Student Assessment Tasks

This document provides information about the assessment tasks for BSBDIV501 Manage diversity in the workplace. It includes written questions and a diversity report.

Student Assessment Tasks
BSBDIV501 Manage diversity in the workplace
STUDENT NAME: ………………………………………………………………….
STUDENT ID: …………………………………………………

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
2

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
3
Assessment information
The assessment tasks for BSBDIV501 Manage diversity in the workplace are included in this Student
Assessment Tasks booklet and outlined in the assessment plan below.
 To be assessed as competent for this unit, you must complete all of the assessment
tasks satisfactorily.
Assessment plan
Assessment Task Overview
1. Written questions You must correctly answer all questions.
2. Diversity report This assessment requires you to review and
research current practices in diversity and
make suggestions for how the diversity policy
for
Kingfisher Garden Centre can be improved.
Assessment preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for
clarification if you have any questions.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment
Agreement. Fill it out, sign it and hand it to your assessor, who will countersign it and keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your
RTO’s assessment appeals process.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with
unfairly or have other appropriate grounds for an appeal.
Assessment instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted with your assessment responses.
If you are submitting hardcopy, the Assessment Task Cover Sheet should be the first page of each task’s
submission.
If you are submitting electronically, print out the Assessment Task Cover Sheet, fill it out, sign it and then
scan and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which
will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory,
your assessor will include written feedback on the Assessment Task Cover Sheet giving reasons why.
Your assessor will also discuss this verbally with you and provide advice on reassessment opportunities
as per your RTO’s reassessment policy.
Depending on the task, this may include

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
4
 resubmitting incorrect answers to questions (such as written questions and case studies)
 resubmitting part or all of a project, depending on how the error impacts on the total outcome of the
task
 redoing a role play after being provided with appropriate feedback about your performance
 being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily
completed the first time, after being provided with appropriate feedback.
Assessment task information
This gives you:
 a summary of the assessment task
 information on the resources to be used
 submission requirements
 resubmission opportunities if required.
Assessment task instructions
This includes questions you will need to answer or tasks that you need to complete.
Your answers must be typed using software as indicated in the assessment task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your
assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the information as
indicated in the section called ‘Naming electronic documents’ (see below).
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
 Course identification code
 Assessment Task number
 Document title (if appropriate)
 Student name
 Student number
 Date it was created
For example, BSBSUS401 AT2.1 Sustainability Improvement Report Shindo Seiji GM-0312 20/10/24.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
5
Checklist
This will be used by your assessor to mark your assessment. Read through this checklist as part of your
preparation before beginning the assessment task. It will give you a good idea of what your assessor
will be looking for when marking your responses or observing your performance.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
6
Student assessment agreement
Make sure you read through the assessments in this booklet before you fill out and sign the agreement
below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit?  Yes  No
Do you understand the requirements of the assessments for this unit?  Yes  No
Do you agree to the way in which you are being assessed  Yes  No
Do you have any specific needs that should be considered  No  Yes
If so, explain these in the space below.
Do you understand your rights to reassessment?  Yes  No
Do you understand your right to appeal the decisions made in an
assessment?  Yes  No
Student name
Student ID number
Student signature
Start date
Assessor name

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
7
Assessment Task 1 Cover Sheet
Student declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name
Student ID number
Student signature
Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Assessor name
Assessor signature
Assessment
outcome
S NS DNS Resubmission Y N
Feedback
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
8
Assessment Task 1: Written questions
Task summary
This is an open-book test, to be completed in the classroom.
A time limit of 2 hours to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and sent to the assessor as an email attachment.
Alternatively, populate the space below in blue or black pen.
Required
 Access to textbooks and other learning materials.
 Computer with Microsoft Office and internet access.
Timing
Your assessor will advise you of the due date of this assessment.
Submit
 Answers to all questions.
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task
satisfactorily.
Resubmission opportunities
You will be provided feedback on your performance by the assessor. The feedback will indicate if you
have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you
with written feedback along with guidance on what you must undertake to demonstrate satisfactory
performance. Reassessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with
unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand
any part of this task or if you have any learning issues or needs that may hinder you when attempting
any part of the assessment.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
9
Written answer question guidance
The following written questions use a range of “instructional words” such as “identify” or “explain”, which
tell you how you should answer the question. Use the definitions below to assist you to provide the type of
response expected.
Note that the following guidance is the minimum level of response required.
Analyse: when a question asks you to analyse something, you should do so in detail, and
identify important points and key features. Generally, you are expected to write a response
one or two paragraphs long.
Compare: when a question asks you to compare something, you will need to show how two
or more things are similar, ensuring that you also indicate the relevance of the consequences.
Generally, you are expected to write a response one or two paragraphs long.
Contrast: when a question asks you to contrast something, you will need to show how two or
more things are different, ensuring you indicate the relevance or the consequences.
Generally, you are expected to write a response one or two paragraphs long.
Describe: when a question asks you to describe something, you should state the most
noticeable qualities or features. Generally, you are expected to write a response two or three
sentences long.
Discuss: when a question asks you to discuss something, you are required to point out
important issues or features and express some form of critical judgement. Generally, you are
expected to write a response one or two paragraphs long.
Evaluate: when a question asks you to evaluate something, you should put forward
arguments for and against something. Generally, you are expected to write a response one or
two paragraphs long.
Examine: when a question asks you to examine something, this is similar to “analyse”, where
you should provide a detailed response with key points and features and provide critical
analysis. Generally, you are expected to write a response one or two paragraphs long.
Explain: when a question asks you to explain something, you should make clear how or why
something happened or the way it is. Generally, you are expected to write a response two or
three sentences long.
Identify: when a question asks you to identify something, this means that you are asked to
briefly describe the required information. Generally, you are expected to write a response two
or three sentences long.
List: when a question asks you to list something, this means that you are asked to briefly
state information in a list format.
Outline: when a question asks you to outline something, this means giving only the main
points, Generally, you are expected to write a response a few sentences long.
Summarise: when a question asks you to summarise something, this means (like “outline”)
only giving the main points. Generally, you are expected to write a response a few sentences
long.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
10
Assessment Task 1. Written questions
Provide answers to all of the questions below:
SECTION 1: IMPLEMENT DIVERSITY POLICY
Q1: Explain what is meant by the term ‘diversity management’.
Ans1.) Diversity management is defined as deliberate efforts which are made by leader of a company to hire diverse
talent and experience at the workplace and protect each employees equally by providing resources and individual difference.
In relation to Kingfisher Garden, leader and management should be adopt this policy which can help to motivate employees to
work regularly and provide safety (Alon-Shenker and Lurie, 2019).
Q2: Provide five reasons why diversity is valued in organisations today.
Ans 2.) Diversity is valued in all organizations as it promotes the individuality, creation of new ideas and solution,
managing talent at the workplace, maintaining contribution of each person and building a stronger brand that make
organization more interesting and required employer. Moreover, it helps to recognise and respect employees in front of others
that develop the higher productivity and profitability.
Q3: Explain how an organisation could build a diverse workforce.
Ans 3.) An organization can build the workforce by creating partnership with local and national organization that
promote company's image as well as employer profile. The management of Kingfisher Garden can build the diverse
workforce by offering target internship to employees, giving rewards, training to recruiters, and solving the problems by giving
right suggestions that can help to build the effective workforce and maintain high productivity.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
11
Q4: Where would you be likely to find a diversity policy within the organisation?
Ans 4.) Diversity policies are established by the human resource department who identify the needs of employees
and organization and make efforts to fill them by managing all workings. In relation to Kingfisher Garden, needs to find out the
diversity policy at various range such as human resource department, owner, department and manager. Herein, management
needs to find out the policy and should be implement them properly.
Q5: What areas within the workplace are affected by the diversity policy?
Ans 5.) In an organization different business areas such as management, leader, productivity
and performance might be affected due to diversity policy in relation to cultural by creating interpersonal conflicts
(Chen. and Tang, 2018). In a company number of employees and management are working who belongs to
different culture and language. This area can be affect business organization by reducing number of employees
and performance continuously.
Q6: What information would you find in a diversity policy?
Ans 6.) While running an organization, management should have information regarding diversity policy
and needs to provide equal respect to all employees that encourage them to work effectively and with dignity (Gomez and
Bernet, 2019) Management should also encourage employees by eliminating different between age, colour, ethnicity, gender
identity, language, national origin, physical and mental ability, social economic status, and sexual orientation that encourage
people to work collectively and attain the business goals and objectives.
Q7: A diversity policy should be reviewed annually to ensure its efficacy and currency. Explain what is
meant by this. Currency: Diversity policy should be reviewed by HR management of organization on the basis of annually as it
helps to develop the skills and talent of employees day by day which increases business performance. The management
should be analysis current needs and make efforts to fill them by offering better quality of services and accommodation which
supports to continue the business productivity.
 Efficacy: The diversity policy should be relevant and efficient which can be used by management for the purpose of
managing good performance and getting the competitive advantages in changing environment.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
12
Q8: List four actions you can take to make staff aware of the diversity policy
Ans 8.) Having diversity at the workplace is important as management identify the vacancy and recruit
the highly skilled and experienced staff who can work in challenging environment and give their contribution to complete the
task properly. The management can take action to make aware staff by prioritizing communication, encouraging employees to
work in diverse groups, treating each as an individual, and hiring the skilled and capable person who can manage the work
and aware from different policies which increases business profits.
Q9: What methods can be used to review the diversity policy?
Ans 9.) In relation to organization, internal processes, employee feedback, external review board,
auditing requirement and KPI are defined methods which can be use by HR management to review the diversity policy
(Kalargyrou and Costen, 2017).This helps to know that how employees are following the regulation of diversity and managing
their performance at the different workplace that can help to increase the business performance. By using internal process
and employees feedback it brings the changes in their activities and complete the assigned task effectively.
Q10: List four legislative Acts that have a direct impact on the information that must be incorporated into
diversity management policies and work practices.
Ans 10.) Equality Act 2010, is main legislation that must be incorporate by management at their
workplace for managing diversity by providing equal opportunity to all employees ( Kumudha and Jennet, 2018) Health and
safety Act 1974, should be followed to provide the good health and safety to all working staff. Equal pay 1970, is another
legislation that should be follow as it prohibits any less favourable treatment between men and women in relation to pay and
employment condition. Anti discrimination act 1977 is another laws that should be followed by management in order to
providing equal chances to men and women. This laws empower the employees capability and retaining them at the
workplace by managing them and getting the work done properly.
Q11: Explain the aim of EEO (Equal Employment Opportunity).
Ans 11.) The aim of equal employment opportunity is to treat the all workers or employees equally by
motivating them to work and filling their needs effectively. The management should be give employment chances to male and
female both which can help to develop the organizational productivity as employees works efficaciously.
Q12: List six grounds or protected areas within antidiscrimination legislation.
Ans 12.) The anti-discrimination legislation is related to provide the eliminate the difference or
discrimination between men and women that can encourage employees to perform well by using their skills and abilities. The
grounds of anti-discrimination act are unfair treatment, race, colour, religion, sex, nationality, and disability that all are
focusing by management and discriminating among staff which create the feeling of dissatisfaction as well as leaving the
organization.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
13
SECTION 2: FOSTER RESPECT FOR DIVERSITY IN THE WORKPLACE
Q13: A key element of managing diversity is overcoming stereotypes, bias and discrimination. What is a
stereotype?
Ans 13.)Stereotype is defined as over generalized beliefs that shows a particular category of people and
managing the diversity at the workplace (Manoharan and Singal, 2017) This is important for management to overcome the
stereotype, bias and discrimination which are pertaining in the business environment and affected the organizational
performance.
Q14: What is the problem with stereotyping?
Ans 14.) Stereotype is an act which used by management to know the mental status of employees and
providing them optimum solution which can help to develop the business productivity. This also uses to simplify and justify
social reality which have potential powerful effects on describing how people perceive and treats one another. In relation to
Kingfisher Garden, stereotype can create the problem by leading discrimination between labour market and other domains.
This reduce the satisfaction level of employees and make decision to leave the organization (Mousa, 2018).
Q15: Why is it important for managers to act as a role model in managing diversity?
Ans 15.) The management is playing an important role in Kingfisher organization as it identify the needs
and problems of employees who are working and provide them training as well as proper guidance that can help to develop
the business performance. For managers, role model is highly important in diversity because it helps to make better
understand employees regarding demographics and what action needs to be taken which can help to develop the higher
productivity. This also motivates employees to work in well manner and systematically by accepting changes and delivering
good performance.
Q16: Discuss some of the challenges in managing age-based diversity.
Ans 16.) In organization number of people works who belongs to different age diversity and they also
have different skills and ability to work which develop the business performance. There are obvious challenges arises as
creation of myths and stereotype generation that stops people to work according to new environment. Stereotypes about Gen
Y, people quit learning when they become old, employees stops to bring creative and new ideas, communication gaps and
working with traditional method that impacts on organization negatively. The management should be provide training to old as
well as new employees who ready to work and focuses on their willing to work not age base diversity ( Nadarajah, Atif and
Gull, 2021).
Q17: List four things an organisation can do to manage age-based diversity?
Ans 17.) In organization HR management is also playing important role as it recruits skilled and talented
people who get ready to work properly and manage the organizational activities. By selecting different age of people, different
role and responsibilities are allocated between employees and complete the work specifically. To manage the age diversity in
Kingfisher management is required to take action such as:
 Facilitating strong communication network.
 Engaging and promoting team work.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
14
 Invest in time and maintaining good relationship between employer and employees.
 Understanding problems and making efforts to resolve.
 Accomplishing goals and celebrating achievements.
Q18: Explain what is meant by the term ‘glass ceiling’.
Ans 18.)The term “glass ceiling” explained as invisible barriers to success which is faced employees
from minority and underprivileged communities such as women and minorities. This obstacle stops employees from a specific
demographic background which is usually minorities from advancing in their career through promotions and secure high
positions in corporate world ( Papadaki and Giannou, 2021).

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
15
Q19: Training is a key part of getting the message out to staff on diversity principles. List two ways
training can be delivered in-house and externally.
 In-house – This type of training involves utilisation of resources owned by the firm and experts on the subject of
workplace diversity to give the staff members information about various principles of diversity such as appreciating differences
and elimination of unfair treatment. The main benefits of in hose training is that it is cost effective and can be customised by
the organisation according to their needs. This method of training workers about diversity overburdens administration and
reduces continuous improvement which are the main demerits of the employees.
 External – This type of training revolves around inviting experts and specialists from outside the company to train
employees about diversity principles and importance of inclusivity at the workplace. The main merit of external training is that
it provides fresh perspective to the employees and allows workers to interact with specialists in the field of workplace
diversity. The primary demerit of external training s that it requires huge investment and is highly time consuming ( Patel and
Feng, 2021).
Q20: Discuss the positives and negatives of using targets to address the gender imbalance in higher-level
management roles.
 For: Utilisation of targets helps organisation decrease gender imbalance by improving amount of women at high
authority management positions. Corporations are able to increase the percentage of women at authoritative management
positions by setting a particular target. Presence of women at high management positions help the company decrease gender
imbalance and create diverse workplace.
 Against: Targets are not helpful in reducing gender imbalance at the workplace because as they are unable to
inform employees about the masculine reality of the crrent workplace culture. Utilisation of targets without change in
leadership and management mind set results in construction of a workplace environment which blames other gender for
organisational faliers and reduction of meritocracy. This creates harsh workplace for women and has negative effects on
workplace diversity (Rahman, Turpin Jr and Phelps, 2020).
Q21: An applicant for a cleaning job is required to fill out a detailed application form and submit it via
email along with an electronic copy of their résumé. The applicant has a learning disability making
it difficult to fill out the form and so they don’t apply. Could this process be a form of direct or
indirect discrimination? Explain.
Ans 21.)The process of recruitment which is disadvantageous to disabled applicants but is applied to every applicant
the same way is form of indirect discrimination. This is because the recruitment process of filling application form and sending
resume through email applies to every employee the same way but disadvantages disabled applicants without any direct
measures against disabled candidates.
Q22: Legislation requires an organisation to make reasonable accommodation or adjustment to support a
person with a disability. Give two examples of this.
Ans 22.)Job redesigning is a primary example of reasonable accommodations which allow disabled employees to
conduct primary functions of a job effectively and with high productivity. Job redesigning includes changing primary functions
of a job in a way which helps disabled employees conduct their job effectively or shifting managerial functions which the
employee cannot perform due to their disability.
Acquisition of equipment which help employees with disability conduct their job smoothly or modifications in company
machinery for the benefit of employees with disability is another example of reasonable modifications.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
16
Q23: At times, discrimination can be allowable. Give two reasons that can support allowable
discrimination.
Ans 23.)Allowable discrimination occurs when certain employees are favoured on the basis of their protected
characteristics. The main reason in support of allowable discrimination is that it enhances workplace equality as employees
which have entrenched discrimination gain assistance in achieving growth. Another reason for supporting allowable
discrimination is that it reduces further discrimination of disadvantaged groups in the corporate world and helps them climb
socio-economic ladder ( Rajput and Talan, 2017).
Q24: Define sexual harassment, identifying the key legal components of the definition.
Ans 24.) Sexual harassment is type of illegal discrimination described in the Equality Act, 2010 as unwanted
workplace behaviour which either means to or results in violation of dignity, creation of hostile and offensive environment,
degradation or humiliation. The unwanted behaviour could be verbal or written words or abuse.
Q25: What legislation covers bullying in the workplace?
Ans 25.)Bullying is the act of making someone feel intimated which is considered unlawful under the Equality Act,
2010. Apart from this Protection from Harassment Act, 1975 protects employees from bullying and workplace bullying
breaches the employment contract which states that parties to the contact have legal duty of trust and confidence to each
other ( Syed and et. al., 2019).
Q26: Describe four types of behaviour that could be considered bullying.
Ans 26.)Physical bullying: In this type of bullying acts of physical violence are committed against the victim. In
addition to this property of victim is damaged by the bully.
Verbal bullying: This type of bullying occurs when abusive or offensive language is used against an individual.
Social Bullying: Spreading false rumours which reduce the reputation of an employee or exclusion of an employee
from their collective workplace programmes are part of social bullying.
Cyber bullying: Technology which includes all types electronic communication methods is used in cyber bullying to
intimidate or threaten an employee. This includes text messages, social media posts, video calling applications or forum
comments.
Q27: What can workplaces do to prevent bullying and harassment? List six options.
Ans 27.)Conducting bullying and harassment training programmes which are compulsory for
each employee is an important step in reducing bullying. In context of Kingfisher internal and external training sessions
related to bullying and harassment need to be conducted regularly to reduce bullying. Promotion of harmonious work culture,
management of workplace stressors which lead to bullying, implementation of zero tolerance policy against bullying,
enforcement of effective grievance procedure and maintenance of an open door policy which encourages victims of bullying
to come forward are effective steps to reduce workplace bullying ( Taras and et. al., 2019)

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
17
Q28: Identify the key internal steps to a company grievance procedure.
Ans 28.)Informal Action: This step involves identifying if the complaint is minor and can be handled informally. If the
complaint of employee is serious or if the worker is not satisfied with informal action, formal grievance procedure is conducted
by with employee writing formal document about their grievance.
Investigation: This process involves investigation about the formal complaint of the employee by informing each
member associated with the complaint and allowing them to present decision.
Grievance meeting: This step involves meeting with the employee who filed the complaint and understanding their
perspective about the grievance and how it should be resolved.
Decision: This step involves taking decision about upholding or rejecting the grievance. Employee who filed the
grievance need to be informed about the decision and implementation of action to resolve the grievance if it has been upheld.
Appeal: This step involves an employee making an appeal if their grievance is rejected or they are dissatisfied with the
actions of their employer ( Yang and Matz-Costa, 2018).

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
18
Q29: What avenues can an employee take if they are not satisfied with how the organisation handled the
grievance?
Ans 29.)If an employee is dissatisfied with grievance handling they can make an appeal for another hearing to re-
examine the decision of the grievance. Apart from this the employee has the option to resign and claim constructive dismissal
on the basis that they have been forced to leave because of fundamental breach of contract from the employer.
Q30: What suggestions would you make to the job advertisement part of a recruitment process to ensure
you aim for a diverse range of applicants?
Ans 30.)The job advertisement need to involve policies which appeal to diverse range of candidates and highlight
diversity initiatives of the company. In addition to this the job advertisement should be communicated in multiple languages
and be accessible to people with disabilities to ensure presence of diverse candidates for the selection process.
Q31: List four things an organisation can do to help avoid discrimination and bias during the interviewing
part of the selection process?
Ans 31.)In order to construct an impartial and bias free interview round during selection process, organisation need to
train their interviewers to evaluate candidates objectively and remove prejudiced thinking from their decision making process.
The interviews should not ask questions related to protected characteristics to conduct unbiased interview (Alon-Shenker and
Lurie, 2019). Diversifying interviewees and evaluating employees on the basis of skills which are essential for the job and do
not result in indirect discrimination against a particular community such as disabled applicants.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
17
SECTION 3: PROMOTE THE BENEFITS OF DIVERSITY
Q32: Discuss four ways by which an organisation can promote the benefits of diversity to its employees?
Ans 32.)Training and educating managers about importance of workplace diversity is an effective way of promoting
diversity at the workplace. This includes training sessions which promote diversity and inform employees about advantages of
workplace diversity. Conducting events which celebrate employee differences is another great way of promoting advantages
of diversity at the workplace. In addition to this the company can provide employees platforms such as blog to communicate
their opinions on diversity and highlight merits of workplace diversity. Creation of internal communication channel such as
newsletter which includes information about benefits of diversity is another effective way to communicate advantages of
diversity to every staff member.
Q33: Many organisations promote their diversity achievements in external forums. List three based on the benefits of
using external forums?
Ans 33.) Utilisation of external forums to promote diversity is highly advantageous to business entities. External
forums communicate the commitment of the company towards diversity to every employee and stakeholder effectively which
enhances the brand image of the company. External forums allow the company to increase consumer engagement in
diversity programmes as each employee can voice their opinion about various diversity initiatives and programmes. External
forums allow the company to concentrate on strategic value of diversity and its positive effect on business (Chen. and Tang,
2018).
Q34: Give two examples of external diversity forums.
Ans 34.)
 Workplace Gender Equality Agency Employer of choice awards
 Diversity council of Australia
Q35: Provide two examples of how a diverse workforce has enhanced products and services in your organisation, or
an organisation you have been a customer in.
Ans 35.)Workplace diversity boosts employee morale and effective diversity strategies have helped Kingfisher
garden centre increase quality of their services as employees are motivated to enhance their performance. Increased
diversity has helped Kingfisher provide satisfactory services to diverse range of consumers effectively which has increased
their reach and brand image.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
18
Q36: Describe how diversity can be used as a competitive advantage in improving products and services.
Ans 36.)Diversity can help the company gain competitive advantage as it brings fresh perspective into the company
and creates environment which cultivates innovation and fosters creativity. Diversity enhances brand image of the company
and connect with a diverse consumer base which increases the sale of the firm and secure competitive advantage in their
industry.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
19
Q37: Helping staff get to know each other can help break down stereotypes and create an inclusive environment. Give
four examples of how the manager and/or the organisation can do this.
Ans 37.)
 Group training sessions which allow employees to interact with each other and break prejudiced thinking
while creating harmonious relations ensures creation of diverse workplace.
 Social events which allow employees to interact with each other in an informal setting are helpful in braking
stereotypes.
 Collaborative training between various departments with emphasis on inclusivity is another way of creating
harmonious employee relations and eliminating biased thinking.
 Cultural programmes during festivals of minorities provide information about cultural practices of various
employee and remove stereotypes associated with the culture while ensuring bonding between employees.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
20
Assessment Task 1 Checklist
Student’s name:
Did the student provide a
sufficient and clear
answer that addresses
the suggested answer for
the following?
Completed
successfully? Comments (If resubmission required)
Yes No
Section 1 Qs 1- 12
Section 2 Qs 13- 31
Section 3 Qs 32- 37
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
21
Assessment Task 2 Cover Sheet
Student declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with
any other student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according
to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name
Student ID number
Student signature
Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been carried
out according to the required assessment procedures.
Assessor name
Assessor signature
Assessment
outcome
S NS DNS Resubmission Y N
Feedback
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
22
Assessment Task 2. Diversity report
Task summary
This assessment requires you to review and research current practices in diversity and make suggestions for how the
diversity policy for Kingfisher Garden Centre can be improved.
Required
 Access to textbooks and other learning materials
 Computer with Microsoft Office and internet access
 Kingfisher Garden centre diversity policy (Appendix)
 Report Template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Tasks I, 2, 3 and 4
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the
assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further
assessment to demonstrate competence.
Resubmission opportunities
You will be provided feedback on your performance by the assessor. The feedback will indicate if you have
satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you with written
feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Reassessment
attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or
have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this
task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
23
Assessment Task 2. Report Instructions
Complete the following activities:
This assessment requires you to review and research current practices in diversity and make suggestions for how the
diversity policy for Kingfisher Garden Centre can be improved.
You are required to do the following.
Complete Tasks 1, 2, 3 and 4 in Assessment 2. Each task requires you to populate the Report Template
Your report should be presented fully typed, in a short report format, using the template provided. Alternatively,
populate the space below in blue or black pen
Follow the short report format:
1. Cover or title page
2. Table of contents
3. Introduction
4. Body – with headings and numbering systems
5. Conclusion
Read and familiarise yourself with the Kingfisher Garden Centre diversity policy (Appendix)
This is a fictitious diversity policy developed for this assessment.
To gather ideas, research what major companies are doing to manage diversity. Large companies such as the major
banks (Westpac, ANZ and Commonwealth), BHP, PepsiCo, etc., tend to have information on their websites. Also use
the research gathered throughout the unit, as directed in the ‘Extend your learning’ activities.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
24
Task 1: Introduction and legislation
1. Introduction
Task 1: Introduction and legislation
1.) Legislation are defined as laws and acts which are used by organization to operate and run the business for the
purpose of increasing productivity and profitability. The main purpose of report is to increase understanding regarding
legislation that develop the business productivity. In this, diversity and comments are used to manage all functions and
activities.
2. Legislation
2.1 Relevant legislation
 Make a list of the applicable federal and state/territory legislation.
 Diversity concept encompasses via acceptance and respect that can help to bring the changes at a workplace
and maintaining good performance. The benefits are increase productivity, creativity, reduce fear, improve
performance, and boosting company reputation.
 Legislation
1.)Legal Service Corporation is the main laws which is applicable for the purpose of using funds properly,
developing websites and providing recipients with link to the list in contractual agreement.
2.2 Protected attributes
 Discrimination
Age, colour, gender, and culture are the different aspects of discrimination that affects the people and increase the
employee turnover. This brings dissatisfaction between people who does not ready to accept the challenges. The
management should ignore all attributes and needs to give equal opportunity that increase performance.
3. Discrimination
 Create a statement about Kingfisher Garden Centre’s position on discrimination and define the
term discrimination.
3.1 Direct discrimination When people or employer does direct discrimination on the basis of pay scale and culture then called direct
discrimination.
3.2 Indirect discrimination Indirect discrimination arises due to change in policy, laws, and developing the business activities properly
which affects the organizational productivity. For example, if there is any change in UK regulation and policies
then companies will bound to follow that might be affected their business s employees make decision to leave
or discontinue the workplace.
 Explain what ‘adverse actions’ means and provide examples to clarify understanding. Adverse action to negative respond towards any activities which are important to use in organization and
affected the productivity. This is important for each industry to use to introduce new techniques and laws to
grow their business and productivity.
3.3 Allowable discrimination
 Explain how sometimes discrimination is allowable. Give examples that relate to the Kingfisher Garden Centre
to clarify understanding. It has seen that sometime discrimination is allowable as it develop the organizational performance. For
example, Kingfisher Garden Centre's management should be analysis the performance of employees and then
need to give them appraisal accordingly that can help to increase the business performance. Moreover,
behaviour of employee as well employees should be positively that can help to accept the challenges and

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
25
working on them effectively.

Task 2: Age, gender and family diversity
Review Kingfisher’s diversity policy. How could you improve the diversity policy in the following areas?
Age-based diversity
Age based diversity is the diversity where different types of ages people works collectively and bring
new changes which can help to increase the business performance. In relation to Kingfisher,
management conduct team building sessions every month that increases their insights to work. This
can be improve by allocating work between employees and managing the good performance.
Gender diversity
Kingfisher Garden is following the gender diversity by providing the opportunities to male mainly that
create the feeling of lower performance. This can be improve by providing the opportunity to female
also which can help to develop the organizational performance and productivity.
Parental support, including supporting women returning to the workforce
after maternity leave
Family based diversity is following by selected organization in which all members working collectively
by understanding their needs and wants that can help to increase workings. This can be improve by
providing support to women after providing maternity leave which can be increase the working
abilities and managing good performance.
Work/life balance
 Kingfisher values work/life balance, what strategies will you put in place to achieve this?
Work / life balance is explained as main term which used to develop the experience of workings and
supporting policies which can help to accept the challenges and managing all functions effectively.
For managing work life balance there is need to focus on time, determining priorities, setting specific
goals, take caring of health and running all functions appropriately which can help to increase the
business productivity.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
26
Task 3: LGBTI, disability and Aboriginal and Torres Strait Islander peoples
Review Kingfisher’s diversity policy. How could you improve the diversity policy in the following areas?
4. LGBTI community
LGBTI diversity refers as Lesbian, Gay, Bisexual, Transgender or Intersex community who are also a
part of society and opportunity should be provided to such people so they can use their talent and
skills to work effectively. Kingfisher can follow LGBTI policies where it analyse the skills and provide
them opportunity to work effectively. This can help to increase the business productivity in changing
community.
To improve the embraced LGBTI diversity there is need to develop clear mission for supporting
policies, taking discrimination seriously, developing the support programme for employees,
promoting allies, getting support from senior staff, supporting local community, and offering friendly
benefits which can help to develop the organizational productivity and performance by managing all
functions and activities. The management should be provide employment chance to LGBTI
community as they willing to work and wants to contribute in organizational activities.
5. Disability
Disability diversity can be explained as an understanding where each individual is having
uniqueness or difference as compare to normal person. This consider race, ethnicity, sexual orientation,
gender, socio -economic status, physical abilities, and political beliefs that might be stop to individual to
work continuously. The management should be focuses on them and bring the changes in people's lives
who are disable so that it can attain the good working opportunities and improving living standard.
Kingfisher Garden Centre is required to follow all legislation on the basis of disability which can help to
provide the good chances to disable person by providing work which they can do easily that can help to
increase organizational productivity. On the other side, if any individual or employees became disable
person while working at the workplace then employer is responsible to compensate and job security to that
person which can help to manage the all organizational function and abilities.
Disability based diversity can be improved by identifying and change process that support
unconscious bias, helping all employees to understand the challenges that person with disabilities face
and contribute to solution, strengthening hiring pipeline by engaging community, creating mutual
supportive community which can help to develop the people's understanding regarding particular task
which can help to complete the project and increase the performance in competitive environment. In
relation to Kingfisher Garden Centre, person with disabilities develop and succeed by working well and
maintaining effective position. This also develop the confidence of employees regarding working and
attaining the higher performance.
6. Aboriginal and Torres Strait Islander peoples
Indigenous people recognize abnormal people that are categorized in Indians, Inuit, and Metis that
have distinct people with unique history, language, and cultural difference which are important to consider
in running and managing business activities. The chosen organization is following recruitment and
workplace policies that facilitate an indigenous friendly working environment to make sure this type of
people is having equal opportunity to win jobs, maintaining cross cultural training for employees and
providing cultural leave which affects the organizational productivity and affected the profitability. The
management should be realise their staff as they are main priorities of workplace where it is important to
all needs and demand would be fulfil effectively.
Indigenous diversity can be improve by expanding range of indigenous employment opportunities
and managing the all workings effectively. By investing in developing the capability of indigenous
candidates, encouraging the representation of indigenous employees at senior roles, and improving
awareness of indigenous culture at the workplace can help to organise all employees at right place and
getting work done effectively. This can help to increase the business performance and productivity by
accepting changes and working accordingly.
7. Recruitment and selection
11.1 Recruiting employees

Recruitment is the process of identifying, organising, recruiting and selecting the right candidates in
order to run and grow their business effectively. Employees are the main assets of any organization as

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
27
it contribute in all workings and managing the functions effectively. This can help to increase the
business performance by placing right people at the right place. The aim of Kingfisher Garden Centre
is to recruit and select the people for the purpose of increase organizational performance. The
management brings the changes by getting the work done from employees and attaining the
competitive advantages. Whenever company needs employees to fill vacant position then HR
management is playing important role as it analysis the employee's skills and providing them job
opportunity which can help to manage r control the company functions.
Selecting employees
The management of each organization should be aware regarding all policies and regulations that can be
used to select the right person for the purpose of doing business activities and increase productivity. As
discrimination is increases day by day at the workplace which affects the organizational performance. In relation to
Kingfisher Garden Centre,, management focuses on motivation, compensation and benefits, interviews, internal
and external method use to select the best employees that can help to increase the productivity and profitability.
Herein, management analysis needs and motivate employees to work more effectively which can help to complete
the task timely and attaining the competitive advantages. HR management is the main department who perform
this task and giving output to the organization by managing all functions and activities.
Task 4: Bullying and harassment
Review Kingfisher’s diversity policy. How could you improve the diversity policy in the following areas?
8. Bullying and harassment
12.1 Definitions
 Write a clear definition of bullying and sexual harassment. Provide employees with links to websites for
where they can go for support and further assistance if they feel they have been bullied or harassed.
Bullying and harassment
Bullying is the use of force, coercion, hurtful teasing or threat that affects the human being life and develop
the cyber harassment or cyberstalking. In other words, misuse of power, repeatedly verbal and physical behaviour
might be create the challenges for each person and affected the productivity.
Sexual harassment
This can be said as behaviour that defines as unwelcome behaviour of sexual nature. This allowed to
continue that crate Quid Pro Quo. Now a days it became a serious problem for each person that women
employees face the problem of sexual harassment like as bad comments, jokes, innuendoes and others that
create the fear felling while working between females and they cannot work effectively. Now environment is
changing where people getting more education and training to handle the work but due to harassment all workings
of organization and respect of women get hampered that affected the organizational productivity and profitability
negatively. The management is require to give respect and good concern to their staff whether male or female
which can help to motivate the people to work continuously.
Grievance Procedure
Grievance procedure is a formal way for employees for the purpose of raising problem or complaint to the
employer. The employees can raise grievance if any problem has occurred while working. This is important for
each individual who works at the workplace to identify problem and share with HR department that will surely
solve by management and motivate them to work effectively. The procedure follows steps such as brining
grievance to immediate supervisor, complaint to direct report of supervisor, considering mediation, escalation of
issues to HR department in case of fail above one, and appealing higher level for solving situation and managing
the work effectively. To develop the skills and abilities to work management has followed the strategy to work
effectively by arranging all functions and activities.
Training needs
Training and development is explained as main term of developing skills and abilities of workforce by
providing them education and targeting someone. This can help to manage the all functions and activities

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
28
smoothly and get ready to accept changes. In relation to Kingfisher Garden centre, management is responsible for
each activity and developing the organizational product and services. The management brings new technology
and innovation process in their existing activity which can help to develop the company productivity and
profitability. Management uses motivation, training, and self education training is being use to accepting cross
culture and changes which can help to increase business performance.
Promoting diversity
Diversity should be promoted by government as well as management at the workplace as people belongs to different
culture, language, social beliefs, and traditions which can be use to understand the workings and doing well. This is
important for each organization to create a good work culture and provide the proper training and education programme
to employees which can help to increase the insights to work effectively and increase the business productivity. The
management is the responsible person to identify problems of employees and provide them best solution by managing
all workings which can help to increase the organizational performance in the competitive environment. In relation to
Kingfisher Garden Centre, management is require to promote the diversity by developing education and understanding
of people regarding workings that supports to complete task and attaining business goals.
Other than this, management formulate flexible policies to diversity promotion which can help to operate the business
regularly and developing the business productivity by completion task and attaining the higher performance in
competitive environment.
Promoting diversity externally
Besides the AHRI awards, motivation, growth opportunity, compensation, benefits, and performance
appraisal is used to promoting the diversity which can help to bring together all working staff and getting the
work done effectively. The employees who works in Kingfisher Garden Centre is promoting the diversity
externally by analysing employee's performance and giving them various benefits which can help to increase
the organizational working and productivity.
To promote the diversity externally there is need to warn everyone regarding bad consequences in relation
to discrimination, culture and diversity. The management should try to encourage all employees to respect
each other and their race, gender, religion, etc. that impacts on workings. Diversity is important for each
workplace as culture is different where they also have different skills and abilities to work which affected the
organizational productivity.
Conclusion
From the above report it is concluded that workplace diversity is significant for the growth and success of
the company as it not only helps the firm enhance creativity but also sustains positive working environment.
Recruitment is the process of calling candidate and informing them regarding organizational vacancy for particular
profile in order to getting work done. Selection is the another process of selecting skilled and best employee out of
pool of candidate who works continuously and accept the challenges for completing task and attaining the
business goals. HR department is the responsible person for all workings and promoting diversity who identify
employee's issues and provide them optimum solution which can help to develop the business performance and
productivity in changing environment. Training is needed for each individual as it build the employee's confidence
to work hard by accepting all challenges and attaining the higher performance in changing environment.
Reflection
This study was very valuable and important for me as I completed the education from London University
where I developed understanding regarding diversity Indigenous people, disability based diversity, disability
diversity, LGBTI diversity, family based diversity, Age based diversity, Indirect discrimination, Adverse action, and
discrimination which is important to be manage properly. I faced the challenge of weak communication, problem
solving, collaboration, and managing talent which has been improved by taking regular classes and working
practically. This provide me opportunity to enhance their understanding and managing the all working by
completing task effectively. This also helped me to state how to motivate employees and getting the work done
effectively in changing environment. I also learnt recruitment and selection requirement which can be fulfil by HR
department by analysing skills and abilities to work at the workplace. Thus, this report was beneficial for me where
I improve my communication and collaboration skills by working collectively and sharing ideas with all members
which can help to complete each project timely and attaining the knowledge and skills effectively. I also analysed
that diversity policy and legislation should be followed by individual while working at workplace as it develop
understanding and increasing the workings.

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
29
Assessment Task 2 Checklist
Student’s name:
Did the student:
Completed
successfully? Comments (Required)
Yes No
Task 1 Introduction and legislation
Task 2: Age, gender and family diversity
Task 3: LGBTI, disability and Aboriginal
and Torres Strait Islander peoples
Task 4: Bullying and harassment
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:

BSBDIV501 Manage diversity in the workplace Student Assessment Tasks
30

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE
Authentic Valid Reliable Current Sufficient
Overall Result C – Competent N/C - Not Competent
ASSESSMENT SUMMARY SHEET
After the assessment, the Assessment Summary Sheet should be signed the Assessor, Student and the
Academic Manager. If a Not Competent, has been achieved then strategies to address the gaps in the
performance should be have been identified and a time for reassessment organised on the attached
resubmission / feedback sheet.
Code Title
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE
Student Name
Student ID
Commencement Date Completion Date
Student Declaration I declare that: The Trainer/assessor advised me of the date and time of the assessment The Trainer /assessor explained appropriate evidence required to complete assessment The Trainer/assessor explained the purpose and the consequence of assessment I was provided with any special needs required relating to the assessment process The Trainer/assessor explained my rights regarding the appeals process This project is my own work and that I have correctly acknowledged the work of others This project is in accordance with Gamma Education & Training guidance on good academic conduct (and how to avoid
plagiarism and other assessment irregularities)
Student Name Student Signature Date
Marking Guide - The principles of assessment of fairness, flexibility, validity and reliability have been met and the learner has been
assessed as competent in the elements for this unit. S – Satisfactory NS – Not Satisfactory
Assessment: Assessment Type: S/NS
Assessment 1 Written questions
Assessment 2 Diversity report
Assessor Name Assessor Signature Date
1

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE
ASSESSMENT FEEDBACK SHEET / RESUBMISSION
Comments: Trainers feedback and notes on the assessment of the unit.
Assessments have been discussed with the student and unsatisfactory elements addressed
Overall Result
(After Resubmissions ) Competent Not Competent
If a Not Competent, has been achieved then strategies to address the gaps in the performance should be identified and a
time for reassessment or other assistance organised.
What arrangement have been made:
Special Class Date:
One on One session Date:
Re-sit Date:
I have received feedback and been informed of the assessment result and the reason for the
decision I agree with the assessment result and any resulting actions
Student Name Student Signature Date
Entered VETtrak Yes Date: By:
Academic Manager Name Academic Manager Signature Date

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE
REFERENCE
Books and Journals
Alon-Shenker, P. and Lurie, L., 2019. Do Trade Unions Promote Age Diversity and Intergenerational Solidarity in
the Workplace? A View from Canada and Israel. Labor Law Journal, 70(2), pp.103-118.
Chen, C. and Tang, N., 2018. Does perceived inclusion matter in the workplace?. Journal of Managerial
Psychology.
Gomez, L.E. and Bernet, P., 2019. Diversity improves performance and outcomes. Journal of the National Medical
Association, 111(4), pp.383-392.
Kalargyrou, V. and Costen, W., 2017. Diversity management research in hospitality and tourism: past, present and
future. International Journal of Contemporary Hospitality Management.
Kumudha, A. and Jennet, R., 2018. A study about how workforce diversity (cultural, age, gender, ethnicity),
training and development influences on employee's performance in their workplace in Information
Technology companies, Bangalore. International Journal of Management, IT and Engineering, 8(3), pp.52-
76.
Manoharan, A. and Singal, M., 2017. A systematic literature review of research on diversity and diversity
management in the hospitality literature. International Journal of Hospitality Management, 66, pp.77-91.
Mousa, M., 2018. The effect of cultural diversity challenges on organizational cynicism dimensions: A study from
Egypt. Journal of Global Responsibility.
Nadarajah, S., Atif, M. and Gull, A.A., 2021. State-Level Culture and Workplace Diversity Policies: Evidence from
US Firms. Journal of Business Ethics, pp.1-20.
Papadaki, V. and Giannou, D., 2021. To be or not to be out of the closet?–LGB social workers’ visibility
management in the workplace in Greece. Journal of Gay & Lesbian Social Services, pp.1-22.
Patel, P.C. and Feng, C., 2021. LGBT Workplace Equality Policy and Customer Satisfaction: The Roles of
Marketing Capability and Demand Instability. Journal of Public Policy & Marketing, 40(1), pp.7-26.
Rahman, M., Turpin Jr, L. and Phelps, L., 2020. Effects of Inclusive National Workplace Diversity on Global
Competitiveness: TSCS Analysis. International Journal of Business Insights and Transformation, 13(2),
pp.3-9.
Rajput, N. and Talan, A., 2017. Social network ties as the mediators of workplace diversity and wellbeing of
employees. JIMS8M: The Journal of Indian Management & Strategy, 22(2), pp.10-18.
Syed and et. al., 2019. Managing workforce diversity in multicultural organizations: some observations. Journal of
European Studies, 35(1), p.79.
Taras and et. al., 2019. Diverse effects of diversity: Disaggregating effects of diversity in global virtual
teams. Journal of International Management, 25(4), p.100689.
Yang, J. and Matz-Costa, C., 2018. Age diversity in the workplace: The effect of relational age within supervisor–
employee dyads on employees’ work engagement. The International Journal of Aging and Human
Development, 87(2), pp.156-183.