Implementing Diversity Policy of Aus Consultancy

IMPLEMENTING DIVERSITY POLICY OF AUS CONSULTANCY
IMPLEMENTING DIVERSIY POLICY OF AUS CONSULTANCY
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IMPLEMENTING DIVERSITY POLICY OF AUS CONSULTANCY
Assessment Task 1:
Introduction
The report aims at identifying the various cultural issues affecting the current
organizational practices and other policy and procedure that is yet to be implemented. It will
identify the diversity factors of the Australian multicultural society that highly impacts the
dedicated business environment. The company’s cultures, values, beliefs, principles and
practices determines the generic functionality of the business in the environment (Riccucci
2018). The company in order to plan innovation for the existing products and services, strives for
strategizing different methods and business policies to incorporate the modern diversity theory
and take the privilege of its advantages towards the company’s business idea. The current
organizational diversity practices includes no gender biasness which takes care of the gender
diversity and rights of people working in the company. The management is responsible for
ensuring no discrimination against the employees in terms of the wages and treatment they get
within the workplace. Flexible working conditions keeping in mind the overall diversity of
employees and to ensure that every employee should get ample time to manage both professional
and personal life goals. The selection process is free from the diversity biasness as per company
diversity practices employees can only be judged on the basis of their knowledge and on no
discrimination dimensions. The leave policies are all equal for employees except the maternal
leaves (Riccucci 2018). The opportunities provided to employees like reporting on the
harassment, discrimination bullying are strict for everyone and violation would lead to criminal
offence. The most important under the organizational diversity practices is the equality in the
field of remunerations and reinforcements, paying incentives, achievements and rewards, over

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time allowances and job supervision methodologies. These are not subjected to be discriminated
on the basis of diversity but are parts of performance and code of conduct respectively.
Diversity Facts and Figures
While in the meeting with the CEO of Aus Accounting in Australia the views and
opinions were shared on the diversity regarding Australia’s multicultural society that includes
Aboriginal and Torres Strait Islanders and also have percentages who have joined in from
overseas. The kind of religion and demography was the major part to be discussed upon. So far it
has been concluded from the 2016 census that over 75% of the Australian is considered as
ancestry rather than the Australian in the first responses. Approximately, 3% of the Australians
are regarded as Aboriginals, Torres Strait Islanders and even both. Around 45% have reported of
having one parent either father or mother who was born overseas. About 26% of the total
population has citizenship of another countries like New Zealand, England or China. There are
Australians around 19% who hardly have any English speaking background. Altogether, the
Australians have high diversity rate who have the origin of more than 200 native places. As a
result, collectively, they speak in various 200 different languages. There are 21% of people who
speaks other than English. The prevalent religion of Australia is the Christianity and around 52%
are from that background and rest have miscellaneous religion and notably, approx. 30 % of
people have been found following no religion (Riccucci 2018).
Impacts of diversity
The Aus Accountancy has become the platform of various cultural diversity and people
from every corner has joined the organization. This reflects a very amazing fact that despite
belonging from varied and respective culture, religion and language systems they all share a
uniform principle that is directed towards the objectivity of the company. The objectives are set

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aligning to every people with equal opportunity to participate for contributing in the
organization. The major benefit to the workplace is the effective relationship and inter personal
communications among the employees. The fact of differentiation in culture have brought them
together unanimously and encourages the interest to know about each other. The benefit of
sharing knowledge and working with diverse culture keeps them motivated to their work and
ensure to understand the work culture to achieve business objectives.
Benchmarks and other measurement indicators
The indicators are effective in planning and assessing the effectiveness of the policy
implementation readily and automatically. The effective indicators are as under:
 Political indicators are applied to understand and supports the preoccupied positions.
 Symbolic indicators are used to develop the rituals and assures regarding the proper
behaviour in the process of decision making in organizations.
 Tactical indicators is the process developed to make use of delayed tactics or finding out
substitute actions.
Thus the indicators are used to demonstrate concept and helps to change understanding of issues
and to measure efficiency of implemented policies.
Legal requirements in relation to workplace diversity
 Age Discrimination Act, 2004- The objectives of this Act is to eliminate discrimination
on grounds of age in the workplace, laws and programs. Equality of people regardless of
age factors. Compensation and benefits to people of certain age. Overall equality for aged
people in company.