BSBDIV601: Develop Diversity Policy Project, Aus Accountancy

This project, developed for Australian Smart College's BSBDIV601 course, focuses on creating and implementing a diversity policy for Aus Accountancy. The project includes a meeting agenda, a comprehensive briefing report analyzing the current state of diversity within the company, existing practices, diversity facts and figures, and the impacts of diversity. It also includes a diversity action plan outlining objectives, performance measures, and strategies for achieving diversity goals, along with a questionnaire to assess employee perceptions. The project incorporates legal requirements and policies related to equal opportunity, sexual harassment, and diversity hiring, along with a case study. The project culminates in a presentation and review, demonstrating the student's understanding of diversity policy development and implementation within a business context. The project aims to improve diversity in the workplace and ensure equal opportunity for all employees.

Running Head: DIVERSITY POLICY
DIVERSITY POLICY
Name of the Student
Name of the University
Author Note

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Assessment Task 1:
1. Meeting with CEO
Meeting Agenda
15th February
2:00 pm
Bankstown Office
Meeting called
by: General Manager Type of meeting:Formal Meeting
Facilitator: Leon Juliet (Facilitator) Note taker:Personal Assistant
Timekeeper: Ali Juan
Attendees: 8
Please read: All the members must be present within the scheduled time.
Please bring: Copies of presentation and laptop
Presenter Topic Time allocated
General Manager Introduction of the meeting 5 minutes
Chief Executive Officer Overview of the planning 5 minutes
Human resource Discussion on polices,
compensation plans, team
update and new hires of the
employees.
20 minutes

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Senior Manager What is working and not
working, desired outcome
on company performance
and change in strategy.
20 minutes
General Manager New strategies and changes
in the diversity policies and
procedures and the resources
required to fulfil the process.
20 minutes
Chief Executive Officer Final overview of the
discussion
10 minutes
General Manager Conclusion and outcome 10 minutes
Observers: Few senior employees
Resources: Books, notepads, pens, screens, microphone, whiteboard and laser pointers.
Special notes: New policies and procedures in implemented in the business culture.
Meeting Time:
Meeting Information

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Objective: [To implement new diversity policy & procedure]
Date: 15th February 2020 Location: [Bankstown office]
Time: 10:00 am Meeting Type: [Formal]
Called By: [General Manager] Facilitator: [Leon Juliet]
Timekeeper: [Ali Juan] Note Taker: [Laurie Stews]
Submitted by: [Mort Bark ] Approved by: [Frankie Brew ]
Attendees: [Frankie brew, Leon Juliet, Ali Juan, Phillips Joe, Mary Joule, Jog
Breton, Nary Blastula, Koll Stint]
Agenda Items Presenter
Time
Allotted
1
Introduction of the meeting General
Manager
5 minutes
2
Overview of the planning Chief Executive
Officer
20 minutes
3
Discussion on polices, compensation plans, team
update and new hires of the employees.
Human
Resource
20 minutes

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4
What is working and not working, desired
outcome on company performance and change in
strategy.
Senior Manager 20 minutes
5. New strategies and changes in the diversity
policies and procedures and the resources
required to fulfil the process.
General
Manager
20 minutes
Decisions
1
The legal requirements will be implemented
2 Policies on discrimination will be added
3 Performance indicators will be implemented
2. Briefing Report
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.
Existing Practices

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The organisation has diverse range of employees starting from senior management to
administration staffs. The company has diversity in work styles as compared to other
organisational policies. Other organisational policies in diversity is related to workforce
diversity in terms of cultures, genders, perspectives and knowledge.
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.
Diversity in Business
 Diversity in business leads to better decision-making. Diverse workforce in an
organisation come together with innovative solutions to the business related problems.
This will help the management in better decision-making. Diversity in culture will
create employees and the workforce to think in a different ways to analyse the
problem.
 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,

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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.
Impacts 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 in Australia have contributed people of different cultures & lifestyles form
different indigenous population and immigrants from different countries. This has
raised into diverse range in cultural diversity helped the Australian companies to
maintain a positive relation with the multinational companies. Staffs from diverse
migrant workers were able to make a positive connections with these organisations.
This helped the Australian companies to maintain the efficiency of knowledge,
labour, goods & services and improve the business performance.
 Diversity in the workplace have different beliefs, values and cultures. This enables the
workforce in contributing different ideas and sharing their views. This helps the
management in making innovative solutions and better decision-making process.
Diversity theory
The theory of diversity tells that, people from multiple perspective of different
cultures will result in creating a better problem solving methods and helps in making
innovations. Diversity contributes to various business advantages like increases the
productivity, creation of employee engagement, variety of skills, increase the profits, enhance
creativity and improves business performance.

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Benchmarks and other measurement indicators
Performance indicators can be used to assess the impact of diversity policy in the
businesses. Sustainability indicators like SPIs indicators to measure the performance of the
company. Sustainability indicators is related to economics, culture, ecology and politics
constraints of the business. Proper indicator systems helps in efficient decision-making. The
complexities in policies related to diversity, diverse indicators are used for planning and
implementing the policies.
Example diversity policies and procedures
 Sexual harassment policy- This type of diversity policy is addressed for controlling
the sexual misconduct in the work place.
 Equal Opportunity and Affirmative policy- This policy is implemented in the areas
where the employees face discrimination in terms of gender, age, marital status,
religion, impairment and other characteristics in the workplace.
 Diversity hiring policy- This policy is used by the recruiters to diversify their methods
of recruiting the employees in order to attract more candidates for the job profile and
enhance the business performance.
Legal requirements in relation to workplace diversity
 Equality act 2010- This acts is established to create a discrimination law and protect
from unfair treatment in the society.
 Disability Discrimination act- This law was passed to reduce the discrimination
against the people suffering from disabilities in the work place, society, educations
and other contexts.
 Sex discrimination act 1975- This law was passed to protect the men and women
from the discrimination on the basis of sex and marital basis.

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 Gender recognition act- This law was passed for the people who are bisexual and
have the right to work in the workplace. This law was passed to change their legal
gender in the society.
 Equality Pay act 1970- This law was passed to prevent from discrimination
regarding providing favourable treatments in terms of employ payment and
conditions of men and women in the work place (Taylor, 2018).
Reasonable adjustment
Reasonable adjustment is the change in the work place that allow people suffering
from physical and mental illness to safely work in the organisation and improving the
productivity.
 Allowing the person with disability to apply for the job and participate in the
recruitment process of the job.
 Allowing the person with physical disabilities to have flexible work hours in the
work place.
 Providing efficient software for the employees having visible disabilities in the work
place.
Example diversity actions to inform action plan
 Measure the diversity in the organisation through key performance indicators. It helps
to improve the diversity.
 Recruiting the employees from different geographic location in order to reach the
potential candidates from all the location.
 Focusing on the organisational culture in making policies and procedures that ends up
dividing the diverse range of employees.

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 Implementing diverse training programs to create a welcoming environment for the
employees.
 Providing flexible work schedule caring their personal life and professional life.
3.
Dear Chief Executive Officer,
I, general manager of Aus Accountancy has developed the above policies and
procedures to initiate a better diversify environment in the work place. The diversify report
talks about the impacts of diversity in business and various policies and procedures that is
required to maintain the diversity in the firm. It also contains the important legislative
requirements that must be understood before implementing the diversity action in the firm.
Kindly, grant the above requirement and allow us to take further proceed with the
project.
Thanking you,
General Manager
Aus Accountancy
4. 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.
5. Diversity Action Plan
Current: (14th February 2020)
Issues Comments
Discrimination Eliminating the problems of male gender

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Harassment Mental harassment to the employees from lower caste
Cultural difference More support to the employee from same culture and eliminating
different culture
Gender inequality Managerial position is given only to male employees
Communication Problem in communicating having different language
Generation Gaps The older generation is not able to adjust in the digital environment
Future: (2022-2030)
No. Objectives Measures of Performance
1 To reduce discrimination Disparity studies
2 To minimise harassment Reviewing the records of the company
3 To reduce gender inequality Gender Equity Index
Strategy for achieving objectives
Strategies Step by step plan Due Date Name
Reduce
discrimination
a. Executing policy in the
firm
b. Training the workforce
about discrimination.
c. Hiring the best candidates
16th February Employers

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based on job requirements.
d. Treating all the employees
same.
Minimise
harassment
a. Executing a policy related
to misconduct harassment.
b. Training session
addressing the issue.
c. Investigating the
complaints.
d. Enhancing best practices in
HRD.
25th February Human
Resource
(HR)
Reduce gender
inequality
a. Supporting women
employees in senior role.
b. Regular review of the
salary for parity.
c. Training of employees.
d. Providing a flexible
working time and leave.
5th March Human
resource( HR)
6.
Questionnaire Strongly
Disagree
Somewhat
Disagree
Neutral Somewhat
Agree
Strongly
Agree
1. Firm is
providing a
strong