. The team consist of 18 members of which majority are Australian nationals. To enter Asia, the bank will need to study cultural differences and the possibility for a joint venture. Australian employees will likely differ their Asian counterparts given the power distance and relationship between members of the opposite sex. The Australian workforce will be integrated in the Asian culture if they want to make entry into the emerging market (Cornelius, 2002). To succeed overseas, a diverse workforce will be needed to include members of different races, religious affiliation and gender. How the diversity policy will benefit NAB. Reasons and/or examples supporting the explanation Diversity policy is important for NAB since it assures employees and management of fair employment practices and non-discrimination. Customers will also find a diverse workforce easier to work with and that the company is global or outward in its personality. Diversity is about inclusion in the workforce to depict variety in race, age, gender and religious affiliation. External stakeholders such as government, regional bodies and regulators will find the organization compliant in workforce inclusiveness. The bank is bound to register good profits and satisfy its customers as well as employees. Diversity policy helps to reduce absenteeism and staff turnover. Companies will have better corporate image and enhanced marketing opportunities (Barack, 2010). For example, Food and Drugs Association (FDA) in the US department of Health is dedicated to advancement and protection of public health. This department intends to perform its critical mission by recruiting scientific, professional and highly qualified administrative talent from across the globe. Of the total labour force in the Montgomery County, 40 percent of the population are from minority groups. Diversity has helped FDA to remain competitive in the employment market and reflect on the public served. Diversity policy has helped the company in discovering knowledge and excellence. Through this, diversity promotes inclusive work environment, individual empowerment to work and constructive management of conflict (Groschl, 2012). Critical evaluation of the diversity policy document Positive Aspects Diversity policy document has attempted to provide in detail the various aspects of inclusion and diversity such as age, gender, disability, indigenous and African Australians. The document is clear and displayed in bullet form starting with overview, policy statements, and commitments. The document also has help and guidance on how to approach the subject The document has gone ahead to identify some of the careers for minorities and how they will interact with their working environment The document has attempted to explore all the possible scenarios faced by minorities and provided a focus as well as the importance of diversity. All the various disadvantaged groups have been identified and their concerns addressed separately. This is because the issues affected each group are not similar hence the need to address their concerns categorically. Justification: The diversity policy document has taken into consideration the concerns of various minority and disadvantaged groups such as retirees, women, Aboriginal Australians and African-Australians. International labour organization and institutions fighting for the rights of minorities against discrimination have championed for a policy document that is easy to read, archive and applicable across of sectors of economy. Negative Aspects The document is strenuous to read since one has to open each file to read the policy document for each group It does not address ways or give examples of some of the interventions taken when aggrieved parties were found to have been discriminated The document seems to give more weight on gender diversity neglecting the imperativeness of the other diversity groups The document has provided for separate action plans and traineeship programs in which the researcher will have to seek, hence consuming a lot of time It does not address the difficulties the mature people face in the workplace as well as African Australians. The document only goes to addressing the issues and action plans in these areas without listing the various trouble they face in their work places There is an attempt to relate compensation and diversity without change of mind-set among the majority employees. This emerges from the fact that the diversity document falls short of integrating all the employees. Justification: The document failed to provide a road map to achieving an all-inclusive and diverse institution. It should have also laid down the procedures of compensating for the lost esteem and discouragement. It has no cases in point or some of the interventions taken. Although it mentions the issues affecting the minority groups, it does not lay a sustainable model to full integration. It is therefore a poor example of a diversity policy document. Improvements: The diversity document should be detailed and elaborate on how to tackle pertinent issues affecting women and minority groups in Australia. The document should address workforce training to accept and integrate with other cultures through interaction and exchange programs. The document should also be accessible and understandable to all the groups concerned and each milestone should be reported and communicated to all the affected parties. Effectiveness of the diversity policy. Actions of the organisation that demonstrate how it supports and enacts on its diversity policy The document if highly recommended in the organization and the banking industry. It has highlighted and brought out the various groups that need protection and inclusion towards an integrated workplace (Ozbiglin, 2009). For example, NAB acknowledges that diversity policy is good for the organization and all its stakeholders. It notes that the document is a commitment by the bank to fully embrace individual differences by way of diversity of thought. For example, the document has also been effective in building team diversity, respecting other people and cultures, attracting and retaining diverse talent, inclusive leadership programs and community or voluntary initiatives. The policy provided the Pride@NAB initiative to create inclusive and safe work environment for Lesbians, bi-sexual, gay and intersex. It also launched Reconciliation Action Plan (RAP) in 2008 to develop objectives and measurable outcomes. It also addresses employment opportunities for indigenous Australians. For example, the bank addresses issues regarding skilled African Australians by adopting the African Australian Inclusion Program with six month paid corporate experience in recruitment. NAB in 2012, became one of the organizations to make to the list in the Employer of Choice for Women ((EOCFW). It was recognized in 2011 for MyFuture program after receiving Diversity@Work Award in promotion and provision of opportunities. For example, the bank was awarded in 2013 the Australian Workplace Equality Index (AWEI) for being the most improved employer with regard to inclusivity and retention. Reference list Barack ME 2010, Managing Diversity: Toward a Globally Inclusive Workplace. Sage. http://www.sagepub.com/textbooks/Book237378 Cornelius, N 2002, Building Workplace Equality: Ethics, Diversity and Inclusion. Thomson. http://www.amazon.com/Building-Workplace-Equality-Diversity-Inclusion/dp/1861525850 Groschl, S 2012, Diversity in the Workplace: Multi-disciplinary and International Perspectives. Gower Publishing, Ltd. http://www.amazon.ca/Diversity-Workplace-Multi-Disciplinary-International-Perspectives/dp/1409411966 Ozbiglin, M 2009, Equality, Diversity and Inclusion at Work: A Research Companion. Edward Elgar Publishing. http://www.amazon.com/Equality-Diversity-Inclusion-Work-Companion/dp/1847203353 Read More