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BSBDIV601 Develop and Implement Diversity Policy

 

BSBDIV601 Develop and implement diversity policy

 

Table of Contents

Assessment task 1. 3

Assessment task 2. 5

Assessment task 3. 14

Assessment task 4. 16

Reference. 19

Assessment task 1

  1. Report

Organization’s diversity policy

There are many principles for addressing the diversity by which the legal obligations are exceeded. The belief and work practices that are moral and ethical are subscribed in the organization with the use of successful implementation, by which there is the benefit in the organization. Best practices are done in the diversity area and it involves the establishment of the workplace culture, that encourages and acknowledges that difference to enhance the ideas of the workplace, skills, and experience, in which there are the policies and practices beyond the legal requirements and it also helps in creating the fostering culture of the individual empowerment.

The examples that are included in the diversity policy are –

1) Commitment can be created for leading the best practices.

2) The clients and colleagues can address the harassment.

3) Creating clear practices and rights.

Diversity issues and practices

There are different kinds of diversity issues that are barriers at the workplace and very challenging for the team members. Some examples are –

1) Respect and acceptance

2) Generation gaps

3) Cultural and ethnic differences

4) Belief’s accommodation

5) Mental and physical disabilities

6) Communication and language

7) Workplace gender equality

The main issue in the organization is always the communication issue in the diverse workforce, there are some barriers regarding the communication between the team members. Some know the main language as English and some people cannot efficiently communicate with others and have many difficulties (Patrick & Kumar.,2012).

Diversity figures and facts

There are a variety of the individual experiences and abilities of the skilled migrants for the new home and in the business knowledge their invaluable resources with cultures, networks, protocols, and the business practices in the overseas markets. There is the half population of girls and women in Australia about 50.7 %. The 47% women roughly comprises the employees in Australia.

Gender diversity is the kind of umbrella term that is used for describing the identities of the gender by which the diversity expression is demonstrated and outside the binary framework. For the gender of diverse people, the concept of binary gender – Having to choose for expressing yourself as a female and male – is constraining. Some facts about gender equality are –

1) Sexual and physical violence is faced by the 1 in 3 women in their life.

2) Every minute, about 28 girls are getting married if they are not ready.

3) There are 21 heads with the female gender of the state in the world.

4) There is the one active sexiest law in the 150 countries (Sabharwal, 2014).

Diversity legal frameworks at Australian workplace

Civil Rights Act of 1964 title VII, the employment discrimination is prohibited based on national origin, sex, religion, color, and race. The legal framework of domestic consists of the legislation of anti-discrimination at both territory/state and commonwealth levels and related laws of commonwealth workplace – and the prohibit discrimination towards the employment context and age. The legal framework describes the beliefs, ideas, and rules by which the problems are dealt with for deciding problems.

Benefits of having a diverse workplace.

Some benefits that are identified in the workplace diversity are –

1) Different perspectives variety

2) Higher innovation

3) Better decision making

4) Increased creativity

5) Employee turnover reducing

6) Higher engagement of the employee

7) Increased profits

8) Fastly problem-solving

9) Better reputation of the company

10) Improved results of hiring

Overview on corporate policies and documents related to diversity

Performance management – It is the corporate management tool that helps in monitoring and evaluating the work of the employees by the manager.

Anti-discrimination – It refers to the designed legislation for preventing discrimination against the people group.

Selection – When the person is selected for some work by using its skills.

Recruitment – It is the process of interviewing, shortlisting, screening, sourcing, and identifying for the jobs (Benschop, et al.,2015).

3a. Diversity policy

Diversity statement

In different organizations, there is the diversity statement with the use of mission and vision statements for reaffirming the diversity commitment. The details can be there in the organization, related to the beliefs, goals, and aims for diversity. Examples of the statements are –

1) Providing goals and examples for diversity future objectives.

2) Listing the legislation and laws that are abided by by the organization.

3) Describing the organization’s values like goodwill, tolerance, and respect.

Related/linked documents or policies

The difference can be shown according to the diversity policy that is related or has links with relationships. There is the policies general list that is applied in multiple guidelines:

1) Codes of conduct

2) Professional development policy

3) Racism policy prevention

4) Prevention of Harassment and Discrimination policies

Relevant legislation

Equal opportunity and workplace diversity cover the state and federal legislation that is mentioned below:

1) The Sex Discrimination Act

2) The Racial Hatred Act

3) The Australian Human Rights Commission Act

4) The Disability Discrimination Act

5) The Age Discrimination Act

6) WHS laws and State-based anti-discrimination

7) The Workplace Gender Equality Act 2012

Strategies and practices

The Strategies in the business will help in the development and the growth of the business. the practices and the strategies are used for the training and how to provide the best services to the customer (Ng & Sears.,2020).

Implementation Strategy

The Water West organization needed to implement the diversity policies in their organization because the females are working under the females and there is very much mismanagement that is needed to be solved and the strategies for the implementation is made for implementing and conducting the diversity policy at the workplace and to make the working environment easy with 900 equivalent staff that are working full time in the organization.

Monitoring and reporting

Reporting and monitoring are very necessary for the business it ensures the outcomes are good or not and make sure the project success and helps in the growth of the company and in the management of the company. The monitoring of the final result is very important so that in the future the problem cannot occur related to the project and the diversity policy monitoring is also important to make the possible working environment at the workplace.

Policy review

The policy review is very important at the workplace for achieving the organizational goals as it helps in planning and implementing the project according to the requirements. The policy review helps in getting the feedback and if the diversity policy is not right then we can manage it according to the review (Rowe, 2014).

3b. action plan

ObjectiveActionsResponsibilityTimeframeSuccess measure
Interaction with the customers for better service to the customer1) We can conduct the training sections for the staff for providing the best customer service.

2) The communication skills will be initiated of the staff.

Manager1 weekHigh chance of success
Improvement in productivity and efficiency1) No wastage of resources should be there.

2) Efficient work with time management needs to be done.

Business manager2-3monthsHigh chance of success
Statement regarding future directions1) The training will be provided for achieving the goals of the organization.

2) The positive image of the company matters for future productions.

Director of the company1-2 monthsLow chance of success
Business plans and goals1) The planning help in achieving the target of the organization.

2) If the business goals are set then they can be achieved.

Team leader or manager1-2 weeksMedium chance of success
Training and recruiting new staff1) The training of the new staff is important so that there should be the efficient use of the resources.

2) The recruitment in the business should be done on the basis of skills (Stafford & Baldwin.,2018).

Training manager and manager2 monthsHigh chance of success

3c. Questionnaire

Questions Strongly agree Somewhat agree Neutral Somewhat disagree Strongly agree
1) Do you agree with the diversity policy in the business?ü
2) Do you agree with the laws and legislation of the business?üü
3) The privacy laws in the diversity policy are good.
4) The survey on the action plan and diversity plan is done right.ü
5) The issue can be solved with the proper planning in the diversity policy.ü

 

Research and policy development HR

  1. Obtain feedback on the draft documents

Role-play

HR manager- hello, good afternoon

Business mentor- good afternoon

HR manager- I have prepared the diversity policy, action plan for the diversity policy, and questionnaires for the water west. So we are gathered here to know your feedback what are the changes which I can do in the diversity policy and the action plan.

Business mentor- okay, I have reviewed your diversity policy, action plan, and questionnaires. According to me, there is no need to make changes to the questionnaires.

HR manager- okay and in the action plan and diversity policy?

Business mentor- according to me you can announce the reward and recognition for the employees who will follow the policy effectively. I will encourage the staff members to follow the policy. And in the action plan, you can conduct the reward and recognition program every six months and you must also conduct the employee’s satisfaction survey to understand the employee’s needs and wants.

HR manager- okay thank you for your feedback.

Changes in the policy and action plan

Diversity policy

In the diversity policy, rewards and recognition will also be added for the employees who will follow the diversity policy effectively (Newsinger, & Eikhof, 2020).

Action plan

In the action plan, every six months’ a reward and recognition program will be conducted to boost the employee’s morale to follow the policy.

Employees satisfaction survey will also be conducted every six months and the person who will be responsible is the HR manager.

 

 

Assessment task 2

Implement the diversity policy HR

Role-play

HR manager- hello everyone

Staff member- hello sir

HR manager- I have developed the diversity policy and procedure for the water west. I have also prepared the presentation so that you can understand it in a better way.  First, you see the PowerPoint presentation then please provide your feedback on this.

Staff member- okay sir sure.

HR manager- let’s get started with the PPT.

Okay, this was the presentation. I hope you understand the diversity policy’s meaning and its importance in our organization. Provide your suggestions for improvements to the policy and action plan.

Staff members- for the improvement of the policy we can celebrate the differences of the employees and we can also create the inclusion council and mentorship can also be offered.

HR manager- okay nice and what are the actions which can be taken.

Staff members- we can conduct the training sessions and mentoring programs.

HRmanager- okay. According to you what will be the impact of diversity?

Staff members- the impact of the diversity policy can be positive as well as negative as well. Some of the employees may find it difficult in understanding the diversity policy whereas some employees’ productivity can also be increased.

HR manager- okay nice. I have also developed the questionnaires. I would like you to complete the impact of the diversity policy.

Staff members- okay sir.

Short report

Introduction

In this report, I have mentioned some of the feedback which was provided by the staff members after showing them then PowerPoint presentation about the diversity policy and procedure for the water west (Newsinger, & Eikhof, 2020).

Brief

After showing the PowerPoint presentation to the staff members and doing a conversation with them about the diversity policy some of the feedback has been received from the staff members-

1) Celebrate the differences of the employees.

2) Create the inclusion council

3) Mentorship can also be offered to the staff members about the diversity policy

4) To maintain the work-life balance training can be provided.

Some of the action which has been taken for the feedback received is-

1) Training sessions will be conducted.

2) Mentoring programs will be conducted (Bodó, et al., 2019).

The questionnaireswere also prepared and some of the questions were asked from the employees regarding the diversity so the response of the questionnaires was analysed. The responses of the staff members were most positive. According to most of the staff members implementing the diversity,the policy is good for them it will help to increase productivity and develop theirknowledge and skills.

Intranet article

The importance of diversity policy in the workplace

Introduction

The diversity policy in the organization is an important thing nowadays. First of all, there is a need to understand what diversity policy is. It is a simple written agreement for the groups about discrimination that can be avoided against the people working in the organization who belongs to different cultures, sex, colours, religion, etc. For the service users and members how safe and inclusive an environment can be created. The main aim of forming the diversity policy is mainly focused on providing equal opportunity to the employees and also involving them. so that organizations can become free from any kind of discrimination. The diversity policy’s purpose is to make sure that the person working in the organization must be treated equally. All the employees must show respect and care for each otherregardless of theircolours, religion, etc.

The examples that are included in the diversity policy are –

1) Commitment can be created for leading the best practices.

2) The clients and colleagues can address the harassment.

3) Creating clear practices and rights (Möller, et al., 2019).

Objectives

1) Better customer service

2) Service pool is increased

3) Recruiting and training new staff

4) Improving productivity and efficiency (Haugen, et al., 2019).

To implement the policy some of the actions which are required are-

1) Among the employee’s gender discrimination must not be presented.

2) Make sure that eachemployee must contribute.

3) Hiring the employees regardless of conventional means (Heilman, & Caleo, 2018).

Benefits of diversity
Some benefits that are identified in the workplace diversity are –

·         Adaptability

·         It helps to increase the service range and pool of recruitment

·         There isa different points of views

·         Individual empowerment

·         Increase in the business reputation

·         Different perspectives variety

·         Higher innovation

·         Better decision making

·         Increased creativity

·         Employee turnover reducing

·         Higher engagement of the employee

·         Increased profits

·         Fastly problem-solving

·         Better reputation of the company

·         Improved results of hiring

Some of the diversity-related frameworks are-

1) WHS act 2009

2) Anti-discrimination law

3) Equal employment opportunity

4) Equal opportunity act 2010

5) Sex discrimination act 1984 (Rodgers, 2019).

 

 

 

Assessment task 3

Review of diversity policy HR

  1. Recommended changes to the policy

Email

To: CEOwaterwest@au.in

Subject: some of the recommendations about diversity policy

I hope this email finds you well. I have conducted a meeting with the staff members regarding the diversity policy. According to them some of the changes are required to be made in the diversity policy. These changes which were recommended are-

1) Celebrate the differences of the employees.

2) Create the inclusion council

3) Mentorship can also be offered to the staff members about the diversity policy

4) To maintain the work-life balance training can be provided.

Some of the action which has been taken for the feedback received is-

1) Training sessions will be conducted.

2) Mentoring programs will be conducted.

I believe that these changes are required to be made as it is important for the workplace and employees as well. I request you to please look into the matter and provide your feedback so will proceed further.

With regards

HR manager

 

 

  1. Update of policy

In the diversity policy, some of the changes which are required to be made are after the approval are-

Every six months, training will be conducted for the employees to maintain the work-life balance.

And the employees who are facing difficulty in understanding the diversity policy for those employees’ mentoring programs will be conducted.

The employees who will follow the diversity policy correctly for those employee rewards and recognition will be provided (Tønnessen, et al., 2019).

 

 

Assessment task 4

Case studies

Case study 1

Question 1

The issues that will be considered are –

1) The company needs to face the time management for Valerie and to give her work to the other on Friday afternoons.

2) There will mismanagement in the company on Fridays.

3) Then there will be a flexible environment and that is prohibited in the company because everyone can take benefit of the flexibility.

Question 2

The legal requirements that are required:

1) The Workplace Gender Equality Act 2012

2) The National Employment Standards (NES)

3) The Fair Work Act

Question 3

The benefits will be if the request will be approved –

1) The employees will think positively about the company.

2) The flexibility towards the employees will be there.

3) The company will make a strong bond with the employees by approving.

Case study 2

Question 1

In this case, the issue which needs to be considered is that the employee’s name Muhamad never shakes hands with the female clients. This can impact his relationship with other members (Shortland, & Perkins, 2020).

Question 2

The legal requirement is to provide the equal opportunity act. And to make sure that everyone in the organization must be treated equally.

Question 3

As the manager, to deal with this issue I can meet with Muhammad privately and talk to him about his behaviour and tell him that his behaviour is not good for his job and someone may feel offensive.

Case study 3

Question 1

On these grounds, Delores can surely refuse to deal with the customer if she is having factual evidence regarding the situation.

Question 2

The legal requirement, in this case, is discrimination is unlawful in any place. Everyone must be treated equally (Rodgers, 2019).

Question 3

As the manager, I will deal with the situation by asking Delores to talk with the customers calmly and ask the customers what’s the issues why he is behaving like this with him and then I’ll observe the customers. and then also customers do not talk nicely with Dolores then I’ll personally talk with the customer (Shortland, & Perkins, 2020).

Case study 4

Question 1

No, in this case, Kelly’s response was not at all acceptable as she was doing discrimination with Jackie after knowing her sexuality (Heilman, & Caleo, 2018).

Question 2

In this case, the legal requirement is the sex discrimination act 1984. It is the act that made it unlawful to discriminate against the person due to their gender, sex, intersex status, etc.

Question 3

As the manager to deal with the situation I’ll talk to Kelly personally and explain to her what she is doing with Jackie is not acceptable. As the team leader, this was not expected by her and she is not setting a good example in front of everyone as the leader (Verniers, & Vala, 2018).

Case study 5

Question 1

In the diversity policy, the information which must be included are-

  • Age
  • Ethnicity and cultural background
  • Sexual orientation
  • Disability
  • Race
  • Religion or belief
  • Reassessment of gender etc (Kalpazidou Schmidt, 2022).

Question 2

Some of the steps which can be taken to revise the diversity policy are-

  • Review the current diversity policy.
  • Seek feedback from the employees about the changes
  • Various elements of the diverse workgroup must be understood
  • Implement the diversity policy
  • Monitor the plan implemented.

Question 3

  • When with the staff discussing the revision of the diversity policy the things which must be bear in mind are-
    staff member point of view.
  • Current diversity policy
  • Changes that are required to be made.
  • Results of current diversity policy (Kalpazidou Schmidt, 2022).

 

 

 

 

Reference

Benschop, Y., Holgersson, C., Van den Brink, M., & Wahl, A. (2015). Future challenges for practices of diversity management in organizations. Handbook for Diversity in Organizations, Oxford University Press, Oxford, 553-574.

Bodó, B., Helberger, N., Eskens, S., & Möller, J. (2019). Interested in diversity: The role of user attitudes, algorithmic feedback loops, and policy in news personalization. Digital journalism7(2), 206-229.

Haugen, T., Seiler, S., Sandbakk, Ø., & Tønnessen, E. (2019). The training and development of elite sprint performance: an integration of scientific and best practice literature. Sports medicine-open5(1), 1-16.

Heilman, M. E., & Caleo, S. (2018). Gender discrimination in the workplace.

Kalpazidou Schmidt, E. (2022). Diversity in diversity policy: the case of the Scandinavian countries. Human Resource Development International25(1), 76-86.

Newsinger, J., & Eikhof, D. R. (2020). Explicit and implicit diversity policy in the UK film and television industries. Journal of British Cinema and Television17(1), 47-69.

Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics164(3), 437-450.

Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open2(2), 2158244012444615.

Rodgers, W. M. (2019). Race in the labor market: The role of equal employment opportunity and other policies. RSF: The Russell Sage Foundation Journal of the Social Sciences5(5), 198-220.

Rowe, F. (2014). What literature review is not: diversity, boundaries and recommendations. European Journal of Information Systems23(3), 241-255.

Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management43(2), 197-217.

Shortland, S., & Perkins, S. J. (2020). Women’s expatriate careers: losing trust in organisational equality and diversity policy implementation?. Journal of Global Mobility: The Home of Expatriate Management Research.

Stafford, L., & Baldwin, C. (2018). Planning walkable neighborhoods: are we overlooking diversity in abilities and ages?. Journal of planning literature33(1), 17-30.

Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PloS one13(1), e0190657.

 

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