List of identified barriers:

1. Poor representation of women, people with disabilities, older people, and recent migrants in management or upper leadership roles, given their increasing presence in the customer-facing roles in stores. 2. The workforce is highly diverse culturally, but in Adelaide where recent migrants represent the largest employee group. Intercultural communication issues and misunderstandings among store staff are frequent, rendering the task of running the stores effectively more difficult. 3. A silo culture and little understanding of how different occupational perspectives are part of a broader picture. In particular, there are frequent tensions between the company's buyers (predominantly women) and merchandisers (predominantly men). While both groups of staff rely on each other in their job roles, time and energy are wasted on unproductive debates and miscommunication. 4. The staff is often not skilled in handling customer complaints and receiving feedback. This has led to a significant loss of customers in recent years and is considered by the Executive as a key concern with implications for brand reputation.

Q: What are some of the recommendations that u can give to upper management to address the problems as well as to improve and develop a more open, inclusive, and collaborative culture of the business.