BSBDIV601: Diversity Policy & Procedures Report for Aus Accountancy

This report outlines the development of a diversity policy and procedures for Aus Accountancy, a firm with 25 employees. It addresses the current weak diversity policies and proposes replacements to support a diverse workforce. The report emphasizes the importance of diversity training, organizational culture, and recruitment from diverse backgrounds. It highlights the benefits of diversity, including reduced employee turnover and improved knowledge sharing. The report includes facts and figures on Australia's diverse society, focusing on Indigenous Australians, overseas-born individuals, various religions, age categories, and people with disabilities. It outlines planned diversity actions to reduce discrimination, minimize harassment, and reduce gender inequality, including policy execution, training, and flexible working arrangements. The intended outcome is to create a comfortable and valued environment for employees, fostering innovative solutions and improving business performance. Desklib offers a wealth of resources, including past papers and solved assignments, to aid students in their academic pursuits.

Diversity

Introduction
The purpose of the report is to develop the diversity policy and
procedures of Aus Accountancy organisation. Aus Accountancy
firm consists of 25 staff including all the senior management staff
and administration staff. Currently the diversity policy and
procedure of the company is very weak. The existing policies will
be replaced by supporting diverse workforce in the organisation.

Diversity within the Business
Environment
Diversity in the workplace can exists by considering diversity
training, giving more attention to the organisational culture,
recruiting the human resources from different geographical
region, recruiting from different background in terms of gender,
religion, culture and beliefs. Maintaining the diversity in the
workplace by giving equal chance to all the employees to get a
retention support, diversity in each and every managerial level.

Benefits of Diversity
Diversity is important for the society because, it helps to
understand each other’s cultures, values, beliefs and
traditions of the businesses. Diversity is also important in the
workplace to reduce the employee turnover rate. Employee
will feel more valued and accepted in the company and will
be able to share their knowledge and ideas.

Diversity Facts and Figures
Australia’s diverse society includes;
 Indigenous Australians from Torres Strait Island of Australia and
people from other Islands of Australia.
 People born outside the country but have their residence in the
country.
 Diverse religion of Christianity, Muslims, Hindus, Buddhists, Jews and
Sikhism.
 People of various age categories consisting of middle age, young
age, child age and old age population.
 People with various types of disabilities including handicapped,
visual disabilities, hearing impairment, mental illness, low vision,
depression & anxiety and other physical disorder.

Facts and Figures on Gender
Diversity
Seni
or
Mana
ger
Manager
Entry Level
Male- 80%
Female- 20%
Male- 60%
Female-40%
Male-35%
Female- 65%

Intended Outcome of Policy
 The diversity policy will allow the employees to be comfortable and valued
in the firm.
 Employees will be free to express their ideas and opinions to the business
solution.
 Diverse culture will provide innovative solutions to the business problems.
 Improves employee engagement and business performance.

Outline of New Diversity Policy
Equal opportunity policy
The organisation will be enhanced with diverse
work force providing equal treatment to each
and every member of the firm and free from
employee discrimination and sexual harassment.

Planned Diversity Actions
1. To reduce discrimination :
Executing policy in the firm
Training the workforce about discrimination.
Hiring the best candidates based on job requirements.
Treating all the employees same.
2. To minimise harassment :
Executing a policy related to misconduct harassment.
Training session addressing the issue.
Investigating the complaints.
Enhancing best practices in HRD.
3. To reduce gender inequality :
Supporting women employees in senior role.
Regular review of the salary for parity.
Training of employees.
Providing a flexible working time and leave.

Thank You