Woodside Energy (Aboriginal and Torres Strait Islander Peoples Employment Award)

Woodside Energy (Aboriginal and Torres Strait Islander Peoples Employment Award).

Table of Contents. Contents Slide No. Company Overview 3 Reasons behind focusing on Torres Strait Islanders and Indigenous or theoretical aspects 4 Reasons behind focusing on Torres Strait Islanders and Indigenous or theoretical aspects (Cont.) 5 Specific Initiative 6 Specific Initiative (Cont.) 7 Organizational and leadership related diversity challenges faced by the organization 8 How successfully, Woodside Energy deals with the leadership and diversity challenges? 9 Conclusion 10.

Company Overview. Woodside Energy is a reputed Australian energy firm that engage in meeting the energy needs of Australians. The organization provide energy required to heat homes, keep lights on and enable industry. Woodside Energy considers as low-cost energy provider combined with the latest technologies to bring efficiency and drive long-term success. Woodside understands and recognizes Aboriginal and Torres Strait Islander peoples as the first people of Australia ( Indigenous Peoples - Woodside Energy, 2022) . The organization focuses more on developing strong and long-term relationship with the existing communities to improve the social performance and remain committed towards the long-term sustainability development..

[Audio] Create a positive outcomes that leave a lasting legacy: The partnering with the Indigenous communities will allow the organization to create positive outcomes that leave a lasting legacy. Besides, it will be easy for the organization to develop its strong reputation by employing Aboriginal and Torres Strait Islanders. Establish the unique connection with the land, water, and the belonging community: The organization understand the importance of identifying and working with those who have longstanding cultural and spiritual connections to land and waters it operates ( Robertson, 2019)..

[Audio] The company strongly adhere to Diversity Deliver approach and theory to get a wide range of benefits. The following are reasons behind considering Aboriginal and Torres Strait Islanders; Get competitive advantage ( Eslie, 2019) Improve reputational standing Improve the existing culture Increase Innovation.

[Audio] With Reconciliation program, the organization wants to empower Indigenous voices to speak and be heard so all Australians can learn, and work together towards a better, shared future..

[Audio] Promoting Cultural Safety for Indigenous and Torres Strait Islanders in Australia Woodside has promoted and supported Indigenous cultural safety through meaningful engagement with internal and external Aboriginal and Torres Strait Islander peoples throughout 2020. The Black Lives Matter ( BLM) movement, Black Deaths in Custody and the destruction at Juukan Gorge, had an impact on our employees. Indigenous and non-Indigenous Woodside employees embraced the opportunity to support each other and showed a willingness to increase their awareness and understanding of the complex and interlinked issues..

[Audio] The leadership and organizational challenges in front of the organization include; Stereotyping Unconscious bias ( Cunningham GB & Nite, 2020) Diversity Fatigue Emotional tiredness Micro-aggressions.

[Audio] The focus on inclusion allows the organization to offer high flexibility and growth opportunities to Torres Strait Islanders and Indigenous people to express their ideas and thoughts and build a sense of workplace connectedness successfully ( Yadav, and Lenka , 2019). Besides, the growth opportunities permits the organization to ensure everyone has the same opportunities to avoid potential equity barriers..

Conclusion. The inclusion and diversity is the key practice of Woodside Energy to encourage the participation and engagement of the Torres Strait Islanders and Indigenous in corporate affairs. The organization offers regular growth and employment opportunities to build strong relationship with the community members and respect their individual perception and participation successfully..

References. Cunningham GB & Nite , C 2020, ‘ LGBT Diversity and Inclusion, Community Characteristics and Success’, Journal of Sport Management, 34, 533-541 Eslie , LM 2019, ‘Diversity Initiative Effectiveness: A typological Theory of Unintended Consequences’, Academy of Management Review, 2019, Vol, 44, No. 3, pp 538-563 Indigenous Peoples - Woodside Energy . Woodside. (2022). Retrieved 31 May 2022, from https://www.woodside.com.au/sustainability/indigenous-peoples . Robertson QM 2019, “Diversity in the workplace; a review, synthesis and future research agenda. Annual Review of Organisational Psychology and Organisational Behaviour , Vol 6, pp. 66-88 Yadav S, Lenka U, 2019, Diversity Management: A Systemic Review, Equality, Diversity and Inclusion , An International Journal Vol 39. No. 8 2020 pp 901-929..