Manage Diversity in Workplace

This report discusses the importance of managing diversity in the workplace and outlines the policies and strategies to promote diversity. It covers legislation related to age, gender, LGBTI, disability, and aboriginal and Torres Strait Islander diversity. The report also addresses the issue of bullying and harassment and provides recommendations for improvement. The report emphasizes the need for training and promoting diversity both internally and externally.

MANAGE DIVERSITY IN
WORKPLACE

TABLE OF CONTENTS
TASK 1............................................................................................................................................3
Introduction and legislation........................................................................................................3
TASK 2............................................................................................................................................4
Age, gender and diversity policy................................................................................................4
TASK 3............................................................................................................................................5
LGBTI, disability and aboriginal and Torres Strait Islander people...........................................5
TASK 4............................................................................................................................................6
Bullying and harassment.............................................................................................................6
REFERENCES................................................................................................................................8
APPENDIX......................................................................................................................................9

TASK 1
Introduction and legislation
1
The present report is based on Kingfisher Garden centre diversity policy. The current
report will outline the various policies relating to management of diversity within the company.
this will include policy relating to age, gender and diversity along with LGBTI and aboriginal
and Torres strait islander. In the end policy relating to bullying and harassment will be outlined.
For the company to be successful the most essential aspect is the management of equality
and diversity within the company. Diversity is defined as the practice involving people coming
from different social and ethnic background within a common place. It is important for the
companies to have effective diversity as this will involve a wide range of people which will bring
in innovation and different culture within the company.
2
2.1 The list of different types of applicable state/ territory and federal legislation on Kingfisher
Garden centre are as follows-
 Privacy act, 1998
 Age discrimination act, 2004
 Australian human rights commission act. 1986
 Sex discrimination act 1984
 Disability discrimination act 1992
 Workplace gender equality act 2012 (How state and federal laws interact, 2021)
2.2 List of all protected grounds or attributes on which discrimination can be based are as
follows-
 Race
 Age
 Sex
 Mental disability
 Colour
 Background
 Marital status

3
3.1
Direct discrimination is defined as unlawful activity which states that discrimination is
based on some protected characteristics like sex, marital status, age, disability, gender identity,
sexual orientation and many others (Roberson, 2019). For example, there can be a direct
discrimination when a company is not hiring any person who is old as it is assumed that they will
not be comfortable working with new technology.
3.2
Indirect discrimination is referred to as a situation which occurs when there is any
unreasonable policy or rule which is same for everyone but not in case of some specific people.
For instance, for instance if policy of Kingfisher Garden centre states that manager must work
full time but this will be a sort of indirect discrimination as this will not be advantageous in case
of women. Hence, this diversity policy can be deemed as the indirect discrimination.
3.3
Adverse action is an action which occurs at time employer behaves in such a manner that
individual or a group of people are placed in a situation which is disadvantageous for them
instead of employment opportunities. For example, an employer dismisses the employee on basis
of the injury which the employee has got on the employment only.
3.4
Allowable discrimination is defined as the positive measures to be taken on the basis of
age. This is defined as the not against the law to provide a genuine benefit to a particular age
group which will assist them in attaining their need. For instance, a company giving discount to
consumer who are belong to senior citizen category.
TASK 2
Age, gender and diversity policy
The diversity policy of Kingfisher Garden centre involves the practices like flexible
working arrangement, open communication, mentoring program and other strategies (Rajendran,
Farquharson and Hewege, 2017).
1

The age based diversity is not much good for Kingfisher Garden centre. Hence, for this
improvement it is suggested to company that they must recruit employee between the age group
of 25- 60.
2
Kingfisher Garden centre does not provide any measure relating to the gender diversity
within the company (Chidiac, 2018). for success of company gender based diversity is essential
as women constitute for 45.7 % of total employees. Hence, it is recommended to Kingfisher
Garden centre to motivate female employees within the company by providing them with some
additional benefits.
3
Not much family based diversity options are being provided by the Kingfisher Garden
centre. Hence, for this it is advisable to company that according to Fair work company must
provide safe working place to pregnant employees, paid parental leave scheme to employees is
necessary.
4
In order to manage work life balance not much strategies are being provided by
Kingfisher Garden centre. For this it is recommended to Kingfisher Garden centre that they must
provide better working environment and flexibility of working. This will motivate employees to
work in proper and effective manner.
TASK 3
LGBTI, disability and aboriginal and Torres Strait Islander people
1
Kingfisher Garden centre does not provide much benefit or provision for the LGBTI
diversity. For managing diversity in Kingfisher Garden centre with respect to LGBTI group need
to provide proper training and education along with establishing support system for LGBTI
group.
2
Disability provision are not much provided by Kingfisher Garden centre in order to
manage diversity (Willis and et.al., 2018). Hence, it is recommended to Kingfisher Garden centre
that they must create an inclusive environment so that disabled people can work in effective and

efficient manner. In addition to this Kingfisher Garden centre must celebrate International
Disability day.
3
For aboriginal and Torres strait islander people Kingfisher Garden centre is providing
scholarship program to start their career. For instance, Kingfisher Garden centre must encourage
to develop RAP that is Reconciliation Action Plan. This will assist Kingfisher Garden centre to
create a fairer working environment and improve social outcomes.
4
For recruiting employees in Kingfisher Garden centre they must provide a good job
description covering detailed responsibilities relating to vacant position. For this advertising the
job position in the market is very essential in order to attract the candidates.
In order to select the employees Kingfisher Garden centre must first undertake the interview of
the candidate and then test that how much effective they are in working.
TASK 4
Bullying and harassment
1
1.1
Bullying is being defined as the use of force, teasing, coercion, abusing the person and
dominating the other person. On the other side sexual harassment is defined as a situation where
a person conducts an unwelcome request for sexual favour or sexual advance from another
person. For Kingfisher Garden centre it is very important to manage both bullying and sexual
harassment.
1.2
The current grievance procedure of Kingfisher Garden centre involves following steps-
 Defining grievance
 Consider resolving the complaint by themselves
 Reporting the complaint
This can be improved by changing the procedure with help of following steps-
 Raising the complaint with the immediate supervisor.

 If not solved, then the issue can be raised with the HR department within timeframe of 3-
4 days
 In case informal process will be followed then off record discussion with HR will take
place.
 On the other side if formal process will be followed then HR department will investigate
the issue within two weeks
 Further in case if matter is still not solved then external process is being followed.
1.3
With all the above task it is clear that there is requirement of providing training to the
employees with respect to the management of diversity in company (Ressia, Strachan and
Bailey, 2017). for providing training there are two ways which Kingfisher Garden centre can use
that is in- house and external training. This training will ensure that how the diversity need to be
managed and discrimination can be avoided by the company.
1.4
There are different types of benefit which will be enjoyed by the Kingfisher Garden
centre when they will promote diversity within organization. Hence, it is necessary that company
must establish clear roles and responsibilities of the team members without any discrimination.
1.5
In addition to promotion of diversity to staff it is also important to promote diversity
externally as well. This is particularly because of the reason that there are different forums which
can be assistive in managing diversity within the company (Naweed and et.al., 2017). These
forums are like AHRI, CRS, RAP, WGEA, DCA and many others.
1.6
In the end it is concluded that the management of diversity is very important for the
company in getting successful. By referring to above discussion it was analysed that Kingfisher
Garden centre neglected the gender and age diversity. Moreover, report also assisted in
managing benefits of promoting diversity like improving working environment of company and
motivation among employees.

REFERENCES
Books and Journals
Chidiac, E., 2018. Strategic Management of Diversity in the Workplace: An Australian Case.
Routledge.
Naweed, A., Trigg, J., Allan, M. and Chapman, J., 2017. Working around it: rail drivers’ views
on the barriers and enablers to managing workplace health. International Journal of
Workplace Health Management.
Rajendran, D., Farquharson, K. and Hewege, C., 2017. Workplace integration: the lived
experiences of highly skilled migrants in Australia. Equality, Diversity and Inclusion: An
International Journal.
Ressia, S., Strachan, G. and Bailey, J., 2017. Operationalizing intersectionality: An approach to
uncovering the complexity of the migrant job search in Australia. Gender, Work &
Organization. 24(4). pp.376-397.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Willis, E., and et.al., 2018. New migrants in residential aged care: Managing diversity in not-for-
profit organisations. Journal of International Migration and Integration. 19(3). pp.683-700.
Online
How state and federal laws interact. 2021. [Online]. Available through: <
https://eoc.sa.gov.au/resources/discrimination-laws/australian-laws/how-state-and-federal-
laws-interact >

APPENDIX
PRELIMINARY ACTION
Step 1- raising the grievance
with immediate supervisor
Step 3- external process in case
grievance is still not solved.
Formal process- in case step 2
is not in capacity to solve
grievance
Step 2- Raising grievance
with HR in case supervisor
does not take any action.
Informal process off the
record