Developing and implementing a diversity policy

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Developing and implementing a diversity policy
Student’s name
Name of the university
Authors note

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Task 1: legislation
Introduction
Organizational work environment policy (workplace diversity policy) was implemented
to enhance, promote and at the same time support diversity at the work place within an
organization. This policy is applicable to an organization’s staff members and other stake
holders. It major purpose is to clearly highlight out the key requirements regarding the
management of diversity at the work place.
Diversity is the practice by an organization to employ individuals having a variety of
differences. These may be in terms of tribal backgrounds, age, and gender and so on. Regarding
the legal requirements of equal employment opportunity and anti discrimination, organizations
are required to create discrimination free workplace environments. Employers are therefore
required under the duty to know their rights and duties. This specifically involves observing
human rights together with the anti discrimination laws. Observing and enhancing such laws
comes with benefits such as increase in efficiency and productivity.
Legislation
The workplace diversity policy is evidently provided for under clause 65 of the
agreement of 2012-2014. This agreement specifies the acceptable work conditions and this was
carried out in line with the Public Service Act of 1999, the 1988 Privacy Act, and the Fair Work
Act of 2009. Among other legal codes of practice includes the disability Discrimination act of
1992 and the sex discrimination Act of 1984.
Legislative principles of equity and diversity in an organization

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According to the (Australian commission of safety and equality, 2014), principles such
fairness, equity and a diverse workplace environment should be enhanced. For instance, it would
be unethical to discriminate persons with disabilities provide that such people can effectively
perform their responsibilities.
Objectives of the program
The general goal of the policy is to promote diverse working environments among
organizations with in Australia. Additionally, the policy is aimed at providing further education
and at the same time prevent king of harassment, discrimination at the work place. Some of the
objectives of the equity and diversity program such as increasing innovation.
Description of the selected codes of practice
The sex discrimination act of 1984
Under the Australian law, it is highly unlawful for an organization to discriminate against
individuals depending on the sex, marital status, pregnancy or possibility of being pregnant.
Additionally it is also an illegal act to lay off a person especially a woman due to family duties.
Sexual harassment is also another offense that is against diversity policy. Since people of
different categories can be subjected to such discriminations, it is upon each and every person to
know their rights while at the work place. Different Australian states have several laws
regarding sex discrimination. For example the Anti-Discrimination Act of 1991 in Queensland,
the 1995 Equal Opportunity Act of Victoria and The New South Wales Anti- Discrimination Act
of 1997.

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The public service act of 1999
This particular act provides for acceptable working conditions that organizations should
follow and uphold. This act mainly focuses on cases involving breach of breach of code of
conduct between the employer and or an employee (Law Council of Australia, 2019). The
breach of these requirements under this law calls for punishments such as suspensions from
work, sanctions and so many others. Therefore, this law under the organizational working
environment significantly contributes towards the development of the diversity policy
(Australian Government, 2015). This would be possibly done through practices to such as
maintaining clear employee to employer working conditions. Since each of the parties fully
understands their roles, it becomes difficult to violate the terms of working within the
organization.
The disability DISCRIMINATION ACT OF 1992
Discrimination refers to a case where an individual is not equally treated as others within
the same environment. In the Australian community this type f unlawful behavior can be
manifested in areas of public life such as employment, education, and access to public places
among others. This particular was enacted to act as a protective strategy for the disabled
individuals within the country. This law is operational under a variety of standards and these
may include access to transport facilities, education and other premises among others.

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The Privacy act of 1988
This particular Act deals with privacy and this is provided for under section 14 of the act.
It stipulates the rights to privacy ranging from information privacy and so on. These guidelines
of the law are applicable to all government agencies private sector organizations and other
entities within the country. According to this law, an individual has the right to know why
personal is collected and only the relevant information needs to be obtained. It is such guidelines
that require the need for the thirteen Australian privacy principles of such as collection, use,
disclosure and so on (CPA Australia, 2018). The failure to observe such guidelines would imply
a breach of the legal procedures. Therefore, for the purpose of upholding such a law, an
organization should ensure privacy of all the collected information concerning its workers.
The fair work act of 2009
This act is among the major common wealth laws that govern the employment of all
workers within the country. Under this law the terms and conditions of work place together with
the responsibilities and duties of workers are specified. According to this law, workers and
employees have the right to request for flexible working conditions, rewards, notices regarding
termination of contracts and so many others (SHRM India Content Team, 2017). By providing
for such provisions, the law is applicable to all workers irrespective of their sex, age or ethnicity
and background. Such a law therefore provides for conducive working environments and at the
same time controls tendencies of exploitation of workers. Al the above laws are some of the
possible Australian national legal practices that are applicable to the development of the diversity
policy.

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Task 2: Observation checklist
Diversity in the business and the organizational environment is increasingly becoming
very vital and important. In various countries for example, organizations are continuously
turning towards activities such as diversity audits so as to fully comply with the law. On the
other hand however, diversity within an organization requires more than just gaining access to
the available opportunities that an organization can have access to (Australian Government,
2012). One can fully claim that having a diversified organization comes with several benefits
resulting from having employees with differing backgrounds. Among other benefits that can be
obtained from diversity includes the increased staff retention possibilities, improved customer
satisfaction, possibility of new and innovative idea and concepts among others (Australian
Government, 2019).
The management of diversity includes a variety of steps and stages and it is through such
steps that dynamic work forces are created. It therefore goes further than just complying with
the law to create equal opportunities for all individuals. Processes aimed at identifying
individual differences and capabilities are continuously undertaken. All such activities are
primarily aimed at making use of such individual traits and this is done through what is known as
an organ9sational checklist. A checklist can be referred to as a tool or method that can be used in
determining the operational capacity of an organization against its structural and other processes
of obtaining effective governance. When carrying out a checklist, several steps are involved
within the process and these include the following a explained below: