Report on Australian Defence Forces
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Added on 2020-05-11
Report on Australian Defence Forces
Added on 2020-05-11
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Australian Defence ForcesThe intention of our Diversity and Inclusion Strategy is to:Enhance Defencecapability through diversity and inclusive practice.Diversity and Inclusion Strategy PolicyTo create an environment that supports, reflects and promotes equitable and inclusivebehaviours and practices, and respects individuals and groups of people, it is crucialthat an organisation examines its value and belief systems.For many organisationsPersonal experiences, biases and prejudices can influence professional and ethicalbehaviour and effect: the ability of stakeholders to work cohesively as a team.Reflective questions can assist organisations to develop different ways of communicatingand can encourage open and honest discussions between the organisation’s stakeholders.The Diversity and Equity Policy should refer to the organisation’s PhilosophyStatement.Policy Number (number can be anything)<number>Link to Quality Assurance PrinciplesLIST relevant laws or current policiesPage 1 of 22
List assurance expectationsPolicy statementThe purpose of the Diversity and Equity Policy is to:1. The organisations employing people from different backgrounds like religion,nationality and races should ensure that all the employees are treated equitablybased on their performances and positions. Their backgrounds should not beconsidered while treating them, they should be treated with dignity, and respectwithout prejudice of any sorts what so ever towards their backgrounds (Benschopet al. 2015).2.The managers while commanding the subordinates should be aware about theircultural backgrounds and perceptions about various things like body language andgestures.3.The managers both of the upper and middle level should exemplify fair treatmentof the subordinates by treating all employees equity irrespective of theirprofessional backgrounds and social status.4.They should provide equal opportunities like training and promotions to both maleand female employees.5.These practices by the apex management and the middle level management woulddirect the lower level supervisors and managers to treatment all employees againstprejudices of any sort like gender and backgrounds (Alguacil et al. 2014).The organisation’s environment treats and respects all employees irrespective of theirbackgrounds like culture, religion, nationality, social status and gender. The policiesseek to create an environment that fosters fraternity, equity and just treatment of allPage 2 of 22
employees, which leads to high degree of cooperation and understanding amongemployees. This ultimately leads to high productivity and organisational performances(Madera 2013).The organisation does not tolerate behaviours exhibiting prejudice and injusticetowards any employee on the grounds of their backgrounds like nationality, race orgender.The organisation recognises and values the importance of the employees to itsperformances. It respects the employees irrespective of their cultural backgrounds,genders and social status. It recognises the significance of career growth, jobsatisfaction and families to its employees.The Occupational Health and Safety Act1 states that employers have a duty of care totheir employees to ensure that the working environment supports emotional andmental wellbeing.oOccupational Health and Safety Act(OHSA) (Business.gov.au 2017)oSafe Work Act 2011, Australia (Safe Work Australia. 2017).oDisability Discrimination Act 1992(Commonwealth) (Legislation.gov.au.2017)oHuman Rights and Equal Opportunities Commission Act 1986(Commonwealth) (Eoc.sa.gov.au. 2017)oSex Discrimination Act 1984(Legislation.gov.au. 2017)oRacial Discrimination Act 1975(Commonwealth) (Legislation.gov.au. 2017)oPrivacy Act 1988 (Oaic.gov.au. 2017).Rationale1 There are legislative Acts and regulations for each state and territory that address the issue of Occupational Health andSafety. Organisations are advised to seek information that is relevant to their jurisdiction.Page 3 of 22
The rationale represents a statement of reasons that detail why the policy and/orprocedures have been developed and are important to the organisation.The policies have been developed by the organisations and re important to them because thesepolicies incorporate the laws in power in Australia. The governments in operations inAustralia, both central and state governments mandate the organisations to incorporate thelaws like Fair Work ct in the employee policies. The laws mandate the commercialorganisations to ensure the safety and security of their employees. They should form policiesto ensure just and fair treatment of their employees irrespective of gender, caste, nationality,religion or any other background. The laws of Australia also lays down provisions ofpenalties and other legal actions against firms breaching these laws (Swan 2017). Strategies and practicesThese are examples. Organisations are encouraged to develop and adapt the followingstrategies and practices as required to meet their individual circumstances and dailybest practices.The commercial organisations operating within the geographical boundaries ofAustralia are required to form strategies and practices to follow the employee safety laws intheir daily activities according to their best practices. They should form strategies to ensuresafety and fair treatment of the employees to ensure that there are minimise accidents andcasualties. The companies especially the manufacturing companies like ABC Pty Ltd. requireimplementing the safety provisions confirming to the Model WHS Act and the Safe WorkAustralia (Australia 2013). For example, they should ensure that electrical wires do not hangover the manufacturing sites where workers involve in manufacturing activities or they aredeactivated to avoid electrocution of workers. They manufacturing units should be providedwith sufficient lighting arrangements and brought under purview of cameras to ensure that ifPage 4 of 22
an accident occurs, the employees caught can be rescued promptly. The safety officers postedat the manufacturing units should maintain a list of safety measures available in themanufacturing units (Gray and Collie 2017). They should also maintain a register of accidentsand injuries and report the same to the police. The safety officers should arrange for safetytraining sessions for the employees especially the ones involved in moving hazardous objectsand chemicals.Identifying and supporting individual needs:The organisation can describe how it supports intellectual or cognitive delay. The apex management while identifying andsupporting individual needs should consider the following reflective questions.oHow will the organisation communicate the requirement of services like childcare so that the employees and their families are able to use it to take care oftheir children. oHow do staff effectively communicate their experience about child carefacilities provided by the organisations to the staffs who are considering hiringthe child care services in the future.oHow do staffs effectively retrieve information about the child care qualitiesand the expectations of the staff from the child care facilities provided by theorganisations(Barsade and O’Neill 2014).oHow can the organisation develop methods to communicate information childcare between the children, parents and the child care centres.practices that differ to the organisation’s practices. These include belief systemsregarding gender roles in play, independence, self-help skills, behaviour guidance;Page 5 of 22
The practices that differentiate the organisations from their competitors consists ofmeasures like equal importance given to both gender, independence andinterdependence between the employees and confidence. The organisations followingthe laws of Australia establish organisational cultures and practices based on equalityand self-confidence among the employees (Medhanyie et al. 2015)diverse family lifestyles and structures-The organisations should create and maintainorganisational structures which recognise the diversity in lifestyle patterns and outlookof the employees. The human resource department should form policies which allowsthat employees to achieve work life balance between their work and families. Thecompanies should allow the employees to avail facilities like paid holidays and workfrom home facilities so that they can spend time with their families (Grusec andHastings 2014).emotional needs resulting from trauma, abuse or grief- The organisations and theirapex management should policies to deal with the trauma which employees go thoughafter accidents. The employees present during accidents suffered by their co-workerscan also go through trauma, depression and mental shock. The organisation shouldform strategies to treat those employees and make provisions to give them traumatherapy. The employees suffering from trauma should be provided counselling so tatthey can recover from shocks as resume their normal lives. The apex managementshould employees are not subjected abuse or grief from the peers or superiors. Theapex management should initiate probe once an abuse or ill-treatment is reported.They should take exemplary steps against employees caught involved in unethical actslike abusing employees on the grounds of their gender and cultural backgrounds(Hutchinson and Jackson 2015). OrientationPage 6 of 22
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