BSBDIV601 - Diversity Policy: Development and Implementation Plan

This document presents a solved assignment for BSBDIV601: Develop and implement diversity policy, likely completed as part of a course at Enhance College of Technology. The solution includes various activities covering key aspects of diversity policy development, such as analyzing existing workplace practices, identifying the benefits of diversity in relation to business objectives, consulting with stakeholders, and reviewing diversity policies from similar organizations. The assignment also addresses the drafting of a diversity policy, the development of action plans for implementation, and the skills and knowledge required for effective diversity management. The activities cover areas like expertise, interpersonal styles, language, physical differences, and thinking styles. The document also includes candidate details, assessment information, and a competency record.

BSBDIV601
Develop and implement
diversity policy
Learner Workbook
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Table of Contents
Table of
Contents ......................................................................................................................... 2
Candidate
Details ......................................................................................................................... 3
Assessment – BSBDIV601: Develop and implement diversity
policy .............................................. 3
Competency Record to be completed by
Assessor ........................................................................ 4
Observation/
Demonstration ........................................................................................................ 5
Activities .....................................................................................................................................
6
Activity
1.1.1 ................................................................................................................................... 6
Activity 1.2.1 ...................................................................................................................................
7 Activity
1.3.1 ................................................................................................................................... 8
Activity 1.4.1 ...................................................................................................................................
9
Activity
2.1.1 ................................................................................................................................. 10
Activity 2.2.1 –
2.3.1 ...................................................................................................................... 13
Activity
2.4.1 ................................................................................................................................. 14
Activity
2.5.1 ................................................................................................................................. 15
Activity 3.1.1 .................................................................................................................................
16 Activity
3.2.1 ................................................................................................................................. 17
Activity 3.3.1 .................................................................................................................................
18 Activity
3.4.1 ................................................................................................................................. 19
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Activity 3.5.1 .................................................................................................................................
21
Activity 4.1.1 –
4.4.1 ...................................................................................................................... 22
Skills and Knowledge
Activity ........................................................................................................ 23
Major
Activity ................................................................................................................................
24
Candidate Details
Assessment – BSBDIV601: Develop and implement diversity policy
Please complete the following activities and hand in to your trainer for marking. This forms
part of your assessment for BSBDIV601: Develop and implement diversity policy.
Name: _____________________________________________________________
Address: _____________________________________________________________
_____________________________________________________________
Email: _____________________________________________________________
Declaration
I declare that no part of this assessment has been copied from another person’s work with the
exception of where I have listed or referenced documents or work and that no part of this
assessment has been written for me by another person.
Signed: ____________________________________________________________
Date: ____________________________________________________________
If activities have been completed as part of a small group or in pairs, details of the
learners involved should be provided below:
This activity workbook has been completed by the following persons and we acknowledge
that it was a fair team effort where everyone contributed equally to the work completed. We
declare that no part of this assessment has been copied from another person’s work with the
exception of where we have listed or referenced documents or work and that no part of this
assessment has been written for us by another person.
Learner
1:
____________________________________________________________
Signed: ____________________________________________________________
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Learner
2: ____________________________________________________________
Signed: ____________________________________________________________
Learner
3: ____________________________________________________________
Signed: ____________________________________________________________
Competency Record to be completed by Assessor
Learner Name: _______________________________________________________
Date of Assessment: _______________________________________________________
The learner has been assessed as competent in the elements and performance criteria and the
evidence has been presented as:
Assessor Initials
Authentic
Valid
Reliable
Current
Sufficient
Learner is deemed: COMPETENT NOT YET COMPETENT (Please circle)
If not yet competent, date for re-assessment: ____________________________________
Comments from Trainer/Assessor:
____________________________________________________________________________
______
____________________________________________________________________________
______
____________________________________________________________________________
______
____________________________________________________________________________
______
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____________________________________________________________________________
______
Assessor Signature: ________________________________________________________
Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements through
observations or demonstrations. Your instructor will have a list of demonstrations you must
complete or tasks to be observed. The observations and demonstrations will be completed as
well as the activities found in this workbook. An explanation of demonstrations and
observations:
Demonstration is off-the-job
A demonstration will require:
➢ Performing a skill or task that is asked of you
➢ Undertaking a simulation exercise
Observation is on-the-job
The observation will usually require:
➢ Performing a work based skill or task
➢ Interaction with colleagues and/or customers
Your instructor will inform you of which one of the above they would like you to do. The
demonstration/observation will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an observation or
demonstration. Your instructor will ensure you are provided with the correct equipment
and/or materials to complete the task. They will also inform you of how long you have to
complete the task.
You should be able to demonstrate you can:
1. Research diversity
2. Draft policy and plan for implementation
3. Implement diversity policy
4. Review diversity policy
You should also demonstrate the following skills:
➢ Reading
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➢ Writing
➢ Oral communication
➢ Navigate the world of work
➢ Interact with others
➢ Get the work done
Activities
Activity 1.1.1
Estimated
Time
30 Minutes
Objective To provide you with an opportunity to analyse existing practices and
information in relation to diversity.
Activity Complete the following individually or in a group (as applicable to the
specific activity and the assessment environment):
Describe existing practices and information from a workplace
perspective in relation to diversity as it applies to the following
example areas:
Areas Comments
Expertise, experience and
working styles
The recognition that the unique
differences of employees are not
just job skills but the personality,
character and nature of an
individual. Bearing the
understanding that every employee
has his/her own differences in
terms of thought, talk, and
perception along with other
ingrained and learnt tendencies.
The differences influence the
manner of interaction and working.
Attraction of people from all kinds
of backgrounds. Organizations do
not discriminate on certain
diversity backgrounds but welcome
all the diverse cultures and
backgrounds. The purpose is that
mixed diversity creates more
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effectiveness in the workplace
because employees bring with
them unique perspectives. The
attraction of different diversity in
the workplace also leads to
exposing of the organization to
different and wider scopes and
niches. The representation of
diversity in the composition of
employees also gives an
organization an attractive and
positive perception in the
consumers’ thoughts. Consumers
from different diverse cultures ad
countries will always feel that they
are well represented.
The recognition of the fact that
having attitudes towards individual
employees may create effect on all
employees. Organizations are like
a community and therefore, a
negative or positive attitude
towards an individual employee
will cause a ripple effect that will
affect all the other employees.
Diversity in the workplace also
entails the creation of an
environment for everyone to thrive
and succeed. For everybody to
develop their individual skills and
careers, organizations must create a
social, cultural, political and
economic environment where
everybody gets a chance to thrive
and build themselves. For example,
a democratic workplace
environment will enable employees
to build their confidence and feel
that they are the central part of the
organization. Therefore, all the
employees will be eager to
contribute to the development of
the organization to the extent of
going extra miles for the
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achievement of that.
Special interests
Organizations recognize people
with special interests through the
placement of appropriate state
legislation acts that protect the
interests of the special groups. For
example, the Australian Human
Rights Commission Act. The Act
promote the rights of people with
special interests like the youth. The
role of the Act is to promote and
protect human rights in Australia.
It does that through the following
ways; human rights and
discrimination complaints,
education and public awareness,
legislative and policy development
and complaints of human rights at
the United Nations and in the
Australian courts.
Interpersonal style Organizations appreciate the
different interpersonal styles of
individuals in the workplace.
However, for a unified workplace
culture, employees are normally
trained on a common
organizational culture of
interpersonal communication. New
employees from diverse cultures
are absorbed and with time, they
get wind of the organizational
culture in terms of interaction with
other employees on the workplace.
Different cultures have different
interpersonal styles in terms of
communication and relationship.
Therefore, for a harmonious and
uniform working environment, it
will be important to develop an
organizational culture of
interaction and communication that
will ensure no confusion looms in
the organizational relationships.
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However, organizations do not
completely take away the
individuals’ unique cultures and
interaction styles as that is also a
resource to the company. For
instance, clients from different
cultures can identify with the
unique interpersonal styles of
employees in an organization.
Therefore, organizations develop a
common interpersonal style for use
within the organization but
promote the diverse interpersonal
styles for use outside the
organization while dealing with
clients and customers.
Language, literacy and numeracy In most organizations, language,
literacy and numeracy is normally
a no compromise area because of
the effect on the organizational
performance. In as much as diverse
groups are encouraged in
organizations, it is uncalled for, for
organizations to place people with
very low literacy levels in the top
management just to have a
representation of a certain group.
Although that may happen once in
a while for special purposes, the
practices is very rare and a
sensitive one.
Physical differences The Australian organizations have
a good system of accommodation
for employees with physical
differences. That is through the
Disability Discrimination Act
provision. Through this, Act,
employees in different
organizations in Australia are
protected from any discriminatory
acts on the grounds of disability.
The Disability Discrimination Act
provide protection for people with
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disability that can be any of the
following ways; an employer
refuses to give a job opportunity to
a person because the person has
personal connection with persons
with disability. The relationship
maybe friendship, relatives, co-
workers and careers and
discrimination may occur because
the person may need time to care
for the person with disability. A
person may also be discriminated
on because he/she is a carer of a
person with disability, a worker
may be hassled about in the
process of working with a disabled
person.
Thinking and learning styles Most organizations have different
thinking and learning styles to
accommodate the diverse groups in
the workplace. Individuals from
different backgrounds have
different ways of learning and
thinking. Organizations in
Australia have a common way of
training employees. Most of them
have the same style of employee
training. They do not tailor make
the trainings to meet the needs of
the diverse groups in the
workplace.
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Activity
1.2.1
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to identify potential benefits of
diversity and analyse in relation to business objectives.
Activity Complete the following individually or in a group (as applicable to the
specific activity and the assessment environment):
As directed by the instructor, answer the following:
What is meant by managing diversity in relation to business
objectives?
Diversity management entails the creation of clear practices and rights.
Beyond the legal framework, organizations must create and train
employees on the clear rights and practices to be practiced. It is not
enough to develop the
Rules and practices to be adhered to, by employees. It will also be
important to develop the right culture and sphere, where employees could
easily learn and practice or exercise the rights. For example, stamping the
rules in every
Corner of the organization may as well aggravate the malpractices that the
rules are against. As opposed to that, employees will follow practices
better, when organizations develop a culture around those practices. For
instance,
The management may demonstrate the respect of diverse groups through
the practice of recognition of special interest groups as an important part
of the organization. It could also train employees on the best ways of
leveraging diversity to gain a competitive advantage for the company.
Therefore, the creation of clear practices and rights for the diverse groups
goes beyond write downs and is basically the development of cultures that
make employees naturally understand, appreciate and practice those
rights. Another way of management diversity in the workplace is through
addressing of harassment practices by clients and colleagues.
Organizations must ensure that they kill or exterminate the culture of
employee harassment on the basis of diversity. That can be done by
putting in place disciplinary measures that address the cases of
harassment. The management should form the channels for posting
complaints of harassment and any proof of harassment should be dealt
with by punishing the offender or offenders. Another way of addressing
the cases of harassment in the workplace is through the development of
practices that make harassment undesirable. For example, management
could decide to put the extreme cases of diversity such as people living
with disability at high level of regard in the organization. In that manner,
the major organizational powers and management holds the diverse
groups in high regard thus making it hard for the rest of the employees to
harass them because of the fear of management. If the management
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Activity
disrespects the people with diversity nature, it will be easier for the rest of
employees to disrespect the diverse groups. On the other hand, when the
management holds employees of diverse in nature in respect and
recognition, the rest of the employees will borrow that culture. Another
way of better managing diversity is through the creation of the
commitment to lead the best practices. The management must be very
committed in leading the best practices for addressing the needs of
diversity in the organization. That commitment will be evident through the
sacrifice of resources. Management should not just lead the diversity
management practices through the publication of goals and rules must also
sacrifice resources and develop effective strategies for best practices. It
should also follow up on the strategies laid and ensure that they are
implemented and tested for proper effectiveness and efficiency.
What are some workplace principles of diversity that may be
implemented in a vision, mission or objectives statement?
Diversity in relation to business objectives entails the demonstration of an
approach to business and organizations that is cohesive. Companies have
unique cultures that distinguishes them from others. Creating cohesiveness
towards that culture creates uniformity in the workplace and therefore
increases the performance. Companies develop cohesive cultures through
the following means; encouragement of sharing practice- team members
develop a comfort of sharing while asking for and asking for support from
each other. Another way of boosting cohesiveness is creating a sense of
ownership. Companies show individual employees that they are the
central part of the organization and in that sense, employees develop a
sense of personal responsibility in working on the company’s
performance. Another way of boosting cohesiveness is through the
empowering of employees to make own decisions. Giving the employees
space and freedom fosters trust and respect among the members of a team.
Transparency through the leverage of tools for staying on the same page is
also important.
Diversity in relation to business objectives also means indicating an
inclusion of global diversity that is linked to organizational strategies.
Organizational strategies must be accommodative of the different and
diverse backgrounds of employees. Organizations should demonstrate the
effort for accommodating diversity through the various strategies. For
example, examining the existing composition and practice of different
departments will help to look into the areas that would need
improvements. It will help organizations to make informed decisions in
terms of boosting the inclusion and management of diversity. Diversity
management also means the strengthening of the company’s global
perspective of business vision. Since consumers come from different
diverse backgrounds, organizations must ensure that they make all the
consumers able to identify with the company. Organizations must portray
themselves as diverse for them to have a positive response from
consumers. The ability of employees to identify with the companies will
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