Diversity Policy Implementation for Australian Hardware

This report focuses on the development and implementation of a diversity policy for Australian Hardware, a home goods retailer. It begins with an introduction to diversity policies and their importance, followed by a background of Australian Hardware and an analysis of its existing policies. The report examines diversity policies of a similar organization (Bunnings), outlines stakeholder requirements for implementing a new policy, and highlights the benefits of diversity in the workplace to achieve business objectives. The core of the report is a detailed diversity policy proposal for Australian Hardware, including its purpose, scope, responsibilities, relevant legislation (Disability Discrimination Act, Racial Discrimination Act, Equal Opportunity for Women in the Workplace Act, and Fair Work Act), key initiatives, and measures. The policy covers commencement, application, responsibility, compliance requirements, accountability, overriding caveats, and potential variations. The report aims to provide a comprehensive framework for fostering a diverse and inclusive workplace within Australian Hardware, promoting equality, and achieving its business goals. It also includes an action plan for implementation, review, and evaluation of the strategy.

Develop and Implement
Diversity Policy

Table of Contents
INTRODUCTION...........................................................................................................................3
Background of Australian Hardware......................................................................................3
Analysis of existing policy and its relation to diversity.........................................................3
Statements of diversity policies from correspondent organisation .......................................4
Requirements of stakeholders for implementing new policy.................................................4
Benefits of diversity in workplace to achieve business's objectives......................................5
Diversity policy for Australian hardware...............................................................................6
Action plan for implementation it in organisation.................................................................9
Review of diversity policy....................................................................................................10
Evaluation and review of strategy........................................................................................11
Recommendation..................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1
.........................................................................................................................................................2

INTRODUCTION
Diversity policy can be defined as a commitment and formulation of rules, regulations
and policy to create fair, inclusive and comfortable working environment for organisation.
Diversity policy undertakes rules which is created to promote equality, diversity and inclusion in
a business's enterprise. It main motive is to remove national, gender and race discrimination form
the workforce of organisation. This report is based from perspective of Australian Hardware
which operates their business's in home goods industry. They opened its first store which is
named as Percy's home goods in the year 1921. Also, the report focuses on understanding and
implementing new diversity policy in organisation. Scope of study is wide as it helps to achieve
high benefits from market through monitoring major policies of organisation (Anderson and et.
al., 2015).
Background of Australian Hardware
In the year 1921, first store of Australian hardware was established in the Sydney. In its
initial stage the they were known as manufacturing and sale of household furniture. This stage
work as base for Australian hardware from first store the Percy Greenwright convert family
business's into an organisation. Constant efforts of Peter and other employee's leads organisation
to achieve sustainability in market for longer period.
Analysis of existing policy and its relation to diversity
Today most of business's houses are operating their business's at global level therefore to
gain an competitive edge in industry management of Australian hardware formulates and follow
effective policies in organisation. Some of the active policies for organisation are mention as
follow:
Recruitment policy
Recruitment and selection policy works as a process for attracting and selecting potential
and suitable candidates for organisation. This determine recruitment plays a crucial role for
recruiting best employee's for completing their work with more efficiency and effectiveness. In
context of Australian hardware recruitment policies is included in all factors to hire best
candidates for organisation in order to increase organisational efficiency and effectiveness.
Anti-discrimination policy

Their are large number of individuals are involved in organisation to protect them from
different attributes. This involves age, sex, race and gender to protect employee's from
discrimination. Therefore it includes disability discrimination act, 1992 and sex discrimination
act, 1984. For Australian hardware 10,000 staff are engage that ensures they organisation
completed their work in an appropriate manner. So to protect employee's anti-discrimination
policy is effectively implemented in organisation.
Remuneration policy
Remuneration policy ensures the payment of employee's, directors and other workforce
of organisation. Salary, compensation and remuneration are based of their individual
performance and industry practices. To effectively implement remuneration policy in Australian
hardware management decided some benchmark that leads them to provide fair wages and
salaries in organisation.
Statements of diversity policies from correspondent organisation
Bunnings hardware works as a similar organisation in industry. They offer high value
products to its customer's through providing inferior quality at low prices. Moreover they also
offers large variety of goods in market that ensures their presence for longer period in the
organisation (de Jalón and et. al., 2018). In order to maintain similar quality employee's from
different background and cultures are recruited that provides equal opportunity for all
departments of organisation. Administration department of Australian hardware develops inside
policies through observing policies from similar organisation that ensures their sustainability for
longer period in industry.
Requirements of stakeholders for implementing new policy
For implementing a new policy in organisation management of Australian Hardware
undertakes requirements of its stakeholders to generate positive results from them. Some of its is
mention as follow:
Key stakeholders Requirements for diversity
Chief executive officer All products either large or small need to be deliver in
organisation through online and offline presence
Chief financial officer To perform and implement new policy in organisation.
The major motive is to manage monetary within

estimated budget.
Store manager Store operator is focused on managing inventory to
deliver their products in systematic and sequential
manner. So it enhance more quality in products.
General Operations Manager In large number of organisation they complete their work
through accomplishing different task by managing new
policy effectively.
Sales Consultants For sale consultants it is important to complete their work
effectively. As they need to deal with several persons
from different backgrounds.
General Staff For general staff new diversity policy is required to
familiar them in organisation. So they complete their
work with high efficiency.
Contractors Contractors need to manage healthy relations with its
stake-holder's for completion of work appropriately.
Suppliers Supplier of raw materials require good prices and enough
delivery time to provide high quality resources in
organisation.
Customers Customer's of Australian hardware focused towards
innovative and update products that are creative and
unique.
Benefits of diversity in workplace to achieve business's objectives
According to present market conditions most of business's are performing their
operations at global level (García-Meca, García-Sánchez and Martínez-Ferrero, 2015). Therefore
the Australian hardware understands management of diversity to manage employee's
performance at global level. Due to this act productivity of home products is enhanced. Some
benefits for teams, individual and workplace are mention as follow:
Workplace Employee's utilize most of their time at workplace in

organisation. So through manage diversity employee's
performances will enhanced due to comfortable and safe working
environment.
Teams Most projects are completed by teams of organisation. By
managing diversity team members easily communicate with each
other. This results projects are complete before deadline in a
appropriate manner.
Individuals The most problems which is faced by present organisation is less
of skilled employee's. By managing diversity employee's
performance through regular training for completion of their
work.
Diversity policy for Australian hardware
Purpose:
Australian hardware is committed to promote diversity in its workplace to develop
positive relations with all stakeholders (Jansen, Otten and van der Zee, 2015). First step of
organisation is to make gender equality from upper level to level. Another is to provide security
for employee's instead of their culture, background and gender. Furthermore, the scope of the
overall diversity policy is to maintain a very effective and essential working environment which
would not be biased against any individual and would be including diverse employees within the
workplace.
Scope:
Scope for diversity policy:
 Employee's best practice in terms of information, data and functions to deal with reputed
companies in overall world.
 For ensure fairness and to avoid unlawful discrimination from remuneration matter,
employee's roles and training and development opportunities (Museus, 2014). Operating business's according to relevant legislation under jurisdiction through effective
acts. Like equality act, fair act, age discrimination act etc. are included in organisation to
manage work effectively.

Responsibilities:
There are several individuals upon which the responsibility of implementation of this
policy rests. For instance, the biggest responsibility of implementation of this policy rests with
the management team. They are required to undertake several analysis on the basis of which they
would determine how best the diverse individuals could be included within the same.
Furthermore, employees too are quite essential in terms of gaining knowledge, education as well
as experience related to implementation of this set policy. Moreover, contractors would be
responsible for supplying with necessary software, equipments and essentials required to
implement diversity in the company.
Relevant Legislation:
There are several legislations that would be associated with the same and is necessary for
the firm to comply with. These legislations are discussed as under: The Disability Discrimination Act: The very first legislation is disability discrimination
act, which protects individuals from being harassed or face inequality in the workplace
due to their disabilities. Compliance with the same would allow the firm to ensure safety
to such individuals and essentially include disabled individuals in the workplace
(Museus, 2014). The Racial Discrimination Act: This act protects employees from discrimination on the
basis of race. Thus, compliance with this would require the firm in enhance the scope of
inclusion of staff from different racial orientation, bringing in more creativity for the
company. Equal Opportunity for Women in the Workplace Act 2011: Compliance with this act is
necessary as women these days are being upheld and are treated equal to men. Thus, the
firm also needs to accomplish the same regarding having competent women around
workplace and ensure their effective growth.
 The fair work act 2009: The fair work act refers to an Australian law passed by Rudd
government in the year 2007 in order to restructure the industrial relation system. From 1
July 2009 fair work act successfully perform their operations to create or develop healthy
working environment to employee's and labour.

Key Initiatives and Measures Australian hardware is committed to promote diversity in its
workplace to develop positive relations with all stakeholders.
First step of organisation is to make gender equality from
upper level to level. Another is to provide security for
employee's instead of their culture, background and gender.
Commencement of Policy An organisation perform their business's through managing
and relating fair relations with stakeholder of them. The CEO
recognise issue related to holding leadership in organisation
because they play an essential role for executing and adopting
new changes in society. To overcome from this an effective
leader is selected.
Application of Policy Operating business's according to relevant legislation under
jurisdiction through effective acts. Like equality act, fair act,
age discrimination act etc. are included in organisation to
manage work effectively.
Responsibility for Policy Employee's best practice in terms of information, data and
functions to deal with reputed companies in overall world.
For ensure fairness and to avoid unlawful discrimination from
remuneration matter, employee's roles and training and
development opportunities. This all are major responsibilities
and roles of policy.
Compliance Requirements Another requirement is related with feedback of financial
officer of organisation to deal with this management focuses
on controlling monetary transaction of all departments.
Australian hardware perform their business's in overall globe,
therefore it is necessary for organisation to produce goods at
global level.
Accountability Majority of individuals are engage in this task are responsible
and accountable in order to complete the work effectively. It

raises issue for store manager to monitor inventory for longer
period. So for new policy they relate it with implementing
new software's in organisation.
Overriding Caveat To implement a diversity policy management need to deal
with several issue such as to familiar employee's with
changes. Major factor that existing workforce not accept
flexible diversity policy. So organisation engage them
through motivating to execute it effectively.
Variations Due to changes or modifications there are several changes are
monitor. Like change in behaviour of employee's and to
manage a bridge to overcome from variations.
To make a complaint- Employee's are engage at a huge level to complete their work effectively
in organisation. Therefore management provides rights on to superior to record complaints
against new diversity policy (Jansen, Otten and van der Zee, 2015).
To receive a complaint- For receive complaint officer or manager make an effective
communication system in all departments. This helps them to attain complaints regarding
organisational goals.
To investigate a complaint- The action or recommendation to complete their work is related with
organisation factor. For proper investigation upper and operational level management is
responsible to take actions.
Possible outcomes- In context of essential outcome management engage in all types of work to
complete it effectively. The possible results it increases their efficiency and effectiveness of
Australian hardware products.
Diversity strategy- This helps to implement all changes with more efficiency for providing
benefits to organisation at operational as well as functional level.

Action plan for implementation it in organisation
Objective Performance
Target
Actions Time-frame Target 2019
Positive relations
with stakeholders
To increase sales
revenue in
market. In order
to earn good
amount of profits.
Hardware are
almost needed by
all types of
organisation.
Marketing
department plays
an essential role
through
promoting goods
effectively.
Estimated time
for this project is
quarterly and
more as needed
by organisation.
Store manager,
supervisor and
marketing team is
responsible for
this.
Employee's
product and sale
training
To increase
employee's skills
and capabilities to
complete their
work.
Management of
organisation
provides training
to its employee's
by all methods. It
includes offline
and online both
methods to
enhance
employee's
performance.
Required time
period to provide
effective training
to employee's is
about 6 months.
HR and
Production
department are
responsible to
provide effective
training to
employee's.
Implementation
of policies.
To execute
policies in
organisation for
completing their
work according to
policies such as
There are several
actions
introduced by
organisation. Like
strictly implement
of rules in
Management
predicted time
period for this
action is a period
of 3 months.
Top management
and managers of
organisation are
responsible for
completion of this
work.

anti-
discrimination,
recruitment
policy etc.
organisation.
Another action
they introduced
policies in
different
departments for
completing their
work.
Review of diversity policy
After considering feedback from supplier, store manager and internal department of
Australian hardware management introduces some new ways to implement policy effectively in
organisation. Further to deal with this changes organisation starts to accept in a effective manner.
Reporting diversity progress
In present scenario it is essential to report and monitor all changes which are
implemented by management. For report them supervisor, manager and officers are responsible
to report it for upper of Australian hardware.
Review and reporting of action plan
First is to register their complain after this second measure is to investigate their
complain and last outcome is to develop positive outcome or alternative (Ragazzi, 2014). This
results Australian hardware easily accomplish their goals by selecting appropriate policy for
organisation to perform their operations.
Evaluation and review of strategy
The new policy is related with benefits of organisation. Therefore Australian hardware
need to deal with it by managing and organising changes to perform their work within minimum
time period. Further this new diversity policy is beneficial because it leads them to complete
their work with
Recommendation
 In last to achieve high success in market management need to treat all employee's at a
similar level. This results to solve various issue that reduces their performance
negatively.

 Another method to achieve objectives is related with organisational scenario which
undertakes stakeholders and their performance. To increase overall productivity it is
mandatory for Australian hardware to monitor performance of all persons.
 Management of Australian hardware should more emphasis on training of employee's.
For upcoming period skilled and potential employee's brings positive results for
organisation through utilising their skills and capabilities.
CONCLUSION
In the end by sum of all points it is concluded that diversity policy plays an important
role in organisation. This assist employee's to perform their roles and responsibilities effectively
in all departments. Policy such as remuneration, anti-discrimination etc. leads an organisation to
perform their operations in an effectual way. Along with this stakeholder also plays an essential
role in implementing new diversity policy in organisation through providing effective feedback
by executing diversify policies in its departments.