(Solution) 5OS06 AC2.3) Discuss your organisation’s (or an organisation with which you are familiar) current approaches to leadership and management development
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Diverse Leadership and Management Development initiative
Aramco’s Global Leadership Development Program (GLDP) emphasises diversity by choosing participants from various cultural, educational, and professional backgrounds (Aramco, 2024). Through having a broad representation of employees from different regions and departments, the program ensures that the representation of leadership pool is diverse, in which leaders are able to understand and deal with the need of the diverse organisation more adequately. This initiative is effective as it builds cross- functional collaboration, bringing leaders who value different perspectives together (CIPD, 2022). Diversity in leadership roles encourages creativity and innovation, essential to combat challenges in the fast- evolving energy industry.
Inclusive Leadership and Management Development Initiative
Saudi Aramco’s Women in Leadership Program is a key program that aims to increase representation of women in leadership roles, enhancing inclusivity (Aramco, 2024). The program combines mentorship, coaching and specialised leadership training in order to give women the skills and confidence required to take the roles of senior leaders. Through its tailored development pathways with access to high level leadership roles, the program creates a place for women to thrive. The initiative has proven to be effective since the number of women in senior roles across the company is increasing. Such inclusion is important because it brings a safe space for all employees regardless of gender, to contribute to their full potential (Miller, 2023). The program not only helps break down traditional barriers to leadership by supporting women’s advancement, but it improves overall organisational innovation and performance by leveraging diverse talent pools.
Leadership and Management Development Initiative for Equality
The Equal Opportunity Leadership Development Program at Saudi Aramco seek to promote fairness by offering leadership training to all employees irrespective of their gender and race (Aramco, 2024). The program is based on a merit-based standardised process of selection that eliminates biases from talent development programs and provides all employees with leadership opportunities. As the program reduces systemic inequalities and is a merit-based program for career progression, it encourages employee trust and cohesion, hence proving to be effective. This is important in that it helps create a work environment where everyone feels valued and supported and in turn builds a culture of equality and fairness that results in the organisation’s staff feeling engaged and committed to their work, which in turn enhances the company’s long-term sustainability (CIPD, 2024a).
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Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, you should provide a written response to each of questions below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.- With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)
- Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)
- Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)
- For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) - and describe how you would do this.
- a) where you consider something to be unethical (whether or not it is illegal),
- b) where you believe something contravenes legislation. (AC 1.4)
- Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)
- Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)