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Diversity Assessment: Analysis of Specific Areas of Diversity That the Organization Addresses

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Diversity Assessment

Notes – rephrase everything. Reference APA referencing

Definition of diversity

Diversity includes people with difference characteristics that include varying gender age, religion, race, ethnicity, cultural background, sexual orientation, languages, education, abilities and etc.

Diversity explanation for each section

Identify specific areas of diversity that the organization addresses

Gender, including transgender

For ANZ, gender balancing in their organisation is a business imperative. ANZ ensures there is equal representation of women and men in our leadership teams this is more than just an issue of gender equality- it’s about accessing the talent, markets and economic opportunities that gender equality brings.

ANZ recognized a key organizational value is to build a culture of respect for all people and communities, this includes non-binary* and transgender inclusion such as Lesbian, Gay, Bisexual, Transgender, and Intersex and Queer (LGBTIQ+) customers, communities and staff is an important part of that work through ANZ Pride since 2007.

*Non-binary, also known as genderqueer, is a spectrum of gender identities that are not exclusively masculine or exclusively feminine‍—‌identities that are outside the gender binary. … A non-binary gender is not associated with a specific gender expression, such as androgyny.

How does the organization role model respect for diversity?

ANZ’s CEO Shayne Elliott is committed to ensure gender balance is considered in all internal and external panels at speaking events.

ANZ recognizes the inherent strength of a vibrant and diverse gender background in the workplace, where it is vital for employees because it reflects itself in building a great reputation for the company, which ultimately leads to increased profitability and opportunities for workers. Inclusive gender workforce which includes transgender, diverse background, perspectives and life experiences that will help their staff forge a strong connections with their customers, to innovate and make better decisions for the their business.

How do leaders and managers in the organization encourage diversity in work practices and service delivery?

ANZ recognizes that there has been a gap in their employment and gender ratio, they have taken practical steps to bridge the gap between male and female by practicing gender balanced recruitment practices to ensure that in every role a female candidate is being interviewed, and in all interview panels there will be at least one women. ANZ is practicing a flexible working situation for all roles, ensuring they are better able to meet the needs of their customers and their staff. They are ensuring Women are Notable through a program focused on building the confidence and capability of their senior female leaders to build their presence as experts with both traditional and social media, which has now been expanded to leaders deeper in the organisation. There is also an accelerating Banking Experiences for Women by developing a rotational program for female managers to develop broad-based banking careers.

In practicing transgender inclusion, since 2007 ANZ has been the major sponsor and participant of Principal Partner of Sydney Gay and Lesbian Mardi Gras. In 2018 ANZ has developed ANZ Sydney Mardi Gras Community Grants, this is extending their support and commitment to the LGBTIQ+ community beyond the official Mardi Gras festivities. The grants provide financial funding for a wide range of purposes including education and training, community development and creation, arts and culture. ANZ is also a proud member of ACON’s Welcome Here Project. As a member ANZ is supporting three project commitments – ‘We welcome Lesbian, Gay, Bi, Trans, Intersex, Queer, Questioning and other gender or sexuality diverse people’, ANZ publicly demonstrate support for the LGBTIQ community’ and they actively promote a prejudice and discrimination free space.

How does the organisation coach colleagues and clients about accepting diversity. If this is not evident, suggest how this could be done.

Australian Workplace Gender Equality Agency (WGEA) has awarded ANZ to be an Employer of Choice for Gender Equality. ANZ publicly reports to WGEA annually in accordance with the Workplace Gender Equality Act 2012.

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It is evident ANZ has successfully created a inclusive environment as a leading employer for LGBTIQ+ inclusion through the following awards:

  • Platinum Employer in the 2019 Australian Workplace Equality Index
  • Silver Employer in the 2019 Hong Kong LGBT+ Inclusion Index
  • Rainbow Tick Accredited organisation in New Zealand

These benchmarks results provide ANZ with key areas of focus to inform of their approach to LGBTIQ+ inclusion.

What communication strategies has the organisation used to meet the diverse needs of clients and / or employees? Have they tailored their communication strategies for individual or group needs? If so explain how and if not explain how this could be done.

ANZ has actively invested in raising awareness of LGBTIQ+ issues through education to promote respect and inclusion. ANZ is also providing support networks, information, training and resources. ANZ ensure unconscious bias is removed from policies and processes and also building community engagement through various partnerships.

How does the organisation benefit from creating a diverse workforce?

ANZ strives to ensure that their workforce reflects the diversity of their customers and markets, and harnesses the unique talents, perspectives and experiences of all their people. Through creating gender balanced and diverse leadership and teams, and a truly inclusive working environment, they are building an agile, outperforming organisation, which actively leverages diversity to create competitive advantage.

How would you evaluate the outcomes of this organisations strategies, policies and procedures for diversity?

2016 – 2017

2017 – 2018

2018 – 2019

Based on the report extracted from page 22, comparing there three years, there seem to be a decreased of females and increased in the report from 2017-2018 and 2018 – 2019, in comparison to the report from 2016 – 2017. However, saying that ANZ has maintained the same % for two years straight. This is a good outcome if these figures will show in the 2019 – 2020 report.

Think of one improvement you think this company could make to its diversity strategy and explain how you would advocate to have this implemented.

To introduce child care and more flexible hours to encourage more women to come back to the workforce.



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