Lead Diversity and Inclusion

This guide provides insights on defining diversity, outlining the benefits of cultural diversity, describing organizational diversity policy, identifying types of feedbacks, and more. It also suggests areas of improvement and training needs for promoting diversity at the workplace.

Lead Diversity and Inclusion
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Contents
TASK 1......................................................................................................................................4
Defining diversity...................................................................................................................4
Five different types of diversity at the workplace are-..........................................................4
Outlining the benefits of cultural diversity............................................................................4
Describing organizational diversity policy and outlining the policies that must be included
in the diversity policy.............................................................................................................5
Identifying the steps involves in writing diversity policy......................................................5
Identifying types of feedbacks and organizational process for feedback over policy...........5
Outlining the benefits and competitive advantage of diverse workforce...............................5
Describe the types of complaints related to diversity within an organisation........................6
Organisational formal and informal complaints procedures..................................................6
10 a. Age discrimination legislation relevant to workplace diversity....................................6
10 b. Disability discrimination legislations............................................................................7
10. c Racial discrimination legislation...................................................................................7
10. d Sex discrimination legislation.......................................................................................7
10 e. Human rights legislation...............................................................................................7
10 f. Workplace diversity legislation for providing equal opportunities...............................7
TASK -2.....................................................................................................................................8
Accessing and simulating workplace policies and procedures and the use of the relevant
policies and procedure for undertaking task..........................................................................8
Analysing the diversity situation in the context of case study...............................................8
TASK 3......................................................................................................................................9
Accessing and simulating workplace policies and procedures and the use of the relevant
policies and procedure for undertaking task..........................................................................9
Providing feedback to CEO...................................................................................................9
Gaining approval..................................................................................................................10
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Five comment statement in regards to diversity and benefits to the organization and other
post in the external forum such as Facebook community group..........................................10
Strategies to improve awareness of challenges, suffered by individuals from diverse groups
..............................................................................................................................................10
It is found that employees of Technical dynamic Pvt LTD are facing some harassment and
discrimination related problems. It is important for assistant manager to take care of needs
of employees and promote diversity. Some strategies that can help out this company in
accomplishing its diversity related goals include:...............................................................10
Promotional strategies for workforce diversity....................................................................10
Importance and role of diversity in taking competitive advantages....................................11
Ways of supporting organisational efforts to champion diversity.......................................11
REFERENCES.........................................................................................................................13
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TASK 1
Defining diversity
Diversity has been determined as the ethnic, racial, geographic and the professional
background. It refers to the condition in which there are large number of different elements.
Diversity shows the different culture together and supports the inclusion of all culture rather
than judging the individual on the basis of their background (Tamunomiebi and Onah, 2019).
Five different types of diversity at the workplace are-
Cultural diversity- This diversity refers to the inclusion of different culture at the workplace.
Employees are with different culture background and all of them must be valued and
respected.
Racial diversity- It involves the celebration of the difference among the racial groups. It
mainly focuses over the ethnic and national origins. At workplace there is no discrimination
has been done in accordance with this diversity.
Gender Diversity- It refers to the inclusion of male and female gender equally and all the
opportunities at the workplace must be given in equal manner to them. No discrimination
needs to be done on the basis of gender (Cletus and et.al., 2018).
Physical disabilities- At workplace there are number of people who are facing physical
disabilities. Thus, those people must be given special care as they are the people with special
needs.
Diversity in interest- It involves the wide range of the interest, experience and background
at the workplace.
Outlining the benefits of cultural diversity
Diverse culture perception at the workplace inspires creativity and often drives the
innovation. Cultural diversity at workplace mainly empowers people in terms of showing
their own talent and skills at the workplace that leads to create the effective working
environment at the workplace.
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Describing organizational diversity policy and outlining the policies that must be included in
the diversity policy
Organization diversity policy leads to assure numerous benefits to employees within making
them feel valued and satisfied. The opportunities for the career advancement of employees
has been created with the help of organization diversity policy. Inclusion of all people is
being done within assuring equal opportunities. The major policies that must be included as
diversity policy are- Disability, racial, gender, age, sex, marriage or civil partnership and
religion or belief. These policies act as support system in the organizational diversity policy
(Ng and Sears, 2020). Organizational diversity policy leads to create numerous benefits for
the organization as it creates healthy culture at the organization that enhances the morals and
values of employees. Thus, in an organization implementation of diversity policy is highly
requires as it helps in maintaining the effective working environment and supports equality as
well.
Identifying the steps involves in writing diversity policy
It involves-
 Selecting statement that outline organization commitment
 Explaining aim to create workforce which is diverse
 Assessment of diversity
 Development of diversity
 Implementation of plan
 Monitoring the plan
Thus, the above mentioned steps are involved in writing of diversity policy.
Identifying types of feedbacks and organizational process for feedback over policy
There are two types of feedback which are negative and positive. Both the feedbacks are
important as it helps in knowing whether the employees are satisfied with the policies or not.
The organizational process for the feedback over policy involves taking feedback from
employees in relation of policy.
Outlining the benefits and competitive advantage of diverse workforce
The major benefits and competitive advantage of diverse workforce are- there is variety of
different perspectives, higher innovation in organization, it reduces the employees turnover,
increased the profits in the business, faster problem solving, higher employee engagement,
and better decision making that leads to success of organization. Thus, diverse workforce
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helps organization to experience success in effective manner and often leads to create the
opportunities for employees to get developed from all aspects (Fine, Sojo Monzon and
Lawford-Smith, 2020).
Describe the types of complaints related to diversity within an organisation
Discrimination is one of the main barrier to staff retention and success of companies.
When employees are being discriminated then it affects them negatively and lowers their
morale. There are some common complaints that managers may receive related to workplace
diversity such as:
 Deciding specific person for promotion and transfer.
 Gender discrimination for pay and wages.
 Deciding as who will be considered for dismissal or retrenchment.
 Training related complaints as deciding who will be selected for training and the sort
of training offered (Rubin and Edwards, 2020).
 Complaints related to recruitment and selection as managers are more likely to prefer
or select their relatives.
Organisational formal and informal complaints procedures
Some steps for formal complaint that employees and responsible department needs to
follow include:
Writing complaint in a formal manner in standardized formal report of organisation.
In this form, employees need to write as what happened, date, witness and place.
Supervisor will investigate and according to the nature of complaint, complaint will
be referred to responsible department (Javornik, Filieri and Gumann, 2020).
As per the severity of complaints, it can be solved either immediately or within 7-15
days. Complaints related to anti-discrimination and unequal pay needs to be dealt at federal
level
10 a. Age discrimination legislation relevant to workplace diversity
Age discrimination act 2004 prohibits age discrimination in the areas of
accommodation, education and employment. As per this act, no one at workplace can
discriminate people who are 40 and above age (chwartz and Elder, 2018). It promotes
diversity within organisations and make employees feel valued as well as comfortable.
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10 b. Disability discrimination legislations
Disability discrimination act 1995 encourages everyone to provide equal as well as
fair treatment to those who are physically and mentally disable. This act introduced new laws
with the main aim of ending discrimination that disabled people face at workplace and any
other public areas. It can also promote workplace diversity and can improve image of
companies.
10. c Racial discrimination legislation
The racial discrimination act 1975 promotes equality and encourage everyone to treat
people of different race, colour and ethnic origin in a fair manner (Pringle, Zalnieriute and
Amankaviciute, 2021). As per this act, people who discriminate others on the basis of colour,
race and national origin are being given punishment. So, on the basis of this, it can be said
that by implementing this law and act, companies can make its workplace diverse and can
increase staff retention rate.
10. d Sex discrimination legislation
Sex discrimination act 1984 makes it unlawful to discriminate a person because of
gender identity, intersex status, marital status and sexual orientation. This federal law
protects female employees from being discriminated because of their sexual status. Pregnant
women can also get opportunities on the basis of their capabilities and it can improve their
morale. It can also promote workplace diversity and companies may find easier in attracting
skilled employees.
10 e. Human rights legislation
Human rights act is being developed for allowing employees to get right to freedom
of expressing their feelings, right to freedom of concise and right to be free from torture. By
implementing this legislation at workplace, companies can make their employees feel valued
and motivated towards accomplishing goals (Grossman, Gerrand and Halafoff, 2020). It can
promote diversity and can improve reputation of companies.
10 f. Workplace diversity legislation for providing equal opportunities
An equality and diversity policy is a written agreement about ways of avoid
discriminating people against age, gender, race, culture and other basis. It has been seen
many of the times when managers give promotional opportunities to employees who are their
favourite and same cultural background rather giving opportunities on the basis of their
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knowledge. So, protecting people against all these basis, companies should implement anti-
discrimination diversity legislation.
TASK -2
Accessing and simulating workplace policies and procedures and the use of the relevant
policies and procedure for undertaking task
The workplace policy and procedure and the relevant use of policies and procedure for
undertaking this task includes
Cultural diversity- This policy refers to the inclusion of all culture at the workplace. In
Technical dynamic Pvt LTD there are large number of employees working that are from
different culture. Thus, this can lead to create the situation in which clashes can be occur
among the employees. Therefore, policy and procedure related to culture diversity lead to
create the cooperative culture in organization.
Religious diversity- This workplace policy related to diversity helps in providing respect to
all religion at the workplace.
Disability- In organization there are numerous people that are facing the situation related to
disability that are often determined as the people with special needs. Thus, those people need
support from the organization. Policy related to this context has been undertaken
(Scarborough and et.al., 2019).
Racial diversity- This policy is aligned with reducing racial discrimination at the workplace.
The discrimination that is being on the basis of colour of employees has been stopped within
including the policy related to the racial diversity.
Analysing the diversity situation in the context of case study
The diversity situation at the Technical dynamic Pvt LTD is highly drastic as in the
given case it has been analysed that at the organization there are large number of complaints
regarding the discrimination, harassment and bullying behaviour. Thus, this clearly indicates
that the diversity policies at the workplace are not maintained in effective manner that is
creating an unhealthy environment at the organization. Offensive language has been used at
the organization that is decreasing the morals and values towards employees. Thus, it can be
said that situation in regards to diversity at Technical dynamic Pvt LTD is highly drastic that
needs to be assured a keen focus.
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Identifying the work area or organisation that need to apply diversity policy.
In Technical dynamic Pvt LTD the area related to employee management that is Human
resource management needs to apply the diversity policy. As this area is accountable for
creation of diverse workforce that supports diversity at the workplace.
Assessment and suggestions for currency of diversity policy
As per the case of office manager in which he was asked by her boss to look on resume of her
acquaintance or friend, it can be suggested that there should be a policy of human rights and
fair recruitment policy. As per these policies, candidates have right to ask as on which basis
and criteria, they have not selected. By having selection criteria of recruitment and selection,
candidates should be hired.
Efficacy of diversity policy: From second situation where some employees feel that minority
group of employees are being given special treatment. It lowers their morale. In this regard, it
can be suggested that manager should provide training to complaint manager and encourage
employees to talk directly to organisation’s head. By doing so, they can get their problems
solved in a timely manner. Also, manager should make sure that everyone follows anti-
discrimination policy.
Areas of diversity policies that need to be improved
As it is known that simulated workplace is committed to promote diversity and for promoting
diversity it is striving hard. From 2 situations and problems that employees are suffering, it is
known that its recruitment based policies are not effective. There are no certain criteria of
selecting participants on the basis of vacant job role or post. So, on the basis of cases of
simulated workplace, it can be said that recruitment diversity policies need to be improved.
Along with this, it is also found that people with some specific culture and race are being
given special treatment. So, on the basis of this, it can be suggested that it should make
changes in its cultural based diversity policy. It should develop training and diversity
program so that it can educate and make aware to staff regarding diversity and ways of
promoting it.
Training needs of staff’s respect for personal interaction interest
As it is known that simulated workplace promotes diversity and employs different
characteristics of employees. It is also found that some employees are suffering problems in
working at diverse workplace. So, on the basis of this, it can be said that employers should
conduct training programs for different race and culture of employees. They should be
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encouraged to use specific and common language that can be understood by everyone. Staff
feels that some employees of minority groups are being given special treatment so, managers
need to develop an open door policy. By providing training and education, employees can be
made aware about importance of diversity and ways by which they can support company’s
efforts in promoting diversity.
Strategies to encourage employees for working at diverse workplace
As it is found that employees at simulated workplace are facing problems in working with
diverse group of employees. It can be suggested to manager that it should develop training
program. In training programs, employees should be provided with ways by which they can
interact with each other’s and specific language that they need to use.
Also, manager should implement anti-discrimination policy and make sure that everyone are
following all rules. By allotting tasks in diverse group of people, they should be encouraged
to interact with each other’s. By doing so, employees by own can improve relations and can
respect values of others.
Process to help staff who are working with diverse group
There are some steps that need to be followed by manager for helping out to those who are
facing problems in working with diverse people. Some steps that include:
Reviewing corporate communication: Encouraging everyone to use corporate
communication and using basic language is one of the best ways of helping out people who
are working with diverse group. Communication plays a vital role as it clears their
misunderstanding and employees are more likely to understand each other’s.
Training can also increase knowledge of employees.
Team working can help out employees in knowing different cultural values.
4 workplace complaints along with complaint handling process
Workplace complaints that are affecting employees and creating barrier in successful
diversity include: selection criteria of training, biased in promotional opportunities, criteria
and unfair dismissal and special treatment to minority group of people.
For handling all these complaints, manager needs to ask employees to fill a form and mention
their complaints with suggestions that company needs to do. Along with this, they should
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develop an open door policy and should allow employees to talk directly with managers and
get their problems solved in a timely manner.
Implementation plan with strategies to improve awareness regarding discrimination
challenges
For implementation, everyone should be provided training so that they can understand
process and ways of abiding rules. Manager need to have knowledge about organisational
policies so that they can implement them in an effective manner.
TASK 3
Accessing and simulating workplace policies and procedures and the use of the relevant
policies and procedure for undertaking task
The workplace policies and procedures and the relevant policies and the procedures for
undertaking task are comprised of:
Promoting equity- The employees of Technical dynamic Pvt LTD are facing issue in regards
to discrimination that is decreasing their morals and creating less satisfaction towards them.
thus, policy related to promoting equity in organization that can lead to reduce the extent of
discrimination is required for this task.
Racial diversity- Employees are often getting comments over their racial background and this
is completely illegal therefore, inclusion of racial diversity is highly needed that leads to
reduce the racial discrimination in organization. Procedure related to racial diversity is highly
needed to undertake so the situation can be solved.
Gender diversity- This workplace policy is related to providing equal opportunity to male and
female members in the organization in context of assuring equal treatment to everyone in
organization. This helps in promoting the healthy work environment in the organization.
Promoting justice- This policy is aligned with providing justice to the employees who have
faced difficulties in the organization and did not get justice. Therefore, this policy is highly
important to establish in the organization.
Providing feedback to CEO
The policies that has been taken in consideration are highly effective as this leads to solve the
issue that are being faced by the employees in organization. Furthermore, effective work-
culture in the organization can be promoted with the help of these selected policies. It is
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important to establish a cooperative culture in the organization as it enhances the cooperation
among employees and also helps in the establishment of effective environment. Thus, the
selected and revised policies is highly beneficial.
Gaining approval
The approval from the CEO has been gained after providing feedback and focus has been
assured over the promotion of diversity policies.
Five comment statement in regards to diversity and benefits to the organization and other post
in the external forum such as Facebook community group
1. Diversity at the workplace enhances the morals of employees.
2. Diversity leads to create cooperative environment at the workplace.
3. Wider range of skills can be experienced with the inclusion of diversity.
4. Diversity promotes the productivity and creativity at organization.
5. Diversity enhances the employee engagement and reduces employees turnover rate.
Strategies to improve awareness of challenges, suffered by individuals from diverse groups
It is found that employees of Technical dynamic Pvt LTD are facing some harassment
and discrimination related problems. It is important for assistant manager to take care of
needs of employees and promote diversity. Some strategies that can help out this company in
accomplishing its diversity related goals include:
Improving and promoting cooperative culture by providing team working tasks to
employees. In this context, it can be said that when employees work in a team then they are
more likely to interact with each other’s and understand their behaviour. It improves their
relation and promote diversity (Nugroho, 2018).
Improving relations with clients by providing them in depth information about
company as what it is going to propose and others.
Decreasing employees’ complaints by listening them in a timely manner and using
an open door policy.
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Promotional strategies for workforce diversity
Along with diversity policies, there are effective promotional strategies that can help
out this company in motivating as well as encouraging employees towards accomplishing
organisational goals.
Giving new employees an opportunity to work in an area about which they have
knowledge and they expect to advance. By providing such opportunities to employees on the
basis of their skills rather on the basis of their gender and age, company can promote
workplace diversity.
Increasing employees’’ morale, productivity and retention by performance
appraisal, feedbacks and other promotional opportunities. When employees are being given
promotional opportunities on the basis of their skills and knowledge then it makes them feel
valued. Values employees are more likely to stay with business for the long run.
Training and educational programs can also increase knowledge of employees
regarding workplace diversity as well as consequences of discrimination. It can also promote
workplace diversity.
Importance and role of diversity in taking competitive advantages
Workplace diversity plays a vital role as it improves employees’ performance and
productivity. When employees of all different age group, race, culture and gender receive fair
opportunities of promotion, transfer and other benefits then it makes them feel values and
motivated. Motivated employees tend to be loyal towards their employees and they abide all
rules as well as policies that companies implement. By abiding all rules, employees can help
out their employers in promoting workplace diversity (Warren and et.al., 2019). They can
treat other employees in an effective and a fair manner and it can improve image of their
company as well.
In addition, it can be said that workplace diversity can increase employees’
performance. As it is stated above that when employees are being treated in a fair manner
then it makes them loyal and such employees strive hard as well as put efforts in
accomplishing goals. Improved performance and productivity can help out companies in
taking competitive advantages.
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Ways of supporting organisational efforts to champion diversity
Employees are considered as one of the most important resources of companies. They are
the one who perform functions and help out companies in accomplishing goals. Success and
failure both depends on employees. If employees are happy at workplace, then they can
support company in accomplishing their goals. Some ways by which employees can support
organisational efforts to champion diversity include:
 Abiding all rules and regulations of discrimination and other organisational policies.
 To ask for fair promotional opportunities.
 To give feedbacks to manager regarding better ways of promoting diversity and
decreasing discrimination.
 Do not harass anyone on the basis of gender, age, race and ethnicity.
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REFERENCES
Cletus and et.al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration. 9(2). pp.35-52.
Fine, C., Sojo Monzon, V. and Lawford-Smith, H., 2020. Why does workplace gender
diversity matter? Justice, organizational benefits, and policy.
Grossman, M., Gerrand, V. and Halafoff, A., 2020. Australia: Diversity, neutrality, and
exceptionalism. Routledge handbook on the governance of religious diversity,
pp.296-308.
Javornik, A., Filieri, R. and Gumann, R., 2020. “Don't forget that others are watching, too!”
the effect of conversational human voice and reply length on observers' perceptions
of complaint handling in social media. Journal of Interactive Marketing. 50. pp.100-
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Ng, E.S. and Sears, G.J., 2020. Walking the talk on diversity: CEO beliefs, moral values, and
the implementation of workplace diversity practices. Journal of Business
Ethics. 164(3). pp.437-450.
Nugroho, M.A., 2018. The effects of collaborative cultures and knowledge sharing on
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Pringle, H., Zalnieriute, M. and Amankaviciute, S., 2021. Addressing Harassment as
Systemic Discrimination: Realising CEDAW’s Promise of Substantive
Equality. Submission to Inquiry into the Sex Discrimination and Fair Work (Respect
at Work) Amendment Bill.
Rubin, E.V. and Edwards, A., 2020. The performance of performance appraisal systems:
understanding the linkage between appraisal structure and appraisal discrimination
complaints. The International Journal of Human Resource Management. 31(15).
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Scarborough and et.al., 2019. Support of workplace diversity policies: The role of race,
gender, and beliefs about inequality. Social Science Research. 79. pp.194-210.
Schwartz, M.A. and Elder, B.C., 2018. Deaf access to justice in Northern Ireland: rethinking
‘Reasonable Adjustment’in the Disability Discrimination Act. Disability &
Society. 33(7). pp.1003-1024.
Tamunomiebi, M.D. and Onah, G.O., 2019. Organizational citizenship behaviour: A critical
review of its development in a diversity driven workplace. The Strategic Journal of
Business & Change Management. 6(1). pp.41-60.
Warren, M.A. and et.al., 2019. Reinvigorating research on gender in the workplace using a
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