Question 1: Define diversity, identifying all of the key groups protected under the Human Rights and Anti-Discrimination legislation in Australia.
In Australia, it is unlawful to discriminate based on the number of the protected including things like age, sexual orientation, gender identity, disability, race, or sex. It also includes the education and employment of Australia the human rights. Human rights are protected in Australia it is the most similar liberal democracy. Australia does not have a bill of rights. It is instead protection for human rights it may be found in the constitution or the legislation passed this entire thing done by the commonwealth parliament or state and the territory parliaments.
- The rights of the life
- Liberty and the personal security
- Right to a fair
- Freedom from the torture
- Degrading treatment.
Question 2: Define the concepts of cultural awareness, cultural safety and cultural competency.
- Cultural awareness is a skill or eagerness which helps a person to inspect dissimilar perceptions, justifications, values, traditions, and cultures from our own to others
- Cultural safety is creating an environment that is safe for Aboriginals or Torres people. Challenge and denial of their identity or experience. It is also reflecting on one’s own culture, it includes the attitudes and beliefs about others. Some of the principles of cultural safety like it reflect on your practice and undertaking a process of decolonization.
- Cultural competency is the ability to understand or appreciate, and interact with people from their cultures or belief systems for the difference from the one owner.
Question 3: At a leadership or management level, discuss the impact that cultural awareness, safety and competence has on a workplace. Outline an example for each concept.
The impact of cultural awareness, safety, and competence on the workplace are:
- Cultural awareness has a positive impact on the workplace because it helps to build a stronger bond with the people working in the organization. Cultural awareness also helps in communicating more frequently and beneficially and successfully. EX: Examples include the celebration of different festivals and food etc.
- Safety also has a positive impact on the workplace as it promotes awareness about health and a healthy workforce can easily complete their goals and target productively. EX: Examples’ includes the checking of wires and broker cords etc.
- Competence had a very positive impact on the employees and the workplace. Competence is a way through which the organization provides more focus to employees which automatically motivates employees for goal accomplishments. EX: Competence is used in effective problem solving and promotes healthier teamwork.
Question 4: Outline the characteristics of the seven areas of diversity covered by legislation in Australian workplaces.
– The diverse characteristics of culture, ethnicity, and race in Australia in the workplace are to promote different cultural traditions, beliefs, and values without thinking of their religion, caste, sex, or race.
– Disability is a situation or a condition where a person is physically or mentally not well in Australia with the help of DES people can easily find a job and work in the way they want.
– Australia is a diverse nation and in the workplace, there are different types of people following different religions they have the right to practice or talk openly about their culture they can face discrimination but in very few cases.
– Common, neuter, and feminine.
– Including genitals and Gonads
– Diversity is their norm, they are shrewd consumers and digital natives
– Knowing what causes sexual orientation and early sexual experiences is indicative.
Question 5: What is the role of leaders and managers in encouraging diversity in work practices and service delivery? Provide at least three examples of the positive work practices that you have implemented or seen in the workplace.
The role of the leaders and the managers in encouraging diversity in the work is for the leader to connect employees to outside resources for the groups like the dedicated to young professionals or women. the leadership has to develop the skills of employees to do work neatly. On the side, the manager educates leaders about the impacts there is decisions have on diversity for the employees. The manager does all those things by recruiting diverse candidates As well as challenging the employees for their face, for example, engaging in meaningful, appreciation, and trust over team members (Flanagan, et al., 2015).
Question 6: In your experience, what has been the impact of diversity on your behavior and that of your workplace or community your interpersonal relationships, perceptions and social expectations. Discuss at least three negative and two positive impacts
(1) . Negative impacts.
(a) They lead the meeting after the meeting
(b) They love to gossip
(c) They feel the experience is enough
(2) Positive impacts
(a) Show up to the company
(b) Treat others with respect
6 (2) Negative impacts
(a) Depression and anxiety.
(c) Unrealistic expectation
(2) Positive impacts
(b) Para verbal
Question 7: Outline five benefits of diversity in the workplace.
The five benefits of diversity in the workplace are as follows:
– Cleverer pronouncement making
– An increase in profits or productivity.
– Be fair or identify potential bias
– Improved reputation imagination for over-business.
– Better chances for imagination.
Question 8: Direct and indirect discrimination.
- Explain what is meant by direct and indirect discrimination?
B . Discuss whether all indirect and direct discrimination is unlawful. Explain your answer and include an example.
- Give an example of unlawful direct discrimination and of unlawful indirect discrimination for each of the following diverse groups – age, disability, race, sex.
(a) Direct discrimination: Direct discrimination is a situation where an individual is served as dissimilar, distant, or poor than others for different causes.
(b) Indirect discrimination: Indirect discrimination is a situation in the presence of policies and plans in a definite category of people who are not treated in the same way as others.
- In some cases or a couple of time indirect discrimination can be lawful for example if a person is doing some unlawful thing and provide a good reason for doing it then he/she is presented in court where the court is decided is the person is innocent or not.
- Direct Discrimination: For example, in the case of applying for a loan a wife had for spouse’s consent which is sex or gender discrimination. Indirect discrimination: For example, in the case of working on Saturday for the people who are Jewish if any person is Jewish and noticed as Sabbath, they won’t be considered to work in the organization.
Question 9. Discuss the barriers to inclusivity in the workplace. Include at least two examples that apply to staff and two examples that apply to the community using a service.
(a) The barriers to inclusivity in the workplace are :
Absence of teaching.
Absence of conveying skills.
Absence of character model.
(b) Two examples of inclusivity that can apply to staff:
- Spend money on providing more knowledge to leaders.
- Building more communication channels.
(c) Two examples that can apply to the community are:
- Providing knowledge to children who are suffering from cancer.
- More role models to educate society.
Question 10: Discuss the principles and practices of inclusivity and how these would be supported in the workplace. Include at least three principles and practices in your response. Quote your sources of information
The principles and practices of inclusivity are:
– Fair: In the workplace, it’s essential to be fair with every person working and performing his/her task effectively whether he/she belongs to any religion, shape, size, or race this will encourage other employees to work for the betterment of the organization with full potential.
– Active: It’s very important to be active in different types of activities in the workplace. It helps a person to work with a learning mindset which improves the overall performance of the individual.
– Comfortable: The third and the last inclusivity is to be comfortable and feel confident in the workplace which helps in resolving quarries and problems (Stringer, et al., 2016).
Question 11: Outline three cross-cultural communication strategies and how they could be implemented in your workplace.
The three cross-culture communication strategies and their implementation are:
Talking at a medium pace.
Stop asking a close-ended question.
They have to practice vital hearing.
To implement them into the organization a manager has to take a meeting where the manager demonstrates the importance and the benefits of the cross-culture and how it benefits the origination in a long term.
Question 12: For success in your services and programs you need to make sure that the activities are effective and equitable for your diverse clients. Discuss a range of strategies (at least three) that you could use to ensure the effectiveness and equitability of activities in your service area.
For the success of over services and the programs, we can use thing things. Be aware of unconscious bias, and communicate the importance of managing bias. To do this is the way this educate your leaders and the manager, from an inclusion council, and listen to employees. The role of the leaders and the managers in encouraging diversity in the work is for the leader to connect employees to outside resources for the groups like the dedicated to young professionals or women. The leadership has to develop the skills of employees to do work .
Question 13: Case Study. Read the following case study and answer all questions below
What legal matters need to be considered in this scenario?
What ethical matters need to be considered?
What are George’s rights?
What was the manager’s responsibility in this scenario? List four responsibilities
(a) The legal matter needs to be considered is informed about the care and facility in the way everyone had
(b) The ethical matter hear is considered is the way George is treated as his workplace staff volunteers only up to the age of 80 years.
(c) George gets the right to get more insurance at the workplace after the age of 80 too
(d)The manager’s responsibility in this scenario is to follow the instruction as per the guidance suggested in the law of elderly and insurance.
– Four responsibilities of a manager are:
– Works for the betterment of the employees.
– Providing the rights of every employee whether they belong to any race, caste, color, or sex.
– Solved quarries and issues of the employees.
– Providing the best solution to the employees
Question 14: Case Study. Read the following case study and answer all questions below. What Federal and State/Territory laws cover this scenario? What workplace policies would cover this scenario?
What matters should the manager have ethically considered?
Is this an example of indirect or direct discrimination?
Based on your answer for Q14b, what would make it the opposite form of discrimination? For example, if your answer above is direct, what would change to make it indirect discrimination .
(a) The federal and state laws covered in the scenario is the Australian Governmental Parental Leave Pay Scheme which came into existence on 1st July 2020
(b) In the above case the manager has ethically considered approving her decision to feed or express milk to her child which should be approved on the behalf of the above law.
(c) It is an example of direct discrimination.
(d) As from their above answer it is a form of direct discrimination because the manager is breaching the law by not following the plans and course of action suggested by the authorities of Australia and it will be indirect if the manager will not follow his law which put in the case of definite category (Cocker, et al., 2016).
Question 15: Do clients have the same legal and ethical rights and responsibilities as staff and management? Discuss your response.
No, clients don’t have the same legal, and ethical rights and responsibilities but staff must convey to them the ethical rights and responsibilities to maintain the effectiveness as well as efficiency of the organization.
Cocker, F., & Joss, N. (2016). Compassion fatigue among healthcare, emergency and community service workers: A systematic review. International journal of environmental research and public health, 13(6), 618.
Flanagan, C. A., Kim, T., Collura, J., & Kopish, M. A. (2015). Community service and adolescents' social capital. Journal of Research on Adolescence, 25(2), 295-309.
Stringer, P., & Hourani, R. B. (2016). Transformation of roles and responsibilities of principals in times of change. Educational Management Administration & Leadership, 44(2), 224-246.