Managing Diversity in the Workplace

This study material covers the concept of managing diversity in the workplace, including relevant legislation, protected attributes, and strategies to promote diversity. It discusses the importance of workplace diversity, such as talents, skills, experiences, and innovation. It also covers topics such as age-based diversity, gender diversity, parental support, work/life balance, LGBTI community, and disability. The subject is BSBDIV501 MANAG DIVERSITY IN WORKPLACE.

Running head: BSBDIV501 MANAG DIVERSITY IN WORKPLACE 1
Managing Diversity in the Workplace
Author’s Name: Bikramjit Singh
University’s Name

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ABSTRACT
Managing diversity in the workplace is very relevant concept in the industry as we know
diversity is part of nature it could be any type either by nature or can be created by human being.
Through it we learn how to deal with differences in the workplace whether natural or not. How
to solve the problem of human nature diversity can be in any form age based, gender based, and
bias. The main aim of the concept is to teach people the benefit of diversity in workplace.

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Table of contents
1. Introduction.......................................................................................................3
2. Legislation.........................................................................................................3
2.1 Relevant legislation.................................................................................3
2.2 Protected attributes..................................................................................3
3. Discrimination...................................................................................................3
3.1 Direct discrimination...............................................................................3
3.2 Indirect discrimination.............................................................................3
3.3 Adverse actions........................................................................................3
3.4 Allowable discrimination.........................................................................3
4. Age-based diversity...........................................................................................3
5. Gender diversity................................................................................................4
6. Parental support.................................................................................................4
7. Work/life balance..............................................................................................4
8. LGBTI community............................................................................................4
9. Disability...........................................................................................................4
10. Aboriginal and Torres Strait Islander peoples..................................................5

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11. Recruitment and selection.................................................................................5
11.1 Recruiting employees..............................................................................5
11.2 Selecting employees................................................................................5
12. Bullying and harassment...................................................................................5
12.1 Definitions...............................................................................................5
12.2 Grievance procedure................................................................................5
13. Training needs...................................................................................................5
14. Promoting diversity...........................................................................................6
14.1 Promoting diversity to staff.....................................................................6
14.2 Promoting diversity externally................................................................6
15. Conclusion.........................................................................................................6
16. Reference list.....................................................................................................6
17. Appendices........................................................................................................6

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1. Introduction
Workplace Diversity is the acceptance of the fact that every individual is unique, and
respecting that their uniqueness could be because of their race, gender, age, class, and physical
ability, and religious inclination (Guillaume et al., 2017). It is also the recognition that these
unique people have many common characteristics that help them in collaborating with others
while performing a common task (Dinesen & Thuesen, 2015). The concept of diversity
encompasses acceptance and respect. It means understanding that each individual is unique, and
recognizing their personal difference. The differences can be along the dimensions of race,
ethnicity gender, sexual orientation, social-economic status, age, physical abilities, religious
beliefs, political beliefs, or other ideologies (Al-Jenaibi, 2017). Workplace is the exploration of
these differences in a safe, positive, and nurturing environment. Workplace diversity is also
about understanding each other and moving beyond simple tolerance to embrace and celebrate
the rich cultural diversity within every person. The workplace diversity has the benefits that are
discussed below.
1.1. Importance of workplace
1.1.1. Talents, skills and experiences
Individuals from diverse backgrounds can offer a selection of different talents, skills and
experiences that may be of benefit to the organization and their work performance (Al-Jenaibi,
2017). Though some crossover of skills can be beneficial when it comes to assisting each other,
it’s important to hire people with the appropriate skills to fit each of the roles within the

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 6
company. A variety of skills and experiences among the team also means that employees can
learn from each other (Dinesen & Thuesen, 2015).
1.1.2. It creates innovation
By working alongside people of different backgrounds, experiences and working styles,
creative concepts can be born from bouncing ideas off of each other and offering feedback and
suggestions (Dinesen & Thuesen, 2015). Whereas one person may be great at generating
exciting, out of the box ideas, another individual may have the necessary experience to execute
it; so it is essential to play on each individual’s strengths and collaborate with others in the
team.
1.1.3. Language skills can open doors for a business
Language barriers and cultural differences can often act as a bit of an obstacle for a
company who want to expand their business over shores; however by hiring employees who
speak different languages it can make it possible for a company to work on a global basis and
interact with a broader client-base. Representing a number of nationalities within your
company can also help to make it more relatable
1.1.4. It grows your talent pool
A company who embraces diversity will attract a wider range of candidates to their
vacancies, as it will be viewed as more progressive Organization and will appeal to individuals
from all walks of life. Naturally, as the number of applicants for each vacancy rises, the
chances of finding an exceptional candidate increase too! It can also help with employee

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 7
retention, as people want to work in an environment that are accepting of all backgrounds and
promote equality.
2. Legislation
2.1. Relevant legislation
1. Age Discrimination Act 2004
2. Australian Human Rights Commission Act 1986
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
5. Workplace gender equality Act 2012
6. Disability Discrimination Act 1992
7. Work Health and safety Act 2011
2.2 Protected attributes
Attributes Of discrimination “AGE”
Disability
Gender Discrimination
Marriage and civil Partnership
Pregnancy and maternity
Race discrimination
Sex Based
Religion Based discrimination
Sexual orientation

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3. Discrimination
Kingfisher garden having a wide coverage policy in order to remove mostly areas where
discrimination and bias can took place with the staff in the work place.
Most of the areas being covered in the policy .Policy not only aim is to cease discrimination it
includes motivating program for woman which boost them elevate them in the front of Man .
But more things about to kingfisher policy not making policy is sufficient but proper
implementation of the policy is also necessary not only by management but also by staff
members they also should raise their voice against the person who is wrong and took undue
advantages of position.
3.1. Direct discrimination
Direct discrimination is when you're treated differently and worse than someone else for
certain reasons. The Equality Act says you've been treated less favorably. Direct
discrimination can be because of: age
3.2. Indirect discrimination
Indirect discrimination happens when a workplace policy, practice or behaviour seems to
treat all workers the same way, but it actually unfairly disadvantages someone because of a
personal characteristic protected by law. ... If the requirement is not reasonable, this is indirect
discrimination
3.3. Adverse actions
The is action taken by a person or industrial association that is deemed unlawful under the
General Protections provisions of the Fair Work Act, including dismissing or refusing to employ

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a person, and discriminating against the person or otherwise injuring the person in their
employment. For example, take an employee who files a lawsuit against his or her employer.
3.4. Allowable discrimination
Sometime employer can put condition or restriction on a job that would otherwise viewed as
discrimination, But these condition are lawful, this is because the restriction are as per job
requirement with genuine cause or exist to encourage under- represented groups into a job role.
Example, Rani would like to have hired roger, but roger is visually disability that mean he is
unable to drive van, driving work van was part of the job role hence that is a allowable
discrimination.
4. Age-based diversity
At Kingfisher, age related discrimination is prevented as much as possible to ensure that
all the employees are paid with equal amounts of wages. The senior employees sometimes were
paid higher wages than the junior employees, which clearly explains that discrimination is
experienced within the organization. To deal with these kinds of problems, the organization’s
higher management must make the employers abide by the organizational policies, rules and
regulations and make sure that the wages should be paid based on the performances of the
employees and not according to their ages.
Tips to resolve age based diversity in the workplace include first, train the employees to
understand the benefits of having an age based diversity in workplace. Second, encourage the
entire employee to keep up to date with technology teach them to use Social media for this
purpose. Third, conducting diversity audit and fourth, recognizing stereotypes. The older people
can learn from younger people about technology and young individuals can learn work
experience from older employees.

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5. Gender diversity
Gender diversity is equitable or fair representation between genders. Gender diversity most
commonly refers to an equitable ratio of men and women. Gender equality is achieved when
people are able to access and enjoy the same reward, resources and opportunity regardless of
whether there sex. As the kingfisher intranet policy Company have two scholarship policies one
for young ladies in leadership roles and one for those at career start level aboriginal. Torres Strait
islander people scholarship Company on the other hand has a clear cut flexible policy regardless
man and women steps. They train the woman to negotiation skill, particularly in how to better
represent them in pay negotiation and establish in house mentoring and leadership programs as
the kingfisher intranet have. The companies should improve the gender diversity by giving both
men and women equal rights. The kingfisher intranet Policy Company only offers scholarships
for young ladies they do not provide the same to young men. To improve gender equality, the
company should provide the same services to young men. Gender diversity is giving both men
and women equal chances in the society.
6. Parental support
Parental support allows both men and to take leave off and take care of the new born baby.
As per kingfisher intranet policy, parents who are responsible for child care who are returning to
work after birth of child or adoption may specifically request part time work arrangements.
Mostly women are the ones who take parental support leave while men are always shy to take
the leave and care for the new born baby. Kingfisher intranet policy should educate men on the
importance of the parental support service and encourage the male employees to take the leave.
Kingfisher intranet policy should improve the service by educating the male employees about

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benefit parenting support service. If both male and female employees make good use of the
service then they will be promoting gender equality.
7. Work/life balance
Work life balance means continuing with the good work at the organization and at the
same time, maintaining the health and safety of own self at Kingfisher Garden. To maintain good
work life balance, it would be essential for setting clearly defined goals and objectives and
establish good communication to discuss about certain matters with ease. Understanding the
things that really matter is important to manage the work responsibilities and remain healthy at
the same time. Kingfisher intranet provides support term as well future development programs of
employee to focus on career at next level.
Strategy can be adopted by organization to support work life balance
Allow employees to work from home.
Along the same lines is giving the option to work from home. The strategy is super important for employees
who have children or other responsibilities and it could be hard to juggle with a full workload. If they’re given
the freedom to work from home a couple times a week, it could lift a huge amount of stress – which could
mean healthier and happier staff.
Less rigid lunch schedules
Staff work from the office, don’t try to be firm on specific lunch break hours. For some individuals, this
may be the only point during a hectic day when they’re able to run errands, eat a decent meal, or just take some
time for themselves.
8. LGBTI community
LGBTI Stands for Lesbian, Gay, Bisexual, Trans and intersex. Kingfisher garden is
member of Australian human resources institute and other approved training provider. Garden

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follows all the legislative regarding managing diversity in Australia and regularly updates
himself with legislative keep on providing information to its entire employee regarding its
policy. Garden has broad policy to manage its diversity of LGBTI. In august 2013 Sex
discrimination act 1984 amended to make it unlawful to discriminate on the basis of sexual
orientation, gender, and identity and intersex status. The management of diversity is important
for establishing a good culture within the organization and allows people from different
backgrounds and cultures to work together. Emphasizing communication process and viewing
the employees as individuals can assist in monitoring the performances and determine the rate of
success or failure. Encouraging the employees to work in diverse groups would be effective
while enabling transparency and openness could facilitate the process of decision making and
create a diversified workforce at Kingfisher Garden. LGBTI community’s regulations can be
improved by conducting education to the individuals affected and assuring them that they are
loved. By educating LGBTI community they will feel loved hence encouraging workplace
diversity.
9. Disability
Disability is condition which restrict a person mental, sensory or mobility function. It could
be caused by accident, trauma, genetics, and disease. It may be temporary or permanent, total or
partial, lifelong or acquired Visible or invisible. As there most of Australian have disability of
any kind government have disability discriminate act 1992 ,it is illegal to discriminate on the
basis of disability and the organization must make reasonable accommodation or adjustment to
support the person having disability. Garden having flexible policy and follows the act not to
discriminate on the basis of disability and also provides support to person whether disable older
or young. Employer should provide reasonable accommodation to disable employee

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Ideas for developing a culturally inclusive program
The institution can develop culturally inclusive program by placing some poster and the
Aboriginal and Torees Straits Islander flags in the main entrance of Kingfisher so that parents
and families will notice thesis and enquire about enrolling their children. Second, by introducing
a Koorie perspective into music and movements, therefore, children can learn how animals are
represented in music and movements by strengthening the workplace culture at Kingfisher
Garden. It will improve the communication of everybody in the institution making them learn the
workplace diversity in the organization hence harmonizing working conditions. Third the
company should treat the employees in a way they will feel comfortable and with respect. The
mentioned activities would improve the workplace diversity and improve the production output
in the industry.
10. Aboriginal and Torres Strait Islander peoples
Torres Strait Islanders are of Melanesian origin with their own distinct identity, history and
cultural traditions. Many Torres Strait Islanders live on mainland Australia. The term
'Indigenous' is used to refer to both Aboriginal and Torres Strait Islander peoples. Kingfisher
garden centre have two scholarship programs which aim to address two groups who have been
traditionally underrepresented in the workplace include young women in leadership programs
and aboriginal and Torres Strait islander Scholarship.
Through Aboriginal and Torres Strait islander scholarship Garden put their efforts to uplift
the standard of living, quality of life social status, workplace reputation. Garden policy is to
enhance their steps in favor of indigenous culture peoples.
Reconciliation Australia encourages Australian business to develop reconciliation action plan
that documents an organization progress toward reconciliation. Hundreds of the businesses in

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Australia have developed RAP. RAP helps the business to create a fairer society and improve
economic and social outcome. Reconciliation means different things for different peoples. It is
concern with building better relationship about Aboriginal and Torres Strait peoples of Australia
11. Recruitment and selection
11.1 Recruiting employees
Kingfisher garden centre aims to recruit the employee from a broad social and cultural
Background. This means policy gives equal chance to all the candidates or peoples without any
discrimination of any kind. Even kingfisher garden provides scholarship to woman and
indigenous peoples. Kingfisher garden aims to recruit all kind of people who are eligible for job,
whether he/she belongs to any race, age or any background. Garden policy provides suitable base
and promote diversity in workplace without any bias. Recruitment is a section where there is
strong possibility of discrimination that why garden have a policy to recruit eligible peoples not
discriminators.
11.2 Selection
Policy to be adopts to finish discrimination in selection process:
Kingfisher garden adopt fair selection process with equal opportunity to the entire
candidate. Policy is developed to minimize at the bottom level of discrimination. Policy provides
many kinds of scholarship incentive to those who are willing to continue to their study for
getting higher position in the company. A straight forward interview process are adopted to
recruitment employee with vision to finish discrimination
Interviewing applicants
The interview is an important and first process of selection it provides opportunity for
applicants to talk about their suitability for the position. Employers and recruitment professionals

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 15
should carefully review and plan their interview process. Make sure all applicants have an equal
opportunity to participate in their interview and explain why they are the best person for the job.
Deciding on the application process
Some application processes may disadvantage certain people. Think about whether you
need to adjust the process to accommodate the needs of applicants from different cultural
backgrounds or people with disabilities. Some strategies you can use to remove barriers for
applicants include: simplifying requirements to respond to any selection criteria ensuring any
online job portals are accessible and easy to navigate simplifying application procedures not
requesting unnecessary information.
Examples of discriminatory application processes
Asking applicants to submit a comprehensive written statement on why they want the job
might not be necessary for a cleaning position. It could also discourage people with limited
English language skills from applying for the job.
Advertising the job
To attract the most suitable candidates within the company, it is important to advertise the
job role or position at first. The candidates would be attracted by seeing the advertisement and
provide their resumes, based on which, the selection process will commence. This is how
Kingfisher Garden can manage the advertising of jobs to attract the skilled and expert candidates
to become a part of the organization.
12. Bullying and harassment
12.1 Definitions

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12.1.1 Bullying
Bullying is when people repeatedly and intentionally use words or actions against someone
or a group of people to cause distress and risk to their wellbeing. These actions are usually done
by people who have more influence or power over someone else, or who want to make someone
else feel less powerful or helpless.
12.1.2 Sexual harassment
Sexual harassment is any unwanted or unwelcome sexual behavior, which makes a person
feel offended, humiliated or intimidated. Sexual harassment is not interaction, flirtation or
friendship which is mutual or consensual. Sexual harassment is a type of sex discrimination.
Sexual harassment disproportionately affects women with 1 in 5 experiencing sexual harassment
in the workplace at some time.
12.2 Grievance procedure:
Kingfisher garden center have its grievance procedure resolve problem faced by employee
any kind of discrimination. There is mechanism in place for resolving this issue.
In the first part employee should make application to human resource management regarding
complaint and proposed grievance from department along with employee have to define the
discrimination which is faced by him and name and his assistant of discriminator. First of all
employee should try to resolve the problem himself by making direct communication with the
discriminator. If he need help others then he can take help of others including his senior to
resolve that matter. In the end if the problem going to persist and discriminator have to interact
with senior and ask them to put their step into the matter. The line manager works as an
intermediary between the manager of the organization and the employees, who reports about the
various incidents and transfers messages and information provided by the higher-level authorities

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to the staffs. In case of any complaints related to workplace bullying and harassment, the line
manager must immediately report it to the manager and higher management authorities to
prevent such occurrences again at Kingfisher Garden. The flow chat of the procedure is shown in
the appendix 1 and two below.
13. Training needs
Diversity training represents the opportunity for employers to educate employees about
diversity. Although diversity training cannot completely change an individual’s beliefs, it does
have the ability to increase awareness, impart knowledge, and educate employees on how to
accept differences among fellow employees. Organizations use diversity training to bring out the
best in their employees. Kingfisher employees will need the following requirements while
undergoing diversity training. First, they will need time for the training programs. Time can be
met if the firm gives its workers some time off to go and attend the diversity training program.
Second the employees require some money to pay the trainee if the company is not paying for
training program. The firm can help the employees get the money by negotiating a inexpensive
trainee who can educate its employees at a cheaper cost. The firm can also decide to give its
workers allowance to pay for the training program. The company can also decide to fund
diversity training for its employees because when the workers understand the importance of
diversity, the firm will benefit a lot.
The third need is motivation for the employee to attend the training programs. The company
might decide to motivate the employees by awarding workers who have fully completed training
programs a promotion or give them opportunity to teach other employees about workplace
diversity. The fourth one is reading materials that the employees will be reading during their
training. The company might decide to meet the requirement by providing the materials to its

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 18
employees or give them access to internet where they can get the materials required for training.
The firm should invest in the training program for workplace diversity because once the
workforce has understood the importance of diversity they will implement I to the advantage of
the organization.
14. Promoting diversity
14.1 Promoting diversity to staff
There are number of way to promote benefit of diversity same steps can be used to
disseminating the diversity policy to staff through the handbook elaborating the benefits of
diversity, through the induction process, regular staff meeting, and success stories in newspapers
and bulletin. Other steps include community development to explain the benefits annual basis or
suited to company, awarding the best employee in term of non-discriminator, explaining the
reason to have diversity in work place, and study them forethought research, winner of the AHRI
diversity award. Lastly update to staff about diversity is crucial part of implementing diversity in
organization. Any update in diversity policy should be communicated to staff members to timely
basis also feedback should be expected from the staff about updated stuff. Communication can
be done with employee in many ways like weekly meeting, Publish in weekly or monthly
intranet newspapers, Meeting with departmental heads and many others.
14.2 Promoting diversity externally
Organization uses many external forums to acknowledge their progress toward diversity in
the work place (Hickson, 2017). They can do this by formal entering in award function or
becoming a member of professional association that provides diversity. This public demonstrate
of the organization commitment to diversity has many benefits. WGEA workplace gender
equality agency employer choice awards for equality (Bond & Haynes, 2014). That award helps

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 19
the organization to enhance brand significant. CRS referred as Commonwealth Rehabilitation
service: Is a government organization a leading provider of disability employment service.
Annually they provide the award to employer who is success and committed to employment
opportunity to disable peoples. DCA Diversity council of Australia is an independent, nonprofit
organization that acts as diversity advisor across the Australia. Organization becomes the
members of the council to promote their brand thus kingfisher garden should become member of
the organization. RAP Reconciliation Australia: Reconciliation Action plan: A national
organization that promote reconciliation between Aboriginal and Torres Strait islander Peoples
and Australian community (Bond & Haynes, 2014). All above are external forms that can be
used to promote diversity policy of kingfisher garden.
15. Conclusion
The policy of Kingfisher garden covers most of the important items that support workplace
diversity. Services like parental support and scholarships programs that the organization provides
show that the firm really values its employees and other stakeholders. However, there are some
improvements that need to be made in the firm’s diversity policies. First, the firm should provide
frequent education to its members on the importance of workplace policies so that the employees
can get motivated after knowing the importance of diversity in a workplace. The organization
should also employ people from different culture to set good example to the employees. The
scholarships should also be introduced to young men so that the gender equality policy is
followed to the later. Diversity in a workplace is vital in that it allows generation of new ideas
when different people from various backgrounds come together and to seek solution to a
problem. To recommend, all institutions should include diversity in their workplace because it is
beneficial.

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At the working place kingfisher garden is having best as much as policy to support
problem regarding Aboriginal and Torres Strait Islander peoples and most of areas are cover in
this policy kingfisher garden must In practical review their policy and make changes the policy
as required by time. Workplace diversity has become a necessity for businesses as the labor force
demographics change and global markets surface. Both employees and organizations reap
tangible and intangible Benefits from workplace diversity. The following are some of the
benefits of workplace diversity: workplace diversity promotes mutual respect among employees
second, an organization that embraces workplace diversity builds a great reputation in the society
and might likely become a market leader. Third, it increases creativity as people with different
ways of solving difficult problems work together towards a common solution. Fourth, it
decreases law suits and increases productivity and lastly it boosts employee’s chances of learning
difference languages and others' cultural values.

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References
Al-Jenaibi, B. (2017). The scope and impact of workplace diversity in the United Arab
Emirates– A preliminary study. Geografia-Malaysian Journal of Society and Space,
8(1).
Bond, M. A., & Haynes, M. C. (2014). Workplace diversity: A social–ecological framework and
policy implications. Social Issues and Policy Review, 8(1), 167-201.
Dinesen, P. T., & Thuesen, F. (2015). Working Together?: Ethnic Diversity in the Workplace
and Social Trust. In European Sociological Kongress.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Hickson, G. (2017). Are There Differences Between how Organizations Promote Their
Commitment to Workplace Diversity and how They Enact it Within Their Organizations?
(Doctoral dissertation, Acadia University).

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Appendices
1. Figure 1 showing grievance flowchart
By Hickson, (2017).