Diversity and Inclusion in Australian Hotels - Desklib

This article discusses diversity and inclusion policies, staff training, managing tensions, and more in Australian hotels. It also covers the benefits of a socially diverse workforce, ways to address complaints, and the importance of diversity in recruitment. The article is relevant to students studying human resource management, business, and hospitality courses.

Running head: DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Diversity and Inclusion in Australian Hotels
Name of the student:
Name of the university:
Author note:

1DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Table of Contents
Q1: 6 Prohibited areas of discrimination.........................................................................................3
Q2: 3 Examples of policies..............................................................................................................3
Q3: Staff and diversity policy..........................................................................................................3
Q4: 2 Ways of promoting the diversity policy................................................................................3
Q5: Required action in case of few areas not being addressed by the anti-discrimination
legislation.........................................................................................................................................3
Q6: Impact of the prejudicial behavior of the recruiter causing discrimination during the
employment process........................................................................................................................4
Q7: 2 Benefits of socially diverse workforce..................................................................................4
Q8: 3 Types of training for dealing with cultural differences in team............................................4
Q9: 3 Examples of cultural issues due to cultural differences.........................................................4
Q10: Ways to manage staff tensions...............................................................................................5
Q11: Investigating complaints related to unlawful activities..........................................................5
Q12: Unlawful workplace behavior.................................................................................................5
Q14: How cultural diverse workforce can help to improve products or services...........................5
Q16: 2 Main ways to lodge and handle a complaint.......................................................................5
Q17: 4 Types of complaints needed to be investigated formally....................................................6
Q18: Ways to address a sexual harassment claim...........................................................................6

2DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Q19: Importance of diversity in selecting and recruiting staff and how employers can ensure
diversity during recruitment & selection process............................................................................7
Q20: Importance of encouraging collaboration & respect in the workplace and to manage
tensions between staff who struggle to adjust with diverse workforce...........................................7
Supervisor’s role in managing tension between staff in diverse workforce....................................8
Q21: Diversity as strength to a business..........................................................................................8
Q22: A workplace policy supporting the reporting and managing of harassments........................8
References........................................................................................................................................9

3DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Q1: 6 Prohibited areas of discrimination
1. Human rights
2. Disability
3. Age
4. Sex
5. Fair Work
6. Race
Q2: 3 Examples of policies
1. Workplace Conduct Policy
2. Role Policy
3. Flexible Working Arrangements Policy
Q3: Staff and diversity policy
It is during the induction period and more elaborately during the trainings that staffs should be
introduced to the company’s diversity policy.
Q4: 2 Ways of promoting the diversity policy
1. Inclusion training
2. Celebrations of global customs and traditions
Q5: Required action in case of few areas not being addressed by the anti-discrimination
legislation

4DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
The best thing in this regard will be to notify the concerned department regarding the same.
Employees must also explain the incident that drew their attention towards the violation of anti-
discrimination legislation.
Q6: Impact of the prejudicial behavior of the recruiter causing discrimination during the
employment process
Word-of-mouth is a potential advertising strategy nowadays. Applicants being discriminated
during the interview process will simply indulge in negative publicity probably with their friends
and also with other applicants waiting for their round of interview. Such things are never
encouraging for diversity and inclusion in the workplace.
Q7: 2 Benefits of socially diverse workforce
1. Enriched language skills
2. Innovation
Q8: 3 Types of training for dealing with cultural differences in team
1. Leadership and Career Management Program supporting the talent management of
women
2. Indigenous Traineeship Program through an affiliation with nationally recognised body
3. Employee Care Program for Aboriginal and Torres Strait Islander
Q9: 3 Examples of cultural issues due to cultural differences
1. Generation gaps
2. Acceptance and Respect
3. Accommodation of Beliefs

5DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Q10: Ways to manage staff tensions
 By creating communication channels
 Training
 Complaints need to be addressed
 Managers must find common ground
 Establishing policies for staffs
Q11: Investigating complaints related to unlawful activities
It is the human resource manager who should step into the investigation process.
Q12: Unlawful workplace behavior
An employer can be held liable for any unlawful workplace behavior unless the employer proves
an appropriate adherence to the respective legislation. For example, if managers are biased to
each party and had tried to maintain the common ground, the manager will not be held liable
then for any unlawful activity thereof.
Q14: How cultural diverse workforce can help to improve products or services
A culturally diverse workforce is extremely beneficial in numerous cases. Such diversity brings
loads of skills to the workplace. For example, cultural diversity brings adaptability with different
traditions and customs. Moreover, services matching the different customs and traditions can be
introduced which will be a point of attraction for a wider customer base.
Q16: 2 Main ways to lodge and handle a complaint
To lodge:

6DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
1. Workplace Relations Complaint Form
2. Online sites like Anonymous Employee, Better Business Bureau, Federal Trade
Commission and others (CNET, 2018)
To handle:
1. Empathising and assuring for something to be done
2. Follow up procedures
Q17: 4 Types of complaints needed to be investigated formally
1. Sexism
2. Racism
3. Age bias
4. Favouritism
Q18: Ways to address a sexual harassment claim
 Assigning two investigators to the investigation process. The one will interview and the
other will note down the important thing and provide the relevant support
 Ensuring that the investigation is unbiased. This is attainable by assigning investigation
responsibilities to those who do not have any personal relationship with either of the
party
 Conducting the interviews in a place where privacy can be attained
 Keeping all the information safe and secured
 Explaining the company’s anti-retaliation policy to the person who are interviewed

7DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Q19: Importance of diversity in selecting and recruiting staff and how employers can
ensure diversity during recruitment & selection process
 Company will be able to attract diverse clients with its diversified programs
 Ability to deal with demographic variations in local community grows up
 Diverse workforce will be able to offer more suitable service to clients
 Diverse staffs are more certain to come with creative and innovative ideas
Ways to ensure diversity
 Working on Job Ads
 Representing diversity
 Policy making for diversity
 Interview questions should be structured and same for each applicant irrespective of sex,
race, gender, generation etc.
 Avoid biases
 Expand network through political skills
Q20: Importance of encouraging collaboration & respect in the workplace and to manage
tensions between staff who struggle to adjust with diverse workforce
 Collaboration provides pooling of strengths and talents
 Collaboration provides a learning environment where employees will get to learn by
seeing others
 It speeds up the solution
 Company’s efficiency to finish up projects is increased
 Helps to enhance job satisfaction and employee retention

8DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
Supervisor’s role in managing tension between staff in diverse workforce
 Identify whether conflicts are due to diversity in workforce
 If root cause of conflict is diversity, design a training program covering the diverse
cultures
 Post training, put the trained staff in separate groups and assign a project
 Observe the difference in behaviour
 Rearrange the training if expected outcome is not met
Q21: Diversity as strength to a business
 Working with differences promote the economic growth
 It captures the greater part of the market
 It is an assurance to more qualified workforce
 Support the formation of a much creative and innovative workforce
 Essential to establish a competitive economy which is dominated by globalisation
Q22: A workplace policy supporting the reporting and managing of harassments
Employee Complaints and Grievances Policy can facilitate reporting and managing of
harassments as follows (Policy.usq.edu.au, 2018):
 It covers all such as discrimination, harassment and bullying
 Immediate investigations will be put into place once a misconduct of a conduct is noticed
 Information will be kept secured

9DIVERSITY & INCLUSION IN AUSTRALIAN HOTELS
References
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CNET. (2018). Sites that help you lodge complaints. Retrieved from https://www.cnet.com/how-
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Dalton, L., D'Netto, B., & Bhanugopan, R. (2015). Cultural diversity competencies of managers
in the Australian energy industry. The Journal of Developing Areas, 49(6), 387-394.
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Policy.usq.edu.au. (2018). Employee Complaints and Grievances Policy - University of Southern
Queensland. Retrieved from https://policy.usq.edu.au/documents/152853PL [Accessible at:
https://policy.usq.edu.au/documents/152853PL]
Price, D. (2015). Pedagogies for inclusion of students with disabilities in a national curriculum: a
central human capabilities approach. The Journal of Educational Enquiry, 14(2).