BSBDIV601: Diversity Policy and Procedures Briefing Report, Australia

This report provides a detailed analysis of the diversity policy of Aus Accounting Company, focusing on its procedures and outlining a comprehensive diversity action plan. The report examines the impacts of workplace diversity, emphasizing mutual respect and the mitigation of discrimination. It also establishes benchmarks and measurement indicators, including metrics for minority representation, employee satisfaction, and grievance reduction. The report further explores various diversity actions, such as recruitment strategies, training programs, and organizational culture considerations. It addresses key objectives related to acceptance, accommodation of beliefs, and ethnic/cultural differences within the workplace. This document also includes a questionnaire to assess the effectiveness of the current diversity initiatives, offering a practical guide for organizations seeking to develop and implement effective diversity policies. The goal is to promote equality, diversity, and inclusion, while also addressing legal requirements and best practices.

Diversity policy and procedures briefing report
, Action Plan and Questionnaire
Aus Australia

Introduction
• The purpose of this report is to analyse the
diversity policy of the Aus Accounting
Company and the diversity procedure and
thereby discuss and describe procedures for
the organisational change procedure.

Impacts of Diversity
• Workplace diversity fosters mutual respect among
employees. Whether employees work in groups or teams
comprised of co-workers with varied work styles,
disabilities or who represent different cultures or
generations, a synergistic work environment becomes
the norm.
• Many members of the workforce have been marginalized
due to racism, ageism and discrimination against people
with disabilities. Not only is this discrimination unethical
and illegal, it also has serious economic consequences.

Benchmarks and other measurement indicators
• It is estimated that overall productivity is reduced by about
2% as a result of psychological violence alone.
• Signs of negative financial and productivity implications are
increasingly common, with higher absenteeism rates, ill
health and early retirement, high staff turnover and
increased insurance premiums.
• Cost estimates reveal considerable financial gains in
reducing workplace violence.
• Evidence shows that both physical and psychological
violence have serious implications for health and well-
being.

Quick List of Possible Metrics
• Percentage of minorities, EEO targets
• Increase in minority representation
• Increased representation of minorities at different levels of firm
• Employee satisfaction surveys
• Better relationships among diverse staff members;
• Fewer discrimination grievances and complaints;
• Fewer findings of discrimination by adjudicators and
government agencies;
• Improved labor relations;
• Reduction of noose, graffiti, and hate incidents;

Legal requirements in relation to workplace diversity.
• The Fair Work Ombudsman also provides education and assistance
for employees and employers on preventing discrimination in
the workplace. The Law Council’s Diversity Policy provides the
framework by which the Law Council actively manages and
encourages diversity across the organisation.
• The Diversity Policy was created to promote equality, diversity and
inclusion within the Law Council for those of all ages, colours, race,
ethnic or national origins, sexual orientation, marital and parental
status, physical impairment, disability and religious beliefs.
• Organisations wishing to establish a diversity policy are invited to
use the ideas contained in this Policy and modify them to suit the
individual character of the organisation.

Example diversity actions to inform action plan.
• Measure it.
• Remember that diversity is about more than
race
• Recruit over a broader geographic area
• Focus on retention
• Pay attention to organizational culture
• Consider providing diversity training

Diversity Action Plan
• Acceptance and Respect: There is a lack of acceptance of the
diverse culture and beliefs among employees, conflicts may arise.
Sometimes, this conflict turns to animosity and may even
effectuate situations of violence.
• Accommodation of Beliefs: Diversity in cultural, spiritual, and
political beliefs can sometimes pose a challenge in a diverse
workplace. Employees need to be reminded that they shouldn’t
impose their beliefs on others to prevent spats and disputes.
• Ethnic and Cultural Differences: Sadly, issues from ethnic and
cultural differences are still present in the workplace. There are
still some individuals who hold prejudice against people who have
different ethnic, cultural, and religious backgrounds as their own.

Objectives
• Recruitment
• Training
• External Diversity

Strategic Goals
• Take a quick look at the people your organization hires and who it’s
turning away. Most importantly, examine the type of employee it
seeks. Who you enlist (your “ideal” employee) says a lot about how
your organization can improve its diversity outlook.
• Assess the time and effort you put into workplace diversity training
and the participation levels of current team members. As an
organization, are you transparent about your diversity goals? Do you
invest in training related to diversity so every level of your
organization understands these goals?
• Do the math. Are advancement opportunities ready for persons of
differing professional and educational backgrounds, etc.? If your
organization tends to transition a specific “type” of employee more
than others, you might be missing out.