BSBLDR504 Implement Diversity in the workplace

BSBLDR504 Implement Diversity in
the workplace

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1: MANAGE IDEAS AND INFORMATION.....................................................................1
1A................................................................................................................................................1
TASK 2: SCOPE WORKFORCE DIVERSITY............................................................................2
2A................................................................................................................................................2
2B................................................................................................................................................7
2C................................................................................................................................................8
TASK 3: INTEGRATE DIVERSITY INTO WORKPLACE AND ESTABLISH SYSTEMS TO
DEVELOP TRUST..........................................................................................................................9
3A................................................................................................................................................9
3B..............................................................................................................................................10
3C..............................................................................................................................................11
3D..............................................................................................................................................12
TASK 4: IMPLEMENT DIVERSITY ACROSS THE WORKPLACE.......................................12
4A..............................................................................................................................................12
TASK 5: REVIEW AND EVALUATE DIVERSITY IN WORKPLACE...................................13
5A..............................................................................................................................................13
TASK 7: MANAGE DIFFICULTIES TO ACHIEVE POSITIVE OUTCOMES.......................15
7A..............................................................................................................................................15
7B..............................................................................................................................................16
CONCLUSION..............................................................................................................................17

INTRODUCTION
Diversity is explained as variety of the differences among people within company. At
workplace, diversity encompasses gender, age, race, religion, citizenship status etc. The
workforce diversity is consisting of wider mix of employees from various ethnic and racial
background of various genders and ages etc. This report is based on the WoolWorths
supermarket. It is Australian supermarket and founded in year 1924. it is specialise in selling
groceries, household items, beauty products and many others. There will be discuss about
processes and strategies to communicate information which are related with attaining work
responsibilities. Regulations, policies and legislations which impact on the workforce diversity
will be discuss in this report.
TASK 1: MANAGE IDEAS AND INFORMATION
1A
AREAS FOR IMPROVEMENT IN EXISTING PRACTICES
Employee Relationships Code of Conduct: (use bullet points, at least four
improvements)
Woolworths implements the Code of Conduct policy that is related to communicate the
information related with achieving work responsibilities to all the co- workers. The staff
members of Woolworths are bound through contract in order to follow Code of Conduct at
the time of performing their duties. It helps in provide the guidelines that how to behave at
workplace. Woolworths Code of Conduct has been created to help all to increase reputation
of company through defining how all the standards can be attain every day.
Under this, there are some issues and improvement areas are given below:
Unfair policies- It is one of the main issue in Woolworths. The policies of this company are
not specific and it some of the employees are not aware about policies.
Improvement area- In this, there is a need to Woolworths to develop the specific policies
and also communicate to all employees.
Customer focused- This company only see to consumers that the team members reflect
themselves and also communities. It is not focused towards employees.
Improvement area- Instead to show to consumers about the commitment of team members,
company should focus on employees and provide them opportunities so that the they

motivate as well as reflect. It should promote the diversity at large scale.Employee
suggestions- Under this, management include the employees in decision making and their
suggestions and opinions but management does not tell their suggestions to top management.
Improvement area- There is a need to management of Woolworths to tell employees
suggestions and their ideas to top management.
Employees feel hesitated- In this, sometimes people from the different background feel
hesitated to ask questions and give their feedback.
Improvement area- Management of Woolworths need to motivate the diverse people so that
they can consider part of an organisation and also work freely.
TASK 2: SCOPE WORKFORCE DIVERSITY
2A
2

ESTABLISH THE NATURE OF DIVERSITY, IDENTIFY BENEFITS OF & BARRIERS
TO DIVERSITY
Your explanation on the nature of diversity at your workplace and the industry.
Diversity at workplace is necessary for staff members because it manifests in developing
better reputation for an organisation, leading to enhanced profit level and also better
opportunities for employees. The diverse workforce consists people with the various
characteristics. Woolworths is committed to inclusive workplace that promote the diversity.
This company leverage and respect unique contributions of the people with the diverse
perspectives and backgrounds to give better customer service to equal diverse community.
The diverse team of Woolworths reflects diverse roles which are available across
organisation and its aim is to match right people with right roles. It committed to diversity at
workplace that reflect local communities in which it operate and also assures to provide
equal opportunities to all people.
Your research and identification on the benefits of diverse workforce.
Diversity at the workplace means that an organisation employs more diverse people. It
consists the people with various characteristics. There are different benefits of diverse
workforce mention below:
Enhanced creativity- In this, diversity at the workplace leads to enhanced creativity. In
Woolworths large number of employees are working with different diversity. The people
with various backgrounds tend to have the different experience and perspectives. Exposure
to many of different views and perspectives leads to more creativity.
Improve employee performance- Staff members are likely to feel happy and comfortable in
environment where the inclusive is priority. In this, encouraging at workplace is necessary
for motivating employees from all the backgrounds to feel more confident and also attain
better. If the morale of team will be high then staff members will be more productive.
Reduced employee turnover- The workplace diversity is effective for the employee
retention. The firm with the diverse workplace is mainly more inclusive of various
perspectives and characteristics. In addition to this, inclusive and diversity at workplace
causes all staff members to be feel valued and accepted. When they feel valued and accepted
then they are happy at workplace and also sustain at workplace for long period of time. In
3

this manner, workforce diversity have the minimum employee turnover rate.
Your research and identification on the barriers to diversity and inclusive engagement.
With Woolworths moving towards global initiative, diversity plays a necessary role in
reaching at more consumers. On the other hand, in inclusive engagement people can face the
mote barriers that make an engagement with the government in accessible. The diversity
arises some barriers which are given below:
Attitudes- Under this, negative attitude is one of the common barrier at the workplace
diversity. It consists prejudice and the stereotyping. The negative behaviour and attitude can
harm the relationships at workplace and also reduce morale of employees. In context to this,
discrimination can result when a person receives various treatment because of
characteristics.
Communication barriers- Issue of assimilating the more workforce can be summarized as
the complexities in resistance and communication to change from the dominant groups.
Neglecting the miscommunication with groups or team members can be substantial
challenge when the background of employee is high variance and different culture. These
kind of differences can lead to minimum effective teams as well as less synergy in groups.
Your explanation on the nature of diversity at your workplace and the industry.
Diversity at workplace is necessary for staff members because it manifests in developing
better reputation for an organisation, leading to enhanced profit level and also better
opportunities for employees. The diverse workforce consists people with the various
characteristics. Woolworths is committed to inclusive workplace that promote the diversity.
This company leverage and respect unique contributions of the people with the diverse
perspectives and backgrounds to give better customer service to equal diverse community.
The diverse team of Woolworths reflects diverse roles which are available across
organisation and its aim is to match right people with right roles. It committed to diversity at
workplace that reflect local communities in which it operate and also assures to provide
equal opportunities to all people.
Your research and identification on the benefits of diverse workforce.
Diversity at the workplace means that an organisation employs more diverse people. It
4

consists the people with various characteristics. There are different benefits of diverse
workforce mention below:
Enhanced creativity- In this, diversity at the workplace leads to enhanced creativity. In
Woolworths large number of employees are working with different diversity. The people
with various backgrounds tend to have the different experience and perspectives. Exposure
to many of different views and perspectives leads to more creativity.
Improve employee performance- Staff members are likely to feel happy and comfortable in
environment where the inclusive is priority. In this, encouraging at workplace is necessary
for motivating employees from all the backgrounds to feel more confident and also attain
better. If the morale of team will be high then staff members will be more productive.
Reduced employee turnover- The workplace diversity is effective for the employee
retention. The firm with the diverse workplace is mainly more inclusive of various
perspectives and characteristics. In addition to this, inclusive and diversity at workplace
causes all staff members to be feel valued and accepted. When they feel valued and accepted
then they are happy at workplace and also sustain at workplace for long period of time. In
this manner, workforce diversity have the minimum employee turnover rate.
Your research and identification on the barriers to diversity and inclusive engagement.
With Woolworths moving towards global initiative, diversity plays a necessary role in
reaching at more consumers. On the other hand, in inclusive engagement people can face the
mote barriers that make an engagement with the government in accessible. The diversity
arises some barriers which are given below:
Attitudes- Under this, negative attitude is one of the common barrier at the workplace
diversity. It consists prejudice and the stereotyping. The negative behaviour and attitude can
harm the relationships at workplace and also reduce morale of employees. In context to this,
discrimination can result when a person receives various treatment because of
characteristics.
Communication barriers- Issue of assimilating the more workforce can be summarized as
the complexities in resistance and communication to change from the dominant groups.
Neglecting the miscommunication with groups or team members can be substantial
challenge when the background of employee is high variance and different culture. These
5

kind of differences can lead to minimum effective teams as well as less synergy in groups.
6

2B
QUALIFY AND
QUANTIFY THE
SOURCES OF
DIVERSITY
Diversity
Information (with
organisation or
industry
mentioned)
Key Statistics or Numbers Source
Woolworths
(Gender Issue)
Ranked in the global top 20 for
diverse workforce
https://insidefmcg.com.au/
2018/09/07/woolworths-named-no-
1-in-australia-for-diversity-and-
inclusion/
Multicultural issue 86% of employees in retail
industry say their organisation
has a workforce of various
cultural backgrounds
https://www.hays.com.au/
workplace-diversity/HAYS_205817
Cultural issues The 2020 Corporate
Responsibility target of
Woolworths consist for 100% of
the team members which are
hiring to have finished Inclusive
Leadership training throughout
2020.
https://au.gradconnection.com/
employers/woolworths-group/
cultural-diversity/
Gender issue More than half of the total
workforce is female and
company is committed to make
improvement in women
representation through enhancing
management roles and number of
https://
wow2016cr.qreports.com.au/
home/group-review/people-
encouraging-diversity-details.html
7

executives.
Age issue Woolworths give mature age
Australians with the better
employment opportunities.
https://olderworkers.com.au/news/
woolworths-our-people/
2C
IDENTIFY AND
ANALYSE RELEVANT
LEGISLATION,
REGULATION AND
ENTERPRISE POLICY
Relevant Act,
Legislation,
Organisational
Enterprise
Agreement
Area of diversity in your
workplace
Your Analysis and findings
on the impact
Anti-Discrimination
Law
Equal opportunity and
diversity
Refugee Employment Program
at Woolworths
Fair Work Act 2009
Fair pay, proper number of
leaves and standard working
hours.
Enhance employees motivation
and work freely.
Fair Work
Amendment Act 2013
and Discrimination
Act
Bullying and harassment in the
workplace
Model Bullying Best Practice
Guidelines.
8

Australian Human
Rights Commission
Act 1986.
Protect Australian Human
Rights Commission role and
also responsibilities.
Provide right direction to work.
9

TASK 3: INTEGRATE DIVERSITY INTO WORKPLACE AND
ESTABLISH SYSTEMS TO DEVELOP TRUST
3A
REVIEW, DEVELOP AND IMPLEMENT WORKPLACE POLICIES,
PROCEDURES AND PLANNING IN ACCORDANCE WITH THE SCOPE OF
DIVERSITY AND ETHICAL VALUES
Summary of the review on existing diversity policy:
Under this, Woolworths reflect various genders ages sexual orientations, ethnicities and also
physical abilities. The diversity policy of Woolworths states that it develop an inclusive
environment that can celebrate diversity of team so that all the team members will feel
empowered, respected and valued.
Identified two new improvements to include on existing diversity policy:
Different improvement areas related to the existing diversity policy mention below:
 Woolworths should hire the people from other culture to promote the diversity.
 There is a need to company to communicate its basic policies to all employees on
quarterly basis so that they can remember in a better manner.
Develop two new organisational ethical values:
Ethical values are set of the established principles which governing the virtuous behaviour.
Different ethical values of given below:
Respect- In Woolworths, there are large number of people working with different
background, race, ethnicity, culture. This company gives equal opportunities to all employees
and also respect them.
Collaboration- Under this, all the employees are working in a team together without arising
any conflict or discrimination.
Identified four new (diversity and ethical) improvements to include on existing diversity
policy and establishing diversity needs are met:
IMPLEMENTATI
10

ON ACTION
PLAN
Diversity
and Ethical
Code/Value
Diversity Needs fulfilled
(Enterprise or diverse person)
Responsible
role and
deadline
Communication
and Consultation
Platform
Equal
opportunity
for all
To provide equal opportunity in
recruitment and selection when
hiring team members
John (Area
Manager,
Requirement)
INTRANET
Collaboration
System (e.g.
Bitrix24)
Fair wages
Give the fair wages to employees
on the basis of their work.
Fisley
(Manager)
INTRANET
Collaboration
System (e.g.
Bitrix24)
Strict action
against
workplace
Harassment
Take strict action against any
harassment and develop positive
working environment.
Jack
(Operational
manager)
Email
Ensure work-
life balance
It is necessary to assure the work
life balance so that the employees
can take minimum leave and focus
on their work.
Daniel
(Manager)
INTRANET
Collaboration
System (e.g.
Bitrix24)
Respect every
employee
To give respect all the employees
which are from the different
background and culture.
John (Area
Manager,
Requirement)
Email
3B
REVIEW TO IDENTIFY AREAS
WHERE DIVERSITY CAN ACHIEVE
11

POSITIVE IMPACT
Improvements
you suggested
previously
Description on how your newly implemented improvements will
impact the diversity of your organisation
Fair wages To provide the fair wages to all employees they will be motivated and it
will help in develop positive impact on diversity of company.
Strict action
against
workplace
Harassment
The management will take the strict actions to remove harassment and
treat all the employees whether they are from different culture or
background equally. It will help in develop[ positive working
environment in Woolworths.
Ensure work-life
balance
It can enable the staff members to feel in control and also lead to enhance
productivity. With the help of this absenteeism will be reduced and
employees will feel happy while working.
Respect every
employee
In Woolworths, many different employees are working and they it is
necessary to provide the respect of every employee.
3C
GAIN AND MAINTAIN TRUST AND CONFIDENCE OF COLLEAGUES AND
STAKEHOLDERS
Woolworths
30 August, 2019
Subject: Incentives, rewards, and recognitions for championing diversity and work
relationships
To: ALL TEAM MEMBERS
Effective from: Area Manager
Dear All,
We are pleased to inform everyone about rewards, recognitions and incentives for
championing the diversity as well as work relationships. The incentives can be in the form of
monetary and non- monetary. The bonus is addition to base salary of employees. It can be
interim bonus, compound revisionary and simple revisionary bonus. In regards to bonus
points, staff members will get the one point point for the each time when they help new team
12

members and it will count towards employee of the month award. The points of employees
will be awarded for any things and these will be provided through management teams for
behaviours and actions which are spirit the core values. For get the bonus points and
rewards, there is need to teams to incorporate the diversity in to work processes for awards.
John
Area Manager
3D
ADJUSTING OWN INTERPERSONAL COMMUNICATION STYLES TO PROMOTE
NEW CHANGES IN DIVERSITY AND ETHICAL VALUES
The company need to use different interpersonal communication styles so that it can promote
the new changes in ethical values as well as diversity. There are some interpersonal
communication styles given below:
Language- At workplace, people with the different country, religion and culture are
working. So, they face the language barrier mostly. There is a need to provide the language
training to other employees so that all diverse employees can not feel uncomfortable.
Active listening- It is necessary to make improvement in active listening so that the people
belongs to other culture feel respectable and able to present their opinions in front of others.
TASK 4: IMPLEMENT DIVERSITY ACROSS THE WORKPLACE
4A
DIVERSITY AND
WORK
RELATIONSHIPS
SUPPORT
PROCESS
Process or
Area
Support details Support details Support to approve by
13

Work
Relationship
Finance,
Training
To provide training and
motivate employees about
develop better work
relation.
Operations manager
Diversity Educational
training, staff
To provide the support and
the information to people
which belongs to different
culture and background.
Human Resource
Ethics Staff assistance Consider all the ethical
considerations while
performing any work
activities.
Human Resource
Treat equally Training To conduct meeting and
provide training to treat all
employees equally.
Operational manager
TASK 5: REVIEW AND EVALUATE DIVERSITY IN WORKPLACE
5A
CONTINUOUS IMPROVEMENT PLAN FOR WORKPLACE DIVERSITY &
RELATIONSHIPS
FROM:
To: ALL
DATE: (30 August 2019)
Step 1: Areas of Concern or Improvement Goals
1. The first area of concern is related to Diterary considerations of employees which are
based on personal preferences, cultural and religion. There is a need to management
to focus on the preferences to all people which belongs to different culture and
religions. It has been stated from above case that in BBQ events, there should be the
vegetarian food also.
14

2. There is a issue related to language barrier complexity at workplace, diversity
accommodation and training issues. Training manager faces problem at workplace in
provide training to employees related to language barrier because people from the
different culture have different issue. In order to overcome from issues, training
manager should determine or understand the language and culture of new employees
and then provide them training accordingly.
3. There is a problem related to mocking religious team member. The issue is related
with workplace diversity, excessive workloads, harassment and religious
requirement. For reduce this, company should implement Discrimination Act and
treat all the employees equally.
Step 2: Evaluation against policies and procedures
Goal # Current
performance /
behaviour
Performance
expected in policies
and procedures
Recommenda
tions and
Actions for
improvements
Responsible
Roles
1 Not being met. A
male employee was
refused by store
manager to take a
parental leave.
To provide paternity
leave for all team
members who are
parents.
To request
central HR to
cross check all
parental leave
applications
Central HR,
Store Managers
2 Not able to provide
the vegetarian food
to employee.
To provide the food
to employees on the
basis of their
preferences.
Request to
Central HR to
consider
preferences of
all employees
and culture.
Central HR.
3 Not provide training
to new team
members due to
language barrier
Understand language
to new employees
and provide them
training to enhance
Store
Managers
should hire the
trainer with
Store managers
15

their knowledge. knowledge of
different
language.
4
Work pressure to
employee due to
different religion.
Give equality to all
religions.
Request to the
Central HR to
give the equal
treatment to all
employees
(belongs to
different
religion).
Central HR.
Step 3: Resources to be provided for support
1. To make improvement in the Dietary considerateness issue, there is a need to
develop effective planning and require time to develop menu according to
preferences of different culture people.
2. To provide training to new employees, necessary resource is expertise knowledge
and training material.
3. To resolve the issue related with religion and harassment, there is requirement to
implement Discrimination Act and training to employees.
TASK 7: MANAGE DIFFICULTIES TO ACHIEVE POSITIVE
OUTCOMES
7A
IMPLEMENTED STRATEGY - CONFLICT RESOLUTION POLICY & PROCEDURE
Summary and brief of your developed Conflict Resolution Policy
Conflict resolution is explained as processes and methods included in facilitating peaceful
16

ending of retribution and conflict. It is formal or informal process that two or more than two
different parties use to search the peaceful solution to their dispute. The conflict resolution
policy is to give effective, consistent and quick method for staff members in order to present
their concerns. Woolworths is committed to open as well as develop positive relationship with
employees, suppliers and other stakeholders. In this organisation, large number of employees
are working with different culture, religion and background. From this reason, the conflict can
be arise. So, to resolve issue, manager find solutions and develop the common culture so that
every employee can work without facing any kind of issue. On the other hand, For conflict
resolution, Woolworths conduct the meeting and listen the issues of both parties and then
make a common decisions.
List the step by step Conflict Resolution Procedure
Different steps included in Conflict Resolution Procedure mention below:
Step 1: It is necessary to clarify about the disagreement among both parties.
Step 2: Manager need to develop common goal for both the parties.
Step 3: In this step, there is a need to explain ways or methods to meet with common goal.
Steps 4: There is requirement to identify barriers in attaining the common goal.
Step 5: In this step, agree on better way to resolve conflict.
Step 6: At last, Acknowledge agreed on solutions and also identify responsibilities of every
party that is in resolution.
Responsible department for conflict resolution
Administration and Human Resource Department are responsible for the Conflict Resolution.
7B
CONFLICT RESOLUTION ACTION PLAN TEMPLATE
Participants
1. Identify the participants in the conflict and what you hope to achieve.
Conflict Participants Name: Ahmed
Role: Senior Baker
Name:
Role:
Boris
Store Manager
Problem
Promotion of Ahmed
17