This report discusses the importance of managing diversity in the workplace, including relevant legislation, protected attributes, types of discrimination, age-based diversity, gender diversity, parental support, and work/life balance.
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report TASK B- PROJECTS
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report Table of Contents 1. Introduction....................................................................................................................3 2. Legislation.....................................................................................................................3 2.1 Relevant legislation...........................................................................................................3 2.2 Protected attributes...........................................................................................................4 3. Discrimination...............................................................................................................5 3.1 Direct discrimination........................................................................................................5 3.2 Indirect discrimination......................................................................................................6 3.3 Adverse actions.................................................................................................................6 3.4 Allowable discrimination..................................................................................................6 4. Age-based diversity.......................................................................................................6 5. Gender diversity............................................................................................................7 6. Parental support..............................................................................................................8 7. Work/life balance...........................................................................................................9 8. LGBT community.......................................................................................................10 9. Disability......................................................................................................................10 10. Aboriginal and Torres Strait Islander peoples............................................................12 11. Recruitment and selection..........................................................................................12 11.1 Recruiting employees....................................................................................................12 11.2 Selecting employees.......................................................................................................13 12. Bullying and harassment............................................................................................14 12.1 Definitions.....................................................................................................................14 12.1.1 Bullying..................................................................................................................................14 12.1.2 Sexual harassment...................................................................................................................14 12.2 Grievance procedure.....................................................................................................14 13. Training needs............................................................................................................15 14. Promoting diversity....................................................................................................17 14.1 Promoting diversity to staff...........................................................................................17 14.2 Promoting diversity externally......................................................................................17 15. Conclusion..................................................................................................................18 16. Reference list.............................................................................................................19 17. Appendices................................................................................................................21 2|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 1. Introduction Diversity is theemploymentof people that are quite different from each other and are not having the same background(Harvey and Allard, 2015). Diversity atthe workplace is usually asset for the business as it helps in bringing competitive advantage to the firm in global market. Present study is based on the organization Kingfisher Garden Center that was established in the year 2001 and sells different types of plants and gardening products. The purpose of the present report is to identify the relevant legislationanddifferentprotectedattributeswithrespectdiscriminationatthe workplace. Report will also include different types of discrimination and position of the organization on these discrimination. Report will include the way organization provide age based diversity and the ways to improve the same. Report will further include gender-based diversity at the business and the ways to improve the same. Report will also include family based diversity and different strategies that supports work/life balance at the organization. Report will further include about LGBTI, disability and indigenous diversity and the ways to improve the same. Report will also include different strategies that the organization can adopt in order to prevent discrimination in theselectionprocess.Attheendreportwillincludeaboutbullyingandsexual harassment and grievance procedure that business can improve. 2.Legislation 2.1Relevant legislation TherearedifferentfederalandstatelegislationthatAustralianstatesand territories adopts in order to overcome the racial discrimination. These laws help in making direct and indirect discrimination unlawful and helps the working employees to take action against the organization, it they face any sort of issue. The different legislation are as following:- AntiDiscriminationAct1977:-Accordingto thislaw,discriminationis unlawful in different areas including employment. With the help of this law, employees can take serious actions against organization if they are discriminated 3|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report on bases of their sex, age, race, disability, color, nationality, descent, national origin etc(O'Connell, 2016). Equal opportunity Act 1984:- According to this act, it promotes equality of opportunityinAustralianfirmsasitprovidesremedieswithrespectto discrimination on bases of sex, marital status, religious or political convictions etc. It generally aims to prevent discrimination against people working in organization so that they can have equality of opportunity in hand. Sex discrimination act 1984:- This law helps the working individuals to get protected from unwelcome conduct of a sexual nature and harassment. It providesright to individuals fortakingstrict actions against these business conducts. Disability discrimination act 1992:- This law is passed by the parliament of Australia in order to prohibit discrimination against working employees in the organization. It prohibits harassment with respect to employees disability(Joly and et.al., 2017). 2.2Protected attributes There are different protected attributes on which organisation can not discriminate the working employees. These attributes are as following:- Age:- An organization can not discriminate employees between different age groups and if they are treated differently, with the help of equity act they can take strict action against the business. Disability:-It the working employee is having come disability either physically or mentally, they can not be treated differently and can take actions if any employer make them feel unequal at the workplace(Kilbertus and et.al., 2017). Race:-At the workplace, employees can be discriminated on bases of their race, color and nationality. It any employee is not given opportunity due to their racial differences, then they can take strict action against the business. Religion and belief:- Every working employee is having different beliefs and religion. Organization can not discriminate the employees and doing so may 4|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report impact there working environment as strict actions can be taken by the working staff. 3.Discrimination Kingfisher garden Center usually appreciate the value inherent in a diversified working culture. The business success at Kingfisher reflects on bases of their quality and skills of the working employees. Having diversified working culture, helps the business to have competitive advantage and is having an effective position with respect to discrimination. They implement policy that aims to remove bias and prejudice so that an exclusive working environment is been created where all the working employees are treated fairly. Discrimination is the situation where employees working in an organization are treated unfavorably because of difference in their race, color, national origin, gender, disability etc(Vickers, 2016). 3.1Direct discrimination This discrimination includes treatment of an employee in some different and worse manner than other working employees and this less favorable treatment may impact the organization with respect to high turnover. This discrimination is based on the age, disability, race, religion and belief etc. of the working employee. 3.2Indirect discrimination There are different policies, practices and rule that are applicable to everyone in the same manner but on some employees it creates worse effect and leads to indirect discrimination. For example:- If the manager at Kingfisher Garden center makes the employees work at least two Saturdays, this may result in indirect discrimination against the employees who practice Jews as they belong to Judaism religion. This results in indirect discrimination in the employees(Werner, 2017). 5|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 3.3Adverse actions It is an official personnel action that take place for different disciplinary reasons and affects the working employees with some severe punishments. This may include firing, failing to promote, suspensions etc. For example if an employee is working against some set rules and regulations by Kingfisher garden Centre, they may face adverse actions that may include dismissing of employee, discriminating that employee from other working employees etc. 3.4Allowable discrimination There are some specific points for which the discrimination is allowable for the employees and organization. Depending on circumstances, business is allowed to discriminate the employees at Kingfisher and the points are with respect to hiring, firing, promoting of the employees etc(McRostie and Regan, 2016). 4.Age-based diversity Kingfisher is having an effective diversity policy as the business appreciate the value inherent at the diversified working culture. Company is having belief that having a talented and diverse work force helps the business to bring competitive advantage. Business is also having diversity vision where they create a work environment in which the employees are having opportunity to achieve their full potential. They aim to remove bias and prejudice from there workplace and all the employees are treated with respect and dignity. Kingfisher Garden Centre works to create a culture where all the employees are treated fairly and with respect. Age based diversity is important for the business and Kingfisher is having the ability to accept the employees of different age categories and they easily cope up with aging population in all possible manner. Kingfisher prefers the employees of age group above 15 and work effectively to meet it's all policy standards with respect to the 6|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report diversity.Theydonotdiscriminatetheemployeesonbasesofdifferentage groups(Boehm and Kunze, 2015). Kingfisher can work effectively to embrace age based diversity by facilitating strong networks of communication and investing the time in nurturing employee relationships. Organization have to promote team work in the business practices and have to work effectively in order to resolve the conflicts that are arising in the firm due to age differences. Age based diversity basically helps the business to have employees that are having knowledge and business skills. Having diversity at the workplace helps the business to communicate and deal with all the age spectrum. 5.Gender diversity Kingfisher is having an effective diversity policy with respect to gender based diversity and have established different policies and procedures that are promoting this diversity at its workplace. They ensure that all the employeesare treated fairly irrespective of what their gender is. They have set policies for gender diversity where during the hiring and selection process,managersdonotdiscriminatethecandidatesonbasesoftheirgender. Kingfisher also works effectively to keep the gender balance as they increase the number of women in management roles and also have a review on remuneration policy in order to ensure that all the employees are getting equal pay for their work. Business is following the Human Rights commission act 1986 and work effectively to avoid unlawful discrimination against the working people on bases of their gender(Risberg and Gottlieb, 2019). The gender-based diversity can be improved by having an inclusive workplace and giving fair compensation practices. It is also important for the business to provide the team with unconscious bias training without discriminating on bases of gender. It is also important for the business to have diverse group of interviewers while they are evaluating the candidates. Kingfisher have to work effectively in order to empower the female employees so that they can shape culture of the business. As women only earn 7|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 80% of what men earn, it is very important for Kingfisher to promote equality on bases of equal pay to all employees as it also promote gender-based diversity. This helps the business to make the women attracted towards the firm and they also retain for long period. Business is required to hire and attract the women in order to have balance and to promote equality and diversity at the work place. 6.Parental support It is very necessary for Kingfisher Garden Centre to provide for the parental support. The parental support is defined as the support which the employees give or provide to their children while working at the workplace (Barak, 2016). This is very necessary for the company to provide for some facilities and support to the employees who are having small children. This is mainly because of the reason that if the children of the employees are small and they are pressurized because of the work then they are not able to focus on their children. Also, if the employees are not able to focus on their children because of the work pressure then they will not be able to focus on the work also. The major reason underlying this fact is that in their mind there will always be the fact that their children will not be in proper way or will be suffering from some problem. And because of this the employees of Kingfisher Garden will not be able to focus on their work. Thus, for this Kingfisher Garden it is very necessary for the company to manage for this diversity of the company. this includes majorly the women working in the company and also the major stress is levied on the women who have returned from their maternity. The major reason underlying this fact is that if some facilities are provided to the employees for caring for their children then it will motivate the employee to work more better as the company is also thinking for the well-being of the employees and their children (Martin, 2018). Therefore, for this the Kingfisher is providing the facility of some maternity policy like the female will be provided with some days paid leaves after the baby is done. Also, the company is providing for creche facility within the company for the ladies who have very small babies. This is a good facility to improve the family-based diversity. This is because of the reason that employees can focus on their work as their children are in the creche which is provided in the office premises only. Thus, whenever the employees want can go and look for their children. 8|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 7. Work/life balance This is defined as the balance between the work and the personal life of the employees. This is mainly because of the reason that both the personal life and the professional life are different and thus for this the employees needs to make a balance between their personal and professional working (Davis, Frolova and Callahan, 2016). The major reason underlying the fact is that if the employees pays more attention to the home at time of working in the office is not good and similarly if the employees at work gives more preference to the work then it is also not good (Dalton, D'Netto and Bhanugopan, 2015). Thus, it is very necessary for the employees to have a balance between the work of them and their personal life. The balance needs to be that much that both the personal as well as professional life is not hampered. Thus, for this Kingfisher Garden Centre it is very necessary for the company to provide for such working condition that the employees are able to maintain a balance between the personal and professional life. For this Kingfisher can adopt many different strategies for improving the work life balance between the work life of the employees. Firstly, this includes the providing of the flexible working hours to the employees at times when they really need to work (Rajendran, Farquharson and Hewege, 2017). This flexible working will ensure the employees that the company is taking care of them at time of emergency and this will motivate the employee to work in more coordinated way. Another measure for creating work life balance diversity is providing a conducive office setup with all the facilities and good environment so that employees are motivated to work in better and efficient way. 8.LGBT community The LGBTI stands for Lesbian, Gay, Bisexual, Trans and Intersex and now mainly focuses on the trans instead of transgender. These communities generally celebrate their diversity, pride and individuality of the similar people. This is also prevalent in Kingfisher where there are employees belonging to these categories and working in the company. this is also a kind of diversity of the people which comes within the different types of diversity. Thus, the company has to take care of these different diversity of the people. The workplace of the Kingfisher Garden Centre also supports this type of diversity within the company and for this it provides many different services to people belonging to this 9|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report category. Firstly, the company provides training to all the employees of the company relating to the prejudices which are attached to these types of community. This is because of the reason that these training will provide the employees an insight and will clear the negative stereotypes relating to this community (Bouten-Pinto, 2016). 9. Disability The disability is the condition of the person which restrict the person to work and do any function of the business. This disability can be in form that is mental, physical, emotional or sensory. Also, the disability can be in different type that is temporary or permanent or total or partial, visible or invisible and can be caused by may reason like accident, trauma or any disease or even genetics (Sharma, 2016). For the disabled person it is very difficult to perform any of the task as they are incompetent to perform the task. This is majorly because of the reason that the disability can be in form of some physical or mental state and even in the form of constraint for a particular ableist society. Thus, it is very necessary for Kingfisher Garden Centre to make some measures for protecting the interest of the disabled person. These are like Kingfisher is the use of the assistive technology. This assistive technology helps the disabled person to do the work with less efforts and this help the person in focusing on their health as well as the work. These assistive technologies are like specialized screen reader software, assistive listening devices, speech recognition tools, sign languages and many other different types of technology which help the disabled person to perform better. Also, the company must not discriminate among the employees on the basis of the disability of the employees as it is illegal to discriminate in accordance with the Disability Discrimination Act 1992. Another way in which Kingfisher Garden Centre can help the disabled person or employees is that they must provide the disabled person the reasonable accommodation so that the disabled employee can comfortably work in the company (Knights and Omanović, 2016). Also, the company must show support to the disabled person so that the people are comfortable working in the company and also the support form the company will encourage and boost up the disabled employees to work in more effective and efficient manner. 10|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 10. Aboriginal and Torres Strait Islander peoples The aboriginal and Torres Strait Islander peoples are the one which are the among the most disadvantaged or underprivileged people in Australia in terms of employment, standard of living, health, education and family violence as compared to the non- indigenous Australians. The difference between the aboriginals and the other is so vast that the life expectancy rate of the aboriginal and Torres Strait Islander peoples is 12 years low in males and for females it is 10 years less as compared to the non- indigenous Australians. But for dealing with this Kingfisher has to make some measures to improve the state of the Aboriginal and Torres Strait Islander peoples so that they can also be included in the company of Kingfisher Garden Centre (Ravazzani, 2016). For this Reconciliation Australia which is a national company that promotes the reconciliation between the Aboriginal and Torres Strait Islander peoples in the Australian community. This Reconciliation Australia helps the different Australian business to develop a Reconciliation Action Plan (RAP). Many of the Australian business has developed the RAP i8ncluding the Kingfisher Garden Centre. This RAP helps Kingfisher Garden Centre helps in creating a fairer society for the improvement of the social and economic outcomes (Syed and Ozbilgin, 2019). Also, if the company reduces the different between the indigenous and non- indigenous people of Australia then this will attract more of the consumers and employees for working in the company. this will help the company in tapping the larger labor market and to develop the business and improve the products and services of the company. 11. Recruitment and selection 11.1Recruiting employees Workforce diversity is one of the fast-growing trends in the world. Diversity in recruiting employees provides various advantages to the company such as innovation, tangible benefits for performance, improving productivity etc. Kingfisher garden centre should adopt the way to recruit diverse employees is by conducting the audit of past recruitment ads. Further, company should hire and select workers from different places. Management should not rely on same source for recruiting candidates again and again (Larsen, 2017). Example – Organization should develop various offline and online 11|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report groups that should be dedicated to women in technology. Moreover, Kingfisher garden centre must start internal diversity programs that offer co-positions and internship to candidates from particular backgrounds. It is a great way to motivate coming candidates in the industry to get experience. Firm should also develop policies that appeal to people belonging from different backgrounds. 11.2Selecting employees Therearevariousstrategiesthatfirmshouldadapttopreventbiasand discrimination in the process of hiring and selecting employees. All the people that are involved in the process of hiring process should be familiar with company policies and anti-discrimination laws. Training should be provided to people working in human resource department that will improve the skills of performing initial screening of applicants and creating job announcements (Whitgob, Blankenburg and Bogetz, 2016). Anti-discrimination policies should be communicated by the management of Kingfisher garden centre with the help of various communication channels like bulletin board postings,memosetc.Further,companyshouldavoidaskingquestionsregarding sensitive and personal topics. Such as topic related with religion, disability, marital status etc. Moreover, firm should adopt the policy of blind CV. The policy helps to ensure employees that employer is assessing them only on the basis of their CV because all the personal details regarding the candidate that may lead to discriminatory bias has been hidden. It will improve the confidence of candidates in submitting their application to the firm. 12. Bullying and harassment 12.1Definitions 12.1.1 Bullying Bullying and sexual harassment is defined as the pattern of mistreatment from other people in the firm that causes emotional and physical harm. It can involve non- verbal, verbal, physical, psychological and humiliation.The employees of Kingfisher garden centre can take support of Australian Human Rights Commission if they feel 12|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report harassed or bullied (Dovidio, Penner and Pachankis, 2016). The organization is a national human rights institution that is responsible for investigating infringements of anti-discrimination legislation in Australia. It was formed in year 1986. Headquarter of the organization is located in Sydney. The website of Australian Human Rights Commission is humanrights.gov.au. 12.1.2 Sexual harassment Sexual harassment means unwelcome sexual advances of a sexual nature which unreasonably interferes with the performance of the people that creates offensive work environment. 12.2Grievance procedure Kingfisher garden centre should take major steps for improving the current procedureforresolvingproblemsoftheemployees.Toimprovetheprocess, management of the firm should conduct impartial and open-minded investigation for determining the causes of complaint. Moreover, management should foster the culture of commitment in which they should remain respectful when any grievance is raised by employee. Further, they must adopt effective process for communicating with the workers. Moreover, if employees are not happy in respect of the result of grievance investigation they should have right of appeal (Hatchel, Espelage and Huang, 2018). Grievance handling procedure -The term grievance handling means management of complaints and dissatisfaction of the workers by implementing formal procedure for handling complaints. The first step in grievance handling procedure is that management of Kingfisher garden centre will identify the problem faced by employee through previous complaints, opinion survey etc. Afteridentificationoftheproblemmanagementwilldefinetheproblem accurately. Next step is to collect information from various parties concerned. At this step management of Kingfisher will analyse all the data collected and develop alternative solutions for resolving grievances. 13|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report It includes implementing the solution adopted by management. Follow up is required to ensure that problems have been resolved completely. 13. Training needs Need of trainingSuggestions Improvement in grievance procedure - Toimprovetheprocedureforresolving complaints of the employees there must be properinvestigationcommitteethatwill help Kingfisher to determine the causes that leads to such problems. Proper grievance procedureisrequiredtoretainloyal employees in the company. Trainingshouldbeprovidedtothe managers of Kingfisher garden centre to improvethecurrentprocedureof resolvingemployeegrievances.Itis importanttoimprovetheskillsof management for implementing functional performance appraisal system. To promote LGBT diversity - LGBTmulticulturalismreferstothe diversity within gay, lesbian, bisexual and transgender community as a representation of various sexual orientation. Top management of Kingfisher garden centre should conduct training sessions formanagementtopromoteLGBT diversity in the organization. Conducting training programmes will help company to develop discussion group to resolve issues related with LGBT diversity. Improving age-based diversity - Age diversity means the ability of firm to accept individuals belonging from different age categories within business environment. Therearedifferentareasthatshouldbe improvedforpromotingage-based Itisimportanttoprovidetrainingto employees and managers for supporting the strong network of communication. Further, training should also be given for implementing the procedure to resolve conflicts in the organization (Espelage, 14|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report diversity.Itincludesconflictresolution, promotingteamworketc(Whitgob, Blankenburg and Bogetz, 2016). 2018). Improvement in work life balance - Worklifebalancemeansthebalance requiredbyemployeesbetweentime allocated for work and other aspects of life. To improve work life balance, management should offer flexible working hours and also encourage social activities. Top management of Kingfisher should conduct training sessions for employees to educate them, to encourage efficient work etc. 14. Promoting diversity 14.1Promoting diversity to staff The term diversity at the workplace refers to recruiting and selecting people who are different from other individuals and who do not belong to similar background. These differences may be due to physical appearance, age, gender etc. Kingfisher gardencentreshouldadoptdifferentmethodsforpromotingdiversityinthe organization. Firstly, it should provide diversity training for every employee who is working in the firm at different levels from CEO to lower level employees. Further, it should develop a mentor programme that helps to promote professional development of workers not only those who belong to diverse backgrounds. Mentor programmes will provide mentees a dedicated individual to communicate the issues that arise while also providing structured assistance for career growth. To promote diversity in the company, management should develop diversity task forces within the business to focus on a specific area such as disability, ethnicity, gender age etc (Dandaro, Silva and Carvalho, 2017). 15|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report To communicate any update regarding diversity policy to the staff members Kingfisher garden centre should conduct meetings for the employees and ask them to provide feedback on the plan. Further, it can also use written material like memo, letter etc. After implementing the plan for diversity, Kingfisher garden centre should hold educational sessions with the staff members as it will ensure that they have understand the updates and are able to communicate it with other people including public, government as well. 14.2Promoting diversity externally ET Women's Forum –The forum campaign for better balance throughout the organization because it makes good business sense. Promoting the diversity will help to improve financial performance of the business. Further, it is essential that firm should be reflective of their wider workforce, customers and society in general (Ekwoaba, Ikeije and Ufoma, 2015). Diversity and Inclusion for business growth forum –It is an external forum that focuses on organizational and financial advantages of having diverse workforce that helps in business growth. Kingfisher garden centre may also attend the forum as it offers the delegates practical strategies and models that helps to make inclusion and diversity as a part of business core. 15. Conclusion From the above Report it has been concluded that firm should conduct effective training programs for promoting diversity like age-based diversity in Kingfisher garden center. Further, the Report has outlined that firm should develop discussion groups that helps to promote LGBT diversity. Moreover, the Report has explained that company should have effective policies to promote diversity in the firm. There are various advantages of having diversity policy in the business. Such as by recruiting and selecting candidates belonging from different backgrounds, company is able to operate the business at the global level to satisfy the needs of clients. Equality is very important to encourage employees from different backgrounds to make them feel confident in their capabilities. It also helps to improve morale, motivation level and 16|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report productivity of the workers. Moreover, it has been concluded that by employing candidates belonging to different experiences, backgrounds and working styles, firm is able to innovate unique products. From this report I have learnt that diversity at workplace is very important to operate the business in effective manner. Work life balance is very essential for improving the motivation and job satisfaction level of employees. 17|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 16.Reference list Barak,M.E.M.,2016.Managing diversity:Toward a globally inclusive workplace. Sage Publications. Boehm, S.A. and Kunze, F., 2015. Age diversity and age climate in the workplace. InAging workers and the employee-employer relationship(pp. 33-55). Springer, Cham. Bouten-Pinto, C., 2016. Reflexivity in managing diversity: a pracademic perspective.Equality, Diversity and Inclusion: An International Journal.35(2). pp.136-153. Dalton, L., D'Netto, B. and Bhanugopan, R., 2015. Cultural diversity competencies of managers in the Australian energy industry.The Journal of Developing Areas.49(6). pp.387-394. Dandaro, F., Silva, A.C. and Carvalho, D.O.D., 2017. Human Resources: The Process of Recruitment and Selection in Small Businesses.Weber Business Management. Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia: what do managers think and what are organisations doing?.Equality, Diversity and Inclusion: An International Journal.35(2). pp.81-98. Dovidio, J.F., Penner, L.A. and Pachankis, J.E., 2016. Promoting diversity and inclusiveness. Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection Criteria on Organizational Performance. Espelage,D.L.,2018.Section3introduction:bullying,sexualviolence,andsuicidein education.TheWileyHandbookonViolenceinEducation:Forms,Factors,and Preventions.pp.321-326. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. Hatchel, T., Espelage, D.L. and Huang, Y., 2018. Sexual harassment victimization, school belonging, and depressive symptoms among LGBTQ adolescents: Temporal insights. American Journal of Orthopsychiatry.88(4). p.422. Joly, Y. and et.al., 2017. Comparative approaches to genetic discrimination: chasing shadows?. Trends in Genetics.33(5). pp.299-302. Kilbertus, N. and et.al., 2017. Avoiding discrimination through causal reasoning. InAdvances in Neural Information Processing Systems(pp. 656-666). Knights, D. and Omanović, V., 2016. (Mis) managing diversity: exploring the dangers of diversity management orthodoxy.Equality, Diversity and Inclusion: An International Journal.35(1). pp.5-16. Larsen, H.H., 2017. Key issues in training and development. InPolicy and practice in European human resource management(pp. 107-121). Routledge. Martin, J., 2018.Profiting from multiple intelligences in the workplace. Routledge. McRostie, S. and Regan, L., 2016. Workplace law: A level playing field for Queensland IR?: Significant changes in industrial relations bill 2016.Proctor, The.36(11). p.30. O'Connell,K.,2016.Unequalbrains:Disabilitydiscriminationlawsandchildrenwith challenging behaviour.Medical law review.24(1). pp.76-98. 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.36(5). pp.437-456. Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An empirical investigation in Italy.Equality, Diversity and Inclusion: An International Journal.35(2). pp.154-168. 18|P a g e
BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report Risberg,A.andGottlieb,S.S.,2019.WorkplaceDiversityandGenderinMergerand Acquisition Research. InAdvances in Mergers and Acquisitions(pp. 51-63). Emerald Publishing Limited. Sharma, A., 2016. Managing diversity and equality in the workplace.Cogent Business & Management.3(1). p.1212682. Syed,J.andOzbilgin,M.,2019.Managingdiversityandinclusion:Aninternational perspective. SAGE Publications Limited. Vickers, L., 2016.Religious freedom, religious discrimination and the workplace. Bloomsbury Publishing. Werner,C.,2017.ToWhatExtentShouldtheLawDoMoretoAddressGendered Discrimination in Workplace Dress Codes.Exeter L. Rev.44.p.192. Whitgob, E.E., Blankenburg, R.L. and Bogetz, A.L., 2016. The discriminatory patient and family: strategies to address discrimination towards trainees.Academic Medicine, 91(11). pp.S64-S69. 19|P a g e
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report 17.Appendices 20|P a g e Identifying grievances define correctlycollect dataAnalyzeand solve prompt redressalimplement and follow up