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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE

 

 

 

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE

 

ASSESSMENT PLAN

The following outlines the requirements of your final assessment for this unit. You are required to complete all tasks to demonstrate competency for the unit/s in this topic.

Your assessor will provide you with the due dates for each assessment task. Write them in the table below.

Assessment RequirementsDue date
1.       Review project
2.       Case studies
3.       Promote diversity

 

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Phone: (03) 9349 2344

 

 

CONTENTS

ASSESSMENT PLAN. 1

ASSESSMENT OVERVIEW.. 4

ASSESSMENT TASK 1: RESEARCH PROJECT. 7

ASSESSMENT TASK 2: CASE STUDIES. 10

ASSESSMENT TASK 3: PROMOTE DIVERSITY. 22

Part A. 22

Part B. 22

 

ASSESSMENT OVERVIEW

This Student Assessment Booklet includes all your tasks for assessment ofBSBDIV501 Manage diversity in the workplace.

About your assessments

This unit requires that you complete 3 assessment tasks.You must complete all tasks to achieve competency for this unit.

Assessment TaskAbout this task
Assessment Task 1: Review projectYou are required to review Marino Enterprises’ diversity policy and make recommendations for improvement.
Assessment Task 2: Case studiesYou are required to answer case study questions to demonstrate your knowledge of fostering respect for diversity in the workplace, federal and Victorian legal framework and workplace complaints procedures.
Assessment Task 3: Promote diversityYou are required to identify a training need and present the topic to the class for the purpose of education, fostering respect and promoting the benefits of diversity.

This is an open book assessment and you may reference your learning material to assist you in completing these tasks.

Please note that cheating and plagiarism are considered academic misconduct and will not be tolerated at Ashton College.  Refer to the Client Information Handbook for more information.

 

Purpose of assessment

To demonstrate that you understand the performance outcomes, skills and knowledge for this unit.  This unit describes the performance outcomes, skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation’s diversity policy, fostering diversity within the work team and promoting the benefits of a diverse workplace.

How to submit your assessments

When you have completed each assessment task you will need to submit it to your assessor.

Instructions about submission can be found at the beginning of each assessment task.

Assessment Task Cover Sheet

At the beginning of each task in this booklet, you will find an Assessment Task Cover Sheet. Please fill it in for each task, making sure you sign the student declaration.

Your assessor will give you feedback about how well you went in each task, and will write this on the back of the Task Cover Sheet.

Make sure you photocopy your written activities before you submit them – your assessor will put the documents you submit into your student file. These will not be returned to you.

Marking criteria

Standard

To be assessed as satisfactory for this assessment activity each question or statement must have the correct response.

Reassessment

If you do not answer every question correctly, then your assessor will give you the opportunity to go over the incorrect answers or ask you a similar multiple choice question.

If you still do not answer all questions correctly then your assessor will arrange for you to re sit the entire assessment. Your trainer will provide guidance as to the areas of the learning materials that you need to review.

You will receive up to two (2) attempts at this assessment task. Should your 1st attempt be unsatisfactory (U), your Trainer/Assessor will provide feedback and will arrange a date for your 2nd attempt. If your 2nd attempt is unsatisfactory (U), or you fail to attend of date scheduled for the 2nd attempt, you will receive an overall unsatisfactory result for this assessment task. Only one re-assessment attempt may be granted for each assessment task.

You must satisfactorily complete all assessment tasks to be deemed competent in this unit.

Assessment Appeals

If you wish to appeal an assessment decision you should initially talk with your trainer/assessor and see if the situation can be resolved. If you are not satisfied with the outcome you may then lodge a formal complaint. Formal complaints are to be made to the Clients Service Manager.

 

Complaints and appeals are actioned within 5 days of receipt of a complaint or appeal. The College will act upon the outcome of any complaint found to be substantiated. Appeals must be lodged within 20 working days of the decision of a complaint process or assessment result.

For further information on this procedure refer to the Complaints and Appeals Policy and Procedure.

 

Assessment Task 1
Unit Code:   BSBDIV501
Unit Title:     Manage diversity in the workplace

 

 

STUDENT DECLARATION: I declare that no part of this assessment has been copied from any other person’s work, except where due acknowledgment is made in the text, and no part of this assessment has been written for me by any other person except where such collaboration has been authorised by the assessor concerned.

 

Student Signature:  _________________________________________    Date:  ____/____/_______

Student Name:
Student  ID:
Trainer/Assessor Name:
ResultResult

(Please Circle)

S  |  NS

S = Satisfactory      NS = Not Satisfactory

Marking criteria – Student must demonstrate satisfactory performance in each task to be deemed                   Satisfactory.

Assessor’s feedback / date for re-assessment if required:
Assessors signature:Date:

 

ASSESSMENT TASK 1: RESEARCH PROJECT

Task summary

  • For this task you are required to review Marino Enterprises’ diversity policy and make recommendations for improvement.

Resources and equipment required to complete this task

  • Access to textbooks and other learning materials.
  • Access to a computer, printer, Internet and email software (if required).
  • Marino Enterprises Diversity Policy (provided in Marino Enterprises Handbook).
  • Marino Enterprises Style Guide (provided in Marino Enterprises Handbook).

When and where should the task be completed?

  • This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).
  • Your assessor will provide you with the due date for this assessment.

What needs to be submitted?

  • Feedback report.

Instructions

  • Read the background information below and complete the activities.
Over the past three years Marino Enterprises has grown considerably and have expanded their community involvement to include a number of employment programs for disadvantaged groups. Working closely with a local employment provider, Marino employ a number of people with disabilities, mature-age people and Indigenous Australians.

Marino has also engaged two local schools with which they employ and train a small group of school-based trainees across all facets of their business.

Marino Enterprises also employ a large group of people from the LGBTIQ community, immigrants and international travelling backpackers. This has not been a deliberate policy or program of the company but rather a word of mouth as an employer of choice in the community.

With such a diverse and transient workplace, Marino Enterprises feel that their Diversity Policy isn’t matching the work that they do now. There have also been a couple of situations that have not been handled or managed well.

  1. Analyse and review Marino Enterprises Diversity policy and provide feedback in a report to management. The policy is located in the Marino Enterprises Handbook.

Along with explaining the importance and purpose of having a robust diversity policy you are required to make recommendations for improvement so the policy extends to meet the changing workplace environment and culture, and is current in relation to the legislation framework.

Your report should be clear and concise and be written in a language suitable for the audience. You should also follow the Marino Enterprises Style Guide when laying out, formatting and saving your report.

Note: use your research skills to review other diversity policies that are available through your business networks or the Internet. Current legislation can be found at the Fair Work Ombudsman website (www.fairwork.gov.au) and the Human rights Commission (https://www.humanrights.gov.au/employers/good-practice-good-business-factsheets/quick-guide-australian-discrimination-laws

Answer Report

Marino enterprise has developedsignificantly and the enterprise has extended its involvement inthe community to add the number of programs of employment for the deprived groups. As the demographics of the workforce shift and international or global market arise, the diversity policy at the workplace inches nearer to becoming the necessity of the business rather than the banner that the organizations wave for showing their pledge to implementing change and differences (Hunt, et al., 2015).

The diversity policy at the Marino Enterprise will help to develop mutual respect and kindness among the staff and employees. Whether the employees operate in teams or groups comprised of colleagues with different disabilities, styles of work or those who signify different generations or cultures, the synergistic environment of work becomes the custom in the enterprise.  Although the peaceful environment at the enterprise might be hard to obtain, employees and employers yet identify the various talents and strengths that the policy of diversity gets to the Marino enterprise and they earn respect for the performance of their co-employees (Hunt, et al., 2015).

Various employees of different enterprises or organizations have remained marginalized because of discrimination, ageism and racism against individuals with disabilities. Just not only this racism is illegal and unethical, but this also has some serious consequences. By implementing the policy of diversity at the Marino enterprise, the employees can be relieved by the discrimination and racism they faced (Ohnos, 2021).

Conflicts certainly happen in any enterprise’s environment of work. But the workers who recognize the difference of other individuals frequently also recognize similarities, significantly when there are similar objectives, like quality and production. Respect among the employees minimizes the probability of conflicts in the organization. This can be done by implementing a diversity policy at the workplace. The capability of resolving the conflicts of the workplace reduces the prospective liability of the complaints of employees that can otherwise increase to official matters like litigation. The Marino enterprise must appreciate the efforts of their employees and employers so that the employees could feel to put their opinions and thoughts forward. The diversity at the workplace conserves the quality of workplace relationships of employees with their colleagues (Ohnos, 2021).

Diversity in the Marino enterprise is essential for the employees as it establishes itself in developing a great reputation or goodwill for the enterprise, leading to maximizing opportunities and profitability for employees (Berliner, 2013).

Marino enterprises must realize the importance of diversity policy for the betterment of their performance and employees’ also (Berliner, 2013).

  1. Work with at least one other class member to discuss your feedback and recommendations before you submit your report. Your assessor will arrange a time for this group meeting to occur.

During the group meeting you are required to share your feedback and recommendations and consider the views and feedback from your class member/s.

Your assessor will observe and assess you on the way that you communicate, collaborate and interact, and how you demonstrate respect towards others in personal interactions.

At the conclusion of the meeting, make changes to your report and submit it to your assessor.

AnswerMeeting

Student 1 – Good morning all!

Students – Good morning!

Student 1 – How are you all?

Students – Good, how are you?

Student 1 – Same here. So, we are conducting this meeting to recommend your views and feedback on the diversity policy at the workplace.

Students – Okay, we have many recommendations on this policy.

Student 1 –Okay, so we start this by taking your viewpoints. So please start.

Students – The individuals must be sure that the diversity statement of the company and the present initiatives are accurate and obvious on the page of career and then reference it in each description of the job that is offered to the individuals.

Student 1 – Okay, this is the very accurate suggestion I say. Any other recommendations you all want to give?

Students –Yes, for the betterment of the enterprise, the company must give high-value scholarships and internships from the under-represented individuals’ groups that would help the company to advance very quickly in key performance and roles in the enterprise.

Student 1 – This is also a better one. Any other suggestion you want to give at last?

Students – Yes, the enterprise can conduct the programs of mentorship. These programs would help to make sure that every individual has various opportunities to progress and also establish closer relationships among employees.

Student 1 – It is also correct. Okay, thank you all for your recommendations.

 

 

 

 

What do I need to hand in for this task?Have I completed this?
Feedback reporto

 

Assessment Task 2
Unit Code:   BSBDIV501
Unit Title:     Manage diversity in the workplace

 

 

 

STUDENT DECLARATION: I declare that no part of this assessment has been copied from any other person’s work, except where due acknowledgment is made in the text, and no part of this assessment has been written for me by any other person except where such collaboration has been authorised by the assessor concerned.

 

Student Signature:  _________________________________________    Date:  ____/____/_______

Student Name:
Student  ID:
Trainer/Assessor Name:
ResultResult

(Please Circle)

S  |  NS

S = Satisfactory      NS = Not Satisfactory

Marking criteria – Student must demonstrate satisfactory performance in each task to be deemed                   Satisfactory.

Assessor’s feedback / date for re-assessment if required:
Assessors signature:Date:

 

 

 

 

 

 

ASSESSMENT TASK 2: CASE STUDIES

Task summary

  • For this task you are required to answer the case study questions to demonstrate your knowledge of:
  • How to foster respect for diversity in the workplace
  • Federal and Victorian legal framework
  • Workplace complaints procedure.

Resources and equipment required to complete this task

  • Access to textbooks and other learning materials.
  • Access to a computer, printer, the Internet and word processing software.
  • Marino Enterprises Diversity Policy (provided in Marino Enterprises Handbook).
  • Internal Complaints Procedure (provided in Marino Enterprises Handbook).

When and where should the task be completed?

  • This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).
  • Your assessor will provide you with the due date for this assessment.

What needs to be submitted?

  • Answers to all case study questions.

Instructions

  • Read the case studies below and answer all of the questions. The answers must be word processed and submitted in a suitably formatted document.
Case study 1: Michael

Michael has worked for Marino Enterprises as their Accounts Officer in the Melbourne head office for the three years of their operation, and worked for Luigi for 10 years before then. He has explained to Luigi and his manager that he will be commencing a gender transition and will be known as Michelle upon returning from a month of leave.

Michael’s manager works with HR to set up information sessions for staff to discuss the matter before Michelle returns from leave.

At the first meeting, some of the other staff are hostile, asking, ‘When there’s only one of her, it or whatever, and there’s nearly twenty of us, why is it us who have to be accepting? Why do we have to change?’ The manager and HR team work to educate theemployees about transgender issues and discrimination, terminology and the acceptable use of names and pronouns.

Question 1

  • What Victorian Act do transgender people in the workplace have legal protection under?
  • ___________________________________________________________________________________

The “Victoria – Equal Opportunity Act 2010” provides protection to transgender individuals.

Social discrimination, victimisation, and sexual harassment are all encouraged to be identified and eliminated. It supports equality and the gradual attainment of equality. Discrimination in public life is protected by it.

  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 2

  • In support of Michael’s transition, Marino Enterprises have discussed developing a transition plan. What might this transition plan include?
  • ___________________________________________________________________________________

It should involve staff consultation and training sessions for when Michael returns after the transfer to Michelle.

It should include everyone’s acceptance policy.

It should be required to utilise appropriate terms and pronouncements when speaking to her.

Make arrangements for her exit.

The employees should be courteous and accepting of her new persona.

  • All of the amenities should be supplied to her on an equal basis.
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 3

  • As a manager what information would you need to know about in order to support Michael and to prevent discrimination? Make a list of at least three topics.
  • ___________________________________________________________________________________
  • First I would like to directly ask her that what type of support she requires and how the staff and management help her and what rights she will have as a transient gender. After this matter I will concentrate on letting my staff understand regarding the transients Transgender rights therefore that they will be able to know that it is not legal to discriminate between the transience. Before time all the penalties and fines on the discrimination would be told to them.

 

  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 4

  • Marino Enterprises have not had this scenario arise to date and feel that they are not prepared, or covered legally to manage the situation or matters that may arise. What actions could they take to rectify their preparedness?
  • ___________________________________________________________________________________
  • They could say it urgent aims and objective about the transgender acceptance. They could modify their internal policies as well. Acceptance and tolerance must be the important key objective in this case.______________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 5

  • As the manager, how could you respond to the hostile staff member and encourage respect?
  • ___________________________________________________________________________________
  • In my opinion I would give awareness to my hostile staff and employees and then inspire them to be supportive and then present the acceptance to the opposite Gender as well as respect her traditions.____________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 6

  • If the hostile staff member was to continue making derogatory comments in front of Michelle, what is the first step in the Marino Enterprises’ Complaints procedure for her to follow?
  • ___________________________________________________________________________________
  • In the Marino enterprise the first step will be to solve the matter or issues by both parties on their own and then settle the disputes themselves.

 

  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
Case study 2: Recruitment

Champions Sports Bar is owned and operated by Marino Enterprises and it has been subject to a discrimination complaint as a result of their recent recruitment campaign. They told the recruitment agency that they were looking for ‘young women with flair’ to fill the positions of bar staff. The recruitment company followed instructions and advertised the job as such and didn’t consider anyone other than females under 30.

Question 1

  • Who is liable for discrimination?

For the discrimination both the champagne bar as well as agency of recruitment is responsible.

  • Question 2
  • Discuss the four discrimination matters related to recruitment that an employer must consider.
  • ___________________________________________________________________________________
  • Some matters that are related to recruitment that an employee should consider are-
  • As per the law the adjustment as well as changes must be created in the organisation.
  • It is not in the favour of law that to display or publish to authorise someone else to display or publish an advertisement that symbolise that the people inclined to engage in harassment, discrimination or victimisation.
  • One must make adjustments that are reasonable in their recruitment process as per the participant by sorting support or interpreters.
  • Information arranged from participants should be as per their skills and job. It should not involve information that can be utilised as a discrimination sign. One should present that they are utilising the information for the purposes of non-discrimination. The information of discrimination must not be demanded verbally or in written away by the interview and it is also not in the favour of the law.________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________
  • ___________________________________________________________________________________

Question 3

  • If a highly qualified male internal staff member had applied for this position and was told by his manager ‘bad luck mate, we’re employing girls’ on a number of occasions, what action can he take under the Complaints procedure?
  • Answer He could file his complaint under the gender discrimination act to take the action against the bar as it is not necessary to recruit only the girls in a bar. He can mention that I have experience in this field of work then I have the right to work (Roberts, et al., 2014).
  • Question 4
  • If a 52 year old female applied for the position, who was also more than qualified, and was told that she didn’t get the job because they were looking for young women, what federal Act has been breached?
  • AnswerHere the Age discrimination act has been breached. This act forbids discrimination in the process of discrimination based on the age of individuals. This act applies to older and young individuals. This act also prevents older and younger citizens from age discrimination(Roberts, et al., 2014).

Question 5

  • If the 52 year old female was told that she didn’t get the job because kegs of beer would be too heavy for her to lift and she hadn’t used their cash register system, would this still be considered discrimination? Explain your response.
  • Answer Yes, I will still consider it as discrimination against females. As we have no right to judge any individual’s potential and calibre. Every individual has some speciality in them. First, we should observe their performance and then judge them. Saying that you cannot lift kegs of beer is a kind of discrimination as we are demotivating the other individual(Roberts, et al., 2014).
  • Question 6
  • During the interview process for this position, a young woman fits the description and is qualified and is asked if she has children. She lets the interviewer know that she has two, one of which she is still breastfeeding. Prior to disclosing this information she was asked if she could start next week but the interviewer has gone cold and cuts the interview short. On what basis could the woman make a complaint?
  • Answer The young woman would file the complaint as per federal law. In this act, the interview cannot behave like this with the women and could not ask any personal questions(Roberts, et al., 2014).

 

Case study 3: Muhamad

Louise, a female staff member reports to her manager that Muhamad, a Muslim staff member, never shakes hands with female clients. Louise considers this to be rude and disrespectful to females, and show a total lack of equality. She requests her manager to tell Muhamad that he must shake female client’s hands.

Question 1

  • As Muhamad‘s manager, how should you deal with this situation?
  • AnswerIf I was the manager of Muhammad, I would make him understand to shake hands with the female clients by talking to him politely, giving him suggestion regarding workplace relationships, providing his knowledge about the importance of the policy of diversity at the workplace (Grainer, et al., 2014).

Question 2

  • What are the legal requirements?
  • Answer The manager must conduct training sessions at the workplace to give knowledge to Muhammad about gender equality and should implement the gender equality act at the workplace (Grainer, et al., 2014).

QUESTION 3

  • Three weeks have passed and Muhamad comes to you to report that Louise has cornered him in the photocopy room and told him that he is rude for not shaking hands with female clients. Louise has told you that she cannot work with Muhamad as his behaviour makes her sick!
  • What can you do to manage the situation and encourage them to work together?
  • AnswerIn this situation, the manager must conduct an urgent meeting with Louise and Muhammad and listen to both and also listen to their point of view regarding this. Then he must take their suggestion equally in this situation. Then he must give some valuable advice to them and then try to resolve the conflicts by giving accurate conclusions(Grainer, et al., 2014).

QUESTION 4

Outline what part of this situation you would document. Why is it important to be objective in documenting these situations?

  • Answer The situation is that Louise considers the behaviour of Muhammad with the female disrespectful and lack of equality. At the workplace, all the employees are treated as fair equals. No one should be discriminated against as per their caste, religion or gender (Wintgens, 2016).
Case study 4: 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?
  • Answer I do not think that Delores is right in this situation. As we can’t choose our customer by ourselves or by their behaviour. We could not deny selling or dealing with our clients as this is against the law. So, Delores cannot refuse for dealing with the customers in these cases or matters (Wintgens, 2016).
  • Question 2
  • What are the employer’s legal requirements?
  • Answer The legal requirements of the employer includes the racial discrimination act, in which any of the individuals do not have the right to racially discriminate against another individual(Wintgens, 2016).

Question 3

  • As Delores‘s manager, how should you deal with this issue?
  • Answer If I was the manager of Delores, I would manage this issue by handling the customer with accurate and kind behaviour and telling him about the laws and regulations under the racial discrimination act. I would also suggest to Delores that he must every customer with polite manner (Wintgens, 2016).
Case study 5: Jackie

At lunch your colleague, Jackie, expresses a concern to you. She has recently disclosed information about her mental illness to your team leader, Kelly, who she has always gotten along well with. Kelly was shocked and said ‘well that explains everything, you should consider taking some leave’ Jackie feels as though Kelly has excluded her from general office conversations and work discussions since and has overheard Kelly telling other staff in the lunch room that ‘you’re crazy’ and ‘unstable’. Jackie doesn’t know what to do.

Question 1

  • What should Jackie do?
  • AnswerJackie must communicate with her senior manager regarding her condition. The senior manager then should communicate with Kelly and should make her realise her mistake. Jackie must not take much pressure regarding this matter(Wintgens, 2016).

Question 2

What federal and Victorian legislation applies in this situation?

  • Answer Victorian and federal legislation apply here are:
  1. a) Fair Work act 2009
  2. b) Disability discrimination act 1992
  3. c) Australian Human Rights Commission Act 1986

Question 3

It is some months down the track and Jackie has not been able to resolve the conflict through informal channels. She has made a formal complaint against Kelly. In dot point, outline the formal process to be followed by the HR Manager under the Complaints procedure (Wintgens, 2016).

  • Answer The process includes:
  1. The HR manager must resolve this matter as soon as possible.
  2. He must communicate with Kelly and suggest to her about the disability discrimination act.
  3. The HR manager must give proper information to Kelly about the mental situation as it is a very serious matter and we should discriminate against anyone regarding his or her mental condition (Wintgens, 2016).
Case study 6: Will

Will is multi-lingual and very popular with customers of Ellia Hotel because of his language and customer skills but he has been homeless for six months and his manager at Marino Enterprises has just been given this information through another employee.

Will hasn’t missed one shift nor has he looked unclean or untidy. He has been caught taking food from the kitchen bins by the employee who has reported it. The manager has fired Will on the spot.

Question 1

  • Has Will done anything wrong?
  • Answer No, I do not think that Will has done anything wrong in this situation as he was just searching for food from the bins(Derthick, 2013).
  • Question 2
  • Can Will claim unfair treatment or discrimination? Explain your response.
  • Answer Yes, Will should claim discrimination and unfair treatment. He can claim under the legislation of the Australian Human Rights Commission Act (Derthick, 2013).

Question 3

  • Make two suggestions of how Will’s situation could benefit Marino Enterprises.
  • Answer Two suggestions are:
  1. As Will was very popular among the customers of Mario enterprise because of his behaviour and language, he must not be fired as this can affect the customers of Marino enterprise (Nelken, 2017).
  2. The nature of the behaviour of Will towards customers was appropriate and efficient, this will attract more customers.
Case study 6: Reflection

Think about a time that you felt as though your own prejudices have impacted a personal interaction, either with someone that you have worked with or someone you have come across in your day-to-day life.

Question 1

  • Outline the situation and describe how you would demonstrate respect, understanding and acceptance to that person in the same situation now.
  • Answer Once I was working in an organization named Marino Enterprise, there was an employee named Ashton Stark. He regularly taunts me regarding my age and caste. I felt very awkward around him and did not like him at all. I tried to ignore his comments and taunts regarding my caste and my age. But it was all now going above the limits. I felt stressed and I also could not focus on my work because of his comments. Then on one day, I decided to take this matter to top management and I put this matter forward to the senior authorities. Then they took action against him under the Age and racial discrimination act. Then he was fired from the job and I felt very relieved after this. So, at the workplace doing discrimination is a kind of crime and one should not attempt this as the other person can be demotivated (Nelken, 2017).

 

 

What do I need to hand in for this task?Have I completed this?
Your answers to all questionso

 

Assessment Task 3
Unit Code:   BSBDIV501
Unit Title:     Manage diversity in the workplace

 

 

STUDENT DECLARATION: I declare that no part of this assessment has been copied from any other person’s work, except where due acknowledgment is made in the text, and no part of this assessment has been written for me by any other person except where such collaboration has been authorised by the assessor concerned.

 

Student Signature:  _________________________________________    Date:  ____/____/_______

Student Name:
Student  ID:
Trainer/Assessor Name:
ResultResult

(Please Circle)

S  |  NS

S = Satisfactory      NS = Not Satisfactory

Marking criteria – Student must demonstrate satisfactory performance in each task to be deemed                   Satisfactory.

Assessor’s feedback / date for re-assessment if required:
Assessors signature:Date:

 

ASSESSMENT TASK 3: PROMOTE DIVERSITY

Task summary

  • For this task you are required to identify a training need and present the topic to the class for the purpose of education, fostering respect and promoting the benefits of diversity.

Resources and equipment required to complete this task

  • Access to textbooks and other learning materials.
  • Access to a computer, printer, the Internet, word processing and presentation package software (such as Microsoft Word and PowerPoint).
  • Audio visual equipment.
  • Case studies from Assessment Task 2.

When and where should the task be completed?

  • Part A of this task may be done in your own time as homework or you may be given time to do this task in class. Part B of this task will be completed in class time.
  • Your assessor will provide you with the due date for this assessment.

What needs to be submitted?

  • Part A – Memo.
  • Part B – Student is not required to submit anything.

Instructions

  • This assessment task requires you to identify a diversity related training need and present the topic to your class. The topic should be related to one of the topics presented in the case studies in Assessment Task 2.
Part A
  1. Firstly, in a brief memo to your assessor, identify the training need to address the particular issue of difference and discuss at least three ways that a company could promote their diversity policy to staff. Submit your word processed memo to your assessor.

Answer

To: The Assessor

From: HR Department

Date: 9-03-2022

Subject: Regarding Training for Diversity Policy

In our organisation the diverse that are involved in our department will like to start a training of diversity policy for the employees.

The training would include the cross-cultural overview organisation, sexual orientation, identify differences, conservative and liberal beliefs, ethnic city, race and rights among others that would be held after two weeks on the approval. The duration for completing it is one week.

The training would be started to inspire the harmony over the employs from that we could accomplish the following-

All voice and opinion would be heard and it would not contain the destructive criticism and it would lead to an entire usual benefit.

Oriented by the policies of anti discriminatory.

Holding the virtues that would promote the usual benefit for staff would strengthen our relations by one another. By having a force of collaborative things than organisation could make their vision and mission a reality.

The cultivated I was brainstorming in which teams of cross functional composed of various ethnicity and gender that would collaborate.

Part B
  1. Prepare and present the topic to your class. The purpose of the presentation is to:
  • Promote the benefits of diversity in the workplace, including how diversity could enhance products/services and contribute to a competitive advantage.
  • Educate staff on your diversity policy and the Marino Enterprises complaints procedure (this should be referenced rather than step-by-step introduction).
  • Educate staff on the issue of difference that you have chosen.

You will have 20 minutes for your presentation. You are required to use a presentation package and audio visual equipment but you have creative freedom to present the information in the most engaging and interesting way as long as it is appropriate. You may make the use of images, videos, role plays, facts and figures, tables, etc if you chose.

Your assessor will be looking to see that you:

  • Demonstrate respect for the differences you are presenting.

For example, this might include being an advocate during the discussion, being well informed on the topic and discussing the benefits of diversity and why this is important.

  • Encourage diversity and sell the benefits of working effectively in a diverse workplace such as Marino Enterprises.

For example, diversity gives the opportunity for people to learn skills and knowledge from people with different skills/knowledge to themselves; it gives a chance to learn about different cultures, religions, food, the way people live, a different language, history of a country or place, it may open job opportunities, workplaces may offer flexible working arrangements for everyone not just those that need it.

  • Help your class members acknowledge issues relating to workplace diversity.

For example, this might include asking questions of the audience to gauge their understanding and acceptance and responding with information that aligns with the legal framework, polices and the company’s commitment to diversity and giving staff the opportunity to view their opinions and views.

  • Identify diversity factors and give examples of diversity in the workplace.

This might involve being well informed of your topic and providing sound facts and figures and examples of diversity that are discussed in the case studies (or other case studies).

 

 

What do I need to hand in for this task?Have I completed this?
Part A – Memoo
Part B – You do not need to submit anythingNA

UNIT SUMMARY SHEET

BSBDIV501 Manage diversity in the workplace

This form is to be completed by the assessor and used as a final record of student competency. All student submissions are to be attached to this summary sheet before placing on the students file.
Student Name:
Student ID No:

 

Please attach the following documentation to this formResult

(Please Circle)

S = Satisfactory

NS = Not Satisfactory

Assessment Task 1Case studyS  |  NS
Assessment Task 2PresentationS  |  NS
Assessment Task 3ProjectS  |  NS
Final Assessment Result for this unit

C – Competent, NYC – Not yet Competent (Please Circle)

C  /  NYC

Marking Criteria – Student must demonstrate satisfactory performance in each assessment task to be deemed competent in this unit.

Assessor Feedback:

………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

Assessor Declaration:  I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback

Signature:    ____________________________

Date:              ____/_____/_____

UNIT SUMMARY RECORD – Student copy

BSBDIV501 Manage diversity in the workplace

 

Note: To be removed by the Assessor and returned to the student

Student Name:
Student ID No:
Result

(Please Circle)

S = Satisfactory

NS = Not Satisfactory

Assessment Task 1Case studyS  |  NS
Assessment Task 2PresentationS  |  NS
Assessment Task 3ProjectS  |  NS
Final Assessment Result for this unit

C – Competent, NYC – Not yet Competent (Please Circle)

C  /  NYC

Assessor Feedback:

………………………………………………………………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………………………………………………………………

Assessor Declaration:  I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback

Signature:    ____________________________

Date:               ____/_____/_____

 

……………………………………………………………………………………………………………………………..

please cut here

Assessor Declaration: (to be filled out and given to the student when assessment is handed in)

BSBDIV501 Manage diversity in the workplace

Student Name:
Student ID No:

Student has submitted this assessment on  ____/_____/_____

Trainer Signature:               ____________________________

References

Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company1(1), 15-29.

Ohnos, T. (2021). Taiichi Ohnos Workplace Management.McGraw-Hill Education.

Berliner, J. S. (2013). Factory and Manager in the USSR.Harvard University Press.

Roberts, C., Davies, E., &Jupp, T. (2014). Language and discrimination.Routledge.

Grainer, M., Noble, C. H., Bitner, M. J., &Broetzmann, S. M. (2014). What unhappy customers want.MIT.

Wintgens, L. J. (2016). Legisprudence: practical reason in legislation. Routledge.

Derthick, M. (2013). The influence of federal grants.Harvard University Press.

Nelken, D. (2017). Using the concept of legal culture (pp. 279-303).Routledge.

 

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