Raya Kathina – 100001851 – MBA SRH Berlin University – Winter Semester 2024
Developing Framework of Company´s Inclusion and Diversity
Based on the companies mentioned on the lecturer, I put Coca-Cola as my
favourite and want to adapt some of the rule into my own company in the future.
Coca Cola has been recognized for its commitment to building an inclusive
workplace and fostering a diverse workforce. The most I like from Coca Cola is
they really care about leadership potential in women. This means that Coca Cola
supports one of sustainable goal made by UN and in my country, Indonesia,
women are seen as number two behind the men. I want from my company to be
known as a basecamp for the people who are flexible, update with era, and
gender equal. Many cultures in my company brings more creaticity to my
produvts but it has a guideline to not be distorted. Other aspects, below is a
framework that highlights key aspects of inclusion and strategy, inspired by
Coca-Cola's practices.
Leadership Commitment to ensure diversity at all levels of leadership to reflect
the company’s commitment to inclusion. Encourage leaders to model inclusive
behaviours and hold them accountable for promoting diversity. And leaders
should actively participate in diversity initiatives and engage with employees to
show genuine commitment. A leader should be the one who put more
understanding/empathy not just asking someone to understand without
doing nothing.
Cultural Awareness and Sensitivity, such as implementing training programs
focused on cultural competency, unconscious bias, and inclusive behaviours to
help employees understand and appreciate different perspectives and
backgrounds. Going somewhere for a camp in some unreachable area can
be exiting for bonding with employees from many different countries.
Implementing blind hiring practices to reduce bias in the selection process,
ensuring candidates are evaluated based on skills and experience rather than
personal characteristics. For this hiring can be divided into several steps. For
the entry level is personal character, the second step is doing some projects with
others, and the third step can be other thins and so on, depending on the
company needs.
Next is to provide mentorship and sponsorship programs specifically aimed at
supporting diverse employees. This includes professional development
workshops, training, and resources for growth. This can be made simple by using
technology such an AI. Despite technology, a leader still needs a mentorship and
sponsorship, so it is important to make sure all workers including leaders
are willing to learn and no hierarchy.
After having a solid team, the company can make a change in community
outside company. Engaging with community organizations and initiating
activities that support diversity and inclusion can be made possible through
cooperation with local communities to promote equity and support
underrepresented groups.
Setting measurable goals and assessment and reporting through regular
assessments and report progress to stakeholders. Transparency in sharing results
helps build trust and accountability. Regular team meetings for this is possible.
Next, using various communication methods to reach all employees, ensuring
that messaging is accessible and relevant to different groups. This includes
language considerations and alternative formats. The HRD team can make
some workshop about communication to have approach to global
mindset.
Empowering employees to take an active role in diversity initiatives by having a
framework that should encourage employee involvement in decision-making
processes and initiatives, fostering ownership and engagement. This can be
made possible by a proper adaptation process made to new employees to make
them comfortable at first time. An activity such as celebrating cultural events
and heritage months to highlight diverse backgrounds to promote awareness
and appreciation.
Having Coca-Cola values like open communication about diversity efforts,
sharing goals, challenges, and successes also something I want to have in my
company. The framework should promote transparency by regularly updating
employees on DEI progress and inviting open discussions.
And the last that is very widely spoken in Indonesia, my country is
about sustainability .Coca-Cola integrates sustainability with its diversity
initiatives, focusing on long-term impact. Thus my company wants to integrate
this. However, cost production caused by sustainability matters still needs to be
considered. The market is wide by the cost is not friendly sometimes.
