BSBDIV601 Develop and Implement Diversity Policy - Desklib

This study material covers the development and implementation of diversity policies and procedures for the BSBDIV601 course. It includes a diversity briefing report, questionnaire development, presentation delivery, and policy revision. The material also covers case studies related to workplace discrimination and legal requirements.

BSBDIV601 Develop and
implement diversity policy

Table of Contents
TASK 1............................................................................................................................................3
Organisation’s requirements for diversity policy and procedures with you, as well as existing
practices to diversity...............................................................................................................3
Write a diversity briefing report.............................................................................................3
Policy and procedures based on your research.......................................................................3
Develop a questionnaire.........................................................................................................4
Prepare and deliver a presentation of the new diversity policy and procedures and action plan
to staff.....................................................................................................................................4
Revise your diversity policy and procedures and your diversity action plan.........................4
Prepare an email to all staff....................................................................................................5
Meet with the CEO (your assessor)........................................................................................5
During the meeting, you will need to use effective communication skills to ask questions and
to confirm that you have correctly understood the information provided..............................5
TASK 2............................................................................................................................................5
Case study 1............................................................................................................................5
Case study 2............................................................................................................................6
Case study 3............................................................................................................................7
Case study 4............................................................................................................................8
Case study 5............................................................................................................................9

TASK 1
Organisation’s requirements for diversity policy and procedures with you, as well as existing
practices to diversity.
As a general manager, it is important to research about the policy and legislation before the
implementation of plan. In this, the new diversity policy and procedure is used to make the
things more prior and attentive towards the employee. In this, for the development of plan and
process it is essential to know the present requirement of the organisation to change the diverse
workforce. In this, the development of the policies and the set of procedure require the support a
diverse workforce which used to require knowledge of the human resource best practice which is
based on the attention to labour and the set of employment associated with laws. The existing
policy have various factor that affect the employee which is based on various age, gender and
they require new policies for the smooth functioning in the diverse workforce for the accountable
and measurement. The implementing policies and the to support which is based on workforce
that require consistent application and regular monitoring which effective and fair. Diversity is
defined as a practice in which organisation involve individual those who belong from different
ethnic background and social culture have different genders sexual orientation etc. In today's
business world diversity plays important role as it help organisation to develop awareness among
organisational structure that every individual is unique. With help of implementing diversity
practices come and can recognise individual differences and can enhance productivity and
uniqueness. Diversity plays important role as it helps in bringing you experiences and ideas and
also allow employees to learn from each other.
Write a diversity briefing report.
According to the workplace report, this is also used to create the condition of workplace diversity
is the major formula that help to title for the strategies that used to recognise and show the
accommodation which is associated with the difference in ethnic, cultural and socioeconomic
background, they have various religious beliefs, sexual orientation, disabilities and show the
work experience for the workforce. In this, the policies are used to formulated in the aspect with
anticipation for example child protection that require policies place once organisation start work

children. In the response with the need and they require policy position on government strategy
which may be develop in the response in the consultation paper.
Policy and procedures based on your research
For the implementation and development of policy, it is categorised in five stage which include
planning, development, review, implementation and final review, implementation and final
review. The new policy is completely based on the code of conduct which help to conduct ethical
behaviour in the workplace. The code of practice and code of conduct is requirement for the
workplace in order to maintain diversity and workforce. However, the need of policies is based
on the anticipation of the needs for example child protection policies should be place once an
organisation which is initiated and they start with the work with children or young person and
they take the response to needs for example position on the government strategy development in
response in the paper.
Develop a questionnaire.
 Name of the policy and purpose of implementation?
 Describe the reason for the new or revised policy or deletion?
 Identify subject area stakeholder?
 State the target completion?
 State factor that might affect the target?
 Measures cause of implementing the code of conduct?
 What are the responsibilities which is associated with new policy?
 Who you request to review the policy and provide additional comments or the suggestion
before the final approval?
 Define the target respondent?
 Develop the policy aim and the objective?
Prepare and deliver a presentation of the new diversity policy and procedures and action plan to
staff.
Employer use the diversity, equity and the phase of inclusion initiative for the both compliance
obligation and they help to enhance the overall bottom line which require diverse, equitable and
the inclusive workforce. They involve some phases:
 Data collection

 Implementation
 Strategy design.
 Evaluation
Revise your diversity policy and procedures and your diversity action plan.
 Assessment of the diversity, in this employee satisfaction surveys, discussion and the
open forum which can be provide the fact of insight into the challenge and the obstacle to
diversity.
 Formulation of the plan which is based on diversity plan.
 Implementation of the plan.
Prepare an email to all staff.
This is to inform to all of you are the valuable employee within organization. There is diversity
policy and process which can be effective to provide better flexibility at the workplace. In the
meeting, it has been decided that there is need to provide flexible working hour which can be
effective for every staff member and allow to perform their personal activity along with
professional activity through coordinating each other. There is change in the implementation of
policy by adding some policy regarding flexible hour that can be provided and added to the
organizational policy handbook.
Meet with the CEO (your assessor).
During the meeting, you will need to use effective communication skills to ask questions and to
confirm that you have correctly understood the information provided.
It is essential to ensure that diversity policy and procedure are updated and can have updated
according to current work scenario. In this, there any two improvement in the policy and
procedure regarding flexible working hour. This can be effective and helpful to retain employee
at the workplace for longer duration. There is need for the effective communication. It can be
understood that the information are effectively provided to the every staff member along with
management. Effective communication is termed as an ability to efficiently convey information
or data from one individual to other. In business organisation it is essential for them to increase
awareness of effective communication good verbal, written and nonverbal communication skill
as this offer commercial benfit to organisation, in terms of sharing information between each

other. Communication is associated to understand instruction, acquire new skills, ask question
and relying information. It is essential for an organisation to implement significant practices and
policies to enhance effective communication skills among individual significantly help
organisation to deliver and exchange information and data and enhance productivity.
TASK 2
Case study 1
• What issues do you consider in your response?
In the response, there is need to consider about the issue of number of employee that are
available to perform her role. In this, there is also need to consider that she is the permanent
employee from two years and should have a the information that it will be difficult to provide her
leave early on Friday afternoon. Valarie should have informed previously not on the short notice
which can create difficulty to manage her work when she is not available. Due to not having
flexible hour as a working arrangement it will be difficult to allow leave.
 What are the legal requirements?
For providing Valarie leave, there is some of the legal requirement which need to be follow as
per the rules and regulation of the organization. There is no any flexible working arrangements
for the company at currently which can be difficult to follow the legal procedure for calling her
leave. Company does not run on emotion but it is essential to follow legal procedure and policy
that allow Valarie to take leave on the short note. She need to leave work early on Friday and for
this, there is need for take permission from higher authority who should ensure that she should
have catch up on any missed work at any time when there is necessity of that work.
• What would be your response as a Manager?
As a manager, there is a need to provide a response where she should be allowed to take leave
early on Friday because she is a permanent employee from two years and by looking up at track
record leave can be allowed for managing her personal interest. This can be effective and make
Valarie comfortable to perform further in the company as an employee. Such type of flexibility
can be helpful for the organization to retain their valuable employee. This response can take
positive aspect as a manager for the other employee with enable them to retain in their

organization without any hesitation and can perform various activity while performing and as an
employee.
Case study 2
 What issues should you consider in your response?
In the response the key issue of the consideration is the diversity and discrimination issues
because Muslim staff is not treating the female staff equally, which is the symbol of the gender
based discrimination. This can lead to the organisation less effective and low coordinating work
culture. This office discrimination issues are the key area of the consideration because this can
lead to the bad relationship of the employees and ineffective performance. This issues if the
inappropriate behaviour of the male Muslim staff is can also be consider as the legal issues if this
will reach the huge level of differentiation in male and female.
 What are the legal requirements?
Although that is the choice of the individual to handshake or make conversation with any one,
but in the legal terms that is wrong the make any one feel discriminated. So the legal
requirements in context to this office discrimination issues are that employer have to ensure the
workplace is free from the discrimination and harassment. That is the employer’s responsibility
to make the employability policy and guidelines for the staff, by considering Age Discrimination
Act 2004, Disability Discrimination Act 1992, Racial Discrimination Act 1975. under which
each and very standards of the anti-discrimination and equality should be illustrated to the
employees, which can be easily followed by the staff. Employer legal requirement is that they
manage the updated employability policy with the key guidelines of the workplace equality, with
the influence of which standard culture of coordination and equality is can be manage in the
organisation.
 As a Manager, how should you deal with this issue?
In order to deal with the workplace discrimination and issues as a manager the key actions and
activities to deal with that should include, the education of all workers about the discrimination,
encourage the workers to respect each other’s differences, manager have to respond to each and
every evidence or complaints of inappropriate behaviour and they have to deal with the
complaints of discrimination promptly. In context to the identified issues of Muslim staff
discriminative behaviour manager have to make him under the consideration and educate them

about the importance of equality and removal of discrimination. That person encouraged to talk
and greet with females by organizing the collaborative meetings.
Case study 3
 Can she refuse to deal with a customer on these grounds?
As the customer support service in-charge she is not having the right to refuse customer, unless
she has the evident that customer of her has done racist type of the behaviour. The given reason
is not enough to refuse the customer services although she can implement the safety measures for
herself.
 What are the legal requirements?
In context to that situation the key sets of the legal laws should be consider for the action, in the
first set there is the need of Australian federal anti-discrimination laws which contained in the
following legislation, disability discrimination Act 1992, Age discrimination Act 2004, sex
Discrimination Act 1984. The second one set of the legislation which have to be taken as the
action in this situation is safe work Australia (WHS), this is the well-known model which should
be consider in these types of the situation for employee’s safety. This involves the legal action of
worker’s protection from the harm by minimizing the risk, ensuring the appropriate security,
compliance and enforcement measures etc.
 As a Manager, how should you deal with this issue?
As a manager I will not give her permission to refuse customers on her first asking, in context to
the assurance of her safety I will ask her to try to deal with that person and I will also be on her
surrounding in order to observe that situation, so that the final judgement is can be pass to the
Delores request. She will be supported with the surrounding supportive staff along with the
security and safety assets. As manager this is the responsibility to recruit the security guard for
the organization staff protection with the influence of which these types of the inappropriate
behaviour is can be control.
Case study 4
• Is this response acceptable?
This is not the acceptable response but having perception about the lesbian and gay men can be
some effective and Jill needs to reconcile. It is thought regarding objection to lesbian and gay
men. There is need to get some education which can help him to accept the such type of response

in positive way. There should not be any type of negative response to occur when there is reveal
of any type of sexuality within company.
• What are the issues to consider?
There are various issues like a overreacting on sexuality of an individual. There should not be
any type of negative response about anyone's sexuality. Every individual is different and they
can have various type of sexuality which they refer. In this, issue regarding any sexuality can
have negative relationship with anyone and also the indivisible mentality should be broaden as
per current time. There is need to ensure that there should not any type of issue related with
sexuality or gender.
• What are the legal requirements?
There are some of the legal requirement which can establish that creating discrimination about
any individual sexuality. This can be punishable and should not be ignored easily. In this, there is
need to take legal action as a team leader on management level. In this process, there is no need
to ensure that Jill should learn lesson where to getting any strong moral objection regarding
anyone's sexuality can be offensive. This should not taken lightly when such type of activity are
repeated and management should take legal action against Jill.
• As a Manager, how should you deal with this issue?
As a manager, there is need to deal with such issue effectively and ensure that a work process
should not be affected due to this issue. As a manager, there is a need to make a call with
everyone which can allow not to create any type of tissue on the basis of individuals sexuality.
Every individual has their own opinion and everyone should respect that. There is need to broad
of mind that can help to accept every individual sexuality without getting offence and can
proceed for positive relationship with each other. This can help enhance productivity within
organization.
Case study 5
 What support could you offer the staff member?
From the scenario, there is need to provide support to the staff member because every individual
is important in the company and staff member. She is working from 5 years which can be easily
understood that she is an asset for the organization and due to suffering from depression, see
need some time to get over through it. In this, there is need to support the staff member by

providing sufficient leave. There is need to provide some extra leave that can allow her to get
well.
• Are there any legal requirements?
There are some legal requirement where as a manager, there is need to follow the organization
policy and procedure. This can be helpful to follow the organizational policy. In this, there is
need to provide leave to the staff member according to company policy and legal requirement.
There is need to fulfill all the legal aspect which can be effective and help to get better follow up
procedure to maintain the decoration of the organization by providing sufficient leave to focus on
saving better health.
• As a Manager, how should you deal with this issue?
As a manager, there is needed to provide a better deal to the staff member. In this, there is need
to provide the subsidiary leave that can be helpful for the staff member to avoid any paid leave.
This can be helpful by following organizational legal requirement and policy. Staff member can
get sufficient leave for her better treatment. This can be offered that staff members should rejoin
when she get well treated with the depression.