Manage Diversity in the Workplace: Key Factors, Legislation, Importance, Strategies, and Assessment

This article covers the key factors, legislation, importance, strategies, and assessment of managing diversity in the workplace. It includes information on formal and informal complaints procedure, diversity information, communication channels, and cultural diversity promotion. The article is relevant for the subject BSBDIV501 and for students of any college or university.

Manage
diversity in the
workplace

Table of Contents
UNIT ASSESSMENT PART 1: UNIT KNOWLEDGE ASSESSMENT (UKA)....................1
Q1. Outline the key factors/steps of a good formal and informal complaints
procedure............................................................................................................................1
Q2. Identify and outline the key features of the following legislation.........1
Q3. Explain diversity. Why it is important for an organization to have
diversity information?....................................................................................................4
Q4. Which actions you would take as a manager to ensure that the
diversity policy is understood and implemented by relevant parties.........4
Q5. What communication channels can be used to obtain feedback and
suggestions for improvement to ensure currency and efficacy of diversity
policy?..................................................................................................................................5
Q6. List three methods, how as a manager you can find out whether your
workers need training on diversity...........................................................................5
Q7. Briefly explain what you could do as a manger to manage tension and
encourage cooperation and respect amongst the staff members...............5
Q8. List and explain at 3 methods which can be adopted to promote
cultural diversity at a work place..............................................................................6
Q9. List which strategies you would use as a manager to capture
suggestions from the diversity in the workplace................................................6
UNIT ASSESSMENT PART 2: UNIT SKILLS ASSESSMENT (USA).................................6
To promote the benefits of diversity within the International Hotel Group6
Covered in PPT..................................................................................................................6
REFERENCES...............................................................................................................................7

UNIT ASSESSMENT PART 1: UNIT KNOWLEDGE
ASSESSMENT (UKA)
Q1. Outline the key component/steps of a good formal and
informal complaints procedure
A formal complaint procedure mainly comprises and focus on
providing whether a complaint need to be substantiated thus, the
formal complaint procedure comprises of investigation of the
made allegations, formal application of the principles of the
procedural fairness along with making a full finding as to whether
and how the harassment and other misstatement taken place and
occurred. Along with this, a formal compliant procedure also
comprises of submitting of a report along with a set of
recommended course of action where seemed to appropriate for
effective decision making along with proper implementation and
execution of the appropriate outcome (Kilaberia, 2021).
On the other hand, the informal complaint process differs
from a compliant process as it includes more discussion either in
a written or verbal manner and allows seemed to make attended
to resolve the issue before going towards a formal complaint.
Thus, the informal complaint procedure comprises of dealing of
situation by themselves by the way of seeking possible advice
from supervisor or any other complaint solving personal and
human resource and relation manager (Jeong, 2021).
Q2. Identify and outline the key features of the following
legislation
a) The Age Discrimination Act 2004
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The main intention of the age discrimination act, 2004 is to
raise and create improved awareness in the people who belong to
various ages that they have the same central rights and have
equality in law regardless of their age (The Australian Human
Rights Commission, 2021). Thus, age discrimination act caver the
elimination of the unlawful age discrimination and biasness within
the community and business organisation. Further, the age
discrimination act, 2004 basically applies to protect those who are
age of 40 and older and are facing the issue and implication of
the workplace discrimination from their manager and employer.
The age discrimination act, 2004 is highly relevant and important
act at workplace as it keeps a check on discrimination on the
basis of someone’s age along with preventing biased decision
making at place of work comprises of hiring, firing or promotion of
any employees based on their age (Gupta, & Aggarwal, 2021).
b) Disability Discrimination Act 1992
The main goal and aim of disability discriminations act, 1992 is
to eliminate the disability discrimination that is unlawful and at
the same time focus and emphasis on promoting and leading out
equal rights, equal opportunity as well as equal access for the job
and options for the people having disability. The disability
discrimination act, 1992 covers the explanation of disability i.e.
whole or partial loss of the body or mental function of people that
results in person learning differently and also makes it unlawful to
discriminate such people. The provisions of the disability
discrimination act, 1992 basically applied to disabled or
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handicapped people who have different learning pattern due to
partial or total loss of their bodily or mental functions. The
disability discriminations act, 1992 is relevant and suitable at
workplace as it tends to cover all the areas of the employment to
ensure equality and also sort it improper for all the individual to
act in a discriminated or biased by manager because of their
disability (Howard, 2021).
c) Racial Discrimination Act 1975
The primary purpose and purpose of the racial discriminations
act, 1975 is to promote and lead out equality earlier the law for all
the people irrespective of their colour, race, nationality of ethnic
origin. Thus, Racial discrimination act, 1975 covers all the
provisions according to which it is unlawful to discriminate and
treat any people differently against and on the foundation of race,
different descent, skin colour or national and cultural beginning of
an individual. The racial discrimination act, 1975 apply to all
migrants and vulnerable group who belong to diverse race to
preserve and safeguard their right. The Racial discrimination act,
1975 is relevant and vital at workplace as it ensure a fair and
discrimination free at place of work irrespective of the race,
colour and nationality of an individual (Dhanani, Johnson &
Pueschel, 2021).
d) Sex Discrimination Act 1984
The sex discrimination act, 1984 is a vital act of parliament of
Australia the main purpose and aim of which is to prohibit the
discrimination and unfairness on the foundation of sexism,
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transphobia homophobia & biphobia. Further, the sex
discriminations act, 1984 also comprises of matters related with
the sex, marital or relationship status along with dealing with
actual or potential pregnancy, gender identity, sexual orientation,
breastfeeding or intersex status in a scope of region of life. The
Sex discrimination act, 1984 tend to apply to all workers,
employees, and other people including families and wider part of
society to protect and safeguard them from any kind of
discrimination based on their sex or gender. The implication and
adoption of the provisions of the Sex discrimination act, 1984
tend to be relevant at workplace it eliminates and keeps a check
of partial management on the basis of sexual orientation, sex
and gender individuality of an individual along with keeping check
and protecting employees from sexual harassment at place of
work that is against the law (Kilaberia, 2021).
e) Australian Human Rights Commission Act 1986
The main aim and purpose of the Australian Human tights
commission act, 1986 comprises of the providing of an expressed
statutory that set basis for protecting, respecting & boosting of
central human rights. Further, the main Functions of the
Australian Human Rights Commission comprises of making efforts
to advance regard for human rights along with setting a
civilisation of human rights by the way of support the
development, protection & accomplishment of human rights.
Along with this, the main function of Australian Human Rights
Commission Act 1986, also includes and comprises of the
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monitoring and assessing the observation of human rights
examine & document on the observation of human rights and also
return the required steps & assured proper redress highlighting
their statutory responsibilities under the Act. Beside this, the main
and statutory responsibility of the human right commission act,
1986 comprises of investigating & solving the complaints about
supposed failure of human rights against the Commonwealth & its
agencies which is also including and comprises of investigation of
complaints regarding immigration detention (Jeong, 2021).
Q3. Explain diversity. Why it is important for an organization to
have diversity information?
The term diversity comprises of effectively recognising and
respecting the people coming from diverse culture, background or
ethnics along with valuing their diverse norms and unique
backgrounds and personality along with beliefs and varied life
experience (Howard, 2021). It is important for an organisation as
it ensure leading of improved level of equality and fairness by the
way of supporting diverse workforce that supports and leads to
higher productivity and creativity at workplace.
Q4. Which actions you would take as a manager to ensure that
the diversity policy is interpreted & enforced by relevant
parties.
The steps and actions that would be taken as manager to
ensure that the diversity policy is implemented by applicable
organization comprises of making of efficient plan along with
investing in diversity strategy and providing proper training to the
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staff and team members to build a higher level of inclusion at
place of work.
Q5. What communication channels can be used to obtain
feedback & thought for betterment to insure currency and
efficacy of diversity policy?
Use of online or digital modes of communication channel can
be made to obtain feedback & thought for betterment to ensure
currency & effectiveness of diverseness plan of action which
ensures an effective interaction & continuous feedback and
review. Further, adoption of internal communication process such
as auditing requirement, review boards along with encouraging
feedback at the time of annual performance appraisal and job
satisfaction survey could also be made.
Q6. List three methods, how as a manager you can find out
whether your workers need training on diversity.
The methods that can be used by a manager to identify the
training on diversity comprises of:
 Direct Observations
 Survey through making use of questionnaire
 Conduction of individual assessments test based on diversity
Q7. Briefly explain what you could do as a manger to manage
tension and encourage cooperation and respect amongst the
staff members.
As a manager effort would be made to understand the root
cause of conflict and tension among the staff members along with
encouraging them to work with positive behaviour and attitude
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with each other. Implication of effective communication by the
way of effective on-boarding practises and get to gather
programmes would be made to encourage cooperation and
respect along with diversity training to support proper value and
respect in employees for each other.
Q8. List and explain at 3 methods which can be adopted to
promote cultural diversity at a work place.
Fair requirement and selection process- it ensures a fair
selection of candidate and employees at place of work without
any discrimination on the basis of race of culture of an individual
therefore promote cultural diversity at workplace.
Reward diverse referrals- Making use of rewards and
incentives is also an effective way to motivate employees towards
implication and leading diversity at workplace.
Effective mentorship and training- proper guidance and
direction for employees supports and promote cultural diversity
through encouraging appropriate positivity and relationship
among staff members (Gupta, & Aggarwal, 2021).
Q9. List which strategies you would use as a manager to capture
suggestions from the diversity in the workplace.
 Prioritize communication and regular feedback
 Treating all employee as an individual and valuing
differences.
 Advancing employees to work in diverse groups
 Becoming more open-minded.
 Fair & equality in Hiring practises.
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 Fair Documentation of Policies and Procedures.
 Adoption of Zero-Tolerance Policy.
UNIT ASSESSMENT PART 2: UNIT SKILLS ASSESSMENT
(USA)
To promote the benefits of diversity within the International Hotel
Group
Covered in PPT
REFERENCES
Books and journal
Dhanani, L. Y., Johnson, R. C., & Pueschel, A. (2021). The inequity
of crisis: COVID-19 as a case for diversity
management. Industrial and Organizational
Psychology, 14(1-2), 81-84.
Gupta, S., & Aggarwal, S. (2021). Conceptual Framework: Impact
of Workforce Diversity on Employee Performance. Gupta, S.
& Aggarwal, S (2021). CONCEPTUAL FRAMEWORK: IMPACT
OF WORKFORCE DIVERSITY ON EMPLOYEE PERFORMANCE.
Sambodhi, 44(1), 332-340.
Howard, J. (2021). MANAGING WORKPLACE
DEMOGRAPHICS. Patty's Industrial Hygiene, Hazard
Recognition, 127.
Jeong, N. (2021). Diversity management and postmergers and
acquisitions performance. Management Decision.
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Kilaberia, T. R. (2021). Negotiating Social Diversity in Residential
Care for Older Persons. Journal of Contemporary
Ethnography, 0891241621991638.
Online:
The Australian Human Rights Commission. 2021. [Online]
Available Through:< https://humanrights.gov.au/ >.
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