BSBDIV601 Develop and Implement Diversity Policy Learner

BSBDIV601
Develop and Implement
Diversity Policy
Learner Workbook

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 student 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:
Students 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 decisionClient Country :
Australia
 Topic : s 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

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 student. Where a
student 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 student’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 students 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 student 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 students 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
students 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 student 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 student should complete
this work. It is a requirement for each unit to check
knowledge and understanding.
3.

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 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
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 communicationClient Country : Australia
 Topic :
 Navigate the world of work
 Interact with others
 Get the work done

5. Observation/Demonstration Checklist
Candidate’s Name
Assessor or Observer’s
Name Syed Saqib
Hussain
Unit of Competence
(Code and Title)
BSBDIV601
Develop and
Implement
Diversity
Policy
Date of Assessment April 7, 2019
Location
75 Gozzard
Street,
Gungahlin
ACT 2912,
Australia
Demonstration Tasks Completed
Materials and Equipment Provided
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 stakeholders about their
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

draft diversity policy?
6. Draft policy and plan for
implementation:
Did the learner demonstrate they could
develop action plans for policy?
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 of communication
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?

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?
The candidate’s
performance was:
Not Satisfactory Satisfactory
Further Comments:
Candidate’s
Signature
Assessor/ Syed Saqib

Observer’s
Signature
6.

Table of Contents
1.Assessment criteria for BSBDIV601.....................................................................2
2.Elements for Competency Demonstration...........................................................2
3.Assessment Tool Definitions................................................................................5
4. ................................................................................................................................ 5
5.Observation/Demonstration..................................................................................6
6.Observation/Demonstration Checklist.................................................................7
9.Assessment – BSBDIV601: Develop and implement diversity policy.............13
10.Competency Record to be completed..............................................................15
11.Observation/Demonstration..............................................................................17
12.Activity 1.1.1....................................................................................................... 18
13.Activity 1.2.1....................................................................................................... 19
14.Activity 1.3.1....................................................................................................... 20
15.Activity 1.4.1....................................................................................................... 21
16.Activity 2.1.1....................................................................................................... 23
17.Activity 2.2.1 – 2.3.1........................................................................................... 27
18.Activity 2.4.1....................................................................................................... 30
19.Activity 2.5.1....................................................................................................... 31
20.Activity 3.1.1....................................................................................................... 32
21.Activity 3.2.1....................................................................................................... 33
22.Activity 3.3.1....................................................................................................... 34
23.Activity 3.4.1....................................................................................................... 36
24.Activity 3.5.1....................................................................................................... 38
25.Activity 4.1.1 – 4.4.1........................................................................................... 39
26.Skills and Knowledge Activity..........................................................................40
27.Major Activity ..............................................................................................42

7. Assessment – BSBDIV601: Develop and implement
diversity policy
Please complete the following activities and hand in to your trainer for marking. This
forms part of your assessment for BSBDIV601: Develop and implement diversity
policy.
Name:
_____________________________________________________________
Address:
_____________________________________________________________
_____________________________________________________________
Email:
_____________________________________________________________
Mobile:
_____________________________________________________________
Declaration
I declare that no part of this assessment has been copied from another person’s
work with the exception of where I have listed or referenced documents or work and
that no part of this assessment has been written for me by another person.
Signed:
____________________________________________________________
Date: _________April 7,
2019_________________________________________
If activities have been completed as part of a small group or in pairs, details of
the learners involved should be provided below:
This activity workbook has been completed by the following persons and we
acknowledge that it was a fair team effort where everyone contributed equally to the
work completed. We declare that no part of this assessment has been copied from
another person’s work with the exception of where we have listed or referenced
documents or work and that no part of this assessment has been written for us by
another person.
Learner 1:
____________________________________________________________
Signed:
____________________________________________________________

Learner 2:
____________________________________________________________
Signed:
____________________________________________________________
Learner 3:
____________________________________________________________
Signed:
____________________________________________________________

8. Competency Record to be completed
Learner Name:
_______________________________________________________
Date of Assessment: ___________ April 7,
2019_________________________________
The learner has been assessed as competent in the elements and performance
criteria and the evidence has been presented as:
Assessor
Initials
Authenti
c
S
Valid S
Reliable S
Current S
Sufficie
nt
S
Learner is deemed: NOT YET SATISFACTORY
SATISFACTORY
Comments from Trainer/Assessor:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
________________________________
Assessor Signature: Syed Saqib

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
Writing
Oral communication
Navigate the world of work

Interact with others
Get the work done
Activities
9. 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
Expertise at workplace are less
experienced which impacts upon
overall working. On the other
hand, working style which is
being followed i.e. to provide
equal opportunity to individuals
while facing diversity at
workplace. This is also not
happening at the same time.
Special interests There are two different areas
and these are equality and
attracting people to the
workplace from all backgrounds.
Interpersonal style Visionary is being considered as
interpersonal style which is
being followed at workplace.
Language, literacy and
numeracy
English is the formal language
followed in the company at
professional level. Most of
designations at workplace are
filled with people (80
employees) that are educated
enough to work.
Physical differences Men are more at workstation

than women which means
company has discrimination in it
and BOD cannot even do
anything.
Thinking and learning styles Goal oriented thinking style is
being followed at workstation
and visual plus auditory learning
style also followed by
employees and employers at
working area.
10. 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 can be defined as all the differences that an
organisation consist with at workstation. In order to attain business
objectives, it is required to manage diversity on a regular basis at
workstation so that maximum benefits could be gained or goals can
easily be attained right on time.
Along with this, when it comes to attain business objectives,
diversity could help a business company in utilising & share specific
qualities, skills or backgrounds this directly impacts positively upon
different range of outcomes. On the other hand, identifying the ‘mix’
of diverse skills may directly aid in bringing up greater advantages. It
has been analysed that it brings innovation at workplace
and specifically improves services for the clients
. If it is talked about legislations than it can be said that there are
many acts present in the Australia which has been developed by
government which needs proper considerations at the time of
managing the diversity at workplace so that goals can be attained
right on time and these are given beneath:
 The Australian Human Rights Commission Act : This is a act
which was proposed in 1986 by Australian government. In
this human in nation get equal rights as other people have in
organisation.
 The Age Discrimination Act : This is an act which was
proposed in 2004 where employees of organisation do not
get discriminated according to their age. Each and every
employees of organisation of any age must get pay according
to their talent not according to their age.

 The Sex Discrimination Act : This is the act where Australian
government want to clear that there is no difference between
employees of different sex. Both men and women are equal
and they have to get equal pay according to their posts.
 The Racial Discrimination Act : This act was introduced by
Australian government in 1975. This act was to save people
and employees from racial discrimination according to their
religions and colour.
 The Racial Hatred Act : This act was proposed in 1995 and it
is very much helpful for people and employees, as this
provide them rights where they can make complains about
the discrimination faced by them in context to their racial or
can say regions and their colours.
 The Disability Discrimination Act : This is the act which
Australian government use to introduce for protecting their
people and employees who are physically challenged from
any type of discrimination. As handicap people and
employees in organisation use to face a type of discrimination
from managers and other employees. This act provide right to
them that they can complain about this, so that they can
protect themselve.
What are some workplace principles of diversity that may be
implemented in a vision, mission or objectives statement?
It has been analysed that a vision, mission along with objectives
statements of an organisation may aid in grabbing a good position at
marketplace. In the same way, all these factors needs proper
inclusion of diversity so that to focus on different employees that are
following various culture at a workstation. It is being found that there
are many workplace principles of diversity which could be
implemented and these are:
 A cohesive approach of a business organisation
 Creation of positive work environment
 Promoting both personal and professional development
 Establishing the business strategy so that diverse workforce
could be improves
 Equal opportunities given to others.
Henceforth, inclusion of all these workplace diversified principles
could help a company in making a vision more clearer, helps in
attaining different range of goals and aid in designing both long and

short term objectives.
11. Activity 1.3.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to consult key stakeholders about their
requirements for a diversity policy.
Activity
List all the areas where you feel are important when addressing
the engagement with stakeholders.
When it comes to addressing the engagement with stakeholders, it
can be said that there are ample number of areas which needs
proper considerations and these are given beneath:
Expectations : Expectations of stakeholders stays really very high
whether it is a client or heads of business units, supervisors or
managers or any other stakeholder and these can be same as well.
While developing the diversity policy, it can be said that expectations
of stakeholders basically improvises as it will include all the
differences. All the stakeholders cannot have same sort of
expectations thus, it is required to focus on various expectations
Perceptions : Another key area, which plays a crucial role at the time
of developing the diversity policy while engaging the stakeholders in
it. It is being found that perceptions of every single individual at
workplace stays different from each other which means, company
would require to keep its focus on different perceptions that
stakeholders are having so that diversity policy could be developed in
a rightful manner.
Personal agendas : One of a crucial key area which particularly
need proper attention at the time of engaging stakeholders while
developing a diversity policy. With the help of this, all the personal
agendas can be analysed and these could directly aid in executing
the diversified policy right on time.
12. 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?
While looking at diversity policy of an another organisation, it can be
said that there are ample number of research examples that are

present at marketplace which could be used or considered while
developing own company's diversity policy.
Culture: It is required to identify the culture and then look into the
different decisions which has been taken by the other organisation so
that right policy could be built related to diversity at marketplace.
Language: Another thing which need proper attention i.e. language
which they have used in their own perspective while developing the
diversity policy. If other company has developed its diversity policy in
an another language which BOD of organisation who is developing a
whole new diversity policy might face issues related to the same.
Engagement of stakeholders: Another factor which needs proper
attention is engagement that stakeholders has while they developed
the diversity and people who were considered as important ones
while developing the diversity policy.
What are some of the benefits of using a similar organisation as
a research example?
There are many business organisations in Australia or at international
level which specifically develops diversity policy and it is being found
that, there are many benefits that can easily be carried out by looking
at a similar policy of an organisation and these are given beneath:
 It helps in assisting policy builder to gain a clear understanding
of best practice in relation to diversity within the industry
 Considering the similar organisation's policy, research may not
become a complex one and this basically involves looking at
similar industry sectors, competitors or at a sample of an
industry that has diversity information available.
 Looking at the evidences which might be varied, including
items such as actual policies or feedback from customers, and
the various team members including stakeholders.
 Similar policy of a company specifically helps in obtaining
access on various things like examination of the current
legislation to ensure content and practices are current and
compliant.
13. 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 Statement of present diversity policy of the
business organisation i.e. “Diversity and
Inclusion”.
Governing laws
(Australia)
 The Australian Human Rights
Commission Act
 The Age Discrimination Act
 The Sex Discrimination Act
 The Racial Discrimination Act
 The Racial Hatred Act
 The Disability Discrimination Act
 The Workplace Gender Equality Act
2012
 The Fair Work Act and National
Employment Standards (NES)
 State-based anti-discrimination and
OH&S laws.
Application of
policy
Different stages which are going to be
utilised in applying the policy and these are :
 Identification of policy’s aim – This is
the first stage where it is required for
a developer needs proper focus, else
a policy might fail at workplace.
 Selection of different policy
measures- Second stage where
different policy measures are being
included where equality, cultural
differences, perceptions and other
points which needs proper attention
at the time of selecting different
points that will help in looking into the
different areas.
 Third stage will include selection of

legitimised by the population or its
legislature. There are a range of
legislations and these are: The
Australian Human Rights
Commission Act, The Age
Discrimination Act, The Sex
Discrimination Act, The Racial
Discrimination Act, The Racial Hatred
Act, The Disability Discrimination Act
and so on which basically aid in
pulling out favourable outcomes for
the policy and it might directly gets
connected as well.
 Under the fourth stage, it can be said
that identification of necessary
resources takes place and here the
policy is basically going to be
developed considering a range of
resources and these are manpower,
capital, time and so on
 The policy is going to be
implemented and then evaluation of
the policy in the last. This is the last
and final stage where application of
final policy.
Background Company has been at a crucial stage and
due to number of men were high, it made
society to think that organisation is
attempting an act of discrimination and
because of this reason, it can be said that
company directly developed a whole new
policy i.e. diversity policy.

Strategies and
practices
Giving equal rights to every single individual
at workplace is being considered as one of
a crucial strategy which is being followed by
a company and through this maximum
benefits can easily be gained by them right
on time.
Commitment/
Objectives
Considering the policy, it can easily be said
that objectives are basically going to be
attained with the help of developed policy.
With the help of this, company might give
equal opportunities to both male and female
at marketplace. Through this, organisation
could easily grab a good position in
Australia.
Implementation In this HR manager plays a vital role for
implementing the diversity policy.
Implementation is necessary because it
helps employees in order to give training
related to their work and also
implementation defined the key approach
for the diverse background for employees in
order to make good business. Along with
this Diversity policy makes short term goals
for running their business in an appropriate
way. These all are important for the
employee also beneficial for employees as
well as company because if company will
give benefit like award, reward to their
employees then it will maximise the
productivity of this policy or employees as
well.
Monitoring If it is talked about monitoring, it can easily
be said that policy is directly going to be
examined every month and through this,

maximum benefits can be gained right on
time. Continuous monitoring will aid in
making changes on a regular basis.
Reporting It can be reported that after monitoring and
controlling of this policy by top level
management has analysed that it is
effective policy. The implementation of this
policy including the various act is favourable
for employees and organisation as it will
help in employee satisfaction and enhanced
work commitment.
Regulations
 Racial discrimination act has been
chosen for diversity policy as it is the
law against the unfair treatment on
the basis of race, colour, caste,
national and ethical origin. This policy
is related to diversity because
discrimination leads to burden and
stress on employees at workplace.
This act will help organisation as well
as employees to treat them fairly and
equally. Inclusion of this act will
benefit diversity policy of organisation
to not conduct any racial
discrimination activity.
 The Age Discrimination Act is a US
labour law that prohibits employment
discrimination against anyone of at
least 40 years of age. This act will be
beneficial for diversity policy as it
prohibits discrimination in hiring,
promotion, lay-offs and wages. It also
prohibits statements of specifications
in age limitations. Also, the act
prohibits mandatory retirement in
most sectors. This act will help
diversity policy of the organisation to
provide fair wages and prohibit early
termination of employees because of
age.
 The Australian Human Rights
Commission Act promotes and
protects human rights in Australia.
This act includes resolving
complaints of discrimination at
workplace, breach of human rights
and holding public inquiries for

human rights issues. Diversity policy
is formulated for the organisation
because it comprises of workforce
from different cultures, countries, and
values. So, to protect the human
rights and develop human rights
education programs Australian
Human Rights Commission Act is
included in diversity policy.
References Jansen, W.S., Vos, M.W., Otten, S.,
Podsiadlowski, A. and van der Zee, K.I.,
2016. Colorblind or colorful? How diversity
approaches affect cultural majority and
minority employees. Journal of Applied
Social Psychology, 46(2), pp.81-93.
Chazdon, R.L., Brancalion, P.H., Lamb, D.,
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Appendix ..

14. 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.
Action plan is being comprehended beneath:
Action Responsibility Time-frame
Developing and
implementing
strategies for
increasing equality at
work place.
Make strategies and
implement them for
decreasing job
difference.
BOD of organisation/
managers
Manager/ Leader
Ongoing
Ongoing

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
For future, it is suggested that to
hire a human resources
manager which will help in
making policies for diversity in
organisation. This also help in
maintaining relationship
between employees.
The stakeholder is a major
voice on cultural change
impacting on diversity in their
organisation
Impact on diversity of
organisation after obstacle
made by their employees is very
high, and this leads to increase
in diversity level of organisation.
You encounter stakeholders
from different backgrounds
and cultures with very strong
but varying views on diversity
This can be reduced by putting
all employees from different
culture at single place for long
time period.

You might encounter a
stakeholder who considers
your organisation is too
focused on compliance
issues
For this, HR manager of
organisation have to make
proper policies related to
compliance, so that no one can
question policies made by them.
You may have a limited
budget to conduct
stakeholder analysis
successfully or to the extent
you see as necessary
While making policies regarding
diversity in organisation, it is
very important for them to
analyse different stakeholder of
them.
You feel isolated because you
have limited internal support
or resources for this policy
For this, HR manager of
organisation have to make plans
and strategies, so that they can
complete task with less internal
support.

15. 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 conflicts arises while introducing policies of diversity with other
was because, the policies which were already existing in organisation
and new diversity policy do not able to fulfil their needs. This all
results in decrease in their profits and also leads to increase in
discrimination in organisation.

16. 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.
While implementing the strategies of diversity, problem and obstacles
were faced by organisation, as according to policies it was required
for organisation to have equal number of men and women, but the
organisation use to deal in steal industry, therefore it is mandatory to
have number of men workers more then women.
2. No matter what you write in the policy, the application and
work practices which will follow are the benchmarks of
success.
It is very much possible that, the written part of policies over diversity
are different as compared to the application and work practice of this.
It is because, theory of policy is according to the assumed conditions,
but implementation took place in practical environment.
3. Think consistently and fairly as you revise the document.
While revising the policy, it is very important for organisation to revise
with a concentration, so that they can make change which are
required and not make change in those which are Okay according to
implementation of that policy.
17. 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.
Expectations : While designing the policies of diversity, it was
expected by the HR manger of organisation from employees and
other manager that they all will support the step they are thinking
about to take.
Perceptions : The perceptions of manager of different department in

organisation was almost same as the expectations but the
perceptions of employees working at lower level were same but staff
members at higher post have perceptions visa versa to expectations.
They do not think that these policies are good for organisation.
18. 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 communicating information in organisation about the policy made
by them, they can use formal communication channel. In this, they
can use emails and circulars to detail the important information about
the policies of diversity to their employees.
19. Activity 3.3.1
Estimated 30 Minutes

Time
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.
The risk associated with implementation of policy of diversity in organisation is
that, while implementing and introducing policy in practical life the investors of
them can withdraw their money from market which will result in loss to them.

20. 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
While implementing policies in working of organisation, it is monitored
that the budget fixed by financial department for introducing policies
of diversity in organisation was not enough and it use to exceed while
implementing it. Along with this, their stakeholders like customers use
to say that they are just get ignored while designing the policies.
Where as, their BOD and managers use to say that we have
designed policies of diversity by considering each and every person,
but while implementing it, some issues occur.

21. 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.
Q1. From the beneath options please select your gender.
 Male
 Female
 Other
Q2. From given list select your age.
 17 or under
 18-21
 22-31
 32-41
 42-51
 52-61
 62-71
 72 or above
Q3. From which community do you belong
 Black
 White

22. Activity 4.1.1 – 4.4.1
Estimated
Time
45 Minutes
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?
The existing practices were the inequality among employees, and the
staff have no sense of understanding each other. The business
objectives in relation to diversity is increased productivity and better
business outcomes or result. The valuable assets (Stakeholders) of a
firm helps to reduce the diversity the difference in the firm. The
Intended impact of diversity is increasing in productivity and
competitive advantages along with increase in employee morale.
Apart from this the unintended impact is the increased in tendency of
organisational personnel to indulge in interpersonal conflicts. The
revised policy for implementation is to create a workplace that is fair
and inclusive and builds and develop that workplace which is better
reflects the diversity of the employees. Key stakeholders includes
diverse group of patients, public, researchers and research
participants, policy makers, etc. the local government implement the
policy by enforcing and monitoring emergence limitations in the firm.
The diversity policy can be effectively implemented by sharing the
decision making process and by educating employees and promoting
flexibility.
 Consulted with key stakeholders?
The stakeholders legally required not to discriminate against
potential employees due to the issues like gender, race and
disability. The feedback from key stakeholders helps the
company to maximise their potential at various stages of
training, enhance their awareness of strength and areas for
improvement. The performance of staff is increased and
diversity also leads to increased profitability and opportunities
for workers.

 Provided feedback on the policy?
The stakeholders are asking to the firm that by implementing this
strategy or policy of diversity, what benefit the customer will get by
this, the firm doesn't thought about the customers before
implementing this policy. The positive feedback from the employees
is that due to the implementation of diversity policy the conflicts has
reduced and the work is now been performed by various workers in
systematic way. The negative feedback from the employees of
different culture is that the manager is giving more priority to the
employees of his culture by adopting this policy, so this is unfair for
the workers of different culture. The manager and Board of directors
asked to the policy makers that what benefit they will get in the cost,
did this policy is cost effective, can the firm can saves the revenue or
more cost is to be invested in the implementation of the diversity
policy. This policy has the main feedback from the stakeholders that
by the implementation of diversity, managers has able to bring new
skills and working methods which had bring the positive effect on
employees in respect of their gender and culture, race.
 Developed and approved recommendations for changes
to the policy?
This is to suggest and recommend that to enhance the business
reputation it is necessary to adopt the diversity policy. Geert Hofstede
says that there are some factors which influence the behaviour of
employees as well as culture of the organisation. It is to suggest that
in power distance factor each employee should be given equal power
and rights no matter what is their post in organisation, and that's why
the organisation changes their policy and implemented the diversity
policy. The organisation must create the level of understanding
between employees to understand each other, in this diversity policy
is best which is implemented. This is known by everyone that, each
individual has access to the same opportunities and the same fair
treatment, so this is to suggest to adopt equality among employees
as if the equality and diversity promote then the business will thrive
and employees of all culture can came together and able to attain the
goals and objectives.

23. 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.
There are very positive benefits my organisation is having with
the implementation of diversity policy such as the productivity
and profitability of the firm has been increased, along with this
the creativity and employee engagement has been improved.
The employee turnover has been reduced and the main
benefit is that the reputation and goodwill of the firm has been
enhanced and the culture insights is improved.
2. Intended and unintended impacts of the policy that may

have occurred.
Intended impact of the diversity policy is that the
understanding between local employees has became better,
and better able to work effectively with local clients. On the
other hand, the unintended impact is that this policy has
increases the ambiguity, complexity and confusion.
3. What are any relationships and links with other related
policies and regulations?
This is about the corporate governance policy and diversity policy, if it
is about the corporate governance policy then this is the system of
rules, processes and practices by which a firm is directed and
controlled. This include the involvement of many stakeholders and
shareholders, etc. on the other hand, if it is about the diversity policy,
then this is to create a fair and inclusive working environment and
builds that workplace which is better reflects the diversity of the
employees.
4. Was the diversity policy effectively implemented?
Yes, it was effectively implemented but this was too hard to
implement the diversity policy because of the attitude of the company,
the other is the company underestimate the efforts and time which is
required to implement this strategy. Then it was effectively
implemented when the company involved the entire top management
team, and had adopted the organisational structure and along with
that they had successfully created a formal project plan to implement
the diversity policy effectively.

24. 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 diversity policy is forward looking and sets a vision for diversity
and inclusion for businesses across the company. The mission of the
firm is to build diverse and inclusive workplace by building the
leadership capability and organisational capacity. The policy
statement is Diversity and inclusive.
 What research will be required including relevant
legislation?
In this, the secondary research is required to conduct in which the
direct sources are used by the company such as online sites, etc.
 How would it be implemented?
This strategy can be implemented by developing a hiring strategy and
asking the existing employees for referrals, and by educating and
providing training to employees, along with this, it can be effectively
implemented by sharing the decision making process with the
employees.
 How would you consult key stakeholders?
The firm can consult to key stakeholders by identifying and tracking
the needs and expectations, along with this by providing the feedback
and reviews on specific planned developments. The firm can also

consult to the stakeholders by evaluating the implementation and
actions.
 How would you review and refine the policy?
The firm can review this policy by analysing the performance of the
employees after implementing the diversity policy, on the other hand,
the firm can refine this policy by making changes and improving the
sections which is affecting this policy.