BSBDIV501: Restaurant Diversity Policy Project - Assessment 2

This project focuses on a workplace diversity policy, beginning with an introduction defining diversity and its importance in the workplace. It describes the benefits of diversity, such as fostering respect, encouraging diverse perspectives, and enhancing decision-making. The project outlines the purpose of a diversity policy, emphasizing the prevention of discrimination and guidance on reporting procedures. It covers legislative requirements, including the Privacy Act, Equal Opportunity Act, and others, as well as addressing harassment and complaint procedures. The project details formal and informal reporting methods and discusses the handling of complaints. The conclusion emphasizes adherence to the revised policies, and the bibliography lists the sources used, including government and commission websites.

Workplace Diversity Policy

Introduction: What is Diversity?
• ‘Diversity’ implies differences which distingui
individuals and make them unique from each
other.
• These include nationality, ethnicity, culture,
race, religion, gender, sexuality, social status,
economic capabilities as well as ideas, opinion
and preferences.

Workplace Diversity: Description
• Diversity across the workplace implies the
recruitment and inclusion of workers and sta
with a variety of characteristics and differenc
• Diversity at the workplace instills a culture o
acceptance and inclusiveness where diverse s
work harmoniously with each other without
discriminating anyone’s differences.

Importance of Diversity
• Promotes a culture of mutual respect,
understanding, empathy and acceptability acr
all staff of the organization.
• Allow groups to feel empowered, dignified an
the opportunity to work in work environment
which is safe and allows for personal and
professional growth.

Benefits of Diversity
• Allows for the discussion of range of diverse
perspectives, opinions and ideas which can be
implemented in future organizational objective
• Results in increased emergence of creative id
by staff.
• Results in enhanced decision-making, faster r
of solving problems and increased rates of
innovation.
• Increases competitive advantage over rivals.

Purpose of a Diversity Policy
• To promote harmony and prevent any form of
discrimination among staff across aspects of a
gender, ethnicity, race, culture, ability, socio-
economic background, educational status and
religion.
• Guiding staff on WHS Code of Conduct and
procedures of reporting and complaint filing t
be followed if issues related to discrimination
and harassment arise.

Summary of Changes
• Code of conduct which staff must follow and t
appropriate federal and state legislative
requirements with respect to prevention of
discrimination.
• Formal and informal procedures to be followe
in case of filing complaints and reporting agai
any incidence of discrimination.
• Duty of Care obligations and compensation fo
staff who have been victims of discrimination
and harassment

Legislative Requirements
• Privacy Act 1988
• Public Service Act 1999
• Racial Discrimination Act 1984
• Equal Opportunity Act 2010
• Fair Work Act 2009
• Human Rights and Equal Opportunity Commission Ac
1986
• Sex Discrimination Act 1992
• Duty of Care 2004
• Disability Discrimination Act 1992
• Occupational Health and Safety Act 2004 by the
Victorian Government.

Harassment at the Workplace
• Harassment implies threatening, disrespectfu
belittling and abusive behavior towards a fello
worker or a group of workers on grounds of
gender, culture, race, ethnicity and religion.
• Covered by the Occupational Health and Safe
Act 2004 by the Victorian Government and
federally by the Sex Discrimination Act (2002
and the Workplace Gender Equality Act (2002

Procedures for Reporting
• Report formally using the organization’s
complaint report form
• Informally by requesting for a meeting with t
human resources manager, organizational
management or the Head of the worker’s
respective department.

Harassment and Complaints
• Formal complaints will be evaluated by the W
representative, organizational management,
department head as well as the human resour
department.
• Non-formal strategies of addressing the
harassment will also be available to the
complainant, such as debriefing sessions,
allowance for leave and counseling referrals.

Conclusion
• Employees are expected to adhere to the revis
workplace diversity policies, the absence of
which can result in a violation of WHS
principles.
• For any suggestions, feedback or questions,
employees are welcome to submit their ideas t
the feedback box or communicate to the staff
redressal section at the back of house
departments of the organization.