Commercial Cookery Case Study 2022

Running head: COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
Name of the Student:
Name of the University:
Author note:

1COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
Assessment 2: Project
Task 1: Workplace Diversity Policy
Gaps: The inclusion of a range of aims was observed which dictated the diversity issues
to be followed to by the organization. While such a range of aims are commendable, the absence
of a clear objective of the diversity policy is a major drawback since it would have made it easier
for the reader to understand the document’s purpose. While the policy talks about inclusiveness
and acceptance at the workplace, there is no information on the strategies or objectives of
eliminating discrimination at the workplace based on gender, age, disability and race or any
accommodations which can be made due to family obligations. The policy also does not meet the
minimum requirements of addressing state or federal legislations nor does it contain any
procedure for addressing complaints formally or informally regarding workplace issues or
harassment. Apart from ensuring that a diverse, inclusive and culturally acceptable workplace
will be maintained there is no mention of dissemination or promotion of this document across all
staff members.
Recommendations: Hence, considering the above, the following changes are
recommended for a revised diversity policy at the workplace:
 The federal legislations and principles which must be catered to and maintained at the
workplace include the values and Code of Conduct of the Australian Public Service.
Hence it is recommended that the diversity policy include objectives on making the
workplace and environment which is impartial, committee to service, accountable,
respectful and ethical.

2COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
 Objectives and workplace conduct on the prevention of discrimination across age,
gender, race, ethnicity and disability must be included: ‘To provide a workplace which is
free from discrimination irrespective of age, gender, race and disability in accordance to
federal legislations such as the Privacy Act 1988, the Public Service Act 1999, the Racial
Discrimination Act 1984, the Equal Opportunity Act 2010, the Fair Work Act 2009, the
Human Rights and Equal Opportunity Commission Act 1986, the Sex Discrimination Act
1992 and the Disability Discrimination Act 1992 (Department of Health 2019;
Australian Human Rights Commission 2019; Australian Government 2019).
 Similarly, objectives and workplace conduct on the prevention of discrimination across
age, gender, ethnicity, race and disability must also be mentioned and covered by state
legislation of Occupational Health and Safety Act 2004 of the Victorian Government
(Victorian Equal Opportunity and Human Rights Commission 2019).
 The diversity policy must also include procedures for complaints associated with
workplace issues and harassment, both formally and informally. Formal procedures
include a specific complaints register or harassment form which workers can fill and
submit to the human resources department as record. Informal procedures can include:
debriefing sessions, availability of counseling services and opportunities for feedback
such as monthly feedback forms. Additionally, as recommended by the Equal
Opportunity Commission of Australia, informal procedures for filing and discussing
about complaints include: arranging for discussion between the complainant and
concerned supervisors such as department heads, managers, the human resource manager
or the workplace health and safety (WHS) executive. Informal staff discussions or
training procedures may also be conducted to discuss and enlighten staff on polices of

3COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
diversity, complaints and harassment at the workplace (Equal Opportunity Commission
2019).

4COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
References
Australian Government (2019). Workplace Gender Equality Act 2012. [online]
Legislation.gov.au. Available at: https://www.legislation.gov.au/Details/C2012C00899
[Accessed 20 Aug. 2019].
Australian Human Rights Commission (2019). Getting to know the Sex Discrimination Act: A
guide for young women (2002) | Australian Human Rights Commission. [online]
Humanrights.gov.au. Available at: https://www.humanrights.gov.au/our-work/sex-
discrimination/publications/getting-know-sex-discrimination-act-guide-young-women-2002
[Accessed 20 Aug. 2019].
Department of Health (2019). Department of Health | 6.1 Duty of care issues. [online]
Www1.health.gov.au. Available at:
https://www1.health.gov.au/internet/publications/publishing.nsf/Content/drugtreat-pubs-front11-
wk-toc~drugtreat-pubs-front11-wk-secb~drugtreat-pubs-front11-wk-secb-6~drugtreat-pubs-
front11-wk-secb-6-1 [Accessed 20 Aug. 2019].
Equal Opportunity Commission (2019). Informal Complaints | Equal Opportunity Commission.
[online] Eoc.sa.gov.au. Available at:
https://eoc.sa.gov.au/about-equal-opportunity/employment/complaints-workplace/informal-
complaints [Accessed 20 Aug. 2019].
Victorian Equal Opportunity and Human Rights Commission (2019). Workplace law. [online]
Humanrightscommission.vic.gov.au. Available at:

5COMMERCIAL COOKERY: PROJECT AND CASE STUDIES
https://www.humanrightscommission.vic.gov.au/home/the-law/workplace-law [Accessed 20
Aug. 2019].
Task 2: 10 Minute Role Play Presentation
The following is the content covered for each of the slides of the 10 minute presentation:
Slide 2: Introduction: What is Diversity? : The term ‘diversity’ implies differences
which distinguish individuals and make them unique from each other, in terms of, but not
limited to, features such as, nationality, ethnicity, culture, race, religion, gender, sexuality, social
status, economic capabilities as well as ideas, opinions and preferences. Diversity not only
comprises of merely these differences but also perceptions of acceptability across individuals of
the fact that everyone is different and that we must respect our differences with peace and
harmony.
Slide 3: Workplace Diversity: Description: Diversity across the workplace implies the
recruitment and inclusion of workers and staff with a variety of characteristics and differences in
terms of sexual orientation, religion, spirituality, gender, age, culture, ethnicity, nationality,
educational, economic or social backgrounds as well as mental and physical abilities. Diversity
at the workplace implies that the organization not only recruits such as varied group of workers
but instills a workplace culture of acceptance and inclusiveness where diverse staff work
harmoniously with each other without discriminating anyone’s differences.
Slide 4: Importance of Diversity: Every individual is entitled to and has the right to
practice their own set of personal beliefs and preferences which must be respected by all. Hence,
practicing diversity at the workplace is important since it promotes a culture of mutual respect,
understanding, empathy and acceptability across all staff of the organization. Additionally,