RGIT - BSBDIV501: Assessment on Managing Workplace Diversity

This assignment, completed for the BSB51915 Diploma of Leadership and Management, focuses on managing diversity in the workplace. It begins by outlining the objectives of anti-age discrimination legislation and explores various relevant acts, including those related to racial, sex, and disability discrimination, and equal opportunity and human rights. The assignment details the key features of each act as they relate to employment. It then delves into how an individual can address personal prejudices and demonstrate respect for others, offering practical examples. Furthermore, it examines how an employee can support a company in valuing and embracing diversity, and outlines both informal and formal procedures for resolving discrimination complaints. The assignment concludes with a review of legislation and policies, and explores the importance of teamwork and respect in the workplace, along with training topics related to decision-making, effective communication, and developing positive confidence.

Running head: WORKPLACE DIVERSITY
WORKPLACE DIVERSITY
Name of the Student
Name of the University
Author Note

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Task A
List and explain the objectives of anti-age discrimination legislation within a workplace.
The main aim of the anti age discrimination legislation in the workplaces is to protect the old
employees from receiving any discrimination regarding their age in the workplace. The
employees are known to face multiple discrimination in the workplace such as in the process of
recruitment, selection, workplace work and conditions and dismissal. The legislation also makes
it sure that the old employees are made aware of the rights they have and receive in the
workplace. According to the authors Bullock, Brestovanský & Lenč (2015) there are various
types of laws which have been laws issued regarding the anti age discrimination.
List the current legislation in relation to racial discrimination and outline the key features
as they relate to employment.
 Age discrimination Act 2004 - The Age discrimination Act 2004 was issued by the
Parliament of Australia which prohibits the age of discrimination in various types of
areas such as employment, education, accommodation in the provision of goods and
services. The exemptions which are provided in this case widely include religious
organizations, charitable organizations, and positive discrimination (Cobb 2017).
 Racial and religious tolerance Act 2001 - The Racial and religious tolerance Act 2001was
passed by the Parliament of Victoria, Australia. The act does not tolerates any kind of
incite hatred, serious contempt, serious ridicule to a person who is working in the same

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organization just because of the race, skin color or the religion they belong to (Cotter
2016).
 Racial Discrimination Act 1975 - – The act was passed by the Australian Human Rights
Constitution in the year 1975 by the president after investigating the problems which
were occurring in the country (De Schutter 2019).
Outline the key features of the Disability Discrimination Act 1992 as they relate to
employment and explain where you can access this information.
The features which are offered by the Disability Discrimination Act 1992 are given below:
 Employment – Getting a certain job which the disabled person will be able to do easily,
training them and following the promotion in the job (Schipani, Milliken & Kneeland
2018).
 Education – The disabled person should get proper type of education where the person
should be well educated about the job roles in public and as well as college or university.
 Accommodation – The disabled person should be able to accommodate easily in any
place where they are staying. This might be a house or a unit (Triana, Jayasinghe &
Pieper 2015).
 Accessing the public places – the disabled person should be able to access the public
properties very easily and without any ease. They should be led to use the medium of
transport facilities that are available (Ford, Pickvance & Sawney 2018).

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List the current legislation in relation to sex discrimination and outline the
key features as they relate to employment.
 Equality act 2010 describes that the person cannot be discriminated under the act no
matter which sex the person belongs to, or if the other person thinks of the other sex.
According to the act those person who are in love with the same sex are protected
(Engstrom 2018).
 Sex Discrimination Act 1984 is an act which was released by the parliament of Australia
which prohibits the discrimination on the basis of sex, marital relationship status or the
actual or potential pregnancy, sexual orientation or gender biasness is an offence under
the law.
 Equal Pay Act 2017 states that the act will be protecting the men and women who are
known to perform the equal amount of work under the same umbrella can perform the
work under equal work effort from the wage discrimination based on sex.
List the current legislation in relation to equal opportunity and outline the key
features as they relate to employment.
 Equal Opportunity Act 2017 defines that people should get equal opportunity regardless
of the religion, sex, color and national origin. It also includes the employees, job
applicants, and contractors thus aiming to help the people who are associated with these
things(Mishra & Mishra 2015).
 The law discriminates the characteristics which are falling under the personal
characteristics of Equal Opportunity Act 1965.

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 Equal Employment Opportunity Act states the commitment of employer in order to
minimize the various forms of harassment which are received by the employees from
different areas in the workplace. The act was issued by the commissioner helped the
government in reducing it.
List the current legislation in relation to human rights and outline the key
features as they relate to employment.
Human Right Law 2016 defines the basic rights and laws which are related with the rights and
freedom to which the human beings are entitled. The things which are included are civil and
political rights, the right to property, right to life and liberty. The human rights are completely
distinct from that of the civil laws (Mueller, Ouimet & Simintzi 2017). The human right laws are
the freedom established laws which are thus established by the particular states which are applied
by that state or the country. International human right laws are those which protects the human
rights assigned to the people by the court (Dennissen, Benschop & van den Brink 2018).
Referring to the legislation you have researched in the previous six questions,
explain how you can address your own prejudices and demonstrate respect
for others who may be different to yourself. Give at least two examples.
 I will treat the people with kindness, courtesy, kindness and politeness. I will speak to
them if they are found facing any kind of problem with company(Yearby 2019).
 I will try to listen to them clearly and listen to the problem statement. After listening to
them clearly I will express my viewpoint and solve the problem.

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 Non on should criticize a person based on the body language, the tone of the voice which
they are speaking.
Explain how you, as an employee, will support the company you work for
(now or in the future) to value and embrace diversity.
 I will focus on the strengths and appreciate challenges by helping other members to bring
in the drivers of change(Schrader & Nazarov 2016).
 I will appreciate the difference of the other employees which will develop creativity in
workplace.
Outline an informal procedure you could follow to quickly and satisfactorily
resolve a complaint of discrimination in the workplace to avoid it escalating.
1. Keeping an open mindedness
2. Will not discriminate the older workers of the company.
3. Should be careful when speaking to the employees
4. Responding qui to the discrimination
Outline a formal procedure a company should follow in the case of a serious
or escalated complaint relating to diversity.
 Informal action plan in determining the problem of the employee which he or she is
facing(Noe, Gerhart & Wrightv 2017). The problem should be sorted out informally with
the top managements and the employee.

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 Investigation should be carried out by the company if it is found that the victim or the
person has been criticized by the other person.
 Grievance meeting should be carried out to hold a proper meeting with the employee and
the investigator.
Task B
Task one
The company should be able to upgrade the laws and policies according to the government and
business policies which are underlined. The policies should be well defined by them to benefit
the employees.
Task two
There is a lack of team work and resoect among the employees. . The conflicts are treated in a
very transparent process which is very much open to the BizOps employees. Also the employee
does not enjoy the right t create any dispute in the workplace. If the employee is creating any
dispute in the place then the employer should take proper care of the person. The company
should make general attempt when disputing any disuse or issue.
Task three
The task description is an internal document which clearly sates that there is a person required in
the IT team. The person should have a sound knowledge in the computer work, and doing the
practical works of company.

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Task four
Training Topic Training
Provider (e.g.
Internal HR,
external training
company)
Location
e.g. onsite, external
venue)
Duration of
Training (e.g.
hours, days)
Method of
training (e.g.
online,
workshop,
reading
material)
Decision making Top management Onsite 2 days Online workshop
Effectively
Communications
HR Onsite 1 week Reading materials
Developing
positive
confidence
HR Onsite 6 days Reading materials
Task five
Task six

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References
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Youth Work The Principles and Approaches.
Cobb, E. P. (2017). Workplace bullying and harassment: New developments in international law.
Routledge.
Cotter, A. M. M. (2016). Class act: an international legal perspective on class discrimination.
Routledge.
De Schutter, O. (2019). International human rights law. Cambridge University Press.
Dennissen, M., Benschop, Y., & van den Brink, M. (2018). Diversity networks: networking for
equality?. British Journal of Management.
Dworkin, T. M., Schipani, C. A., Milliken, F. J., & Kneeland, M. K. (2018). Assessing the
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Engstrom, D. F. (2018). Not Merely There to Help the Men: Equal Pay Laws, Collective Rights,
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Mishra, B., & Mishra, J. (2015). Discrimination in the Workplace. Journal of Higher Education
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