Developing and Implementing Diversity Policy

This assignment requires you to demonstrate your knowledge of developing and implementing a diversity policy in a business organization. You will need to answer questions on researching diversity, drafting a policy, implementing it, and reviewing it. The assignment also covers how to consult key stakeholders and refine the policy based on feedback from employees and customers. By completing this assignment, you will gain a comprehensive understanding of the entire process involved in developing and implementing a diversity policy.

1. Assessment criteria for BSBDIV601
Develop and implement diversity policy
In this document, you will find the foundation of what is required to become
competent in this unit. For further information on each element, you can follow
assessment criteria for the unit, foundation skills and assessment requirements, as
well as an assessment tool definition list. As well as all of the areas covered here,
each must also complete all workbook knowledge activities, skills and knowledge
activity and major activities, where stated, to become competent within this unit.
NOTE – Re-assessment:
s will have a maximum of two (2) reassessment attempts if competency is not
achieved in the first instance.
The final grade of ‘S’ for Satisfactory or ‘NYS’ for Not Yet Satisfactory is only
given at the completion of the unit of competency when all components or parts of
the assessment are graded.
1. Elements for Competency Demonstration
Elements for Competency Assessment:
1. Research diversity
2. Draft policy and plan for implementation
3. Implement diversity policy
4. Review diversity policy
Performance Evidence:
Evidence of the ability to:
 Analyse information about diversity from a range of internal and external sources to
identify:
1. existing practices
2. potential benefits of diversity and its fit with business objectives
 Develop a comprehensive diversity policy with details of an implementation strategy
and how the policy will be monitored and reviewed
 Implement, evaluate and change the diversity policy based on recommendations for
improvement
 Consult with relevant stakeholders during development, implementation and review
of the diversity policy and procedures
Foundation Skills:
Reading
 Identifies, analyses and evaluates complex information to determine
business requirements

 Monitors reported information to determine efficiency of policy
Writing
 Develops detailed procedural material according to organisational and
legislative requirements
 Records and collates feedback from stakeholders
 Prepares factual and informative documentation to suit purpose and
audience
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
 Works autonomously making high level decisions to achieve and
improve organisational goals
 Develops and implements strategies that ensure organisational
policies, procedures and regulatory requirements are being met
 Monitors and reviews the organisation’s policies, procedures and
adherence to legislative requirements in order to implement and
manage change
Interact with others
 Adapts personal communication style to build a positive working
relationship and show respect for the opinions, values and particular
needs of others
 Plays a lead role in situations requiring effective collaborative skills,
demonstrating high level negotiation skills and ability to influence
others
 Shares knowledge, information and experience openly as an integral
part of the working relationship

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Get the work done
 Develops plans for complex, high-impact activities with strategic
implications for the organisation
 Gathers and analyses data and seeks feedback to improve plans and
processes
 Makes high-impact decisions in a complex and diverse environment,
using input from a range of sources
 Identifies key factors that impact on decisions and their outcomes,
drawing on experience, competing priorities, and decision-making
strategies where appropriate
Knowledge Evidence:
To complete the unit requirements safely and effectively, the individual must:
 Explain business operations that can be linked to diversity
 Identify potential benefits of diversity to the organisation
 Describe diversity within the business environment, including:
1. cultures
2. beliefs
3. traditions and practices
 Describe contemporary theory about diversity and its potential
contribution to business advantage
 Outline legislation, codes of practice and national standards as they
apply to the development of diversity policy
Assessment Conditions:
Assessment must be conducted in a safe environment where evidence gathered
demonstrates consistent performance of typical activities experienced in the
workforce development – diversity field of work and include access to:
 Business technology
 Legislation, regulations and codes of practice for managing diversity
 Workplace diversity policies and procedures
 Interaction with others
Assessors must satisfy NVR/AQTF assessor requirements.
Links:
Companion volumes available from the IBSA website:
http://www.ibsa.org.au/companion_volumes

Any observations and practical assessments must be recorded in the observation
checklist. All practical tasks should be demonstrated during the length of the course.
As the instructor, you must maintain a record demonstrating the date of the practical
activities and any comments relevant to the performance of each . Where a is not
able to demonstrate competence in a practical observation activity, further
questioning should be put in its place.
As the instructor, you could be assessing the ’s literacy, numeracy and language
skills, as well as the content and context of his/her answers.
In some cases, you will have to adjust and amend the assessment tools, using
different and varied methods (such as oral assessment), to allow s to be assessed
according to their needs and abilities.
2. Assessment Tool Definitions
Assessment Tool How is it used? What is it?
Learner Workbook Activities
(Entire completion is required)
Each should be given a Learner Workbook which will
hold a number of activities, both formative and
summative, that all need to be completed in
conjunction with the appropriate sessions. The
PowerPoint, Learner Guide and instructor should
provide further information to help with the activities.
Learner Guide
(To be used as an informational guide)
The Learner Guide links with the Learner Workbook as
it provides the information given during sessions and
more. It can help s to further their knowledge and to
also complete the activities.
Observation/Demonstration
(To be completed for each numbered
point as stated on the checklist)
An observation should be completed for each of the s
by the instructor. If the tasks aren’t everyday actions, a
simulated environment is acceptable, or a
demonstration can be set up. An observation checklist
can be found at the end of this document.
Skills and Knowledge Activity
(Entire completion is required)
A Skills and Knowledge Activity is a summative
assessment and is found before the Major Activity in
the Learner Workbook. This should take between 1-2
hours and every should complete this work. It is a
requirement for each unit to check knowledge and
understanding of the foundation skills and knowledge
evidence.
Major Activity
(Entire completion is required)
A Major Activity is a summative assessment and can
be found in the Learner Workbook, after all of the
activities are completed. This is an extended piece of
summative assessment which should take anywhere
between 1-2 hours and every should complete this
work. It is a requirement for each unit to check
knowledge and understanding.
3.

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4. Observation/Demonstration
Throughout this unit, the learner will be expected to show their competency of the
elements through observations or demonstrations. The observations and
demonstrations will be completed as well as the formative and summative
assessments found in the Learner Workbook. An explanation of demonstrations and
observations:
Demonstration is off-the-job
A demonstrationwill require:
 Performing a skill or task that is asked of you
 Undertakinga simulation exercise
Observation is on-the-job
The observation will usually require:
 Performing a work-based skill or task
 Interaction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Each task must be observed. You will need to ensure
you provide the learner with the correct equipment and/or materials to complete the
task. You will also need to inform the learner of the time they have to complete the
task; this will once again vary, depending on the task.
Learner should be able to demonstrate they can:
1. Research diversity
2. Draft policy and plan for implementation
3. Implement diversity policy
4. Review diversity policy
Learners should also demonstrate the following skills:
 Reading
 Writing
 Oral communication
 Navigate the world of work
 Interact with others
 Get the work done

5. Observation/Demonstration Checklist
Tasks to be observed, demonstrated or
simulated if appropriate
Yes No Comment
1. Research diversity:
Did the learner demonstrate they could
analyze existing practices and information in
relation to diversity?
2. Research diversity:
Did the learner demonstrate they could
identify potential benefits of diversity and
analyse in relation to business objectives?
3. Research diversity:
Did the learner demonstrate they could
consult key stakeholdersabouttheir
requirements for a diversity policy?
4. Research diversity:
Did the learner demonstrate they could
access diversity policies from similar
organisations and review for relevance to
own organisation?
5. Draft policy and plan for
implementation:
Did the learner demonstrate they could
draftdiversity policy?
6. Draft policy and plan for
implementation:
Did the learner demonstrate they could
develop action plans for policy?

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7. Draft policy and plan for
implementation:
Did the learner demonstrate they could
consult key stakeholders for feedback on
draft policy and action plans?

8. Draft policy and plan for
implementation:
Did the learner demonstrate they could
determine relationships and links with
other related policies?
9. Draft policy and plan for
implementation:
Did the learner demonstrate they could
revise policy for implementation?
10. Implement diversity policy:
Did the learner demonstrate they could
explain and interpret policy to key
stakeholders?
11. Implement diversity policy:
Did the learner demonstrate they could
promote policy across the organisation
through a range ofcommunication
channels?
12. Implement diversity policy:
Did the learner demonstrate they could
identify intended and unintended impacts
of policy implementation?
13. Implement diversity policy:
Did the learner demonstrate they could
develop tools, benchmarks and other
indicators for planning and measuring
impact of policy implementation?
14. Implement diversity policy:
Did the learner demonstrate they could
monitor business activities, team plans
and staff performance to ensure diversity
policy is effectively implemented?
15. Review diversity policy:
Did the learner demonstrate they could
gather and analyse information about
diversity, the policy and its
implementation?
16. Review diversity policy:
Did the learner demonstrate they could
consult key stakeholders to provide
feedback on the policy?

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17. Review diversity policy:
Did the learner demonstrate they could
develop and approve recommendations
for changes to the policy?
18. Review diversity policy:
Did the learner demonstrate they could
refine diversity policy in accordance with
feedback and recommendations?
Table of Contents
1.Assessment criteria for BSBDIV601.....................................................................1
2.Elements for Competency Demonstration...........................................................1
3.Assessment Tool Definitions................................................................................4
5.Observation/Demonstration..................................................................................5
6.Observation/Demonstration Checklist.................................................................6
8.Observation/Demonstration................................................................................10
9.Activity 1.1.1......................................................................................................... 11
10.Activity 1.2.1....................................................................................................... 12
11.Activity 1.3.1....................................................................................................... 13
12.Activity 1.4.1....................................................................................................... 14
13.Activity 2.1.1....................................................................................................... 16
14.Activity 2.2.1 – 2.3.1........................................................................................... 20
15.Activity 2.4.1....................................................................................................... 23
16.Activity 2.5.1....................................................................................................... 24
17.Activity 3.1.1....................................................................................................... 25
18.Activity 3.2.1....................................................................................................... 26
19.Activity 3.3.1....................................................................................................... 27
20.Activity 3.4.1....................................................................................................... 29
21.Activity 3.5.1....................................................................................................... 31
22.Activity 4.1.1 – 4.4.1........................................................................................... 32

23.Skills and Knowledge Activity..........................................................................33
24.Major Activity ..............................................................................................35
2.
3. Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements
through observations or demonstrations. Your instructor will have a list of
demonstrations you must complete or tasks to be observed. The observations and
demonstrations will be completed as well as the activities found in this workbook. An
explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstration will require:
Performing a skill or task that is asked of you
Undertaking a simulation exercise
Observation is on-the-job
The observation will usually require:
Performing a work-based skill or task
Interaction with colleagues and/or customers
Your instructor will inform you of which one of the above they would like you to do.
The demonstration/observation will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Your instructor will ensure you are provided with the
correct equipment and/or materials to complete the task. They will also inform you of
how long you have to complete the task.
You should be able to demonstrate you can:
1. Research diversity
2. Draft policy and plan for implementation
3. Implement diversity policy
4. Review diversity policy
You should also demonstrate the following skills:
Reading

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Writing
Oral communication
Navigate the world of work
Interact with others
Get the work done
Activities
6. Activity 1.1.1
Estimated
Time
30 Minutes
Objective To provide you with an opportunity to analyze existing practices and
information in relation to diversity.
Activity
Describe existing practices and information from a workplace
perspective in relation to diversity as it applies to the following
example areas:
Areas Comments
Expertise, experience and
working styles
Diversity can be defined
as the development of
understanding which says that
each individual is a unique and
different identity. It is nothing but
a philosophical and
demographical differences
created by the individuals or
groups(Definition of Diversity,
2018). It can be created by
developing such an environment
where each individual would be
provided equal opportunity apart
from their gender, age, belief,
culture, interest, religion, race,
etc.
Special interests

Further, for the purpose of
developing diversity, the
Woolworth group needs to
develop an understanding that
the workers are not distinct from
each other due to their different
level of job skills. It should
attract and recruit individuals
from different backgrounds and
also should also develop same
attitude of the firm towards each
individuals.
Interpersonal style
 The age discrimination
Act, 2004
Language, literacy and
numeracy
the Fair Work Act and National
Employment Standards,
Physical differences
 The Workplace Gender
Equality Act 2012,
 The Racial
Discrimination Act 1975,
etc.
Thinking and learning styles
By involving the diversity in

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the business, Woolworth
group can develop effective
management of the
inequitable and unlawful
behaviour within the
business. In addition, it can
also help it in reducing the
cost of the overall business
operations along with
improving its efficiency of
working and improving the
reputation in the market as
well. Further, in
Australia, there is a
Diversity Council Australia
that provides effective
advices to the businesses of
Australia as to involve the
diversity in their operations.
It partners with various
entities like ANZ bank, AMP,
Boral. Orica, Rio Tinto,
Westpac, etc. with the help
of these members the
council develops the latest
diversity research and
practices as to help various
businesses in developing
and innovating their diversity
plans and policies. It helps
the business organisations in
improving their business
environment and make their
workings more efficient.
7. Activity 1.2.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to identify potential benefits of diversity
and analyze in relation to business objectives.
Activity

What is meant by managing diversity in relation to business
objectives?
Managing diversity in relation to business objective assist in
achieving the goals and objectives of the organisation. The
workplace diversity can be managed by prioritizing communication in
the organisation, encouraging employees to work in the diverse
group etc.
What are some workplace principles of diversity that may be
implemented in a vision, mission or objectives statement?
In context to the diversity policy, following are the business
objectives and vision of Woolworth group:
Business objectives
 To improve the culture within the organisation.
 To eliminate the unethical discrimination among the workers.
 To attract maximum talent from different background and
provide them equal opportunity to grow their skills.
Vision statement
“ Diversity will improve the cost efficiency and workplace
environment, multi gender discrimination would help in improving the
working of the company.”
Existing practice
Those business organisations that have already involved
diversity practices have achieved a sustainable growth of their
business operations (Rugg, 2016). Within the business. Further, with
the help of the diversity practice the Woolworth group can generate
the productivity of company in utilisation of cost.

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Potential benefits of diversity:
 This practice can help the business in gaining a sustainable
success and develop broad ideas and approaches for the
Woolworth group.
 It can lead in enhancing the effectiveness, feasibility of the
firm. It can help the Woolworth group in achieving the
objective of maintaining accountability and transparency in
the firm.
 It enhances the opportunity of company in recruiting the
maximum talent from each background of the country and
even from worldwide as well.
 It helps in improving services provided to the customers of
Woolworth group. It could help the Woolworth group in
achieving its core objective of providing quality services to the
customers and clients . s
 The diversity helps the business in developing better working
culture within the Woolworth group (Diversity and the
Workplace, 2019). With the help of which the company can make
the workers in enhancing their efficiency in the performance and
help the business in achieving its objectives as well.

8. Activity 1.3.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to consult key stakeholders about their

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requirements for a diversity policy.
Activity
List all the areas where you feel are important when addressing
the engagement with stakeholders.
Key stakeholders
Key stakeholders includes trade unions, managers,
executives, and other individuals or group having potential impact of
the business operations, plans and policies. These are liable for the
involvement of diversity in the Woolworth group. They are needed to
be get ensured that each area of the company has been covered
under the diversity policy of the company.
Key stakeholders are the key persons of the business
organisation. They help business in managing, monitoring and
directing the whole business of the Woolworth group. Further, they
also help the business in having smooth and rapid growth along with
helping the company in achieving its business objectives, goals,
vision and mission as well. Therefore, the company is needed to
consult each polices with them and make them understand
understanding the requirement of those policies as well. Further, they
can also help the business by providing better ideas for the policy's
formation as per the need of the company by using their professional
skills and knowledge.
For the purpose of developing effective strategy for the
planning procedure, the stakeholders needs to first analyse all the
mission, vision and objectives of the company and analyse the
inclusion of diversity policy in each of them as well. Further, in case
they found any of the area that is not being covered under the
diversity policies, it is needed to consult with the key stakeholders
and show them the requirements of the diversity in those areas as to
make them, to frame their strategies for involving the diversity.
As the key stakeholders are the essential elements of
Woolworth group, these are needed to get informed about all the
relevant details of the company (Tandé, 2017). For the purpose of
consulting with key stakeholders as to provide them requirement of
the diversity in the firm, an effective strategic plan is needed to be
generated by the company.
Being holding a special position in the business, they have
some professional skills and knowledge. Further, they also have
knowledge about overall business performance. In this regard, they
can help in the process of framing the effective diversity policy for the
company.

9. Activity 1.4.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to access diversity policies from similar
organizations and review for relevance to own organisation.
Activity
When using another organisation as a research example in
relation to diversity policy, what are some of the things that you
should consider?

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In order to access the diversity policy of the Woolworth group and
review those policies with the own business of Woolworth group, the
company needs to frame an appropriate strategy in this regard as
under:
Strategy approach
The company can adopting strategic approach as to access
the diversity of similar businesses like Wesfarmers, conglomerate,
etc., the Woolworth group needs to conduct a proper audit of policy
of the similar organisation. Further, it can perform the accessing
process through the benchmarking process as well. In this process,
the Woolworth group would be needed to set some key elements of
the company as a benchmark and access the policy on those areas
only. In this regard, the major areas would be covered in the
accessing process which would result in effectively access the key
diversity policy of the business.
Embracing productive diversity
After having access of major diversity policies of the similar
business units, the Woolworth group should review its own policies
(Wrench, 2016). Furthermore, the Woolworth group analyse the
relevance of the similar organisation's policies with its own diversity
policy with the help of which the company would be able to effectively
compare both the policies and innovate the most effective policy by
analysing the difference or inefficiency in the diversity policy. It also
needs to analyse the productivity and economic benefits of the
policies as to review the relevancy of the developed policies with own
business.
What are some of the benefits of using a similar organisation as

a research example?
It assists in making comparability between the organisation and
identifying the difference in the way the company is performing their
operations. By choosing the similar organisation for the research it is
easy to understand the differences between the organisation.
10. Activity 2.1.1
Estimated
Time
1 Hour
Objective To provide you with an opportunity to draft diversity policy.
Activity
Compare or evaluate an existing diversity policy, preferably
from your own workplace, by considering what is or should be
contained in reference to each of the following:
Draft policy What information is or should be
contained?
Policy statement To provide environment to the employees to
work in diverse group

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Governing laws
(Australia)  The age discrimination Act, 2004
 The sex discrimination Act, 1984
 State-based anti-discrimination and
OH&S laws, 1992,
 The Workplace Gender Equality Act
2012,
 The Fair Work Act and National
Employment Standards,
 The Racial Discrimination Act 1975,
etc.
Application of
policy It means application of the polices in the
organisation ton promote diversity at
workplace. It assist in communicating with
the employees to promote the workplace
diversity.
Background
Diversity policies of the Woolworth
group
The company can develop the
following diversity policy for its own
business;
 Workers will be recruited from all
over the world.

 Selection process will be based on
talent and skills of candidates rather
their cast re;ligion or beliefs.
 Each employee will be provided
equal opportunities to develop
themselves in the business.
 Both female and male employees will
be provided equal opportunities in
the business.
 An unbiased environment will be
created within the whole business
Strategies and
practices The company can adopting strategic
approach as to access the diversity of
similar businesses like Wesfarmers,
conglomerate, etc., the Woolworth group
needs to conduct a proper audit of policy
of the similar organisation. Further, it can
perform the accessing process through
the benchmarking process as well. In
this process, the Woolworth group would
be needed to set some key elements of
the company as a benchmark and
access the policy on those areas only. In
this regard, the major areas would be
covered in the accessing process which
would result in effectively access the key
diversity policy of the business.
Those business organisations that have
already involved diversity practices have
achieved a sustainable growth of their
business operations (Rugg, 2016).
Within the business. Further, with the
help of the diversity practice the
Woolworth group can generate the

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productivity of company in utilisation of
cost.
Commitment/
Objectives
 To improve the culture within the
organisation.
 To eliminate the unethical
discrimination among the workers.
 To attract maximum talent from
different background and provide
them equal opportunity to grow their
skills.
Implementation
Before, implementing the diversity policy
within the organisation, it is important to
discuss it with each key stakeholders of the
business. It needs to discuss its recruitment
and selection policy, organisational
environment policies, etc. The Woolworth
group needs to make the stakeholders
understand each diversity policy made by it
and its implementation in various areas of
the business along with its impact over the
Woolworth group.
The implementation of these policies would
help the Woolworth group in changing the
whole structure of the business (White,
2016). In this sage, the Woolworth group,
would implement the revised diversity
policies over various departments and areas
of the company. It may help the company in
enhancing its efficiency. Further, with the
help of these policies, the company can also
enhance its whole management, profitability
and capability as well.

Monitoring
In order to monitor the business activities,
the Woolworth group should analyse the
attitude of the staff towards the
implemented policies, change in the
business activities, effect over the
performance of staff and team members,
effect over the change in culture of the
Woolworth group etc.
Reporting
It is required to report the higher authority to
monitor if the policies are being followed
properly or not at the workplace.
Regulations
there is a Diversity Council Australia that
provides effective advices to the businesses
of Australia as to involve the diversity in
their operations. It partners with various
entities like ANZ bank, AMP, Boral. Orica,
Rio Tinto, Westpac, etc.

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References
Byoun, S., Chang, K. and Kim, Y. S., 2016.
Does corporate board diversity affect
corporate payout policy?. Asia‐Pacific
Journal of Financial Studies. 45(1).
pp.48-101.
Downing, J., 2015. European influence on
diversity policy frames: paradoxical
outcomes of Lyon's membership of the
Intercultural Cities programme. Ethnic
and Racial Studies. 38(9). pp.1557-
1572.
Garces, L. M. and Bilyalov, D., 2019.
Navigating the Quicksand: How
Postsecondary Administrators
Understand the Influence of Affirmative
Action Developments on Racial
Diversity Work. Teachers College
Record. 121(3). p.n3.
Appendix

11. Activity 2.2.1 – 2.3.1
Estimated
Time
1 Hour
Objective To provide you with an opportunity to develop action plans for policy and to
consult key stakeholders for feedback on draft policy and action plans.
Activity
Draft your example of an action plan for diversity policy. Use the
examples provided in the notes or design your own.
iversity action plan
An action plan can be defined as a plan that helps the
company in clarifying the business strategies and policies to be
implemented over the diversity policy. The action plan includes
development of various plans like the financial plan, promotional
plan, resource requirement plan, sales and distribution plan,
development of timelines, etc.
For the purpose of developing the mostly effective action plan
for the diversity policy, the Woolworth group should make a priority
list of various areas of the Woolworth group (Garces and Bilyalov,
2019). Int would lead in setting the step by step action plan for the
diversity implementation in the Woolworth group.
Contents of the diversity action plan
The Woolworth can develop its own action diversity plan as
under:
 Developing the diversity plan committee for the company, as
to monitor the development and implementation of the
diversity plan.
 provide proper training to the members as to enhance the
quality of implementation of the diversity plan within the
business.
 Analysing the overall business policies and detecting the
areas that needs diversity policies.
 Development of effective policies for business.
 Consult the key stakeholders and make them understand
each polcies s to have proper implementation of theses
policies within the whole business.

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 Monitor the implementation and its results.
 Take feedbacks.
 Develop the effective control measures.
In this order, an effective and successful diversity action plan
would be developed and implemented by the Woolworth group.

Consider the following potential obstacles in consulting with
stakeholders and address each. Draw on examples you or
others may have encountered within your workplace.
Obstacle Your comments
You may not have the visible
leadership position with
whom a stakeholder normally
deals, i.e. the human
resources manager
true
The stakeholder is a major
voice on cultural change
impacting on diversity in their
organisation
true
You encounter stakeholders
from different backgrounds
and cultures with very strong
but varying views on diversity
yes
You might encounter a
stakeholder who considers
your organisation is too
focused on compliance
issues
true
You may have a limited
budget to conduct
stakeholder analysis
successfully or to the extent
you see as necessary
false
You feel isolated because you
have limited internal support
or resources for this policy yes

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12. Activity 2.4.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to determine relationships and links with
other related policies.
Activity
As directed by the instructor, detail your own examples of
where there may be a conflict with the introduction of a diversity
policy when other policies or practices exist.
The Woolworth group being a retailer business, should
analyse other policies of the business and also link it with the other
polices including various guidelines and code of conduct provided by
the government entities. There are some diversity policies provided
by the government like Codes of Conduct, Prevention of
Discrimination and Harassment Policies, Prevention of Sexual
Harassment Policy, The Prevention of Racism Policy, etc. that are
made as to maintain the diversity within each business of the
country.
The Woolworth group has developed the policy of
providing equal opportunities to each employee. it
should compare this policy with other business'
policies in this regard along with the guidelines
provided by the government in this regard. It would
help in evaluating the effectiveness of the diversity
policy developed by the Woolworth group.

13. Activity 2.5.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to revise policy for implementation.
Activity
As directed by the instructor, detail your experiences in revising
a policy for implementation. Consider the following:
1. Were there obstructions or other incidents when revising
the policy that you can describe and share.
After analysing the feedback, consulting it with the stakeholders,
comparing the diversity policy with other policies, the company needs
to revise the existing policy of the Woolworth group accordingly the
company could implement all the diversity policies within the
organisation. If the company finds a better policy adopted by another
similar company, it can change its own policy accordingly as to
develop more effective diversity environment in the business.
The implementation of these policies would help the
Woolworth group in changing the whole structure of the business
(White, 2016).

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2. No matter what you write in the policy, the application and
work practices which will follow are the benchmarks of
success.
No, it is required that the policy must contained the principles and
standards which help the organisation in reducing the workplace
diversity. The policy must have specific goal and it should beenfit the
employees.
3. Think consistently and fairly as you revise the document.
In this sage, the Woolworth group, would implement the revised
diversity policies over various departments and areas of the
company. It may help the company in enhancing its efficiency.
Further, with the help of these policies, the company can also
enhance its whole management, profitability and capability as well.
14. Activity 3.1.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to explain and interpret diversity policy to
key stakeholders.
Activity
Identify areas of stakeholder consultation. They may not only be
for a diversity example, but another policy or program

development.
Before, implementing the diversity policy within the organisation, it is
important to discuss it with each key stakeholders of the business. It
needs to discuss its recruitment and selection policy, organisational
environment policies, etc. The Woolworth group needs to make the
stakeholders understand each diversity policy made by it and its
implementation in various areas of the business along with its impact
over the Woolworth group.
Explaining and interpreting all the policies to the key
stakeholders would help the Woolworth group in an effective
implementation of the diversity plans and procedures within the
business and enhance the management effectiveness in the
management of diversity within business as well. As they will play a
key role in implementation procedure of the Woolworth group. Id the
key stakeholders of Woolworth group would have better
understanding over the diversity policy of it, they will also help the
company in gaining positive results from the policy by monitoring the
implementation

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15. Activity 3.2.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to promote policy across the organisation
through a range of communication channels.
Activity
What communication channels can be used to promote diversity
policy across the organisation? Can you provide any example?
For the purpose of communicating the organisation's diversity policy
across the company, the Woolworth group can use numerous
sources of communication like face to face meetings, internet or
intranet, posters, leaflets, presentations, etc. It needs to
communicate the planed working environment, innovated companies
culture, new rules as to enhance the diversity, etc.
While communicating the policies, the Woolworth group
should involve time frame of the polices, way of implementation, their
impact over the business operations, and vision and objectives of the
business behind the implementation of the policies as well (Taylor,
2018).
With the help of these tools, the company would be able to
communicate all details about the polices along with their impact over
the business. This communication will help the Woolworth group to
make its workers preform their tasks as per the policies and helping
the company in gaining better results from it as well.

16. Activity 3.3.1
Estimated
Time
30 Minutes
Objective To provide you with an opportunity to identify intended and unintended
impacts of policy implementation.
Activity
Identify and discuss the risks associated with the intended and
unintended impacts of your diversity policy implementation.
Intended and unintended impacts
Intended impacts are those that are planned by the business
while framing the policies of the company for implementing diversity
policy over Woolworth group. On the other hand, the unintended
policies are those that are not being planed to be achieved by the
business. These are some uncertain impacts that can be occurred in
the company while implementing diversity policy of the Woolworth

P a g e | 35
group.
The company should conduct research as to analyse the
intended and unintended impact of various diversity policies of the
Woolworth group. This will help the company in forecasting its future
change due to the implementation of developed diversity polices.
For the purpose of identification of intended and unintended
impacts, the company should analysis of need diversity policies within
the business, implement the policies accordingly and analyse the
performance and operations of various areas (Nwonka, 2015). In this
order, the company would be able to determine various intended and
unintended impacts effectively.

17. Activity 3.4.1
Estimated
Time
30 Minutes
Objective To provide you with an opportunity to develop tools, benchmarks and other
indicators for planning and measuring impact of policy implementation.
Activity
Detail your views on the value of monitoring your diversity
policy and associated program to meet a performance standard,
using the following measures.
 Financial measures
 Measures relating to customers
 Measures based on views by personnel
There are various tools available for the purpose of measuring
diversity policy like, Diversity audit tool, convention measurement
tools, etc. that can help the Woolworth group in measuring the impact
of implemented diversity polices. it can use the diversity policy
implemented within the Woolworth.
The measurement can be done by analysing all the policies,
and its impact over the business operations. Further, by comparing
the actual impact of the policies with the intended polices, the actual
measurement of the implemented policy can be done by the
Woolworth group.
If the Woolworth group uses benchmarking, For the purpose

P a g e | 37
of measuring the performance the company would set some
important policies and measure those polices only. With the help of it
the Woolworth group would be able to measure the major diversity
policies and their impact over the business as well.

18. Activity 3.5.1
Estimated
Time
45 Minutes
Objective To provide you with an opportunity to monitor business activities, team plans
and staff performance to ensure diversity policy is effectively implemented.
Activity
Design a sample survey that could be used to monitor business
activities, team plans and staff performance, to ensure a
diversity policy is effectively implemented.
After measuring the impact of diversity polices, the Woolworth group
should plan the policies as to involve the monitor various business
activities and ensure the actual effectiveness of the policies of the
business (Gundelach and Manatschal, 2017).
In order to monitor the business activities, the Woolworth
group should analyse the attitude of the staff towards the
implemented policies, change in the business activities, effect over
the performance of staff and team members, effect over the change
in culture of the Woolworth group etc.
The company can also make the workers and teams to self
monitor impact of polices over their performances. By taking the
reviews of the Woolworth group would be able to monitor the impact
over the performance of Woolworth group company.
With the help of this monitoring the Woolworth group would be
able to identify the ineffectiveness in the policies and innovate the
policies accordingly.

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19. Activity 4.1.1 – 4.4.1
Estimated 45 Minutes

Time
Objective To provide you with an opportunity to gather and analyze information about
diversity, the policy and its implementation; consult key stakeholders to provide
feedback on the policy; develop and approve recommendations for changes to the
policy and; refine diversity policy in accordance with feedback and
recommendations.
Activity
Review your diversity policy, asking yourself “Have you…”
 Gathered and analysed information about diversity, the
policy and its implementation?
For the purpose of reviewing the diversity policy of the Woolworth
group, the company should first of all needs to gather the information
about areas of the firm that needs the diversity. after which it should
gather all the relevant policies of the polices farmed by the business. It
would then need to analyse all the information as to have a better
understanding over the developed diversity policies.
Further, after analysing the all the policies, the company needs to check
weather the company has determined relationship between the policies
and procedures of the business and of the government. And weather it
has innovated and revised its polices accordingly (Meissner and
Vertovec, S., 2015). It is required that the company must take feedback
on the policy through which it is able to understand the stakeholders
problems and can implement the policy.At the end, the company need
to analyse the proper implementation of the policies. For this purpose, it
needs to analyse the objectives of the business and check weather the
implementation has been done as per the business objectives or not.
 Consulted with key stakeholders?
The implementation of the policies should be review by the outsiders,
for the purpose of taking their feedbacks. like, asking the customers
about their reviews about the Quality of product and services provided
by the company, it should ask the employees to gove their views about
the working environment along with their suggestions as to enhance the
efficiency in the culture. In order to reviewing the diversity policy, the

P a g e | 41
company needs to analyse the feedbacks of the outsiders over the
policies and consult it with the stakeholders as well.
In this consultancy, the Woolworth group would inform the details
about the policies and be able to generate the better ideas towards the
feedbacks and reviews (Morrell, 2017).
For the purpose of reviewing the Woolworth group company
needs to check weather the company has analysed and implemented
the changes in the diversity policies as per the consult of the key
stakeholders or not.
 Provided feedback on the policy?
In this consultancy, the Woolworth group would inform the details about
the policies and be able to generate the better ideas towards the
feedbacks and reviews (Morrell, 2017).
For the purpose of reviewing the Woolworth group company
needs to check weather the company has analysed and implemented
the changes in the diversity policies as per the consult of the key
stakeholders or not.
 Developed and approved recommendations for changes to
the policy?
In this review, the company needs to check weather the
Woolworth group has revised the diversity policies as per the feedbacks
and consult of the stakeholder. Further, the company also analyse the
intended and unintended impacts and compare it with the actual
impacts of the diversity polices. It would help the company in reviewing
the impact of diversity policy over the business of Woolworth group and
its effectiveness as well.
It needs to analyse the reviews of customers and employees
towards the company's reviews and recommendations of them and the

key stakeholders over it as well. In addition, the company is also
needed to consider various circumstances that may occur and impact
the implementation of the policies and due to which the company may
need to change its policies. For the purpose of reviewing it, the
Woolworth group needs to check weather the company has
implemented the changes as per the findings at the time of occurance
of those circumstances or not.
After completion of the above reviews of the diversity policy, the
company can be ensure that a part of the diversity policy has been
successfully implemented in the business. Further, in order to consider
and refining the diversity policy, the company needs to make itself
about effective implementation of various policies. For this purpose, it is
important to take consideration about various points of the diversity
policies. For example. Gathering and analysis of all the important
information about the diversity policy, and development of effective
polices for the business along with implementation of policies within the
business organisation. Consulting with the key stakeholders and make
them understand about various key measures of the diversity policy
like recruitment procedure, quality of services, diversifies working
culture, etc.
Furthermore, the Woolworth group is also needed to take the
feedbacks on the diversity policies and develop the revised policies as
per the approval and recommendations of the key stakeholders of the
company.
CONCLUSION
From the above study it is observed the different components for
analysis of existing diversity and practices and information and
identification of the benefits of research diversity relating to the
business objectives. Further the report includes, the identification of
potential benefits of diversity which consists of consultant requirements
from key stakeholders and accessing diversity policy from similar
business as well. Report continued with addition of Drafting diversity
policy and plan along with the contents of the plan and different policies
being linked with the diversity policies of the business. Later it was
observed regarding the implementation of diversity policy including
promotion of the policy, identifying intend3ed and unintended parts of
the policy , measuring the impact of the policy along with the monitoring
of business activities to ensure effective implementation of the policy.
The report concluded by the review of diversity policy that included
collection and analysis of information regarding the policy, consultancy

P a g e | 43
to the stakeholders for feedbacks, developing and approving
recommendations for the change in policy and the new refined diversity
policy in accordance to the feedbacks and recommendations.
20. Skills and Knowledge Activity
Estimated
Time
1 Hour
Objective To provide you with an opportunity to demonstrate your knowledge of the
foundation skills, knowledge evidence and performance evidence.
Activity
The answers to the following questions will enable you to
demonstrate your knowledge of:
 Reading skills
 Writing skills
 Oral communication
 Navigating the world of work
 Interacting with others
 Getting the work done
 Business operations that can be linked to diversity
 Potential benefits of diversity to the organisation
 Diversity within the business environment
 Contemporary theory about diversity and its potential
contribution to business advantage
 Legislation, codes of practice and national standards as they
apply to development of diversity policy.
 Answer each question in as much detail as possible,
considering your organisational requirements for each one.
Answer each question in as much detail as possible,
considering your organisational requirements for each one.
Conduct an interview with a member of your organisation or
other person, and endeavour to ascertain and answer:
1. The benefits of a diversity policy in their workplace
situation.
If the Woolworth starts maintaining diversity policy in its
workplace situation, it would lead in enhancing the ability and
morality of employees. Providing equal job opportunities to
each employee will also result in enhancing the job
satisfaction level and provide enhance their self confidence
level as well.
2. Intended and unintended impacts of the policy that may
have occurred.

Intended i.e. planned impact of the diversity policy of
Woolworth group can be enhancement of efficiency in the
working culture, increase in efficiency in performance of
overall business organisation. Further, the company may also
get an unintended impact of diversity policy in form of gaining
a sustainable success in through implication of those policies
3. What are any relationships and links with other related
policies and regulations?
There are numerous laws in the country like The age
discrimination Act, 2004, The sex discrimination Act, 1984,
State-based anti-discrimination and OH&S laws, 1992, etc.
compliance of which makes the Woolworth to develop
diversity policies within the business. These legislations
pervents employees from various unlawful discriminations on
the basis of age, gender, unfair treatment, etc.
4. Was the diversity policy effectively implemented?
As per the study, each diversity policy framed by the
managers of Woolworth group was effectively implemented in
all over the business. It resulted in enhancement of working
capabilities of business.

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21. Major Activity
Estimated
Time
1-2 Hours
Objective To provide you with an opportunity to demonstrate your knowledge of the
entire unit.
Activity
They must individually, answer the following questions in full to show
their competency of each element:
 Research diversity
 Draft policy and plan for implementation
 Implement diversity policy
 Review diversity policy.
Draft a diversity policy.
You should consider the following:
 A vision statement, mission statement, value statement,
including equal opportunity policy statements and the
benefits of diversity in the business place?
The company can develop the following diversity policy for its
own business;
 Workers will be recruited from all over the world.
 Selection process will be based on talent and skills of
candidates rather their cast re;ligion or beliefs.
 Each employee will be provided equal opportunities to develop
themselves in the business.
 Both female and male employees will be provided equal
opportunities in the business.
 An unbiased environment will be created within the whole
business.
What research will be required including relevant legislation?
For development of effective diversity policy, the managers
needed to analyse each legislations applicable to it. Managers also
analysed policies of the competitors and the requirement of the
overall business of Woolworth as well.

How would it be implemented?
The developed implemented policy was implemented in each
department of the company. The implementation was done on the
basis of the evaluation of requirements of each department and the
legal framework of the country. Further, abiref review over each
policy were also made before implementation of it in the business.
 How would you consult key stakeholders?
All stakeholders are needed to be informed about the
requirement of diversity policy in the business, diversity policy
developed by the managers along with the feedbacks of employees
and customers over the policy.
 How would you review and refine the policy?
For reviewing the policy, the Woolworth implemented part of
policy take the feedbacks from customers and employees about the
policy.
Further, in order to refine the policy, managers would gatheras
information about various policies and legal frameworks as well for
developing effective strategies. Further, they consulted with key
stakeholders about the policies and would amend accordingly and
implement in all over the business organisation.