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BSBDIV601 Develop and implement Diversity Policy

BSBDIV601 Develop and implement Diversity Policy


Table of Contents

Assessment 1. 3

Assessment 2. 9

Part A.. 9

Part B.. 10

References. 13

Assessment 1

Question 1

Diversity policy implementation in the organization and provide the company benefits and the different types of success into a different section or the department. The diversity policy management in the organization will help the company to generate different business operations and reach the level of succession (Kapiszewski, 2013). The benefits of increasing the diversity policy implementation in the organization are like this improve the and increase the creativity in the organization and then this gives birth the innovation into the company and develops the new ideas. This will lead the market and makes a place in the company. Also, this policy helps the company to solve the problem in a faster manner (Kapiszewski, 2013).

Question 2

Contemporary diversity theory is based on the development of the organization and this affects all the sections and the department of the organization. The contemporary theory includes the psychosocial theory that examines the employee’s work process and their mental balance in the organization. The thing that is need to be considered while implementing the contemporary diversity theory. In this theory maintenance, they examine the companies’ multicellular activities and their working policy (Vink, et al., 2013). The motive behind this policy mentioned in the organization is to make things better in the company and this will impact the organizational cultures in both current and future policy (Vink, et al., 2013).

Question 3

The meaning of diversity in the organization considers all the differences between the employee’s behavior or the religion and the cultures also, the beliefs these are the things which create the conflicts in the working policy of the organization. The meaning and the reason the organization management create or generate the diversity organization in the company to maintain the balance between all the employees and the organization. The diversity policy maintains equality in the organization between the companies members and all the other subordinates of the organization. This will make the people comfortable around each other members of the organization and maintain the working environment of the organization.

Question 4

Code of conduct- from all the employees it has been expected from them that they must follow the basic code of conduct for the organization. It is one of the common policies within the organization.  The employee must follow the code of conduct it does not matter which culture they belong to.

Recruitment policy- it is the statement on how the organization hires its employees. When there is a recruitment policy within the organization then it does not matter which religion they belong to.

Non-smoking policy- when the person hired in the organization. Then they must follow the non-smoking policy. They must smoke within the workplace.

Health and safety policy- of the employees within the organization will get equal safety and they will also get the health benefits from the country. It does not matter whether the employee belongs to Australia or other replace (Li, et al., 2021).

Question 5

Some of the organization practices/ operations which can be linked to diversity are-

1) There is a need for creative people when the organization needs to do innovation. If the group of people consists of different people, who belong to different cultures, different religious backgrounds, and different beliefs.  It is helpful for the organization to do innovation and resolve the issues fastly.

2) Creating the company branding- from the different cultural backgrounds if the organization recruits the employees then it creates a positive impact on the customers who belong to different backgrounds and the word of mouth they purchase repeatedly. These types of customers also influence others to make the purchase.

3) Total quality management- it is a continuous process. This process is used to reduce and detect the issues in the streaming supply chain, eliminating the manufacturing issues and improving customer experience (Zhang, et al., 2021).

Question 6


Barriers Impact on employee performance
Different attitudes of the employees When within the workplace the employee’s attitude is different then it impacts the performance of the employees. Different employee’s attitude leads to minimizing in the employee’s performance.
Differences of languages When in the person employees are from a diverse work culture then there are also language differences. These gaps lead to the miss communication or conflicts sometimes. So it can lead to a decrease in the employee’s performance.
Lack of the employee engagement As in the workplace, the employees come from different backgrounds then different beliefs are followed by them. There are many times when the different beliefs are not accepted by all the employees so it can be lead to a reduction in the employee’s engagement (Ayoubi, et al.,  2020).

Question 7

Some pieces of legislation in Australia which promotes/ advocates and protects diversity within the workplace are-

1) Racial discrimination act 1975 promotes equality before the law for all people regardless of color, race, ethnic origin, and national origin. The purpose of the legislation is to protect the employees from diverse places.

2) Australian human rights commission act 1986- it is the act that provides the procedure by which human rights commissioners can investigate that everyone in the organization is equally treated. The purpose of the legislation is to investigate the infringements of Australia’s anti-discrimination legislation about the federal agencies.

3) The fair work act 2009

The purpose of the legislation is to introduce a national system of workplace relations that sets minimum standards and employees’ conditions and for the employee and employer, it provides the legal framework.

4) Disability discrimination act 1992- this law is helpful to make the unlawful to discriminate against the person in the various areas of employment, using services, or accessing the public places (Roberson, 2019).

Question 8

There are various potentials benefits of diversity to an organization are-

  • Organizational morale is increased.
  • It helps to create and effectiveness and efficiency of the organization.
  • employee’s productivity is increased
  • It helps to increase the employee’s creativity.
  • There is a higher engagement of the employees (Ibrahim, et al., 2018).

Question 9

Strategy to promote diversity in the workplace Benefits to employees Benefits to the organization
The workplace must be created diversity-friendly Without any kind of hesitation, employees can work freely. Organization revenue will increase as employees’ productivity will increase.
For the outsider, a training session can be arranged Outsiders’ knowledge and skills will be increased. Beneficial for the organization as higher productivity can be achieved.
Employees can be offered flexible workplace (Roberson, 2019). The employee’s productivity will increase. Employee engagement will increase.

Question 10

Describe how a Diversity Policy should be implemented and reviewed.

There are some of the ways which must be followed to implement and review the diversity policy-

First of all, there is a need to create friendly policies- existing workplace policies must be reviewed with the help of the diversity lens. Flexible schedules can be offered, options must be left, etc.

Employee benefits reassess- existing employee benefits can be reviewed with the diversity lens as well.

Diversity training must be provided- for discussion of the topics meetings can be conducted. A dedicated place and time must be provided.

Diverse mentorship must be established- one on one diverse mentorship must be established. the pairs can be made of a mentor and a mentee.

A diverse team must be built- within the workplace the make sure that diverse groups must be created for the working teams. Diverse teams must be created and to work together they will be provided with the opportunity.

Efforts must be measured- diversity initiatives must be measured to track the success and eventual bottlenecks can be found. Goals are set and it must be decided to improve which metric and to see the progress they will be tracked.

Regular meetings can be conducted to review the diversity policies. Feedback from the employee can also be taken (Cletus, et al., 2018).



Assessment 2

Part A



This report is prepared for the organization which has been operating for a short period. At the start of the organization, there were only 5 employees. The business has increased rapidly in the last 12 months and the organization has also taken over 26 employees. Therefore the workforce becomes sufficiently diverse. So there is a need to develop a specific diversity policy. So the research was conducted. It will help to develop the policy and for implementation in can be prepared (Chen, et al., 2021).


The research will be conducted which will enable to development of the diversity policy. The diver policy will be developed as it makes the that the organization employees must not be judged regardless of their sex, color, religion, nationality, and social class. In the research, the employees will be monitored and employees’ viewpoints about the diverse workforce will also be asked.

The source of the information which will be used for conducting the research is journals articles, feedback from the employees, government websites, and various experienced personnel.

The information which has been collected after the research will be very crucial for the development of the diversity policy. With the help of research, benefits can be analyzed and issues can also be identified and how the identified issues can be resolved is also analyzed. It will help to know which points need to be included in the policy.

In the research and the policy development processes, all the stakeholders will be involved (Liu, et al., 2021).

The procedure followed to develop and for policy implementation

To develop and implement the policy some of the steps which will be followed are-

  • Requirements will be studied.
  • The result of the research and risk assessment will be taken into an account.
  • Documents will be optimized and aligned,
  • The document will be structured
  • Documents will be written
  • Documents will get approved for the senior management
  • To the employees, training will be provided and they will be made aware of the diversity policy (Mousa, et al., 2020).

To senior management, the importance of the diversity policy will be discussed and the will be explained the research outcomes.

Part B

The diversity policy will help the organization and support compliance with the relevant legislations of the organization. The legislative compliance policy implementation in the organization is support the companies members and their subordinates to make or generate good decisions for the better development of the organization (Jin, 2017). The compliance element in the diversity policy is focused on the cultures and controls the risk appearance from the cultures and the beliefs of the people in the organization. Therefore the legislative element in the organization manages the rules and the regulations of the organization and this also provides the framework to the company to manage the organization settlement. As the management of the organization this the duty of the management team to get feedback from the stakeholders of the organization to improve the working policy of the organization. Seeking the feedback of the stakeholders of the organization helps the company to find out their lack point and based on this they have to improve their working policy and the environment of the organization (Jin, 2017). As the management, this is an important thing for the better development of the organization. There always be a link connection between the other policy and the diversity policy of the organization.

This is important to maintain the relationship between the intended diversity policy and the other policies. The diversity policy in the organization is focused on equality in the organization and maintainingan equal balance between the colleagues and the other subordinates because of this the working policy of the organization is maintained and the results will come out positively. The other police which are generated by the organization are also related and connected to the development of the organization and this is the reason behind these policies they connected and they all have the same motive to development of the organization and improve the working policy and the other sectors of the organization. The diversity policy supports the applicable legislation because before the company develops the policy in the organization they maintain all the important and applicable legislation in the organization to improve the working environment. The anticipated outcomes of the diversity policy in the organization or related to the company issues solve in this and all the problem will be considered the serious issues in the organization and this is the outcomes of this policy all the problems will be solved in this policy this is the motive of the management team of the organization. The unintended outcomes of the development of the policy are will be diving and identified into three characteristics and these are knowability and the value also, distribution of the policy, and the information of the organization. The organization management team and the marketing policy development department also, the finance departments all are involved in the development of the actions plans. The methods are used to inform the stakeholders about the policy during the development and after that based on the information they implement the policy in the organization. The communication method will be used in the organization to inform the stakeholders about the policy and development of the plan before implementing it in the organization. After the procedures to followed and implement the policy is starting from the research and understanding the organization data and after that examine the working policy of the company department and they will analyze the data and then make a plan for the future development of the organization and after that, the policy procedures development will be implemented in the organization. The issues which may be created or encountered during the implementationof the policy in the organization. The other competitors and their working policy and the miscommunication and the misunderstanding between all the departments of the organization will create issues while implementing the policy. The impact measurement of the policy in the organization will be calculated based on the results of the company and the feedback and the working report of the organization will describe the impact of the policy in the company and the measurement of the policy. The acceptance of the policy will be measured based on the company performance and the result of the diversity policy and the other procedures of the organization. The success measurement of the organization of the implementation.

The result and the feedback of the organization will describe the success of the implementation of the diversity policy in the organization(Al-Omari, et al., 2012). The diversity policy measurement describes the company performance and the other section development stories and the work progress of the employees. The company results and the working policy review are based on the employees and the feedback report from the customers and the stakeholders of the organization. This will describe the successful implementation of the story. During the implementation of the diversity policy in the organization, the consultancy with the stakeholders of the organization is important because this will help the company and improve the working policy of the organization. The meeting and the advice taken from the stakeholders of the organization and based on their feedback the policy will be implemented and the process will be set up according to their advice because they know the merits and the demerits of the organization (Al-Omari, et al., 2012). This is the reason the consult with the stakeholders for the process implementation of the diversity policy is important. The advice of the stakeholder related to the diversity policy and the process which is going to be changed in the organization and they are going to implement the new working policy they have to take advice from the stakeholders of the organization.




Al-Omari, A., El-Gayar, O., & Deokar, A. (2012, January). Security policy compliance: User acceptance perspective. In 2012 45th Hawaii International Conference on System Sciences (pp. 3317-3326). IEEE.

Chen, X., Zhu, L., Liu, C., Chen, C., Liu, J., & Huo, D. (2021). Workplace Diversity in the Asia-Pacific Region: A Review of Literature and Directions for Future Research. Asia Pacific Journal of Management, 1-25.

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration9(2), 35-52.

Jin, M., Lee, J., & Lee, M. (2017). Does leadership matter in diversity management? Assessing the relative impact of diversity policy and inclusive leadership in the public sector. Leadership & Organization Development Journal.

Kapiszewski, D., & Taylor, M. M. (2013). Compliance: conceptualizing, measuring, and explaining adherence to judicial rulings. Law & Social Inquiry38(4), 803-835.

Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour. Employee Relations: The International Journal.

Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior6, 69-88.

Sallabank, J. (2012). Diversity and language policy for endangered languages.

Vink, M. P., Prokic‐Breuer, T., & Dronkers, J. (2013). Immigrant naturalization in the context of institutional diversity: policy matters, but to whom?. International Migration51(5), 1-20.

Zhang, H., Slawski, M., & Li, P. (2021). The benefits of diversity: Permutation recovery in unlabeled sensing from multiple measurement vectors. IEEE Transactions on Information Theory.