BSBDIV501 Manage Diversity in the Workplace Worksheets

BSBDIV501 Manage Diversity in the Workplace Worksheets cover topics such as diversity management, implementing diversity policy, fostering respect for diversity, and more. The worksheets provide an introduction to diversity management, reasons why diversity is valued in organizations, ways to build a diverse workforce, and areas affected by diversity policy. The worksheets also cover managing age-based diversity, overcoming stereotypes, bias and discrimination, and the positives and negatives of using targets to address gender imbalance in higher-level management roles. Additionally, the worksheets discuss allowable discrimination, sexual harassment, and bullying in the workplace. Get solved assignments, essays, and dissertations for your courses on Desklib.

BSBDIV501- Manage diversity in the workplace
Worksheets
Introduction
Diversity management is related to those actions of the organisation under which the management of the
company included employees from the different structure of the organisation with an aim to achieve the
efficiency in management of the organisation. There are some employees are present in different department
of the organisation which are having creative and analytical skills but their talent are not benefit to the
company because they are hidden between other employees. It is the duty of the managers of the
organisation to analyse these employees and gathered them in one team so that their talent can provide
higher return to the company.
Main body
SECTION 1: IMPLEMENT DIVERSITY POLICY
Q1: Explain what is meant by the term ‘diversity management’.
ANS: covered in introduction
Q2:Provide five reasons why diversity is valued in organisations today.
ANS: Management diversity provides different benefits to the organisation which are given below;
 Increases creativity :- One of the most important benefit which organisation is enjoy due to diversity is
that the level of creativity are increases because the management of the company chooses the
employees which are having creative skills and presence of mind. These employees also has
effective execution skills under which they execute all their creative ideas and plans in the
organisation.
 Higher innovation :- Innovation plays an important role in the success of the organisation because it
helps to satisfy the needs of customers having dynamic needs and preference. The creative mind
employee which organisation choose make changes in the product of company according to the
needs and preference of the organisation it leads to innovation in the existing product of the
company.
 Faster problem solving :- It is very important for the organisation that their managers and employees
have an ability to solve the problems arises in the organisation with efficiently. Management diversity
included employee having effective creativity skills which helps them to solve different problems
quickly. These problem solving skills of the employees helps the organisation to minimise the threat
arises from these problems.
 Better decision making :- The employees which are chosen in action of management diversity under
has great skills of decision masking. They have an ability to take quick decision if any wicked problem
arises in the organisation and protect the organisation from the huge loss.
 Increases profit :- The most important advantage of diverse management is that it increases the
profits of a business. It enables the employees to use their greatest strength which enables to
increase in the production of the company and ultimately increases the profit margins of the
company.
Q3: Explain how an organisation could build a diverse workforce.
ANS: There are different ways which the organisation chooses to promote the diversity management in their
organisation and the brief discussion related to these ways are given below:
 Organisation convey the merits of diversity management in front of their managers so that they
understand this concept effectively. It is required for the organisation to educate their managers
about the benefits of diversity management.
 Organisation is required to develop effective employee policies in workplace such as provide holidays
on the religious festivals of employees, providing flexible working hour and develop effective
communication channels in the organisation so that the employees can interact with each other
effectively.
 One of the important way is to provide opportunities for employee engagement, under which all the
employees has equal chances to engage in the business of the company.
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 It is suggested to the organisation that it develops different mentor ship programmes which helps the
company to manage their workforce easily and take benefit from them.
 One of the most Important way is to provide extra benefits to the employees which motivates them to
achieve the goals and objectives of the organisation effectively.
Q4: Where would you be likely to find a diversity policy within the organisation?
ANS: There are different places in organisation which requires diversity because of their importance and the
brief discussion related to these areas are given below:
 One the most important area which require diversity management is production department of the
organisation. This department is responsible for the production of goods which requires creative
thinking for innovation and this creative thinking are provides by diversity management.
 Today there is a cut throat competition in the market and company required effective and creative
marketing of their product in the market to achieve competitive advantage from the industry and this
need are fulfilled by diversity management because it provides creative employees to department.
 The distribution department of the company requires diversity management because it enables the
department to make their operations effective and ultimately the cost incurred can be minimised.
Q5: What areas within the workplace are affected by the diversity policy?
ANS: There are different areas which are impacted dur to the diversity policy of the organisation such as
sales department, law department and human resource department.
Q6: What information would you find in a diversity policy? (Provide 5 Information)]\
ANS: There are different information which is gathered in context of diversity policy of Pepci co are given
below:
 In the year 2017 Pepci invested huge amount which is almost 1.5 million US dollars for the up liftment
of American women and gave a title Women for “purpose”.
 Pepci conduct different employment programmes for the specially able employees in their
organisation.
 In the year 1982, company support large number of small suppliers, under which the company
purchases the minimum quantity of raw material from large number of small suppliers instead of
purchasing huge quantity from the big suppliers.
Q7: A diversity policy should be reviewed annually to ensure its efficacy and currency. Explain what is
meant by this. (Briefly explain the following terms)
 Currency: It refers to the medium of exchange which is used in the process of buying and
selling of product and services and generally issued by the government of country. Currency
are issued in term of notes and coins.
 Efficacy: It is related to the performance task with the great effectiveness.
Q8: List four actions you can take to make staff aware of the diversity policy?
ANS: There are different steps which are taken by me to aware the staff about the diversity policy.
 One of the important action is to provide mentors to them.
 Another action will be increasing in employee benefit.
 To provide opportunity for personal evaluation to them.
Q9: What methods can be used to review the diversity policy?
ANS: There are different methods which the management of the organisation can use to review diversity
policy such as employee feedback, auditing requirement and external review boards. These methods
helps the company to improve their policy.
Q10: List four legislative Acts that have a direct impact on the information that must be incorporated into
diversity management policies and work practices.
ANS: There are different types of act which the government of the country develops for the protection of
workers and employees rights and duties and the list of these laws are given below:
 Human rights act 1998
 Civil partnership act 2003
 Equality act 2006
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 The gender recognition act 2004
Q11: Explain the aim of EEO (Equal Employment Opportunity).
ANS: The main aim behind equal employment opportunities is to provide equal chances to the employees of
the organisation in relation to performance and work.
Q12: List six grounds or protected areas within anti-discrimination legislation.
ANS:
 Race
 Sex
 Marital status
 Parenthood
 Breast feeding
 Pregnancy
SECTION 2: FOSTER RESPECT FOR DIVERSITY IN THE WORKPLACE
Q1: A key element of managing diversity is overcoming stereotypes, bias and discrimination. What is a
stereotype?
ANS: Stereotype is related to the common idea of large number of peoples which is generally not true. For
example “ Asian are good at math”
Q2:What is the problem with stereotyping? (Provide 2 problem examples)
ANS: There are different problems arises due to the presence of stereotypes in the organisation and the brief
discussion related to these are given below:
 One of the major problem which arises due to the stereotype is the problems of rumours in the
environment about the particular topic or aspect.
 Another problem is that Stereotype affects the decision making of the people which negatively impact
the business of the organisation.
Q3:Why is it important for managers to act as a role model in managing diversity?
ANS: Managers of the organisation acts as leader in the organisation to influence the behaviours of
employees towards the achievement of goals and objectives. Followers or employee attract from the
behaviour and attitude of the leader so it is necessary for the managers that it complete all their operations
with highest strength so that their followers do the same.
Q4:Discuss some of the challenges in managing age-based diversity. (Briefly explain)
ANS: There are different challenges which the organisation faced due to age-based diversity which impacts
the business very badly and the brief discussion are given below:
 One of the major problem is the lack of communication due to some age genders present in the age-
based diversity in the organisation.
 It is very difficult for the aged employees to accept the new culture introduced by the management.
These persons generally resist the changes.
 One of the common problem arises that some member develops groups inside the team which
impacts the team spirit very badly.
Q5:List four things an organisation can do to manage age-based diversity?
ANS: There are different things which the management of organisation has to adopt to manage the age
bases diversity in the workplace such as
 Managers has to develop effective communication channels in the organisation so that all the age
group persons can communicate effectively.
 Make effective counselling of the employees which enables healthy employee relationships.
 One of the most important duty of the managers is to develop the team spirit between the employees
of all age groups.
 The best way to make the employees motivated is to celebrate their success in front of all the
employees of the organisation which increases their morale.
Q6:Explain what is meant by the term ‘glass ceiling’.
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ANS: Glass ceiling is related to those metaphor or mentality represent the barriers which restricts the women
s from getting the higher or specified level in hierarchy. It is one of the most common thing which is seen in
many organisation that there is no women on the higher authorities or executives of the company. This
concept is slowly decreasing because many women become the part of senior level management on the
basis of their efforts and hard work.
Q7:Training is a key part of getting the message out to staff on diversity principles. List two ways training
can be delivered in-house and externally.
 In-house:- In this section the employees of the organisation are getting training from their managers
inside the office.
 External :- It is related to the relate to those training which employee get from outside the
organisation from the other organisation.
Q8: Discuss the positives and negatives of using targets to address the gender imbalance in higher-level
management roles. (Provide 2 examples for each)
AND: It is not possible for any aspect that they have only positive or negative aspect they have both and the
brief discussion in relation to these are given below:
Advantages of gender imbalance
 One of the most important advantage of this inequality is that many women are getting extra benefits
in comparison to males in different government policies.
 Girls are getting different scholarships and benefits in their education sector by the government.
Disadvantage of Gender imbalance
 Violence and discrimination are the most common disadvantage which many women faces due to the
gender imbalance.
 Low wage rate for the women are the important disadvantage face by the women in the society.
Q9: An applicant for a cleaning job is required to fill out a detailed application form and submit it via email
along with an electronic copy of their résumé. The applicant has a learning disability making it difficult
to fill out the form and so they don’t apply. Could this process be a form of direct or indirect
discrimination? Explain.
ANS: Yes. It is a case of discrimination, In this scenario candidate has natural disability and the company
has to develop effective and different methods of applying for the job through which all types of person
can get equal opportunity for their job.
Q10: Legislation requires an organisation to make reasonable accommodation or adjustment to support a
person with a disability. Give two examples of this.
ANS: It is compulsory as per the Equality act 2010 that there were no discrimination in relation to the age sex
and disability.
This act entitles the organisation to provide special adjustment for the specially able person and provide them
equal opportunities as compare to the normal people.
Q11: At times, discrimination can be allowable. Give two reasons that can support allowable discrimination.
ANS: It is not possible for any individual or group of person that discrimination is allowed and the reasons
behind them are given below:
1. It is mentioned in Equality act 2010 that no discrimination is allowed whether it is race, caste or sex.
2. Discrimination in the workplace and other areas are legally prohibited.
Q12: Define sexual harassment, identifying the key legal components of the definition.
ANS: Sexual harassment is related the harassment of a people on the basis of their sex or gender. There are
many cases are arises from the different organisation under which the females are facing the threat of
sexual harassment from their male employees.
Legal components of the definition
 sexual harassment is a unlawful activity under the Equality act 2010, it comprises with the violation of
dignity of any women
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Q13: What legislation covers bullying in the workplace?
ANS: Bulling is related to the mistreatment of new employees in the organisation by the existing employees of
the organisation. Bullying at workplace are covered under the Equality act 2010.
Q14: Describe four types of behaviour that could be considered bullying.
ANS: There are different types bulling are present and the brief discussion related to these are given below:
 Cyber bulling :- It is one of the modern bulling under which the person are mistreated by the another
person online.
 Rational bulling :- Under this section all the parties are involved in group and the bullying take
place.
 Verbal bulling :- It is related to the bulling of new employee by the existing employee verbally or with
the use of unethical words.
 Physical bulling :- All the bulling under which the employees mistreat other employees physically
are called physical bulling.
Q15: What can workplaces do to prevent bullying and harassment? List six options.
ANS:
 Fully compliance of Equality act 2010.
 Recognise the sign of bulling carefully.
 Make focus on these activities
 Take great steps to remove these signs
 develops effective and healthy work culture in the organisation.
 Provide regular feedback and focus on job.
Q16: Identify the key internal steps to a company grievance procedure.
ANS
 Employee of the company make the formal written complaint.
 Official investigation begins.
 The investigator writes a conclusion
 a mediator can be employees
 consequences are arises
 is customer happy with the outcome
Q17: What avenues can an employee take if they are not satisfied with how the organisation handled the
grievance?
The final remedy present with the employee which are not satisfied with the decision he or she will be going
to court and challenge the decision of organisation.
Q18: What suggestions would you make to the job advertisement part of a recruitment process to ensure
you aim for a diverse range of applicants? (Briefly explain 2 suggestions)
ANS: It is recommended to the management of the organisation that it uses modern technology in the
recruitment process.
It is recommended that the recruitment process use attractive pay structure to the employees.
Q19: List four things an organisation can do to help avoid discrimination and bias during the interviewing
part of the selection process?
All the candidates should be given equal time
All the candidates should be provided equal chances.
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SECTION 3: PROMOTE THE BENEFITS OF DIVERSITY
Q1: Discuss four ways by which an organisation can promote the benefits of diversity to its employees?
ANS
 Employees can be understand the concept of diversity more accurately.
 It is the duty of the managers of the organisation to celebrate the success of employee.
 It is recommended to the managers to stay their employees motivated.
 Develop effective communication channels in the organisation.
Q2: Many organisations promote their diversity achievements in external forums. List three based on the
benefits of using external forums?
AND
1. Higher people of different colours.
2. Empower the community
3. choose inclusive vendors and
4. choose exclusive vendors
Q3: Give two examples of external diversity forums.
ANS; Personal interest and education are the two examples.
Q4: Provide two examples of how a diverse workforce has enhanced products and services in your
organisation, or an organisation you have been a customer in.
ANS
 It helps the organisation to develop effective communication channels in the organisation.
 It helps the management of the organisation to use creative skills of their employees.
Q5: Describe how diversity can be used as a competitive advantage in improving products and services.
ANS
1. Diversity helps the employees to enhance the innovation which helps to achieve competitive
advantage from industry.
2. It enables the employees to work with great strength in production department and achieve
competitive advantage.
Q6: Helping staff get to know each other can help break down stereotypes and create an inclusive
environment. Give four examples of how the manager and/or the organisation can do this.
ANS
 Diversity helps the females to gain equal opportunity of growth
 It enables different gender employees in one team.
 It entitles the management to follow Equality act 2010
 all these helps the organisation to remove the stereotypes.
Conclusion
It is concluded from this report that there are different approaches are present in the market which
helps the organisation to become success but diversity management is the best aspect to do so. Different
aspects of diversity management are concluded in this report.
References
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