Workplace Relationships and Diversity Integration

The provided assignment assesses learners' knowledge and understanding of managing effective workplace relationships within the Australian context. It covers essential legislations for workplace management, organisational systems that support good workplace relationships, and the role of inclusive behaviors in promoting diversity integration. Additionally, it addresses barriers to inclusion and examines organisational policies related to diversity. The assessment is based on a total of 25 marks allocated across five questions.

T-1.8.1_v3
Details of Assessment
Assessment Type Simulation Exercises and
Case Studies (Individual
Subject Name Leadership & Diversity
Details of Unit(s) of
competency
Unit Code (s) and Names
BSBLDR502 Lead and
manage effective
BSBLDR504 Implement
Diversity in the workplace
Details of Student
Purpose of the Assessment
The purpose of this assessment is to assess the student in the
following learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
BSBLDR502 KNOWLEDGE EVIDENCE
explain how systems, policies and procedures can support the development
of effective work relationships focusing on interpersonal styles,
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communications, consultation, cultural and social sensitivity, networking and
conflict resolution
outline legislation relevant to managing effective workplace relationships
BSBLDR504 KNOWLEDGE EVIDENCE
explain how organisation’s policies and procedures relate to diversity
give examples of barriers to inclusive engagement in a diverse workforce and
possible strategies to address them
describe inclusive behaviours that support diversity integration
Assessment/evidence gathering
conditions
Each assessment component is
recorded as either Competent (C)
or Not Yet Competent (NYC). A
student can only achieve
competence when all assessment
components listed under “Purpose
of the assessment” section are
recorded as competent. Your
trainer will give you feedback after
the completion of each
assessment. A student who is
assessed as NYC (Not Yet
Competent) is eligible for re-
assessment.
Resources required for this
Assessment
 Computer with relevant
software applications and
access to internet
 Weekly eLearning notes
relevant to the
tasks/questions
Instructions for Students
Please read the following
instructions carefully
 This assessment has to be
completed In class At
home
 The assessment is to be
completed according to the
instructions given by your
assessor.
 Feedback on each task will be
provided to enable you to
determine how your work could
be improved. You will be
provided with feedback on your
work within two weeks of the
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assessment due date. All other
feedback will be provided by
the end of the term.
 Should you not answer the
questions correctly, you will be
given feedback on the results
and your gaps in knowledge.
You will be given another
opportunity to demonstrate
your knowledge and skills to be
deemed competent for this unit
of competency.
 If you are not sure about any
aspects of this assessment,
please ask for clarification from
your assessor.
 Please refer to the College re-
assessment for more
information (Student
Handbook).
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ASSESSMENT BRIEF & INSTRUCTIONS
This assessment comprises the knowledge testing required for the units BSBLDR502 and
BSBLDR504. You are required to complete this Assessment 1 before attempting the Assessment 2.
The assessment includes 5 knowledge questions and you must ANSWER ALL. Use the spaces below
to respond to the questions. Weights and marking allocations are in the marking allocating table.
This assessment has been established with the aim to measure your knowledge, and attributes in
leading effective workplace relationships and as well as implementing diversity in the workplace.
Through this assessment you are required to provide evidence of your understanding in regards to
systems, policies and procedures that supports effective work relationships and workplace diversity.
In addition you will also outline relevant legislations in managing workplace relationships and
workplace diversity. The other areas you will also be assessed in this assessment includes barriers to
diverse workforce, behaviours that support diversity and as well as the origin and nature of diversity
within workplace.
Question 1. Research within the Australian workplace context and outline at least TWO
workplace relevant legislations that are essential for managing effective workplace
relationships. For the fourth column of the table, you could think of workplace issues such as
employment, discriminations, privacy, equal opportunity, etc. (4 marks)
Legislation
name and year
Legislation Internet
address
Purpose of the
legislation
Outline how any Australian
workplace is affected by this
legislation
Worker
compensation
act 1987
<https://
www.awu.net.au/
employment-
legislation>
The main purpose of
this act is to provide
compensation to
employees in effective
manner at against of
their injuries at
workplace. This will be
effective and valuable
in work related
context. This help
employees attract
towards company.
Worker compensation act is
act which is help to employee
in order to take advantage of
their medical bills and leaves.
This act is provide for the
compensation to employees in
respect to work related
injuries. This legislation is give
impact on workplace in
negative and positive ways.
For example: if employee is
injured at organisation at the
time of working(Fraser, 2018).
In this case employer of
company have to pay
compensation against of their
injuries as per medical bills by
authorised hospital. If
employer is not give this
compensation to employee
then it impacts to workplace
because in this employee can
fill complain at respected
department against of
company. By this company
face various problems. As per
discussion workers
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compensation act has affect to
workplace and company.
Other hand company can give
the best treatment to
employees then they are
motivated and affected
towards company.
n addition to this, it is also
analysed that through this act,
the companies are easily
motivated their employees so
that it will help to raise the
production level of the firm to
achieve the defined aim and
objectives,.
Equal
opportunity for
women in the
workplace act
1999
<http://evaw-global-
database.unwomen.
org/en/countries/
oceania/australia/
1999/equal-
opportunity-for-
women-in-the-
workplace-agency>
The main purpose of
equal opportunity for
women in the
workplace act 1999 is
to promote equal
opportunity for women
in employment to
establish equal rights
for women in
workplace agency.
This is best act which
is help to female staff
of organisation.
Through this act, the
discrimination
between men and
women is also
minimised and it
directly promote the
productivity too.
Equal opportunity for women
in workplace is affect to
workplace and organisation.
This act has focus on female
staff who don not get equal
opportunity at workplace or
any discrimination at
workplace with women. For
example: employer of
organisation is not give
common and equal rights to
give female in situations.
Other had, employer always
give priority to male staff. This
can give negative impact on
peoples and company. In this
they can file complain against
company at respected
department. By this, company
face problem like legal actions
which takes by respected
department. This is not good
for the company and its
growth(Prang, Hassani-
Mahmooei and Collie, 2016).
For that manager of company
have give equal rights and
opportunity to each employees
who are women as per equal
opportunity for women in the
workplace which is good for
company and its growth
purpose.
Through equal opportunity act,
the employees are motivated
and also the chances of
working women in the working
area is increases. Therefore, it
will not creates any negative
impact upon the firm and all
the employees are working in
better and positive
environment as well.
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Question 2. Explain with your own understanding how organisational systems, policies and
procedures can support good workplace relationships especially on the following matters.
(6 marks)
Workplace
matter
Explanation on how organisation systems can support on these
matters?
Interpersonal
Styles
Interpersonal style means ability to develop communication skills with others,
develop rapport, developing the skills to get along with other people,
collaborating, building positive relations at the work place. Interpersonal skills
helps to create impression on other peoples in the organisation. Skills such
as problem solving, decision making, negotiation, listening skills, etc. helps
the organisation to meets it objectives. Communication is key skill that is
required to make work relations better. With the help of these skills the
company is able to take accurate decisions and able to analyse the threats
and opportunities which help the organisation to grow and develop in correct
path for achieving the objectives(Chapman and White,2019).
Communications
With the help of good communication system the company will able to
decreases the conflicts in workplace. Good communication channel in the
organisation helps to engage employee in the organisation as they are able to
communicate with top authority by following proper channel of
communication. Communication make the work relation better by
communicating with clients which will help the organisation, to understand the
needs and requirement of the clients. Further it will help to gain more
productive and skilled workforce in the organisation. The employee will work
efficiently which will increase morale of the employees.
Workplace
Consultation
Workplace consultation helps to gain the collective information of employee
health and safety. Consultation helps to identify the opportunities for the
making organisation effective, as it helps to give new ideas and assisting
decision making process in the organisation. The work relations will get
improved when the organisation manages the health and safety by committed
towards workers safety and health as it establish a sense of belongingness in
employees towards organisation. Due to which employees performance will
get improved and the work environment will become positive(Sias and Shin,
2019) .
Cross Cultural
Sensitivity
Cross culture is related to awareness, acceptance and knowledge of other
cultures. To improve and maintain the workplace relationship in the
organisation employee are from different backgrounds represent their
different cultures to reduce the gape between the cross culture sensitivity the
organisation can maintain the informal social groups to understand different
cultures of different employees. Cross culture sensitivity will get reduced
making organisation aware of different cultures and biases. Learn and
educate inter-cultural communication. The organisation can reduce the
sensitivity of cross culture by exchanging good values related to inter-cultural
beliefs. Worker of cross culture can create sense of competitiveness with
different country and may lead to success for organisation(Urick, 2019).
Industry
Networking
Industry networking helps to gain the various benefits to support the work
relations of the organisation. Professional networking helps the organisation
to get innovative and creative ideas from other industries. Networking helps to
build strong connections between business about sharing different ideas and
advance in building organisation career. Industry network helps to get
interconnected business contact which help the organisation to get more
knowledge and build support for the organisation. Industry network helps to
understand different perceptions and builds confidence in the workplace of
organisation. Regularly engaging in contact with the wealthier personalities
help the organisation to get success in business as it creates the
opportunities to strengthen the relationship in organisation(Chapman and
White,2019).
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Resolution of
conflict at work
Conflicts in organisation can reduce their productivity in market place. In
order to improve performance of organisation different practices are used by
organisation. This practices are based on human behaviour and work place
environment. some of methods to resolve conflicts are as follows- improve
team working to create better work place environment to avoid situations of
conflicts. Organisation management also use the different gaming activities to
improve communication and relation between team members. By keeping
conversation goal oriented situation of conflict can be avoided. By create
better work place environment company can reduce conflicts and issues
between employees.
Question 3. Refer to the “Diversity and Inclusion” article linked below (click the icon) and
describe in your own words how inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least FIVE types of behaviours.
(5 marks)
It is essential for an organization to get diversified for the purpose of
expansion or survival. Inclusive behaviours from leaders and employees
influence the organization most in supporting diversity integration. In the recent
period of time, organizations are being diversified of a huge number which
resulted in mass globalisation. It helped several economies to increase their GDP
and improve their economies by diversifying. The most effect way through which
a company can diversely effectively is engagement of employees at all the levels
of diversity.
There are several inclusive behaviours which can used by the
organizations in order to implement diversification in a more significant manner.
The inclusive behaviour from leaders and employees which can support diversity
integration consist of several aspects which includes empowers team members
to make decision, take advice and implements feedback, ensures everyone gets
heard, shares credit for team success and lastly, gives actionable feedback (Wang
and Ding, 2016).
Empowers team members to make decision : Diversity helps in involving
employees at every stage of operation which can help the leaders to
understand all the situations in a significant manner and apply it by
undertaking several actions. It empowers team members to make decisions
as diversity brings responsibilities to existing employees which make them to
take important decisions for the purpose of increasing productivity of the
organization. Employee engagement results in effective production which
helps in reducing the production cost of an organization that significantly
increases the profit ratio.
Take advice and implements feedback : Feedbacks directly from the
employees are more exact than feedbacks from supervisors. It helps in
pinpointing the actual issue which is being faced b y the organisation in order
to get diversified. Leaders can effectively communicate directly to employees
in order to determine the problems which are being faced by the organization
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for diversifying.
ensures everyone gets heard : Diversification integrity is a complicated
process which should be monitored on a regular basis (Bohle, 2018). A leader
has to ensure that everyone is being heard properly which can help the
entrepreneur in identifying and understanding the situation. A leader must
treat their employees in such a manner how employees need to be treated,
not in a manner that a leader wants. Common social activities which are
processed by a leader may not be comfortable for everyone which should be
consider by leader.
Shares credit for team success : The success of a team is to be shared by the
team members which can encourage and motivate the employees in working
effectively that could significantly help the organisation in take proper use of
workforce in a effective manner for the purpose of diversification. There must
be such events organised by the leader that it motivates the employees by
felicitating them for small success.
Gives actionable feedback : Feedbacks from the employees are actionable by the leader so that the
implication of diversification can be work effectively and the targeted objectives of the
organisation are being achieved in a significant manner (Perz and et.al., 2017).
Diversity in work place is great opportunity for organisation. There are different types of diversity in
organisation which are based on age, gender, religion, generation,race, background and education.
This variation is too good for organisation and this thing improve creativity and work procedure of
organisation. Productivity of company can be improved by diversity because it allows the employees
to learn different new things and knowledge. Employee engagement also can ber improved by utilising
diversity in company. Creativity and innovation provide opportunity to organisation to implement
different change in operation and work procedure. Company management and leader can support
utilise by using different avtivities.
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Question 4. Provide four examples of barriers to inclusion in a diverse workforce and address
these four barriers with your own strategies. (4 marks)
Example of the barrier to inclusion and
diversity
Your strategy/action plan to address the barrier
Language Barriers
Language barrier are those barrier which are related to
the person's style of speaking. Speaking English by a
Japanese is a type of barrier to him. These barrier are
very common and can be removed easily. It can be
removed by using plain language during conversation.
Plain language should be used in every case even
when you are doing technical talks or you are just
doing talking. Another way to remove language barrier
is using interpreters. The work of interpreters is
helping a person so that he can understand the
language and there is no confusion in the end. One
more method which can be used is visual method of
communication. Diagrams and pictures can be used
for effective communication. Many time a person does
not understand by speaking and he can understand by
seeing the pictures. Language barrier is also a very
common conflict seen within the organisation due to
diverse environment. It impact the behaviour of
employees and also reduce their work performance.
Cultural Barriers
Cultural barriers are those barriers which are related to
cross cultural communication between employees in
an organisation. When people from different cultures
meet, they speak in their native languages, their ways
of treating each other is different and this causes
cultural barriers. It can be removed by using clear and
polite communication. This type of communication is
very good and it reduces crises and surprises. Another
method which can be used is learning about different
culture which are there in the world today so that the
knowledge of different cultures increases. Knowledge
should be shared with different people so that your
knowledge is shared and there is some good outcome
of it. It is good for organisation and individuals to share
their cultural knowledge to others so that the company
develops. Somehow cultural barriers impact on the
behaviour of individuals which can also be ineffective
and very challenging for the organisation. Along with
that, cultural differences occurred due to differences in
religion, beliefs etc.
Resistance to change
This type of barrier is very common in diverse work
group. People does not easily change with the
situations. Due to resistance, minorities have to face
the burden of change. They have to fit in all the culture
and they have to leave all their wants. Changes should
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be first properly heard then reacted because many
time employee just after hearing strategy changes
feels that the changes are very big and scarier but
actually they are small and normal changes which are
adopted by the company fort the profit of the
employee. The problem of change should be properly
acknowledged and it should be seen that what issues
can be faced by employee after implementing the
change in the organisation. Changes should be
properly addressed so that everyone is involved in it
and changes should not be done for a individual. In
some situations employees cannot accept the new
changes and diverse workforce environment due to
which miss communication, lack of conflicts situations
has occurred.
Wage Equity
Wage equity means that the wages which is given to
employees should be equal. It means that two
individuals who are working at the same level and who
are doing same work should be given same wage
other than any extra work. Employees should be badly
treated or they should not be paid less on the basis of
race, gender or religion. Companies should pay its
employees on the basis of work done by them and the
standard of measuring work should be same for every
employee. Sometimes, due to different diverse people
or skills employer discriminate people at the time
wages. This situation can also impact the organisation
goals and objectives.
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Question 5. With your own understanding, explain how the following organisational (or find a
policy of another organisation) policies linked below relate to workplace diversity. (6 marks)
Organisational
Policy
Sample policy of an
organisation (link)
Purpose of the policy Your explanation to
how the organisational
policy relates to or
affects workplace
diversity
Recruitment &
Selection
http://sydney.edu.au/
policies/showdoc.aspx?
recnum=PDOC2011/120&
RendNum=0
The main purpose of
recruitment and
selection policy is to
ensure a fair hiring
process which is assist
HR personal in order
to select right eligible
candidate as per
interview and different
merits with the job.
With the help of
recruitment the
company is able to get
talented and skill
employees who will
help the company to
take the organisation
towards the success
path with achieving the
objective of the
company(Fraser,
2018).
In the organisation have
various vacancy as per
employee leaving office
and organisation.
Recruitment is defined as
an identifying and making
potential candidates in
order to apply for the
jobs. Other hand,
selection is referred the
best process of select
and choose right eligible
candidates for vacant
position at organisation.
This policy is related to
organisation positively
because every steps of
this process is help
manager and HR to hire
the best candidates for
company or this can
affect workplace diversity.
For example: employer of
company in order to
relation of this policy with
organisation and
workplace (Dimitrov,
2018). Recruitment and
selection policy because
organisation need to hire
the best eligible
candidates for company
who give hard
contribution to achieve
goals and objectives of
company. Other hand it
affects to workplace
because it has very long
process to hire and select
candidates. This can
effect hiring wrong
candidate who are not
able to done work in
effective manner or
positive result. By this
recruitment and selection
policy is related and
affected to the goals and
objectives of workplace
and organisation
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Performance
Management
https://
www.nab.com.au/
about-us/social-
impact/our-people/
performance-and-
remuneration
The main purpose of
performance
management is to
established a good
and best culture in
those employees are
take their
responsibilities for
improvement of their
skill as well as
organisation. It has
effective and valuable
for the business and
its growth factor. With
the help of
performance
management,
employer is able to
ensure about
employees
contribution in
business at both ways
like negative and
positive ways.
Performance
management helps the
employee to gain the
confidence when
employee joins in
another organisation.
Performance
management provide
the information and
adds extra points in
the performance of the
employees . With the
help of performance
management the
employee is able to
show his experience
and performance
during his work life.
The performance
management have main
two objectives like attract,
recognise, motivate and
retain employees. This is
effective and valuable for
company. In this
employer focused on
performance plan and
aligned stretch goals
which enable for them to
deliver, grow, increase,
delivers. Performance
management is highly
related to the
organisation because
with the help of this
employer manage
employee performance in
effective manner. This
can affect to organisation
and workplace in both
ways like positive and
negative manner. For
example: if employer not
analysis and evaluate
performance of
employees then they can
face problem by quality of
work. This can give
negative impact on
company. In this case
employee have to
analysis employees
performance for best
result of work. By
analysing performance of
employees then employer
get idea of training
requirement.
Performance
management helps the
organisation to get know
the experience level of
employee in the company
and key talent that
enhance the performance
of employee in the his job
position(Tourani, Adams
and Serebrenik, 2017).
Code of
Conduct
https://
www.wesfarmers.com.au/
docs/default-source/
The main purpose of
code of conduct is to
develop or maintain
The code of conduct is
affected and related with
workplace and
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corporate-governance/
code-of-conduct---may-
2015.pdf?sfvrsn=10
standard of conduct
which is acceptable to
the company, vendors,
employees and
customers.
organisation. The
honesty, integrity and
fairness are the integral
part of organisation. This
plays an effective role in
organisation. This is
highly related to the
company and its growth
factors. Like standard and
qualities of products and
goods are related with
organisation. It is
effective and valuable for
business and its growth
factor. Other hand, code
of conduct is affected to
workplace and
organisation by
disappoint to employees
and vendors. Employees
and customers are
always wanted standard
quality of product and
services by company
(Rozario, Venkatraman
and Abbas, 2019 ).
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ASSESSMENT MARKING ALLOCATIONS
(Trainer/Assessor use for assessing & marking purposes)
The learner will be assessed on the following knowledge
evidence and performance evidence
Marks
allocated
Marks
received
Question 1. Within the Australian workplace context, outline at
least TWO workplace relevant legislations that are essential for
managing effective workplace relationships. You could think of
workplace issues such as employment, discriminations, privacy,
equal opportunity, etc.
4
Question 2. Explain with your own understanding how
organisational systems, policies and procedures can support
good workplace relationships especially on the following matters.
6
Question 3. Refer to the “Diversity and Inclusion” article linked
below (click the icon) and describe in your own words how
inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least
four types of behaviours.
5
Question 4. Provide four examples of barriers to inclusion in a
diverse workforce and address these four barriers with your own
strategies.
4
Question 5. With your own understanding, explain how the
following organisational (or find a policy of another organisation)
policies linked below relate to workplace diversity.
6
TOTAL MARKS 25
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REFERENCES
Chapman, G. and White, P., 2019. The 5 languages of appreciation in the workplace:
Empowering organizations by encouraging people. Moody Publishers.
Dimitrov, K., 2018. Talent management-an etymological study. arXiv preprint
arXiv:1810.02615.
Fraser, T. M., 2018. Worker At Work The. Taylor & Francis.
Prang, K. H., Hassani-Mahmooei, B. and Collie, A., 2016. Compensation Research Database:
population-based injury data for surveillance, linkage and mining. BMC research
notes. 9(1). p.456.
Rozario, S. D., Venkatraman, S. and Abbas, A., 2019. Challenges in Recruitment and
Selection Process: An Empirical Study. Challenges. 10(2). p.35.
Sias, P.M. and Shin, Y., 2019. 10 Workplace Relationships. Origins and Traditions of
Organizational Communication: A Comprehensive Introduction to the Field.
Tourani, P., Adams, B. and Serebrenik, A., 2017, February. Code of conduct in open source
projects. In 2017 IEEE 24th International Conference on Software Analysis,
Evolution and Reengineering (SANER) (pp. 24-33). IEEE.
Urick, M.J., 2019. The Generation Myth: How to Improve Intergenerational Relationships in
the Workplace. Business Expert Press.
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