LEADERSHIP AND HUMAN CAPITAL DEVELOPMENT 

QUESTION ONE [30] Read the following article and answer the questions that follow: Culture of authenticity needed to achieve diverse workplaces Kagiso Mahlangu South Africa - the "Rainbow Nation".

That is the ideal that this country, in its new age, has been built on. And it's true. South Africa is a melting pot of diverse cultures, races, ethnicities, religions, languages and backgrounds. And yet, this is still not reflected in the workplace, particularly in positions of leadership. Diversity and inclusion continue to be top of mind for South African organisations as the country works to redress historic inequality, but progress remains slow. According to a Deloitte report, out of 26 255 researched South African companies, only 11% of top management was black African, compared to 62% white. Meanwhile, only 19.1% of directors and 29.5% of executive managers of Johannesburg Stock Exchange-listed companies were women. However, while significant work still needs to be done in improving the diversity at the top of organisations in the country, we need to shift from an approach to diversity that focuses on numbers to one that prioritises a culture and environment where people feel free to be their authentic selves, are treated fairly and feel they can be open about any challenges they face within the workplace. It's simple: when people feel comfortable being their authentic selves in the workplace, they are more likely to want to work there. Developing a culture of authenticity is crucial, and we can do this only through a genuine commitment to diversity and inclusion. So, what should diversity look like in modern-day corporate South Africa? Well, because of our history, we know what it shouldn't look like. Every group across the country has experienced some form of bias or experienced exclusion in the workplace due to instances of racism, sexism or any other form of discrimination as a result of the discriminatory laws that were previously in place. It's important to look back and learn from our history to ensure that companies or corporations are not perpetuating those same harmful actions or stereotypes in the workplace. When we speak about diversity, we need to look at creating a workplace that not only reflects the demographics of the country but also where different perspectives and ideas are shared. And to create an environment where people feel comfortable sharing their own thoughts and ideas, we need to ensure that everyone is treated equitably and that everyone feels like they belong there. We simply cannot speak about diversity and inclusion without speaking about equity and belonging. This is key to building an environment wherein creativity and innovation can thrive. If you have a workforce that doesn't feel like they belong, don't feel like they're aligned with the business' vision or have any say and feel like they're working in a hostile environment, an organisation will find it difficult to retain talent and build a profitable business

. Questions:

1.1. Considering the above article, explain how organizations may create an authentic, equitable culture where people feel they belong.

1.1.1 provide examples of organizations that have successfully created an authentic, equitable culture where people feel they belong and explain how they have achieved this.