BSBDIV501 Manage Diversity in the Workplace Assessment 2022

Developed by ACTE
This document is a Student Assessment Pack
for the above Unit of Competency and is to be
completed by a student to demonstrate his/her
competency.
STUDENT ASSESSMENT PACK
BSBDIV501
Manage Diversity in The Workplace
Training Package: SIT - Tourism, Travel and Hospitality Training Package
Qualification code/name: SIT40516 Certificate IV in Commercial Cookery

Adelaide College of Technical Education
Table of Contents
Purpose of Assessment................................................................................................................ 4
Target Group................................................................................................................................................ 4
Selected Methods and Intended Use............................................................................................................ 4
Standard Instructions for Assessor/Trainer................................................................................4
Standard Instructions for Learners..............................................................................................4
Assessment Cover Sheet............................................................................................................................. 4
How your assessments will be marked......................................................................................................... 4
Assessment Appeals.................................................................................................................................... 5
Reasonable Adjustment................................................................................................................................ 5
Recognition of Prior Learning (RPL)............................................................................................................. 5
National Recognition / Credit Transfer.......................................................................................................... 5
Support Services.......................................................................................................................................... 5
Plagiarism..................................................................................................................................................... 6
Evidence Requirements................................................................................................................. 6
Documents to be attached along with each Summative and practical Assessment Submission..................6
Assessor Expectations................................................................................................................................. 7
Resources for Learner................................................................................................................... 7
Resources for Trainer / Assessor.................................................................................................7
Procedure to Login to Futura........................................................................................................7
Format for Written Submissions...................................................................................................8
Overview......................................................................................................................................... 9
Elements....................................................................................................................................................... 9
When to Commence your Assessment......................................................................................................... 9
Assessment Methods................................................................................................................................... 9
Assessment Definitions................................................................................................................................ 9
Assessment Method One – Check Points..................................................................................11
Assessment Method Two - Quiz.................................................................................................12
Assessment Receipt.................................................................................................................... 13
Assessment Preparation Checklist............................................................................................14
Assessment Method Three – Written Response Assessment..................................................15
Assessment Method Four – Practical Task................................................................................24
Facilitators Guide......................................................................................................................... 29
Advice to Assessors................................................................................................................................... 30
Certificate IV Qualification Type Descriptor................................................................................................ 32
Assessment Response Guide..................................................................................................................... 33
Assessment Marking Guide........................................................................................................................ 34
Assessment Record and Feedback............................................................................................................ 35
TASK 1.......................................................................................................................................... 36
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TASK 2.......................................................................................................................................... 36
TASK 3.......................................................................................................................................... 36
TASK 4.......................................................................................................................................... 36
Foundation Skills......................................................................................................................... 38
Performance Evidence................................................................................................................. 39
Knowledge Evidence................................................................................................................... 40
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Purpose of Assessment
Purpose of this assessment is to check that the competency should be achieved on all elements of
managing 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.
Target Group
ACTE’s learners enrolled in the unit BSBDIV501 Manage diversity in the workplace must have
basic literacy and numeracy skills who are either experienced or having no experience of working
in a professional environment.
Selected Methods and Intended Use
Methods used to achieve competency in this unit of competency (UOC) are Check Points, Quizzes
and Written Response Questions that must be completed in a simulated online environment
through Futura website http://moodle.futuraonline.com.au and Practical Demonstration to your
Trainer. Your submissions will be used by trainers and assessors of ACTE as evidence in
achieving competency of the above mentioned unit.
Standard Instructions for Assessor/Trainer
The Trainer / Assessor should inform all the learners that all the tasks should be linked with
moodle on Futura online website and help can be taken from available resources.
Standard Instructions for Learners
 Hand written assignments will not be accepted, assignments should be prepared in
Microsoft Office. Refer to the enclosed Style Guide.
 When answering the tasks use your own words and also refer to the given Scenario.
 Unit competency together with performance and assessment criteria can be accessed from
https://training.gov.au/Training/Details/BSBDIV501
Assessment Cover Sheet
At the beginning of each task in this Pack, you will find an Assessment 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
Assessment Cover Sheet.
How your assessments will be marked
When the assessor marks your assessment tasks, the outcome will be either Satisfactory or Not
Satisfactory:
SATISFACTORY Your responses to the assessment task have met the required unit
assessment criteria.
NOT SATISFACTORY Your responses to the assessment task have not met the required
assessment criteria. Additional learning or practice is required.
Your assessor will make arrangements to conduct a further assessment of
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this task once you have undertaken additional practice/learning.
You must achieve a ‘Satisfactory’ result for all assessment tasks to be deemed competent for this
unit.
Assessment Appeals
You can make an appeal about an assessment decision by putting it in writing and sending it
to us. Refer to your Student Handbook for more information about our appeals process.
Reasonable Adjustment
A reasonable adjustment is any measure or action that a student requires because of their
disability, and which has the effect of assisting the student to access and participate in education
and training on the same basis as students without a disability. An adjustment is reasonable if it
achieves this purpose while taking into account factors such as the nature of the student’s
disability, the views of the student, the potential effect of the adjustment on the student and others
who might be affected, and the costs and benefits of making the adjustment. ACTE will also
maintain the academic integrity of a course and to consider the requirements or components that
are inherent or essential to its nature when assessing whether an adjustment is reasonable. There
may be more than one adjustment that is reasonable in a given set of circumstances; ACTE will
make adjustments that are reasonable and that do not cause the RTO unjustifiable hardship.
Recognition of Prior Learning (RPL)
RPL is a formal process that recognises skills developed through previous training, work or life
experience, which match a unit of competency in a training course. If you believe you already have
the skills covered in this unit of competency, discuss this with your trainer, who will provide you
with instructions for applying for RPL.
National Recognition / Credit Transfer
Qualifications or statements of attainment issued by other Registered Training Organisations are
recognised by the College. Where this unit of competency is equivalent to a unit of competency
previously completed with another provider, credit transfer will be offered and the course length
adjusted accordingly. It is the responsibility of the student to provide the relevant evidence of
qualifications or statements of attainment issued by other Registered Training Organisations, which
will be verified by the College prior to credit transfer being applied.
Support Services
Your trainer/assessor is able to clarify any aspect of an assessment task prior to it being
administered. This may include clarifying: knowledge and skills covered during the training
program; the meaning of written assessment questions; performance standards for practical
assessments; and marking criteria.
Once the assessment process has commenced however, the assessor is not able to provide
any intervention or guidance, unless it is to prevent an unsafe act from being performed.
Please ask for help when you need it, as your trainer/assessor may not be aware that you have
not understood aspects of the training program, or are not feeling confident enough to engage in
assessment activities.
Plagiarism
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Plagiarism is using the words or ideas of others and presenting them as your own. Plagiarism is a
type of intellectual theft. It can take many forms, from deliberate cheating to accidentally copying
from a source without acknowledgement. In your assessments you must come up with your own
ideas, however, at times you may need to make reference to work that has been conducted by
others. Important points to be aware of:
 Know what plagiarism is. Go to this website if you require additional
information. http://www.plagiarism.org/
 Plan your work
 Reference your work / acknowledge all of your sources
What is Plagiarism? Retrieved May 2017, from http://www.plagiarism.org/plagiarism-101/what-is-plagiarism
Evidence Requirements
The evidence you submit as part of this assessment will be assessed by your trainer/assessor to
determine your competency. Your trainer/assessor will be guided by the following rules of
evidence when making their assessment decision.
Rule Evidence must...
Valid
• Address the elements and performance criteria
• Reflect the skills, knowledge and context described in the competency
standard
• Demonstrate the skills and knowledge are applied in real or simulated
workplace situations
Current • Demonstrate the Learner's current skills and knowledge
• Comply with current standards
Sufficient
• Demonstrate competence over a period of time
• Demonstrate competence that is able to be repeated
• Comply with language, literacy and numeracy levels which match those
required by the work task (not beyond)
Authentic • Be the work of the learner
• Be able to be verified as genuine
Documents to be attached along with each Summative and practical
Assessment Submission
 Completed Cover Sheet for summative and practical assessments- Refer to the
enclosed Cover Sheet.
 Assessment Preparation Checklist. Refer to the enclosed Checklist.
 Answers of the Written Questions.
Assessor Expectations
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All Tasks should be answered with a minimum of half (½) page length per question/activity/issue,
unless otherwise advised, or to be answered as per the requirement of the Task in an appropriate
manner.
Resources for Learner
 Futura Website; and/or Online Futura Portal
 Other Websites (References should be included in any submission. Referencing
guidelines are available in the Student handbook.)
Resources for Trainer / Assessor
 Futura Website; and online Futura portal
 Other Websites related to the unit.
Procedure to Login to Futura
Go the following link http://moodle.futuraonline.com.au
Enter the user name and password provided to you by your Trainer.
Consulting Trainers
Last date of Submission
Submitted to
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Format for Written Submissions
You are required to use a word processing program such as Microsoft Word to compile your report.
The following guidelines for your report (wherever required) is a suggested style guide. Submission
of assignment can also be done in other formats which should be clearly readable and legitimate.
Format of the report
1. Assessment Cover Sheet
2. Title of the report
• Arial, Size 14 pt., Bold
3. Headings
• Arial, Size 12 pt., Bold
4. Text
• Arial, Size 11 pt.
5. Table Content
• Arial, Size 10 pt.
6. Line Spacing
• 1.5
7. Report length
• The number of words is detailed in the instructions/task description for each
individual assessment method.
8. Presentations are to be created in presentation software such as Microsoft PowerPoint.
Resources such as overhead/data projector, whiteboard markers, speakers, pen pointers,
and presentation screens will be provided.
Your Trainer/Assessor will guide you through the assessment method/requirements for each
period.
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Overview
This unit describes the 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.
It applies to individuals who direct the work of others in teams of variable sizes. They may
work with staff from different cultures, races, religions, generations, or other forms of
difference in any industry context.
Elements
To achieve competency in this unit you must demonstrate your ability to:
 Implement diversity policy.
 Foster respect for diversity in the work team.
 Promote the benefits of diversity.
When to Commence your Assessment
Your training facilitator / assessor will advise you when to commence the parts of this assessment
by taking signature on Learner Preparation Checklist.
Assessment Methods
In order to be deemed competent in this unit you must competently complete all the following
assessment tasks:
Method & Purpose Description
Assessment Method One
• Check Points
• Formative Assessment
• Online portal
Checkpoint to be completed on the online Futura Portal
comprise of all relevant performance criteria.
Assessment Method Two
• Quiz
• Formative Assessment
• Online portal
Quiz to be completed in online Futura Portal comprises of all
relevant performance criteria.
Assessment Method Three
• Written Assessment
• Summative Assessment
• Typed in MS Word
Written assessment is short answer questions to be completed
in MS Word comprises of all performance criteria.
Assessment Method Four
• Roleplay and Group Discussion
• Summative Assessment
The Learner must demonstrate practical competency in a task
and the related skill to be observed by the trainer
Assessment Definitions
Formative assessment: The goal of formative assessment is to monitor student learning to
provide ongoing feedback that can be used by instructors to improve their teaching and by
students to improve their learning. More specifically, formative assessments:
• Help students identify their strengths and weaknesses and target areas that need work; and
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• Help faculty recognise where students are struggling and address problems immediately
Formative assessments are generally low stakes, which means that they have low or no point
value.
Examples of formative assessments include asking students to:
• Draw a concept map in class to represent their understanding of a topic;
• Submit one or two sentences identifying the main point of a lecture; and
• Turn in a research proposal for early feedback.
Summative assessment: The goal of summative assessment is to evaluate student learning at
the end of an instructional unit by comparing it against some standard or benchmark. Summative
assessments are often high stakes, which means that they have a high point value. Examples of
summative assessments include:
• A mid unit assessment;
• A final project;
• A paper; and/or
• A role play.
Information from summative assessments can be used formatively when students or faculty use it
to guide their efforts and activities in subsequent courses.
Assignment: A task or piece of work allocated to someone as part of a job or course of study.
Project: an individual or collaborative enterprise that is carefully planned to achieve a particular
aim.
Written Response: In a response submission, you do assess the item you’ve been assigned to
observe, but you add your personal reaction and impressions to the report. The steps for
completing response submission are:
• Observe or read the piece for an initial understanding;
• Re-read the piece and stop to reflect often;
• Record your thoughts and impressions in notes;
• Develop an opinion; and
• Write an outline.
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Assessment Method One – Check Points
Online Assessment
Go the following link http://moodle.futuraonline.com.au
Enter the user name and password provided to you by your Trainer.
Ensure that you have completed all the check points within the unit.
 Checkpoints are to be completed on the online Futura portal using your student user ID/login so no
assignment coversheet is needed.
 This formative assessment will be marked automatically by the online portal and feedback will be
provided automatically.
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Assessment Method Two - Quiz
Online Assessment
Go the following link http://moodle.futuraonline.com.au
Enter the user name and password provided to you by your Trainer.
Ensure that you have completed the e-Quiz of the unit before the due date.
 Quiz is to be completed on the online Futura portal using your student’s user ID/login so no
assignment coversheet is needed.
 This formative assessment will be marked automatically by the online portal and feedback will be
provided automatically.
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Assessment Receipt
Student Name
Student Number
Receipt of Assignment
Receiver’s Signature Date
I certify that this assignment is my own work based on my personal study and/or research and that
I have acknowledged all materials and resources used in the preparation of this assignment
whether they are books, articles, reports, lecture notes and any other kind of document, electronic
or personal communications. I also certify that the assignment has not previously been submitted
for assessment in any award or course and that I have not copied in part or whole or otherwise
plagarised the work of other students and/or persons. I have read the advice on plagiarism and
understood its implications. I can produce another hard/soft copy of this assignment within 24
hours if requested.
Student Signature Date
Qualification Code SIT40516 Qualification Name Certificate IV in Commercial Cookery
Unit Code BSBDIV501 Unit Name Manage diversity in the workplace
Due date Trainer/Assessor
This assignment will not be marked unless the the above declaration is signed
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Assessment Preparation Checklist
Unit/s of Competency BSBDIV501 Manage diversity in the workplace
Learner Name
Assessor Name
 As the Learner are you ready for assessment? Yes  No 
 Has the assessment process been explained to you and
that to achieve a successful outcome for this unit of
Competency you must be deemed Satisfactory in all
assessment tasks?
Yes  No 
 Do you understand The Recognition of Prior Learning
(RPL) process? Yes  No 
 Do you understand which evidence is to be collected
and how? Yes  No 
 Do you understand your rights and the appeal system? Yes  No 
 Have you discussed any special needs that should be
considered during the assessment process? Yes  No 
 Do you want to discuss any special needs that should
be considered during the assessment process? Yes  No 
Details:
I agree to undertake this assessment in the knowledge that the information gathered will only be
used for the purpose of determining my skills as Satisfactory or Not Satisfactory for each
assessment method. Additionally, the information gathered is for the determination of my
Competency by the collection of all assessment evidence for this unit of competency and can
only be accessed by my workplace supervisor, my RTO and nominated regulatory authorities.
Learner Signature
Assessor Signature
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Assessment Method Three – Written Response Assessment
Assessment Tasks and Instructions
Student Name
Student Number
Course and Code SIT40516 Certificate IV in Commercial Cookery
Unit(s) of Competency and Code(s) BSBDIV501 Manage diversity in the workplace
Trainer/Assessor
Assessment for this Unit of
Competency/Cluster
Details
Assessment 1 Written Assessment
Reasonable Adjustment
1. Has reasonable adjustment been applied to this assessment?
No No further information required
Yes Complete 2.
2. Provide details for the requirements and provisions for adjustment of assessment:
Student to complete
My assessor has discussed the adjustments with me
I agree to the adjustments applied to this assessment
Signature Date
2nd Assessor to complete
I agree the adjustments applied to this assessment are reasonable
Name
Signature Date
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Assessment Guidelines
What will be assessed
The purpose of this assessment is to assess your underpinning knowledge to complete the tasks outlined in
the elements and performance criteria for this unit of competency and relating to the following aspects:
 outline formal and informal complaints procedures
 identify and outline key features of relevant current legislation regarding:
o age discrimination
o disability discrimination
o racial discrimination
o sex discrimination
o human rights
o equal opportunity
Place/Location where assessment will be conducted
ACTE
Resources Requirement: Internet access, Access to your futura platform, Access to any notes provided by
the trainer
Instructions for assessment including WHS requirements
You are required to address all questions to achieve competence. Your trainer will provide you with
instructions for time frames and dates to complete this assessment. Once completed, carefully read the
responses you have provided and check for completeness. Your trainer will provide you with feedback and
the result you have achieved.
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Statement of Authenticity
I acknowledge that I understand the requirements to complete the assessment tasks
The assessment process including the provisions for re-submitting and academic appeals were
explained to me and I understand these processes
I understand the consequences of plagiarism and confirm that this is my own work and I have
acknowledged or referenced all sources of information I have used for the purpose of this
assessment
Student Signature: Date: / /201
This assessment: First Attempt 2nd
Attempt
3nd
Attempt Extension Date: / /
RESULT OF
ASSESSMENT Satisfactory Not Yet Satisfactory
Feedback to Student:
Assessor(s)
Signature(s): Date: / /
Student Signature Date: / /
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ASSESSMENT A1
QUESTION ANSWERS
Question 1: List 6 prohibited areas of discrimination your company’s diversity policy should
address.
a) Sex
b) Pregnancy
c) Race, Colour
d) Age
e) Homosexuality
f) Religion and culture
Question 2: List 3 examples of policies that may cover aspects of businesses operations
affected by diversity
a) Vision statements
b) Recruitment and induction practices
c) Anti-bullying, anti-harrasment and grievance procedures
Question 3: When should staff be made aware of the diversity policy?
All staff should be made aware of the business’ policies on diversity in the workplace during
their induction process.
Question 4: Name 2 ways of prompting the diversity policy
 Displaying the policy on noticeboards and other public areas
 Distributing copies of the policy to staff during the induction process or via e-mail or
hardcopy whenever there is an alternation.
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Question 5: What should you do if you discover areas of the anti-discrimination legislation
which are not fully addressed by your diversity policy in your workplace?
If you find areas of the diversity policy which do not fully address the current anti-discrimination
legislation then you must address them. This may involve providing feedback to the relevant
colleagues to ensure the policy is updated and also communicating the changes to the
management and staff.
Question 6: What can happen if your own prejudices cause discrimination during the
employment process and a candidate is dissatisfied?
The person can complain to the Anti-discrimination Board
Question 7: List 2 benefits of selecting a socially diverse workforce.
a) It creates innovation
b) It grows a talent pool
Question 8: List 3 types of training you may need to offer staff to help deal with cultural
difference in your team.
a) Cultural Diversity training
b) Interpersonal training
c) Language training
Question 9: List 3 examples of issues caused by cultural differences that can cause tensions
between staff.
a) Difficulty in managing global workforce
b) Influence on workplace harmony
c) Discrimination issue
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Question 10: How can you manage staff tensions and assist staff in working effectively with
each other?
a) Establishing staff rules and regulations
b) Creating a channel for communication
c) Training staffs
d) Giving immediate attention to complaints and deal with them
e) Listening to both parties and know the facts
f) Finding common ground and encouraging compromise
Question 11: Who should ideally be in charge when investigating complaints relating to
bullying, racial vilification, sexual harassment or violence?
Manager
Question 12: An employer can be held liable for any unlawful workplace behaviour unless they
can prove what?
An employer can be held liable for any unlawful behaviour unless they can prove that all
reasonable steps have been implemented to avert unlawful behaviour.. That is why record
keeping is necessary.
Question 13: What are some ways businesses can promote diversity?
Businesses can promote diversity internally as well in order to help build the corporate culture
and to encourage acceptance of others among staff. Newsletter, staff meetings, bulletins and
other forums can be used to keep the issue at the forefront of the people’s mind.
Question 14: Give an example of how you can use the skills from a cultural diverse workforce
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to improve products or services in your industry.
To increase productivity can improve the problem. The Staffs who feel that they are in an
inclusive environment and their cultural identifies are valued are happier and way more
motivated. With the same, they are less likely to leave the organisation and can work freely to
achieve their full potential.
Question 15: Match the following pieces of legislation with their corresponding description.
1. Age Discrimination
Act 2004
2. Disability
Discrimination Act
1992
3. Racial Discrimination
Act 1975
4. Sex Discrimination
Act 1984
5. Australian Human
Rights Commission
Act 1986
protects younger and older people from unlawful treatment on the
basis of their age
protects against discrimination on the basis of a disability
Protects against discrimination on the basis of ethnic extraction, skin
colour, descent, national origin, etc.
protects against discrimination on the basis of sex, marital status or
pregnancy
Established the Australian Human Rights Commission, gives it
powers and defines discrimination
Question 16: List the 2 main ways which can be used to lodge and handle a complaint:
1. Within the workplace, following the guidelines and procedures in place
2. Involving a government agency such as an Anti-discrimination Board.
Question 17: List 4 types of complaints which must be investigated formally:
a) Violence
b) Sexual harassment
c) Racial vilification
d) Bullying
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Question 18: The HR manager asks you to investigate a sexual harassment claim which has
occurred yesterday in the catering department. In brief, outline the steps you
should take to address this complaint in a professional manner.
A) Need to investigate the issue impartially, as the point of the investigation to ascertain
the truth of the matter, regardless of who is involved. It is illegal and highly unethical to
pressure the claimant, the defendant or the investigator in any way, shape or form.
B) Ask the complaint if any assistance is required and then provide it. Ask for the
complaint to be put into writing and familiarise yourself with the relevant policies,
procedures and personal actions.
ASSESSMENT A2
DESCRIPTIVE QUESTIONS
This assessment consists of a series of tasks which include:
 research of legislation – key aspects, requirements and complaint processes identification of current initiatives and the potential for integrating these in the management of a
diverse workforce development of a diversity policy which can be implemented in a diverse workplace based on the
values identified from the current projects and based on legal requirements identified development of an anti-bullying/anti-harassment policy with clear procedures for informal and
formal complaint stages
You are required to address all tasks set out below. The website link provided is current as of 27
September 2014 including the information relating to current initiatives. Whilst EEO legislation covers
the general aspects related to Equal Opportunity Employment, the intention of this project is to identify
contemporary aspects which would be beneficial for a diverse team in the workplace. You are
encouraged to evaluate current programs and identify which aspects can be implemented in a
sustainable manner in industry.
1. Go to the website https://www.humanrights.gov.au/our-work/legal/legislation and identify the
purpose of the following Acts – what is covered, who does this apply to and what is the
relevance in a workplace?

Age Discrimination Act- As per the Act, Young, old and everyone in between – Australians
of all ages have the right to be treated fairly and to enjoy the same opportunities as others.
It protects people from age discrimination in employment, the provision of goods and
services, education and the administration of Commonwealth laws and programs. It
ensures workplace fairness and employee protection.
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 Disability Discrimination Act- The main purpose of this act is to eliminate discrimination
against people with disabilities. It makes it unlawful to discriminate against a person, in
many areas of public life, including employment, education, getting or using services,
renting or buying a house or unit, and accessing public places, because of their disability.
 Racial Discrimination Act- The main purpose of this act is to promote equality before the
law for all people regardless of race, colour or national or ethnic origin. It is unlawful to
discrimination against people on the basis of race, colour, descent or national or ethnic
origin. It deals with offensive behaviour because of race, colour or national or ethnic origin
in Australia.
 Sex Discrimination Act- It seeks to protect people from unfair treatment on the basis of their
sex, sexual orientation, gender identity, intersex status, marital or relationship status,
pregnancy and breastfeeding. It also protects workers with family responsibilities and
makes sexual harassment against the law.
 Australian Human Rights Commission Act- It articulates the Australian Human Rights
Commission role and responsibilities. Furthermore, it makes it unlawful to discriminate
against people because of their race, colour, sex, religion, political opinion (in employment
only), national extraction or social origin, age, medical record, irrelevant criminal record (in
employment only), impairment, marital status, mental, intellectual or psychiatric disability,
nationality, physical disability, sexual preference (in employment only) and trade union
activity (in employment only). The complaints that are made under this Act should be made
to the Australian Human Rights Commission.
2. Current projects that have been implemented as part of the national strategies for each of the
following acts can be found on the relevant areas of www.humanrights.gov.au. Review these
current projects and analyse the key factors and campaigns which would be beneficial and
could be adapted for managing a diverse workplace. Which potential benefits for a workplace
can you find in each of these projects?
 Age Discrimination Act- Workplace fairness, employee protection
 Disability Discrimination Act- protecting people with disability from the discriminatory
treatment in a wide range of areas including education, employment and access to
facilities, public areas and services.
 Racial Discrimination Act- It helps in ensuring that the employees of all backgrounds are
treated equally and have the same opportunities. This Act makes it against the law to treat
you unfairly, or to discriminate against you, on the grounds of race, colour, descent,
national or ethnic origin, and immigration status.
 Sex Discrimination Act- It gives much broader protection against sexual harassment to the
employees working in workplaces with multiple employees.
3. Choose 1 of the following options:
a) Considering the requirements, you have identified in Question 1 and the positives you have
analysed and identified in Question 2; develop a diversity policy which sufficiently covers all
aspects required to manage diversity in a contemporary, modern workplace which fosters
effective communication and promotes harmony and an inclusive team
Answer-
DIVERSITY POLICY
1. INTRODUCTION
Quintis Ltd and all its related bodies corporate (Quintis) are committed to workplace diversity. Quintis
recognises the benefits arising from employee and board diversity, including a broader pool of high
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quality employees, improving employee retention, accessing different perspectives and ideas and
benefiting from all available talent.
Diversity includes, but is not limited to, gender, age, ethnicity and cultural background.
To the extent practicable, Quintis will address the recommendations and guidance provided in the
ASX Corporate Governance Council’s Corporate Governance Principles and Recommendations (ASX
Principles).
Quintis is required to have its own employment related policy, and this Quintis policy (Diversity Policy)
is to complement that existing documentation. This Diversity Policy does not form part of an
employee’s contract of employment with Quintis, nor gives rise to contractual obligations. However,
to the extent that the Diversity Policy requires an employee to do or refrain from doing something
and at all times subject to legal obligations, this Diversity Policy forms a direction of Quintis with
which an employee is expected to comply.
2. OBJECTIVES
The Diversity Policy provides a framework for Quintis to achieve:
 A diverse and skilled workforce, leading to continuous improvement in service delivery and
achievement of corporate goals;
 A workplace culture characterised by inclusive practices and behaviours for the benefit of all
staff;
 Improved employment and career development opportunities for women;
 A work environment that values and utilises the contributions of employees with diverse
backgrounds, experiences and perspectives through improved awareness of the benefits of
workforce diversity and successful management of diversity; and
 A awareness in all staff of their rights and responsibilities with regards to fairness, equity and
respect for all aspects of diversity, collectively, the (Objectives).
The Diversity Policy does not impose on Quintis, its directors, officers, agents or employee any
obligation to engage in, or justification for engaging in, any conduct which is illegal or contrary to any
anti-discrimination or equal employment opportunity legislation or laws in any State or Territory of
Australia or of any foreign jurisdiction.
3. RESPONSIBILITIES
3.1 THE BOARD’S COMMITMENT
The Quintis Board is committed to workplace diversity, with a particular focus on supporting the
representation of women at the senior level of Quintis and on the Quintis Board.
Human Resources is responsible for developing measurable objectives and strategies to meet the
Objectives of the Diversity Policy (Measurable Objectives) and monitoring the progress of the
Measurable Objectives through the monitoring, evaluation and reporting mechanisms listed below:
Human Resources may also set Measurable Objectives for achieving gender diversity and monitor
their achievement.
The Board, collectively, will conduct all Board appointment processes in a manner that promotes
gender diversity, including establishing a structured approach for identifying a pool of candidates,
using external experts where necessary.
3.2 STRATEGIES
Quintis’ diversity strategies include:
 Recruiting from a diverse pool of candidates for all positions, including senior management and the
Board;
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 Reviewing succession plans to ensure an appropriate focus on diversity;
 Identifying specific factors to take account of in recruitment and selection processes to encourage
diversity;
 Developing programs to develop a broader pool of skilled and experienced senior management and
board candidates, including, workplace development programs, mentoring programs and targeted
training and development;
 Developing a culture which takes account of domestic responsibilities of employees; and
 Any other strategies the Board or Human Resources develops from time to time.
4. MONITORING AND EVALUATION
Human Resources will monitor the scope and currency of this policy.
Quintis is responsible for implementing, monitoring and reporting on the Measurable Objectives as
established by Human Resources.
In addition, the Board will review progress against the Objectives as a key performance indicator in
its annual performance assessment.
5. REPORTING
Human Resources will report annually to the Board on the achievement of the Objectives.
The Board will include in the Annual Report each year:
 Measurable Objectives, if any, set by the Board;
 Progress against the Objectives; and
 The proportion of women employees in the whole organisation, at senior management level and at
Board level
4. Develop a bullying/harassment policy that can be used in your workplace. The policy needs to
include:
(You may access and reference you state WHS legislation or Fairwork for specific requirements in
your state and the following link provides a checklist: Bullying Policy Checklist for employers
page - Comcare)
 The legal requirements set out by law
 Examples of what is defined as bullying and harassment and what is not
 A clear statement that will outline the processes and procedures to be followed in case
of any incident including the stages of informal and formal procedures
 A statement regarding how you will implement this policy in the workplace and ensure
that staff are trained and aware on an ongoing basis, as part of an integrated
consultation process
Answer-
1. Introduction
We are an equal opportunities employer. This means that we will make good faith efforts
to comply with the spirit and letter of the equality laws and other laws.
We will promote a good and harmonious working environment in which our employees will
be treated with dignity and respect. We will not bully them, nor will we discriminate
unlawfully against them or harass them on the “equality grounds”; which are-
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Sex Pregnancy or maternity Gender reassignment
Marital or
Civil partnership status
Religious or
similar philosophical
belief
Political
opinion
Racial group Sexual orientation Disability
Age
2. What is Harassment?
Harassment is unwanted conduct related to the equality grounds which damages, or which
is done with the aim of damaging, a person’s dignity or of creating an intimidating, hostile,
degrading, humiliating or offensive environment for that person.
Many forms of misbehaviour may amount to harassment; examples include:
 Physical conduct such as assaulting a person or making obscene gestures.
 Verbal conduct such as making racist, sexist, sectarian or homophobic
remarks; making derogatory comments about a person’s age or disability; or
singing songs of this nature.
 Visual or written material containing racist, sexist, sectarian, homophobic or
other derogatory words or pictures (e.g. in posters, graffiti, letters or emails).
 Isolating a person (e.g. “sending them to Coventry”) or refusing to co-operate
or help them at work or by excluding them from work-related social activities.
 Forcing a person to offer sexual favours or to take part in religious or political
activities.
3. What is Bullying?
Bullying is similar to harassment in the sense that it too is offensive, hostile or oppressive
behaviour. The main difference is that bullying behaviour need not be related to the
equality grounds, but may be done for other reasons, such as jealousy or personal dislike
or revenge or insecurity.
4. Implications of Harassment & Bullying
Harassment and bullying can damage the health, confidence, morale and performance of
employees who are affected by it. Harassment is unlawful under the equality laws.
Harassment and bullying may also be civil or criminal offences and may contravene health
and safety law.
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Quite apart from the legal implications, both harassment and bullying are contrary to the
standards of behaviour that we expect of our employees. Both types of behaviour are
unacceptable in our workplace and are not permitted or condoned. We will treat such
behaviour as misconduct which may warrant dismissal from employment.
5. Employees’ Rights
Our employees have a right to work in a good and harmonious environment that is free
from harassment and bullying and to complain about such behaviour should it occur.
We have established an internal grievance procedure to deal with such complaints
and we would encourage aggrieved employees to use it. All complaints will be dealt
with seriously, promptly and confidentially.
Our internal grievance procedure does not replace the right of aggrieved employees
to also pursue complaints to an Industrial Tribunal, the Fair Employment Tribunal or
to the courts. Those who wish to consider that option may obtain advice from the
Equality Commission in relation to incidents of harassment (telephone: [phone]
600), or from the Labour Relations Agency in relation to incidents of bullying
(telephone: [phone]).
Employees who make complaints, and others who give evidence or information in
connection with such complaints, will not be victimised (i.e. they will not be discriminated
against, harassed or bullied in retaliation for their actions). Victimisation is also
discrimination contrary to the equality laws and this policy. We will treat it as misconduct
which may warrant dismissal from employment.
6. Employees’ Responsibilities
All our employees must comply with this policy. They must treat each other with dignity
and respect. They must not themselves commit any acts of harassment or bullying against
any person, such as their co-workers, our job applicants or our customers. Such behaviour
will not be permitted or condoned. We will treat it as misconduct which may warrant
dismissal from employment.
All our employees should discourage harassment and bullying by making it clear that they
find such behaviour unacceptable and by supporting co-workers who suffer such
treatment. Any employee who is aware of any incidence of harassment or bullying should
alert a manager or supervisor to enable us to deal with it.
7. Employer’s responsibilities
We will continually make good faith efforts to implement this policy. The main responsibility
for this will be carried out by [ insert name or job title of appropriate senior manager ]. But,
line managers and supervisors also have a special responsibility for enforcing this policy
on a day-to-day basis, especially in setting a good example for other employees to follow
and for intervening where necessary to protect and reassure employees.
To implement this policy, we wil:
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 Provide all employees, line managers and supervisors with a copy of this policy and
explain it to them.
 Provide appropriate training to line managers and supervisors.
 Ensure that all complaints of harassment and bullying are dealt with promptly,
seriously and confidentially and in accordance with our internal grievance
procedure.
 Set a good example by treating employees with fairness, dignity and respect.
 Be alert to unacceptable behaviour and will take appropriate action to stop it.
 Monitor all incidents of harassment and bullying and review the effectiveness of this
policy periodically.
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Assessment Method Four – Practical Task
Assessment Tasks and Instructions
Student Name
Student Number
Course and Code SIT40516 Certificate IV in Commercial Cookery
Unit(s) of Competency and Code(s) BSBDIV501 Manage diversity in the workplace
Trainer/Assessor
Assessment for this Unit of Competency Details
Assessment 2 Roleplay Observation
Reasonable Adjustment
1. Has reasonable adjustment been applied to this assessment?
No No further information required
Yes Complete 2.
2. Provide details for the requirements and provisions for adjustment of assessment:
Student to complete
My assessor has discussed the adjustments with me
I agree to the adjustments applied to this assessment
Signature Date
2nd Assessor to complete
I agree the adjustments applied to this assessment are reasonable
Name
Signature Date
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Assessment Guidelines
What will be assessed
The purpose of this assessment is to assess your ability to:
 demonstrate the application of diversity policy in a work context
 critically review a diversity policy
 implement strategies to ensure that diversity is understood and respected in the work team
 demonstrate compliance with procedures for handling complaints or harassment allegations
 promote the benefits of diversity to others.
Place/Location where assessment will be conducted
In the classroom
Resource Requirements
Notes you have prepared, lecture room projector (if required)
Instructions for assessment including WHS requirements
1. Ensure you know how to use and operate a projector if you need one
2. Make sure there is no unattended wires or electrical connections that could pose a risk to other
students
3. Make sure you notify the trainer or any administration staff if you see anything that poses a risk to
health and safety of any candidate, including yourself
4. While speaking and discussing, make sure you are being heard by everyone in the room
5. If you need to provide handouts or feedback forms to other colleagues, print these in advance
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Statement of Authenticity
I acknowledge that I understand the requirements to complete the assessment tasks
The assessment process including the provisions for re-submitting and academic appeals were
explained to me and I understand these processes
I understand the consequences of plagiarism and confirm that this is my own work and I have
acknowledged or referenced all sources of information I have used for the purpose of this
assessment
Student Signature: Date: / /201
This assessment: First Attempt 2nd Attempt 3nd Attempt Extension Date: / /
RESULT OF
ASSESSMENT Satisfactory Not Yet Satisfactory
Feedback to Student:
Assessor(s) Signature(s): Date: / /
Student Signature Date: / /
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ROLEPLAY
You are the HR Manager of your organisation and you have the ultimate responsibility of managing
your company’s observation of the relevant human rights laws and regulations. As a manager
conducting an induction session of new employees:
1. Present and discuss the key aspects of the following federal laws applicable to Australian
workplaces and the society:
a. Age Discrimination Act 2004
b. Disability Discrimination Act 1992
c. Racial Discrimination Act 1975
d. Sex Discrimination Act 1984
e. Australian Human Rights Commission Act 1986
2. Discuss why it is vital for businesses to educate the employees in the above mentioned
laws.
3. Discuss the potential risks of not managing workplace compliance with the above
legislations.
4. If any employee feels that he/she has been discriminated against, outline a general
procedure to raise the issue in your company
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ROLEPLAY FEEDBACK CHECKLIST
Skill S NYS
Reading
Identifies, analyses and evaluates complex texts to determine particular diversity requirements
Writing
Collates ideas and information from various sources
Prepares factual and informative documentation to suit purpose and audience
Records investigation findings according to organisational and legislative requirements
Oral Communication
Presents information and opinions using language and non-verbal features appropriate to audience
Participates in discussions using listening and questioning to elicit the views of others and to clarify or confirm
understanding
Navigate the world of work
Takes full responsibility for following policies, procedures and legislative requirements
Seeks to improve policies and procedures to better meet organisational goals
Interact with others
Selects, implements and seeks to improve protocols governing communications to clients and co-workers in a
range of work contexts
Collaborates with others to achieve shared goals
Interacts effectively with people from diverse backgrounds
Manages conflict in the workplace through the recognition of contributing factors and by implementing
strategies to resolve conflict
Get the work done
Accepts responsibility for planning and sequencing complex tasks and workload, negotiating key aspects with
others
Uses analytical skills to decide on appropriate application of diversity policy in a range of complex situations
Investigates new and innovative ideas as a means to continuously improve work practices and processes
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Assessment Record and Feedback
Student Name
Course Code and Course SIT40516 Certificate IV in Commercial Cookery
Unit of Competency /Cluster BSBDIV501 Manage Diversity in The Workplace
Assessment: (as applicable) Student Results:
1.Online checkpoint Satisfactory Not Yet Satisfactory Not Completed
2.Online quiz Satisfactory Not Yet Satisfactory Not Completed
3.Written assessment Satisfactory Not Yet Satisfactory Not Completed
4.Roleplay Satisfactory Not Yet Satisfactory Not Completed
Feedback to Learner on overall performance during assessment:
The Learner requires the following skill development before re-assessment:
The Learner has been provided with
feedback and informed of the
assessment result and the reasons for
the decision.
Name of Assessor:
Signature of
Assessor:
Date:
I have been provided with feedback on
the evidence I have provided. I have
been informed of the assessment
result and the reasons for the decision.
Name of Learner:
Signature of Learner:
Date:
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Record of Assessment Outcome & Mapping
Learner Details Assessor Details
Name Name
Course Code SIT40516 Date
Unit Code BSBDIV501 Unit Name Manage diversity in the workplace
TASK 1 TASK 2 TASK 3 TASK 4
PERFORMANCE CRITERIA E-
CHECKPOINT QUIZ WRITTEN
ASSESSMENT
ROLE
PLAY
1.1. Locate and review diversity policy CP1-2,5
CP3-1,2,3
Q.2,5,9,10,11 A1-Q.1,2,3,4
A2- [3]
1.2. Determine its application to the specific work context CP1-4,5 Q.4,5 A1-Q.[2,4,8,9]
A2- [2,3]
Roleplay
1.3. Institute actions to ensure that the diversity policy is
understood and implemented by relevant parties
CP1-5
CP3-2,3
Q.5,10,11 A1-Q.3,4
A2- 3, 4
Roleplay
1.4. Provide feedback and suggestions for improvement to
ensure currency and efficacy of diversity policy
CP1-3 Q.3 A1-Q.5
A2- 2,3,4
Roleplay
2.1. Address own prejudices and demonstrate respect for
difference in personal interactions
CP1-1
CP2-1
CP4-1
Q.1,6,12 A1-Q.6
A2- 2,3
Roleplay
2.2. Aim for diversity in selecting and recruiting staff CP4-2,4 Q.13,15 A1-Q.7,8
A2- 2,3
Roleplay
2.3. Identify and address training needs to address issues of
difference in the team
CP4-5 Q.16 A1-Q.10
A2- 4
Roleplay
2.4. Manage tensions and encourage collaboration and
respect between staff who struggle to work effectively with
difference
CP2-2 Q.7 A1-Q.9,10
A2- 3,4
Roleplay
2.5. Assist staff to see that working effectively with difference
is a strength that can improve the organisation's products,
services and customer relations
CP2-2
CP4-2
Q.7,13 A1-Q.10
A2- 3,4
Roleplay
2.6. Manage allegations of harassment and address
complaints according to established organisational
procedures
CP4-6,7 Q.17,18 A1-Q.11,12,18
A2- 4
Roleplay
3.1. Promote the organisation's workforce diversity in
internal and external forums to enhance the company's
image and reputation
CP4-3 Q.14 A1-Q.1,2,13
A2- 2
Roleplay
3.2. Capture ideas and information from the diversity in the
workforce to enhance products and services and contribute
to competitive advantage
CP4-1,2,4 Q.12,13,15 A1-Q.14
A2- 2
Roleplay
3.3. Support organisational efforts to value diversity CP1-1,2
CP3-2,3
Q.1,2,10,11 A1-Q.3,4,8,10
A2- 2,3
Roleplay
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Result: Satisfactory    
Result: NOT Satisfactory    
Overall, the candidate was assessed as: Competent  Not Yet Competent 
Re-Assessment Required  YES  NO
Trainer Signature
Learner Signature
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Foundation Skills
Skill Description Written
Assessment
Roleplay
Reading Identifies, analyses and evaluates complex texts to determine
particular diversity requirements
A1-Q.1,2,3,4,10,11,
12,13,14,18
A2- 2,3,4
Roleplay
Writing Collates ideas and information from various sources
Prepares factual and informative documentation to suit purpose and
audience
Records investigation findings according to organisational and
legislative requirements
A1-Q.1,2,3,4,5,10,11,
12,13,14,18
A2- 2,3,4
Roleplay
Oral
Communicati
on
Presents information and opinions using language and non-verbal
features appropriate to audience
Participates in discussions using listening and questioning to elicit
the views of others and to clarify or confirm understanding
A1-Q.1,2,3,4,5,10,13,
14
A2- 2,3,4
Roleplay
Navigate the
world of work
Takes full responsibility for following policies, procedures and
legislative requirements
Seeks to improve policies and procedures to better meet
organisational goals
A1-Q.1,2,3,4,5,11,12,
18
A2- 2,3,4
Roleplay
Interact with
others
Selects, implements and seeks to improve protocols governing
communications to clients and co-workers in a range of work
contexts
Collaborates with others to achieve shared goals
Interacts effectively with people from diverse backgrounds
Manages conflict in the workplace through the recognition of
contributing factors and by implementing strategies to resolve
conflict
A1-Q.3,4,5,6,8,9,10,
11,12,14,18
A2- 2,3,4
Roleplay
Get the work
done
Accepts responsibility for planning and sequencing complex tasks
and workload, negotiating key aspects with others
Uses analytical skills to decide on appropriate application of
diversity policy in a range of complex situations
Investigates new and innovative ideas as a means to continuously
improve work practices and processes
A1-Q.1,2,3,4,5,7,8,9,
10,11,12,13,14,18
A2- 2,3,4
Roleplay
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Performance Evidence
Evidence of the ability to: Written
Assessment
Checkpoint Quiz Roleplay
demonstrate the application of diversity policy in a work context A1-Q.3,4,5,8,9
A2- 1,2,3,4
CP1-2,3
CP3-1,2,3
CP4-2
Q.2,3,6,
7,8,13
Roleplay
critically review a diversity policy A1-Q.5
A2- 3
CP1-3 Q.3
implement strategies to ensure that diversity is understood and
respected in the work team
A1-Q.3,4,8
A2- 3
CP2-2 Q.7 Roleplay
demonstrate compliance with procedures for handling complaints or
harassment allegations
A1-
Q.11,16,17,18
A2- 4
CP4-6,7 Q.17,18 Roleplay
promote the benefits of diversity to others. A1-Q.[10],14
A2- [2,4]
CP4-1,3,7 Q.12,14,
18
Roleplay
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Knowledge Evidence
To complete the unit requirements safely and
effectively, the individual must:
Written
Assessment
Checkpoin
t
Quiz Roleplay
 outline formal and informal complaints procedures A1-Q.11,17,18
A2-4
CP4-6,7 Q.17,18 Roleplay
 identify and outline key features of relevant current
legislation regarding:
o age discrimination
o disability discrimination
o racial discrimination
o sex discrimination
o human rights
o equal opportunity.
A1-Q.15
A2- 1,2
CP1-1,2,5
CP2-3
Q.1,2,5,8 Roleplay
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