A report on Aus Accountancy Diversity Policy and Procedures Briefing Report

Running Head: ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
Advanced diploma in leadership management
Student’s Name
University Name
Author’s Note

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ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
Assignment Task 1
Subject: Conveyance of diversity report, action plan and questionnaire
Dear Sir,
The report is as follows:
Aus Accountancy
Diversity policy and procedures briefing report
Introduction
The purpose of this report is to analyse the diversity policy of the Aus Accounting Company and
the diversity procedure and thereby discuss and describe procedures for the organisational
change procedure.
Impacts of Diversity
Workplace diversity fosters mutual respect among employees. Whether employees work in
groups or teams comprised of co-workers with varied work styles, disabilities or who represent
different cultures or generations, a synergistic work environment becomes the norm. Many
members of the workforce have been marginalized due to racism, ageism and discrimination
against people with disabilities. Not only is this discrimination unethical and illegal, it also has
serious economic consequences. When people are unable to find work, or are not able to earn a

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wage that is consistent with their training and abilities, their standard of living suffers and they
become less financially secure. Conflict inevitably occurs in the work environment. However,
employees who acknowledge others’ differences often also find similarities, particularly when
there are common goals, such as production and quality. Respect for co-workers either reduces
the likelihood of conflict or facilitates an easier road to conflict resolution. Diversity in the
workplace is vital for employees because it manifests itself in building a great reputation for the
company, leading to increased profitability and opportunities for workers. Workplace diversity is
important within the organization as well as outside (Barak, 2016). Business reputations flourish
when companies demonstrate their commitment to diversity through aggressive outreach and
recruiting efforts. The importance of workplace diversity cannot be overstated when it comes to
an organization’s ability to reach markets in foreign countries. The appeal of global markets
creates two kinds of opportunities for employees: opportunities for promotion and employee
development.
Benchmarks and other measurement indicators
The presence of any forms of violence and harassment at work is likely to have negative
consequences for those involved, for the organization and for society in general:
1. It is estimated that overall productivity is reduced by about 2% as a result of
psychological violence alone.
2.

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3. Signs of negative financial and productivity implications are increasingly common, with
higher absenteeism rates, ill health and early retirement, high staff turnover and increased
insurance premiums.
4.
5. Cost estimates reveal considerable financial gains in reducing workplace violence.
6.
7. Evidence shows that both physical and psychological violence have serious implications
for health and well-being.
8.
The impact on third parties is increasingly visible, causing job resignations and negatively
impacting on relationships with family.” (Progressive initiatives to combat harassment: Three
case examples, European Monitoring Center on Change,
Quick List of Possible Metrics
 Percentage of minorities, EEO targets
 Increase in minority representation
 Increased representation of minorities at different levels of firm
 Employee satisfaction surveys
 Better relationships among diverse staff members;
 Fewer discrimination grievances and complaints;
 Fewer findings of discrimination by adjudicators and government agencies;
 Improved labor relations;
 Reduction of noose, graffiti, and hate incidents;

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 More diverse hiring.
 Improvements in productivity.
 More innovation and creativity. (There are various metrics for this, such as patents
granted per capita.)
 Improved job satisfaction.
 More career development over time for underrepresented group members.
 Use of bridge positions for lower level employees to bridge to professional positions.
 Better retention.
 Decrease in pay disparities.
 More positive responses on exit interviews.
 Higher ranking of the organization in terms of best places to work.
 Becoming an employer of choice.
 Awards from special interest and advocacy groups.
 Inclusion of diversity in corporate social responsibility efforts.
 Independence and professionalism of the diversity officer.
Legal requirements in relation to workplace diversity.
The Fair Work Ombudsman also provides education and assistance for employees and employers
on preventing discrimination in the workplace. The Law Council’s Diversity Policy provides the
framework by which the Law Council actively manages and encourages diversity across the
organisation.

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The Diversity Policy was created to promote equality, diversity and inclusion within the Law
Council for those of all ages, colours, race, ethnic or national origins, sexual orientation, marital
and parental status, physical impairment, disability and religious beliefs Guillaume et al. 2017).
Organisations wishing to establish a diversity policy are invited to use the ideas contained in this
Policy and modify them to suit the individual character of the organisation.
Other legalities that are needed to be considered for the workplace diversity policies under
Australian mainland are the Age Discrimination Act, Australian Human Rights Commission
Act, Disability Discrimination Act, Disability Standards for Education, Disability (Access to
Premises – Buildings) Standards, Fair Work Act, Racial Discrimination Act, Sex Discrimination
Act, Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status)
Act 2013, Workplace Gender Equality Act and few others.
Example diversity actions to inform action plan.
Here are eight ways to improve the diversity levels in your workplace and get more of the
benefits that come from having a diverse workforce:
1. Measure it. Ever heard the business advice of “what gets measured gets done”? While of
course measuring alone isn’t enough, it’s often true that whatever gets team focus—such
as items measured in quarterly reports or in executive key performance indicators (KPIs)
—does get more time and attention. By measuring the organization’s diversity and
looking at it objectively, it helps to improve the overall diversity levels by putting more
focus on the actions required to improve them (Lambert, 2016).

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2. Remember that diversity is about more than race. Diversity means having a
workforce composed of many different types of people. Different race is just one
example. Different religious backgrounds, different genders, different nationalities, and
differing physical abilities are more diversity options.
3. Recruit over a broader geographic area. By expanding the geographic scope of your
recruiting, you’ll reach more potential candidates.
4. Focus on retention. Many organizations find they’re able to attract a diverse set of
applicants, but over time, the organizational culture remains homogeneous due to a
higher turnover rate for some groups. Focus on retention efforts if this is a trend in your
organization.
5. Pay attention to organizational culture. Does your culture promote inclusiveness?
There may be pervasive attitudes and actions that end up dividing the workforce, making
some groups feel unwelcome. These will need to be addressed to maintain diversity in the
workforce. Consider utilizing employee surveys to gauge how employees feel on these
topics as a means to discover issues before these issues cause employees to leave (Al-
Jenaibi, 2017).
6. Consider providing diversity training. This can help the organization to be more
inclusive overall, which can assist in retention efforts. It can help people understand the
benefits of having a more diverse and inclusive workforce, which in turn helps to create a
more welcoming environment.
7. Don’t forget to foster diversity at all levels, not just in hiring. If the workplace culture
is not diverse at the upper levels, there will be less of a chance of retaining diversity in

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general. If all employees don’t see they have an opportunity to achieve their personal
goals, they may be more likely to leave.
8. Consider providing more flexibility in your work schedule, which can help to attract
a broader pool of candidates. For example, consider whether any jobs could be
completed via telecommuting or whether you can offer benefits that help people back to
the workforce while still taking care of their family, such as flexible work schedules or
on-site child care.
Example diversity policies and procedures
Changes to Laws
Changes to federal, state and local laws governing employment practices may apply to private or
public sector employment. Some private employers implement policies that mirror those in the
public sector. In March 2010, Houston mayor Annise Parker enacted executive orders
prohibiting discrimination based on gender, gender expression and sexual orientation in city
government employment. Some private sector employers will consider including aspects of City
of Houston laws in updating policies that address discrimination based on gender and sex
(Durrani & Rajagopal, 2016). A private sector employer that wants to model a diversity policy
similar to laws that apply to City of Houston employees may consider revising its corporate
statement on equal employment or even extending health care benefits to its employees' domestic
partners.