Managing Diversity at Australian Post Corporation

Question: Discuss about theManaging Diversity at Australian Post Corporation. Answer: Introduction Diversity pertaining to an organization comprises of prevention or absence of biasness concerning employees owing to difference in backgrounds. The prevalence of diversity in each organization reiterates the fact that differentiation in treatment are not made based upon gender, sexual orientation, physical features, cultural background, ethnicity amongst others. The current study focuses upon evaluating the diversity policies prevalent at Australian Postal Corporation (APC). Facilitating diversity at workplace diminishes the quantum of biasness and results in creating an atmosphere, which is conducive to employee growth (Humanrights.gov.au 2016). Diversity Policy: Diversity policy comprises of frameworks that are aimed towards mitigating risks that arises out of workplace biasness (Lawcouncil.asn.au 2016). Moreover, it facilitates better economic performance for the organization through impartial merit-based recruitments and equity opportunity. Diversity policy pertaining to APC encompasses the minimization in the degree of biasness faced internally at the organisation coupled with the instances of favoritism and harrassment pertaining to the employee workforce (Auspost.com.au. 2016). Moreover, the organization focuses towards preventing unlawful discrimination, workplace harassments or any form of victimization that results in adversely affecting the employee. Evaluation of Clarity in objectives of Diversity Policies: Diversity policies of any organization require to be bereft of any ambiguity. This is owing to the fact that ambiguity in terms of aims and objectives impedes the implementation and maintenance of such policies in the organization. Moreover, diversity policies are also required to be inclusive in nature and not exhaustive in order to accommodate emerging issues pertaining to organizational diversity. In terms of Australian Post, the aims and objectives entail clarity and inclusiveness as they clearly represent what the organization have set out to achieve in terms of its diversity policies (Auspost.com.au 2016). Values in Setting Outcomes and Diversity Targets: Setting predetermined benchmarks and targets regarding diversity targets contributes towards enhancing the practice that diminishes biasness, harassments and other forms of negative actions adversely affecting organizational performance. Moreover, setting targets regarding diversity helps evaluate the effectiveness of current diversity policies implemented in the organization and facilitates determining whether amendments are to be made in current policies. Legislations that Influence Diversity Policies in Australian Post: The legislative guidelines set out by the Australian Government, in conjugation with national and state laws regarding anti-discriminatory policies in organizational context, serve as principles for framing diversity policies. Moreover, government guidelines concerning human rights also act as framework for diversity management in organizations. Mentioning of adherence to governmental guidelines pertaining to workplace harassment, gender diversity, equal opportunity has been made by Australian Post in its Employment Opportunity Reports (Auspost.com.au 2016). Discussions of Programs Available for Workforce Groups: LGBTI: In the context of LGBTI, the policies such as inclusion under definition of harassment and bullying the aspects of threatening to reveal ones sexual orientation have by undertaken by Australian Post. Moreover, biasness and harassment in terms of performance evaluation and awarding of promotion is prohibited by the company policy. Age Based Diversity: Australian post initiated the full time adult traineeship that facilitates training for adults for a period of one year coupled with certification of training from training organizations with governmental registration. Gender Equity: Women comprise of over 39% of the total workforce in Australia post with over 33% in executive positions. Moreover, in terms of getting promotions, women comprise 40% of the overall promotions awarded in the previous fiscal year. Further, Xplore leadership program, my mentor program is few of the initiatives undertaken for increase gender diversity in the organization (Auspost.com.au. 2016). Family Obligations: In the context of family obligations, the Parental Leave Program facilitates employees that are expecting parenthood with continued connection with the organization during their leaves. Moreover, initiation of parental leave scheme that is funded through governmental revenues provides additional financial and non-financial benefits to expectant parents. Moreover, maternity leave of 14 weeks or 28 weeks at half and full payment of salary depending upon service period is offered to the employees (Auspost.com.au. 2016). Disability: Employee with disabilities comprise of over 7% of workforce strength with totaling near 2400. The organization has been adhering to the memorandum of understanding (MOU) with National Disability Recruitment Coordinator (NDRC) (Auspost.com.au. 2016). This is done for facilitating development of employment opportunities for people with disability. Aboriginal and Torres Strait Islander peoples: Indigenous Australians comprise of 1.7% of the workforce. The company has currently implemented Reconciliation Action Plan (RAP) that can facilitate inclusion of more trainees and employee belonging to such ethnicity (Auspost.com.au 2016). Increasing in number of indigenous traineeship has increased by over 10% in the past year. Moreover, participation in the Australian Employment Covenant coupled with recruitment of Indigenous Employment Consultants (IEC) has facilitated further opportunity. Migrant Workers: The corporation through its collaborations with UCan2 promotes multi-ethnicity in workforce. Moreover, it emphasizes upon recruiting prospective employees from culturally and linguistically diverse (CALD) backgrounds (Auspost.com.au. 2016). Large proportions of its migrant workers belong to Vietnamese, Pilipino, Chinese and Indian Backgrounds. Moreover, through its WELL and ESL program it facilitates English literacy for its migrant workers. Discussion upon Policy Dissemination to Staff: The policies pertaining to diversity are disseminated to the staffs through segmentation of staff based upon several parameters such as gender, cultural and ethnicity backgrounds, presence of disability etc. Each segment is then addressed through policies. The process regarding dissemination of policy onto workforce requires creation of awareness of the issues that can be mitigated through enhancement of diversity at workplace. Australia Post has so far succeeded in pursuing policy dissemination to its staff. Evaluation of the Methods Pertaining to Policy Review: The annual targets coupled with comparison of current year figures pertaining to diversity issues with those of previous year has been undertaken for policy reviews. Internal and External forums used in Celebrating Progress of the Policy: Culturally diverse policies Partnership with UCan2 Reconciliation programs with celebrating NAIDOC week Signing of Australian Employment Covenant Celebration of International Womens Day Initiation and continuation of mymentor program Celebration of Harmony Day Individual Diversity Laureate Awards Conjugation with Commonwealth Rehabilitation Scheme Hall of fame awards for recognition of excellence in diversity Australia Post tends to initiate the aforementioned policies and schemes to facilitate enhancement of diversity in the organisation. Moreover, the targets concerning diversity are met through the schemes and policies initiated by the APC. Further, the awards and recognitions are aimed at providing encouragement for current employees in reaching a benchmark pertaining to the different diversity initiatives. Recommendations: Initiate measures to include higher proportion of Indigenous people Streamline employee feedback mechanism and initiate steps to improve operations of employee grievance addressing department Initiate stricter measures for maintain privacy and dignity of employees belonging to LGBTI group. The aforementioned recommended policies pertaining to the organisation shall result in enhancing the degree of benefits to be derived by the indigenous people owing to the fact that less than 4% of total workforce are represented by them. Conclusion: The current study focuses upon the relevance of framing and implementing of diversity policy pertaining to Australia Post. The study takes into account the different set of programs set out by the organisation along with the process of implementing policies that facilitates enhancement of diversity in the organisation. The evaluation of diversity policies in the organisation showcases the fact that APC has succeeded in certain aspects of implementing diversity policies and schemes coupled with awards and recognition. Thereby, it can be concluded that the organisation has so far fared satisfactorily in terms of increasing the quantum of diversity. References and Bibliography: Auspost.com.au, (2016). [online] Available at: https://auspost.com.au/media/documents/eeo-report-2011-12.pdf [Accessed 24 Nov. 2016]. Auspost.com.au. (2016). Diversity inclusion. [online] Available at: https://auspost.com.au/about-us/jobs-at-australia-post/diversity-inclusion [Accessed 24 Nov. 2016]. Dca.org.au. (2016). Diversity Council Australia. [online] Available at: https://www.dca.org.au/ [Accessed 24 Nov. 2016]. Humanrights.gov.au. (2016). Legislation | Australian Human Rights Commission. [online] Available at: https://www.humanrights.gov.au/our-work/legal/legislation [Accessed 24 Nov. 2016]. Lawcouncil.asn.au. (2016). Law Council of Australia - Diversity Policy. [online] Lawcouncil.asn.au. Available at: https://www.lawcouncil.asn.au/lawcouncil/index.php/divisions/legal-practice-division/equal-opportunities-in-the-law/9-articles/285-diversity-policy [Accessed 24 Nov. 2016].