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BSBDIV601 Develop and Implement Diversity Policy


West Water benefits more than 1 million occupants and 40,000 organisations, over some of the quickest developing and most assorted rural areas in Australia. The organisation that you work for, Water West is a huge association in Melbourne of around 900 full-time equal staff. The staff populace is similarly isolated among female and male however the females hold positions that are generally held by females. Guys are additionally in generally male-commanded positions including the majority of the exchanges jobs, senior administration, bookkeeping, data innovation and building.In this assignment, we have investigated the research and policy development project and implementation of the diversity policy. The review of this diversity policy as making a recommendation for changes and improvements also described in this assessment. Further, we have discussed knowledge of implementing and monitoring diversity practices and the legal framework that applies to Australian workplaces and the major projects which we have done.

Assessment Task 1: Research and policy development project

Research Report

In this research report, we have discussed the diversity policy. In recent years, the investigation on diversity has jumped towards the inclusion. The inclusion in the world of diversity has generated its place in recent areas of exploration. This will helps in improving the firm’s performance and it is essential that the West Water organisation can no longer choose to ignore. The examination on the diversity policies, reviews, action plans are undertaken in the diversity of the West Water organisation. They pay our most profound regards to the customary overseers past, present and future(Young, 2016). They are effectively looking for articulations of enthusiasm from Aboriginal and Torres Strait Islander candidates to empower us to manufacture a solid ability database of different hopefuls. 

Diversity policy 

The West Water accomplishes to assure diversity & remove all forms of unfairness and handshakes all people are disrespect of nationality, choices of the way of living, trust, sexual adjustment, feminine character. They are deliberate about confirming that their manpower and their managers follow the diversity of the organisation they deliver. They are aligning individually opposite to the bull’s eye in the distance of that territory along with the gender equalized workforce and guidance team by 2019-20. They recognize then proceeded with social, social and otherworldly associations that Aboriginal individuals have with the grounds and waters, and perceive and esteem that the Traditional Owner gatherings have thought about and secured them for a great many ages. They are assured of giving a broad office place, with behaviour & actions being compiled by employee lead work team. By our re-agreement activity plan, they need to provide to a community that praise and take care of the continuous educational &devotional network of Aboriginal &Torres Strait Islander persons to the land and water transports.They need you to bring your ‘entire self’ to work, so they celebrate social occasions with our kin. The West Water consciously recognizes the Traditional Owners of the terrains and waters whereupon they work and work, the general population of the Kulin Nation.

Action plan

Key Result Area Objectives Actions Responsibility Timeframe Measure of Success
Recruitment, selection and retention place the right person in the right position at West Water within an suitable timeframe and budget. provide a working applications that West Water  managers and hiring managers can use as a advisor to successfully recruit and retain staff . Human Resources Coordinator, Human Resources Specialist, Hiring Manager, Board of Directors are responsible for recruitment & selection 1 month Introductory Period Staff Evaluation outcomes,Staff Satisfaction Results,

Turnover price

Work/life balance Capability to meet the desires of the workforce of company To improve recruitment performance and create a cultural environment Maintain the quality, skills and perspectives of the workforce 2 month Assess the performance of effectiveness among the policy
Education open and its standards are comprehended and support by Managers and representatives Improve learning experience of workers helps in delivering services to improve continuously 1  month Well being , new ways of learning & innovation

West Water built up a Reconciliation Action Plan as we are enthusiastic about supporting all networks inside the areas we serve. We are especially cognizant of the vital social furthermore, profound associations that Aboriginal individuals need to grounds and waters and we are focused on guaranteeing that this mindfulness is implanted overall dimensions of our association. They have created a Reconciliation Action Plan (RAP) so as to help control this responsibility further. A RAP will give an instrument for West Water to not just advance more noteworthy comprehension and acknowledgement of the social and social hugeness of water, yet to effectively encourage our significant connections and organisations with Aboriginal and Torres Strait Islander Networks and Traditional Owners, and to give work and business open doors for nearby Native people groups and their networks. Further, the Victorian State Government’s Water for Victoria strategy requests that City West Water incorporate Aboriginal values and conventional environmental learning in water arranging (Moser, 2012). City West Water submits through this Compromise Action Plan to genuinely actualize Water for Victoria’s vision for Aboriginal commitment. Our Managing Director and Executive Leadership Group champion the duty to our Compromise Action Plan over the business furthermore, our Reconciliation Action Plan working gathering is spoken to by individuals from staff including: 

General Manager, Customers and Community General Manager, People and Capability Condition and Heritage Specialist, Interchanges Manager, Senior Environmental Specialist, Senior Environmental Officer, Legitimate Counsel, Contracts and Procurement, Solid Urban Habitat Operations Officer, Outer Aboriginal Representative, One individual from our RAP working gathering is a Native individual. 


  1. Are you Male or Female?
  2. Are you of Aboriginal or Torres StraitIslander origin?
  3. In which country were you born?
  4. Do you have an ongoing disability?
  5. Please indicate the nature of your Disability?
  6. Does your disability requireadjustments in the workplace byyour employer?
  7. Please describe the adjustments your employer needs to make to your workplace and indicate which of these have been provided?
  8. If you provided an above answerwould you like this information to be made available to appropriate staff soany adjustments can be put in placeand maintained?

Evidence of consultation

Based on our study of the reports and our knowledge as consultants, the core functions of consultation likely involve:

  1. Progress training
  2.  Problem resolving performance obstructions
  3.  Case foothold
  4.  Accountability
  5. Expertise skill-building
  6. Convenient treatment conversion
  7.  Preparation for sustainability

Assessment Task 2: Implement the diversity policy project


Diversity Steering Committee to support assorted variety also, incorporation and manage execution of activities.

Transparent detailing of advancement and targets, these will be created the organisation with our individuals. 

Annual Diversity and Inclusion statistics to get it how our workers mirror the network we serve and to guarantee our concentration and exercises are ideal serving the necessities of our various representatives. An ongoing audit of approaches and strategies are done to bolster the decent variety of our workforce (for instance, adaptable work practices and sex-adjusted waitlists). 

They have created a Reconciliation Action Plan (RAP) so as to help control this responsibility further.

This Diversity and Inclusion Strategy will be investigated for its continuous pertinence and its arrangement to the more extensive hierarchical and industry necessities on a yearly premise. A consequent procedure will be created in 2020.

Please describe the adjustments for employer needs to make to your workplace and indicate which of these have been provided.

Feedback report

It has been understood that the implementation of the diversity policies in an organisation is very beneficial and helpful. This will provide a clear growth and stable working environment for the workers. The understanding has also gained in regards to the diversity policy is that the Aboriginal or Torres Strait Islander origin people will be able to get the opportunities as well as the equal chance to attain growth and success.

Intranet Article

West Water diversity Policies

West Water article on assorted variety in the working environment for The Multicultural Advantage gives a diagram of decent variety and quickly separates both the advantages and difficulties of decent variety(Percy, 2018). The article likewise prescribes ventures for accomplishing and keeping up a decent variety in the work environment and recommends answers for it.

Three key focuses we like from Diversity in the Workplace: Benefits, Challenges and Solutions

  • An organisation’s prosperity and intensity regularly rely on its capacity to grasp assorted variety and understand its advantages.
  • Organisations must try to make the social assorted variety of quality. Social assorted variety presents difficulties when biases, contrasts in understandings, and miss-communication happen.
  • Assorted variety drives benefit in light of the fact that a various workforce manufactures trust in your image with a different target advertise, decreasing turnover and truancy, and inciting development (Ng & Sears, 2012).
  • The organisation must effectively survey their treatment of working environment assorted variety issues.
  • Organisations must work to defeat perceptual, social, and language hindrances for their assorted variety projects to succeed.

Assessment Task 3: Review the diversity policy project


Clear up the Benefits: Emphasize to the workers how decent variety benefits the company, and how that ultimately benefits every representative. 

Make an Evaluation Form: As per Percy, 2018, A structure enables you to utilise similar assessment criteria for all competitors, which decreases the likelihood of interposing individual preferences.

Make Use of Current Staff: This makes a stream of various hopefuls, and can likewise decrease your enlisting costs.

Augment Your Recruiting Base: Use other enlisting channels to extend base, including web worksheets, which anybody with Internet access can see.

Updated policies

  • Communicate transparently with partners, including clients and representatives, to guarantee this strategy is promptly open and incorporated into all Induction materials. 
  • Establish targets and report consistently against these objectives to consider ourselves answerable. 
  • Support adaptable working through the arrangement of toolboxes to all representatives and chiefs and guarantee industry best practice concerning individual adaptable work game plans (Riccucci, 2018)
  • Collaborate adequately to impact and make a comprehensive and impartial water industry.
  • Review and refresh our frameworks, approaches and systems to guarantee we diminish and effectively oversee cognizant and oblivious inclination. 
  • Ensure we source competitors from a wide scope of ability pools and maintain sexual orientation balance overallenrolment forms.

Assessment Task 4: Case studies

Case study 1: Valarie

Valarie is employed as a receptionist and has just recently converted to Judaism. Her new husband follows the Jewish faith and converting was something she felt was really important to her new relationship. Valarie has requested to leave work early on Friday afternoons to observe Sabbath. She has stated that she will ensure she will take responsibility to catch up with any missed work and time (Rowe, 2014). The company does not currently have flexible working arrangements. Valarie has been employed with her company full time for three years.

Question 1: What issues do you need to consider in response to this request?

The main issue is the racism which is adopted by her to maintain their religious cultures and responsibilities.

Question 2: What are the legal requirements?

The legal requirements are flexible arrangements of working are required and full time hired employment needed.

Question 3:What might the benefits be to the business of approving this request?

The benefits to the business of approving this request are flexible working adjustments and full-time employment for three years can be considered. 

Case study 2: Muhamad 

You have observed that Muhamad, a Muslim staff member, never shakes hands with female clients. You are concerned that this will impact on his relationships. You are considering asking him to shake the female client’s hands.

Question1: What issues do you need to consider in this case? 

The issues that are being consideredin this case are to asking him to shake the female client’s hand.

Question 2: What are the legal requirements?

The legal requirements are their equality rights among them. It is their personal choice to shake a hand or not with each other (Tsang, 2013).

Question 3: As Muhamad‘s manager, how should you deal with this issue? 

As a manager, I would like to do proper screening of the issue and then come to the results.

Case study 3: Delores 

A staff member, Delores, has approached you with a request not to have to deal with a particular customer because they feel that the customer is acting with racial hatred toward her. 

Question 1: Can Delores refuse to deal with a customer on these grounds?

No, he cannot refuse to deal with a customer on these grounds.

Question 2: What are the legal requirements? 

The legal requirements are that they know the laws of racial discriminations like race, caste, religion, nation, ethnic origin etc.

Question 3:As Delores‘s manager, how should you deal with this issue?

As a manager, I should take care of the issues and aware of these laws and legislation to take a side of my employee Tsang, E. W. (2014). So, he does not feel guilty in front of customers. 

Case study 4: Jackie 

At lunch, your colleague, Jackie, expresses concern to you. She has recently disclosed her sexuality to your team leader, Kelly, who she has always gotten along well with. Kelly was surprised and stated that she has a strong moral objection to lesbians and gay men. Kelly also expressed her feelings that it was not acceptable and requested that Jackie not speak of her sexuality again. Jackie feels as though Kelly has excluded her from general office conversations and work discussions since and doesn’t know what to do.

Question 1: Was Kelly’s response acceptable? 

No, Kelly’s response was not acceptable.

Question 2: What are the legal requirements?

The legal requirements are granting autonomy, the privacy of individuals to make decisions about sexuality and protections relating to equality and non- discrimination.

Question 3: As a Manager, how should you deal with this issue?

As a manager, I should deal with the issue by understanding the varied operation laws in relation to sexuality and then after dealing with the outcomes. I should keep aware of the people with these laws and regulations (Rowe, 2014).


In this assessment report, we have concluded the various tasks and perform an action of their requirements. The organisation taken is The Water West is a large organisation in Melbourne of approximately 900 full-time equivalent staff. The Water West has included four diversity key result areas in its strategic plan for the next three years. These are the Leadership, Recruitment, selection and retention, Work life balance Education.  In task 1, we have done a research and policy development project of diversity. In task 2, we have implemented the diversity policies of the Water West organisation. In task 3, we have examined and reviewed the policies of diversity. In task 4, we have examined the case studies and answered their questions.

  • Moser, C. O., 2012. Gender planning and development: Theory, practice and training. Routledge.
  • Ng, E. S., & Sears, G. J., 2012. CEO leadership styles and the implementation of organisational diversity practices: Moderating effects of social values and age. Journal of Business Ethics105(1), 41-52.
  • Percy, S. L., 2018. Disability, civil rights, and public policy: The politics of implementation. University of Alabama Press.
  • Riccucci, N., 2018. Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series. Routledge.
  • Rowe, F., 2014. What literature review is not: diversity, boundaries and recommendations.
  • Tsang, E. W., 2013. Case study methodology: Causal explanation, contextualization, and theorizing. Journal of international management19(2), 195-202.
  • Tsang, E. W., 2014. Generalizing from research findings: The merits of case studiesInternational Journal of Management Reviews16(4), 369-383.
  • Young, C., 2016. Ethnic diversity and public policy: A comparative inquiry. Springer.

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