TLIG2007 Written Assessment on Social Diversity and Cultural Differences

This written assessment covers topics related to cultural diversity, equality, discrimination, and workplace bullying and harassment. It includes true or false questions, case studies, and short answer questions. The assessment is for TLIG2007 course and is relevant for students studying Certificate IV in Transport and Logistics and Certificate IV in Leadership and Management.

ASSIGNMENT 4 - WORK IN A SOCIALLY DIVERSE ENVIRONMENT
TLIG2007 - WRITTEN ASSESSMENT
Student Name Date
ASSESSOR’S DECISION Satisfactory Unsatisfactory
Attempt 1 Date
Attempt 2 Date
Attempt 1 Feedback
for Trainee
Attempt 2 Feedback
for Trainee
Assessor Name
Assessor Signature
Date
Note to assessor: Please
record any reasonable
adjustment that has
occurred to this assessment.
(ATTENTION APPLICANTS – PLEASE IGNORE ANY REFERENCES TO “MAPPING” IN GREEN eg MAPS TO TLIC3036 – K.E.8)
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SECTION 1: FACE THE FACTS - CULTURAL DIVERSITY
Q1.1: True or False?
In 1975, the Racial Discrimination Act came into force, making discrimination in different parts of
public life against the law.
ANSWER: True
Q1.2: True or False?
The Racial Discrimination Act which was Australia’s first federal anti-discrimination law, formalised
our commitment to the United Nation’s Convention on the Elimination of All Forms of Racial
Discrimination.
ANSWER: True
Q1.3: True or False?
In 1995, the Racial Discrimination Act was extended to make public acts of racial hatred against the
law.
ANSWER: True
About cultural diversity in Australia
Q1.4: True or False?
One in four of Australia’s 22 million people were born overseas; 46 per cent have at least one parent
who was born overseas; and nearly 20 per cent of Australians speak a language other than English at
home.
ANSWER: True
Q1.5: True or False?
People born in the United Kingdom continue to be the largest group of overseas-born residents (5.3
per cent), followed by New Zealand (2.6 per cent), China (1.8 per cent), India (1.6 per cent) and
Vietnam (0.9 per cent).
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ANSWER: True
Barriers to racial equality
Q1.6: True or False?
One in ten Australians (1.5 million of the nation’s adult population) believe that some races are
inferior or superior to others.
ANSWER: True
Q1.7: True or False?
18 per cent of Australians surveyed said they had experienced discrimination because of skin colour,
ethnic origin or religion. The most often reported location of discrimination was the neighbourhood
(58 per cent), followed by shopping centres (42.8 per cent) and at work (39 per cent).
ANSWER: True
Q1.8: True or False?
Of the 500 complaints lodged under the Racial Discrimination Act in 2012-2013, 192 related to
incidents of racial hatred. This was a 59 per cent increase over the previous year, with a large
proportion of the complaints (41 per cent) involving material on the Internet.
ANSWER: True
Positive developments
Q1.9: True or False?
Most new migrants say they feel a strong sense of belonging to Australia and that this feeling
deepens over time.
ANSWER: True
Q1.10: True or False?
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Most Australians (86 per cent) support action to tackle racism in Australia.
ANSWER: True
Q1.11: True or False?
Since being launched in 2012, over 200 organisations – from the business, sports, education, local
government and community sectors – have signed on as supporters of the national anti-racism
campaign, Racism. It Stops with Me.
ANSWER: True
Q1.12: True or False?
The Commission helps people resolve complaints of discrimination under the Racial Discrimination
Act.
ANSWER: True
Q1.13: True or False?
The Racial Discrimination Act protects people across Australia from unfair treatment on the basis of
their race, colour, descent, or national or ethnic origin.
ANSWER: True
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SECTION 2: EQUALITY, DIVERSITY AND DISCRIMINATION CASE STUDIES
READ THE PASSAGE BELOW, THEN ANSWER THE QUESTIONS THAT FOLLOW:
What is discrimination?
Discrimination occurs when a person with a certain characteristic (such as their race, sex or sexuality) is treated
less favourably than a person without that characteristic in the same or similar circumstances.
Discrimination also occurs when an unreasonable policy or condition which applies across the board impacts
more on a person or group because of a certain characteristic (such as their race, sex, impairment, or family
responsibilities).
Discrimination can be direct (e.g. a practice to not employ females) or indirect (e.g. an unnecessary physical
requirement for employees that females would generally have more trouble meeting).
Q2.1: Case study one (MAPS TLII1002 – 1PE, 8.2PE)
You are a trainer in a registered training organisation (RTO) delivering the qualification, TLI41218 -
Certificate IV in Transport and Logistics (Road Transport - Car Driving Instruction).
A student of yours “SUSAN” has recently married and converted to
Judaism. Her husband “JACOB” follows the Jewish faith and
converting was something Susan felt was really important to her new
relationship. Susan has mentioned that Fridays are now very difficult
for her to manage as she should really leave classes early in order to
begin to observe the Sabbath. Susan has previously demonstrated no
performance concerns. She has written a formal letter to you
requesting permission to leave classes early on Friday afternoons.
Susan has stated that she will ensure she will take responsibility to
catch up with any missed work.
If you were to agree to Susan’s request outline two expectations you would have of Susan in relation
to her course progression and getting her work done…..
EXPECTATION 1: To follow up the missed session later on without fail
EXPECTATION 2: To stay updated with the course except on Friday.
Q2.2: Case study two (MAPS TLII1002 – 1PE, 8.2PE)
You are a trainer in a registered training organisation (RTO) delivering the qualification, Certificate IV
in Leadership and Management BSB42015.
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You have observed that a Muslim trainee “SHOAIB” never has any eye contact with female
colleagues when he is talking to them in the classroom activities and assessments. You are
concerned that this will impact on Shoaib’s relationships as a leader and manager. He does have
direct eye contact with male colleagues.
Write down ONE REASON why Shoaib not making eye contact with female colleagues might be a
concern for Shoaib as a leader/manager.
ISSUE: Shoaib not making eye contact with female colleagues could be as issue for him as a
manager/leader because working as a leader or manager requires communication and that will
have to be fostered with eye contact.
Q2.3: Case study three (MAPS TLII1002 – 1PE, 8.2PE)
You are a defensive driving instructor at a defensive driver training centre and lead a team of three
trainers.
One of the female trainers in your team of Indian decent, “FATIMA” has approached you with a
request not to have to deal with a particular student “MALCOLM” because she feels he is treating
her in a racist manner.
You want to know more about this situation.
Write down TWO QUESTIONS (please make sure you actually write questions), that you would ask
Fatima to gather information about this matter.
QUESTION 1: How did he address you?
QUESTION 2: What was the exact treatment that was offered to you?
READ THE PASSAGE BELOW, THEN ANSWER THE QUESTIONS THAT FOLLOW:
When discrimination is illegal
It is illegal to discriminate against someone in areas of public life, including:
 work
 education
 state government laws and programs
 accommodation
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 when supplying goods and services.
It is illegal to discriminate against someone on the basis of characteristics including:
 sex, age, race, gender identity or sexuality
 relationship status
 pregnancy, breastfeeding, family responsibilities or parental status
 impairment
 religious belief or activity
 political belief or activity
 trade union activity status as a legal sex worker.
It is also illegal to discriminate against someone on the basis of an association with a person identified by one
of these characteristics.
Q2.4: Case study four (MAPS TLII1002 – 1PE, 8.2PE)
You are a defensive driving instructor at a defensive driver training centre and lead a team of three
trainers.
At the end of a day of training a corporate client of 20 course participants, one your trainers named
Jack expresses a concern to you. A fellow trainer, Sue has recently disclosed their sexuality to Jack.
Jack a strong moral objection to lesbians and gay men and requests not to be rostered on the same
training team as Sue.
Even though Jack a strong moral objection to lesbians and gay men and requests not to be rostered
on the same training team as Sue, how will you respond to his demands.
Your response to Jack, PLEASE GIVE A REASON FOR YOUR RESPONSE as part of your answer.
ANSWER: I would respond in a way that the training session will not get disturbed by the personal
formulations.
Q2.5: Case study five (MAPS TLII1002 – 1PE, 8.2PE)
You are a training manager at a driving school owned by a person named RACHEL FARADAY.
Gail, one of your driver trainers was diagnosed with depression about a year ago. Gail did not tell
you until three months ago, when she confided in you about what she was experiencing and the
treatment she was getting from her doctor and therapist. In the last few weeks Gail has been taking
a lot of time off and cancelling a number of lessons with learners. Gail has in her time with you been
a popular trainer with learners. Gail is determined to carry on as a trainer with you, but her the last
three weeks have put you and the learners under a lot of pressure.
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A: Outline TWO concerns you have about this situation in relation to the impact on the business.
CONCERN 1: Her poor presence will result in less training
CONCERN 2: She may not be in conscious of what she is doing
B: Outline TWO concerns you have about this situation in relation to the impact on Gail.
CONCERN 1: she can come back after recovery meanwhile taking rest
CONCERN 2: Her health might be severely effected if she continue in this state
Q2.6: When addressing workplace challenges with trainees, what action should be taken if a trainer
is having difficulty resolving a situation? (maps to TLIG2007 – P.C. 2.2)
ANSWER: It will have to be taken to the supervisor for further assistance
ANSWER: Consult with the appropriate people and seek assistance from team leader/supervisor as
required.
SECTION 3: CULTURE
Q3.1: True or False?
Culture is the characteristics and knowledge of a particular group of people, encompassing language,
religion, cuisine, social habits, music and arts.
ANSWER: True
Q3.2: When you are working with people and building relationships with them, why does it help to
have some perspective and understanding of their cultures? (1-2 sentence answer maximum please)
ANSWER: Since they are from different backgrounds and culture their working methods will be
different from us and sometimes they can be useful.
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Q3.3: Why is it important that cultural differences are accommodated in VERBAL and NON-VERBAL
communication? (1-2 sentence answer maximum please)
ANSWER: To avoid miscommunications this has been addressed in all formats
(MAPS to TLIG2007 – PC1.2)
Q3.4: Short Answer:
(MAPS to TLIG2007 – PC 2.3: When difficulties or misunderstandings occur, possible cultural differences are considered)
Outline for each point below how you can develop your understanding of cultural differences.
A: Become more “self-aware” (1 sentence answer maximum please)
ANSWER: I will learn all the possibilities that are in regard to culture
B: Do your own research (1 sentence answer maximum please)
ANSWER: By searching in various sources to inculcate the fact
C: Talk to someone from a different cultural background (1 sentence answer maximum please)
ANSWER: To interact with the person from different background and understand even better
D: Travel (1 sentence answer maximum please)
ANSWER: By travelling to various places and noticing their culture
E: Aim to be more accepting (1 sentence answer maximum please)
ANSWER: Have to develop the prospect of accepting more differences
SECTION 4: WORKPLACE BULLYING AND WORKPLACE HARASSMENT
(MAPPING: TLIG2007 PC 2.2: Difficulties are addressed with the appropriate people and assistance is sought from team leader/supervisor
as required)
Q4.1: Multiple-choice.
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Workplace harassment is:
a) is repeated, unwelcome and unsolicited
b) the person considers to be offensive, intimidating, humiliating or threatening
c) a reasonable person would consider to be offensive, humiliating, intimidating or threatening
d) all of the above
ANSWER: a) is repeated, unwelcome and unsolicited
Q4.2: True or False? (MAPS TLII1002 – 1PE)
Management action may be considered as workplace harassment where it is used primarily to
offend, intimidate, humiliate or threaten workers.
ANSWER: True
Q4.3: True or False? (MAPS TLII1002 – 1PE)
Management action may be considered as workplace harassment where it is used to create an
environment where workplace harassment is more likely to occur.
ANSWER: True
Q4.4: True or False?
Workplace bullying is verbal, physical, social or psychological abuse by your employer (or manager),
another person or group of people at work.
ANSWER: True
Q4.5: Multiple-choice. (MAPS TLII1002 – 1PE)
The national anti-bullying laws cover all national system employees as well as:
a) Outworkers.
b) Students gaining work experience.
c) Contractors or subcontractors.
d) Volunteers.
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e) All of the above.
ANSWER: e) All of the above.
Q4.6: True or False?
Reasonable management action that’s carried out in a reasonable way is not bullying.
ANSWER: True
Q4.7: Short Answer.
A: Define “underperformance” or “poor performance” in the workplace. B: Give ONE example.
A – Definition: (1 sentence answer maximum please)
ANSWER: Performance beyond which is expected
B – Example: (1 sentence answer maximum please)
ANSWER: Getting a mark below pass mark
Q4.8: Short Answer.
A: Define “misconduct” in the workplace. B: Give ONE example.
A – Definition: (1 sentence answer maximum please)
ANSWER: It is a negative behaviour or attitude
B – Example: (1 sentence answer maximum please)
ANSWER: Misconduct in a workplace
Q4.9: True or False?
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A worker is bullied at work if a person or group of people repeatedly act unreasonably towards them
or a group of workers.
ANSWER: True
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SECTION 5: WORKPLACE DIVERSITY
PLEASE READ SECTION 5 OF YOUR LEARNING GUIDE BEFORE WATCHING THE VIDEOS BELOW
Before answering the next question please watch the youtube video entitled:
Removing the barriers - Hannah Stewart, diversity champion 2021
Copy and paste the web address below into your web browser and hit RETURN:
https://www.youtube.com/watch?v=iboPIh3QnKY
HANNAH: "When I first came into the industry it was hard - I didn't know any other females. But
slowly there have been more women enter and we all support each other" Hannah Stewart is
operations manager at Stows Waste Management in Melbourne, entering the waste and transport
industries at age 24.
Hannah’s initial experience found an underrepresentation of young women in industry, so she has
strived to break down barriers and foster a positive environment for others. Nominated for the
Driving Change Diversity Program by Teletrac Navman,
Hannah believes that diversity means everyone has an equal opportunity to not only participate but
excel in whatever they choose to pursue. She says diversity is what makes each individual unique,
which allows for a greater ranger of experience and knowledge.
Q5.1: Give one reason why it important to break down barriers and foster more diversity in the
workplace? (1 sentence answer maximum please)
ANSWER: this will help everyone get to know one another, particularly when new members join the
group
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Q5.2: Give ONE reason why getting “support, encouragement and guidance”, is helpful for people
working in non-traditional roles (e.g. women in the transport industry)? (1 sentence answer
maximum please)
ANSWER: The insecurities will be vanished and they can work freely.
Before answering the next question please watch the youtube video entitled:
Going against the grain - Bronwyn Wilson, diversity champion 2021
Copy and paste the web address below into your web browser and hit RETURN:
https://www.youtube.com/watch?v=v4S8pfs4wI0
BRONWYN: “A lot of people see the fuel truck come onsite and they don’t expect to see a female
jump out of the cab, but I think that’s what sets us apart from other companies” Bronwyn Wilson is
sole director of West Tankers, a company she started at age 35 after spending most of her life
working as a motel cleaner. A determined mother and business owner, Bronwyn runs the business
with her daughters and husband, and in its 17 years has grown the company from one truck to a
fleet that services major projects across three states. Nominated for the Driving Change Diversity
Program by Teletrac Navman, Bronwyn believes diversity means equal opportunity for all, and
endeavours to have as many females in her business as possible in all positions from drivers to
management.
Q5.3: What is ONE benefit of workplace diversity? (1 sentence answer maximum please)
ANSWER: The diverse teams will contribute for growth of the company
Before answering the next question please watch the youtube video entitled:
Driving diversity change - Lisa Dolan, diversity champion 2020
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Copy and paste the web address below into your web browser and hit RETURN:
https://www.youtube.com/watch?v=XE1M0gdEDng
LISA: “When I moved from Ireland to Australia and this position, it really opened my eyes to people
of all walks of life and they value they bring”. Lisa Dolan is HR and Compliance Manager at Formula
Chemicals in Sydney, NSW, and passionate about building diverse and inclusive workplaces.
“Diversity has a really positive impact as everyone that works for us brings different opinions, beliefs
and feedback which gives us a productive workforce where we can all learn from each other. Lisa is
keen to see people from all age groups join the trucking industry by promoting truck driving as a
career to be proud of and building gender diverse workforces to achieve greater gender equality.
Lisa was nominated for the Teletrac Navman Driving Change Diversity Program by TruckSafe.
Q5.4: What is Lisa’s goal in the trucking industry in relation to workplace diversity? (1 sentence
answer maximum please)
ANSWER: Lisa’s goal is to include all age groups and give them opportunity in the trucking industry
Before answering the next question please watch the youtube video entitled:
Women behind the wheel – Sarah Brosnan, diversity champion 2020
Copy and paste the web address below into your web browser and hit RETURN:
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https://www.youtube.com/watch?v=2mmNChpzFT4
SARAH: “It was always something I was interested in having a go at, and although it took me a few
years to get the courage to go for my licence, I’m really glad I did because it’s been the best job I’ve
had” Milk Tanker Driver at Fonterra FMC in Tasmania, Sarah Brosnan is a strong supporter of
increasing the representation of women in non-traditional transport roles. Known as an ambassador
for a strong and diverse workforce, Sarah is keen to see the transport industry recognised as a
sustainable and professional career for all people. Sarah was nominated for the Teletrac Navman
Driving Change Diversity Program by the Tasmanian Transport Association.
Q5.5: What is the value of “mentors” to assist people working in non-traditional roles eg women in
the trucking industry? (1 sentence answer maximum please)
ANSWER: To make the workforce strong and diverse mentors are necessary
NB: “Mentoring” is when an experienced, skill, knowledgeable person shares their knowledge, skills
and life experience to guide another person towards reaching their full potential.
Before answering the next question please watch the youtube video entitled:
Breaking barriers - Chantelle Gillier, diversity champion 2020
Copy and paste the web address below into your web browser and hit RETURN:
https://www.youtube.com/watch?v=jdr1Lxop0g8
CHANTELLE: “You don’t have to be a lady in the office – you can drive a forklift or a truck. You can do
anything and I’m living proof of that”. Chantelle Gillier is Project Coordinator at Johnstons Transport
Industries in Sydney, NSW, and believes embracing difference is good in any way, shape or form.
“They asked me what I wanted to do, and I said I’d really be interested in driving a forklift. I think
they were a little bit shocked but were supportive. I didn’t even know this was an option for me until
I asked,” she says. Chantelle promotes the inclusion of women and people of diverse backgrounds
and has a vision to see greater acceptance of women into roles typically performed by men. She is
also keen to improve industry image by breaking down stereotypes. Chantelle was nominated for
the Teletrac Navman Driving Change Diversity Program by Road Freight NSW
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Q5.6: Why is it important for people to have the proper training when entering the workplace for a
specific job role? (1 sentence answer maximum please)
ANSWER: The importance is such that they can stay away from stereotypes
Q5.7: Why is it important for people to be educated by families, schools and society on the vast
array of possibilities that exist in the workplace? (1 sentence answer maximum please)
ANSWER: This will help them to easily get habituated to company norms
Q5.8: Based on the videos you have just watched, PROVIDE ONE WAY you can address the diversity
issue outlined below in a positive manner in the workplace. (maps to TLIG2007 – P.C. 1.1)
A: Respect In The Workplace (ie your driving school/company/organisation) (1 sentence answer
maximum please)
ANSWER: I can address the issue positively by considering it as the supreme power to work
B: Ethnic And Cultural Differences (1 sentence answer maximum please)
ANSWER: I can address the issue positively by differences that will have to be accepted and
appreciated
(maps to TLIG2007 – P.C. 1.1)
C: Gender (1 sentence answer maximum please)
ANSWER: I can address the issue positively by just a physical difference that has nothing to do with
thoughts
D: Generation Gaps (1 sentence answer maximum please)
ANSWER: I can address the issue positively by mentioning the fact that no generation is
downtrodden
NB: A “generation gap” is a difference of opinions between one generation and another regarding
beliefs, politics, or values. In today's usage, generation gap often refers to a perceived gap between
younger people and their parents or grandparents.
E: Disabilities (1 sentence answer maximum please)
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ANSWER: I can address the issue positively by considering them as hindering barrier to win over
Q5.8: Read the information below then answer the questions that follow.
Cultural Communication Barriers in the Workplace (MAPS to TLIG2007-PE1; TLIM4001 – 2KE)
In the multicultural workplace typical of doing business in a global economy, cultural barriers to
communication abound. Besides the occasional challenge in understanding people whose language
is different, there are other factors that challenge people who are trying to work harmoniously with
others of a different background. People from different parts of the world have a different frame of
reference, and they may display emotions differently and display different behaviours.
Your task is to:
(i): Explain each of the communication barriers below. (ie what they are / what they mean)
(ii): Give an example each of the communication barriers below you might encounter in your job
role.
(iii) A strategy of how to overcome the barrier
A: Language Barriers
(i) This means… (1 sentence answer maximum please)
ANSWER: The cross cultural differences are the language barriers
(ii) Example: (1 sentence answer maximum please)
ANSWER: Two people from different countries
(iii) Strategy to overcome: (1 sentence answer maximum please)
ANSWER: To communicate in one language that is known
B: Hostile Stereotypes
(i) This means… (1 sentence answer maximum please)
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ANSWER: This mean harmful interactions
(ii) Example: (1 sentence answer maximum please)
ANSWER: Workplace stereotypes are the example.
(iii) Strategy to overcome: (1 sentence answer maximum please)
ANSWER: To develop positive perception
C: Behaviour Differences
(i) This means… (1 sentence answer maximum please)
ANSWER: Not matching with others ideology
(ii) Example: (1 sentence answer maximum please)
ANSWER: Having two perceptions
(iii) Strategy to overcome: (1 sentence answer maximum please)
ANSWER: To try to listen and orient is the way to overcome
D: Emotional Display
(i) This means… (1 sentence answer maximum please)
ANSWER: To bring about all the emotions like happiness, being sad, crying, hatred etc.
(ii) Example: (1 sentence answer maximum please)
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ANSWER: Yelling over conflicts
(iii) Strategy to overcome: (1 sentence answer maximum please)
ANSWER: To practice patience
Q5.9: List THREE issues that may cause conflict or misunderstanding in the workplace. (TLIG2007 – P.C.
2.1)
ANSWER 1: Dissatisfaction of job
ANSWER 2: Cultural differences
ANSWER 3: Personal aspirations
SECTION 6: HARASSMENT, BULLYING AND DISCRIMINATION IN THE WORKPLACE
Q6.1: True or False?
Racism is prejudice, discrimination, or antagonism directed against a person or people on the basis
of their membership of a particular racial or ethnic group, typically one that is a minority or
marginalized.
ANSWER: True
Q6.2: Short Answer:
What does it mean to be 'CULTURALLY AWARE’? (1 sentence answer maximum please)
ANSWER: Every cultural norm will have to be taken care about and will have to be obeyed.
Q6.3: True or False?
If you honestly do not intend to offend anyone, your behaviour cannot be considered harassment.
ANSWER: True
Q6.4: Short Answer: (MAPS TLII1002 – 1PE)
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Respond to the following comment….
It’s okay to ask a fellow employee out on a date, as long as you do not persist in pursuing them if
they say no. (1 sentence answer maximum please)
ANSWER: Yes as long as it does not impact other’s feelings.
Q6.5: True or False? (MAPS TLII1002 – 1PE)
Employees can only report harassment to their direct supervisor.
ANSWER: False
Q6.6: True or False? (MAPS TLII1002 – 1PE)
You can be held personally liable in court for certain harassment claims.
ANSWER: False
Q6.7: True or False?
If a customer or other non-employee is harassing you, there’s nothing your organization can be
expected to do about it.
ANSWER: True
Q6.8: True or False? (MAPS TLII1002 – 1PE)
An employee accused of harassment can be found guilty of retaliation even if the original allegation
was unfounded.
ANSWER: True
Q6.9: True or False?
White males have no equal employment opportunity basis for filing a harassment complaint.
ANSWER: False
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Q6.10: True or False? (MAPS TLII1002 – 1PE)
An employee must complain to the employer about harassment in order for the employer to be
liable.
ANSWER: True
Q6.11: True or False?
A workplace harassment prevention policy should be easy to understand.
ANSWER: True
Q6.12: True or False?
A workplace harassment prevention policy should be provided in languages other than English, if
needed.
ANSWER: True
Q6.13: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be displayed where all workers can read it.
ANSWER: True
Q6.14: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be be consistent with the workplace’s other
health and safety policies and objectives.
ANSWER: True
Q6.15: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be relevant to the workplace, its needs, people
and conditions.
ANSWER: False
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Q6.16: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be developed in consultation with workers.
ANSWER: False
Q6.17: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be supported by employer, manager or chief
executive.
ANSWER: False
Q6.18: True or False? (MAPS TLII1002 – 1PE)
A workplace harassment prevention policy should be followed, and consistently and fairly applied.
ANSWER: True
Q6.19: True or False? (MAPS TLII1002 – 1PE)
Section 116 of the Constitution of Australia precludes the Commonwealth of Australia (i.e., the
federal parliament) from making laws for establishing any religion, imposing any religious
observance, or prohibiting the free exercise of any religion.
ANSWER: True
Q6.20: True or False? (MAPS TLII1002 – 1PE)
Section 116 of the Constitution of Australia provides that no religious test shall be required as a
qualification for any office or public trust under the Commonwealth.
ANSWER: True
Q6.21: Respond to the following comment….
Discussing politics is illegal in all workplaces.
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NB: a YES or NO answer MUST be supported with reasoning.
ANSWER: Yes. Because this gives rise to conflicts with different opinions.
(MAPS TLII1002 – 1PE)
Q6.22: True or False?
Talk back radio discussing a particular race or religion is against the law.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.23: True or False?
People wearing badges or clothing of their favourite football team against the law.
ANSWER: False
(MAPS TLII1002 – 1PE)
Q6.24: Respond to the following comment….
Internet sites with pictures or words that incite people to hate others COULD BE against the law.
NB: a YES or NO answer MUST be supported with reasoning. (1 sentence answer maximum please)
ANSWER: Yes. No law would encourage to discriminate people.
(MAPS TLII1002 – 1PE)
Q6.25: True or False?
Public gestures which incite others to hate people COULD BE against the law.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.26: Respond to the following comment….
Posters or stickers in a public place that incite this hatred COULD BE against the law.
NB: a YES or NO answer MUST be supported with reasoning. (1 sentence answer maximum please)
ANSWER: Yes. This is because sometimes the process will come under discrimination.
(MAPS TLII1002 – 1PE)
Q6.27: True or False?
Abusing a person loudly, usually when others are present COULD BE workplace harassment.
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 24 of 32

ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.28: True or False?
Repeated threats of dismissal or other severe punishment for no reason COULD BE workplace
harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.29: True or False?
Constant ridicule and being put down COULD BE considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.30: True or False?
Leaving offensive messages on email or the telephone is COULD BE considered as workplace
harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.31: True or False?
Sabotaging a person's work, for example, by deliberately withholding or supplying incorrect
information, hiding documents or equipment, not passing on messages and getting a person into
trouble in other ways is MORE THAN LIKELY considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.32: True or False?
Maliciously excluding and isolating a person from workplace activities is MORE THAN LIKELY
considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.33: True or False?
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 25 of 32

Persistent and unjustified criticisms, often about petty, irrelevant or insignificant matters is MORE
THAN LIKELY considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.34: True or False?
Humiliating a person through gestures, sarcasm, criticism and insults, often in front of customers,
management or other workers is MORE THAN LIKELY considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.35: True or False?
Spreading gossip or false, malicious rumours about a person with an intent to cause the person harm
is MORE THAN LIKELY considered as workplace harassment.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.36: True or False?
Sharing sexually inappropriate images or videos, such as pornography, with co-workers would
GENERALLY be considered inappropriate workplace behaviour.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.37: True or False?
Sending suggestive letters, notes, or e-mails would GENERALLY be considered inappropriate
workplace behaviour.
ANSWER: False
(MAPS TLII1002 – 1PE)
Q6.38: True or False?
Displaying inappropriate sexual images or posters in the workplace would GENERALLY be considered
inappropriate workplace behaviour.
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 26 of 32

ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.39: True or False?
Telling lewd jokes, or sharing sexual anecdotes would GENERALLY be considered inappropriate
workplace behaviour.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.40: True or False?
Making inappropriate sexual gestures would GENERALLY be considered inappropriate workplace
behaviour.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.41: True or False?
Staring in a sexually suggestive or offensive manner, or whistling would GENERALLY be considered
inappropriate workplace behaviour.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.42: True or False?
Making sexual comments about appearance, clothing, or body parts would GENERALLY be
considered inappropriate workplace behaviour.
ANSWER: True
(MAPS TLII1002 – 1PE)
Q6.43: True or False?
Inappropriate touching, including pinching, patting, rubbing, or purposefully brushing up against
another person would GENERALLY be considered inappropriate workplace behaviour.
ANSWER: True
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 27 of 32

(MAPS TLII1002 – 1PE)
SECTION 7: COMPLAINTS
Q7.1: Multiple-choice. (MAPS TLII1002 – 1PE)
The complaint handling system for a workplace in relation to harassment should be based on the
principles of natural justice. This includes:
a) the person alleged to have committed workplace harassment is presumed to be innocent
until allegations are proved to be true
b) all allegations of workplace harassment should be investigated promptly
c) the person who has allegedly committed the workplace harassment is informed of all
allegations and given an opportunity to explain their version of events
d) should the complaint be proven to be true, then remedial action must be taken
e) all of the above
ANSWER: b) all allegations of workplace harassment should be investigated promptly
Q7.2: Multiple-choice. (MAPS TLII1002 – 1PE)
A formal complaints handling system for a workplace in relation to harassment should include:
(a) a formal reporting procedure.
(b) an investigation procedure.
(c) a complaint resolution procedure.
(d) an appeals process.
(e) all of the above.
ANSWER: (e) all of the above.
Q7.3: True or False? (MAPS TLII1002 – 1PE)
If you believe you are being bullied, you can ask the person to stop and let them know that what
they are doing is unreasonable. This lets the person know that their behaviour is not OK and gives
them a chance to change.
ANSWER: True
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 28 of 32

Q7.4: True or False? (MAPS TLII1002 – 1PE)
You can get support from a nominated contact officer, a manager, supervisor or the employee
assistance service in your workplace.
ANSWER: True
Q7.5: Multiple-choice. (MAPS TLII1002 – 1PE)
How can I make a complaint if I have been racially vilified?
a) speaking to the person or the group you think is responsible for the act, to talk about your
concerns. Sometimes the direct, informal approach works well, and things can be sorted out
quickly.
b) looking for help from the organisation that represents your religious or racial group.
c) making a complaint to your employer if it happened at work
d) lodging a complaint with the Anti-Discrimination Commission. You can do this whether or
not you've spoken to others.
e) All of the above.
ANSWER: d) lodging a complaint with the Anti-Discrimination Commission. You can do this
whether or not you've spoken to others.
Q7.6: Multiple-choice. (MAPS TLII1002 – 1PE)
Creating awareness of workplace harassment issues, policies and procedures can be promoted
through training that addresses:
(a) general workplace harassment issues.
(b) the workplace harassment prevention policy.
(c) procedures for making complaints.
(d) all of the above.
ANSWER: (d) all of the above.
Q7.7: True or False? (MAPS TLII1002 – 1PE)
Your workplace bullying prevention policy or code of conduct should outline the possible
consequences for false claims.
ANSWER: True
SECTION 8: INFORMAL COMPLAINT RESPONSES
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 29 of 32

Q8.1: True or False? (MAPS TLII1002 – 1PE)
The aim of an informal complaint response is to resolve the issue in the workplace with as little
conflict or distress as possible for everyone involved.
ANSWER: True
Q8.2: True or False? (MAPS TLII1002 – 1PE)
If you choose to resolve your complaint informally within your workplace, see your workplace
bullying prevention policy, it should tell you who in your workplace you should make your complaint
to.
ANSWER: True
SECTION 9: MEDIATION
Q9.1: True or False? (MAPS TLII1002 – 1PE)
MEDIATION is where a trained, professional third party works with you and the person who your
complaint is about, as a middle person, to resolve the situation.
ANSWER: True
Q9.2: True or False? (MAPS TLII1002 – 1PE)
There are some instances where MEDIATION is not appropriate (e.g. where the nature of the
conflict is destructive or violent, or where the parties cannot equally participate in the process).
ANSWER: True
Q9.3: True or False? (MAPS TLII1002 – 1PE)
If responding to the behaviours informally is unsuccessful and you continue to be harassed or
concerned, you can request that your complaint be responded to formally.
ANSWER: True
SECTION 10: FORMAL COMPLAINT RESPONSES
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 30 of 32

Q10.1: True or False? (MAPS TLII1002 – 1PE)
If you choose to resolve your complaint formally within your workplace, your complaint will go
through a complaint handling system (as long as your workplace has one).
ANSWER: True
Q10.2: True or False? (MAPS TLII1002 – 1PE)
The complaints handling system should also be based on the principles of natural justice (e.g. the
person who is being accused of harassment should be treated as innocent until it is proved
otherwise).
ANSWER: False
Q10.3: True or False? (MAPS TLII1002 – 1PE)
If the formal approach is not an option, as your workplace does not have a complaints handling
system, and you continue to be harassed or concerned, you should make an informal complaint.
ANSWER: True
SECTION 11: MAKE A BULLYING COMPLAINT OUTSIDE YOUR WORKPLACE
Q11.1: True or False? (MAPS TLII1002 – 1PE)
Most external agencies will not accept a bullying complaint unless you have tried to resolve it in your
workplace first (through either an informal or formal process).
ANSWER: True
Q11.2: True or False? (MAPS TLII1002 – 1PE)
The FAIR WORK COMMISSION has the power to make an order to stop bullying.
ANSWER: True
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 31 of 32

END OF ASSESSMENT
Assignment 4 - TLIG2007 Written Questions to do - Version 1.0 Page 32 of 32