CHCDIV001: Analyzing Diversity and Inclusion in Case Studies

This CHCDIV001 case study examines various scenarios related to working with diverse people. It addresses issues such as a CEO displaying sexist behavior, an employee facing depression due to workplace bullying, and a situation involving racism towards Indigenous Australians. The analysis includes strategies for addressing these issues, such as reporting to higher authorities, implementing anti-bullying committees, and promoting equality and respect in the workplace. The document emphasizes the importance of ethical behavior, cultural sensitivity, and adherence to workplace equality laws. It also suggests ways to support employees facing discrimination and mental health challenges, ensuring a respectful and inclusive work environment. Desklib offers this and many more solved assignments for students.

CASE STUDY
STREAMLINED work
with diverse people

Contents
the CEO is showing sexist action,or Danielle being excessively delicate?.................................3
Three strategies that Danielle could use to edge this activity with remaining humble to CEO
and her colleagues........................................................................................................................3
Employee of organization is facing issue and is on therapy for depression. Comment? ............4
three strategies to put end bad behavior without indicating private information........................4
impact on work, in running with your colleagues and with handling with your customers, if
any laws has broken discuss?.......................................................................................................5
What are some of the issues affecting this situation, and what are you able to tell the non
indigenous workers about issues affecting Indigenous Australians? ..........................................5
Response to the indigenous person who left the lunch room?....................................................5
REFERENCES................................................................................................................................6

Scenario 1
the CEO is showing sexist action,or Danielle being excessively delicate?
Yes I consider that the CEO of the organization is displaying a discriminatory action
towards the employee as he or she do not have any right to comment and say things that the
people are not comfortable with. If Danielle is facing problem regarding this and took an stand
about her comments. Everyone should respect the though she have. The CEO must have to take
action as it have negative aspect in the work environment. This shows how much the authority is
concerned about the employees and their ethical behavior. It shows there is no practice of respect
giving behavior and the practice done by the CEO and by the other colleagues are unacceptable
which must be stopped in immediate basis for the right of employee concern (Cirillo, and et.al
2021). Danielle is not being overly sensitive or anything other she is showing her concern which
is absolute right and good punishment practice must be done so that it should not be repeated as
this effect the employee self respect.
Three strategies that Danielle could use to edge this activity with remaining humble to CEO and
her colleagues.
As Danielle is facing issue regarding behavior towards other people for her in the work
environment this raises huge concern for the employee as this shows how an organization react
to people if something uncomfortable is done to the people. Danielle will face low self esteem
issue and other self degradation issues is some action will not be taken in time. The strategy can
be used by Danielle is to report to an higher authority personally or by contacting them with
letting them the issue she is facing regarding herself in the office (Wang, and et.al 2021). Let
other people know make a stand for herself that she did not like the behavior of their toward her
and not to practice further which makes her uncomfortable. Following ethical guidelines and
giving report toward the authorities which establish norms in organizational behavior of the firm.

Scenario 2
Employee of organization is facing issue and is on therapy for depression. Comment?
The leader who is making the jokes regarding this is very insensitive and rudely
behavioral leader who do not deserve such position to be placed. As the practice he is doing is
totally unprofessional and mean. The leader role is to encourage their team and colleagues not to
make jokes and make fun for their own recreation. For the employee that have been making fun
must be addresses as soon as possible and provided help as they seek immediate help. The fun
and recreation that he got in making of others can result in harmful circumstances for the people
and organization. The report must be made of this person who is making jokes in this sensitive
issue and this will not be practiced again on other employee (Barnes, and et.al 2020).
Appropriate action must be taken in this issue as soon as possible.
three strategies to put end bad behavior without indicating private information
The three strategies that should be used in work place bullying is done in an workplace as
in the scenario is has been seen that bullying and hurting other thoughts is done by an employee.
This strategies are must used because of to stop the practice which is done on employee who are
suffering. This result in huge loss for an employee. Causes can be mental breakdown, severe
depression etc.
Anti-Bullying Committees
By reaching to anti bullying committees can result in good response toward employee
engagement regarding the mis management is done by the employees (Thomas, 2018). The
bullying committee deals with the issue in appropriate manner and helps in giving right
justification to the employee.
Counselors
the presence of trained counselor in work environment helps employees in many ways.
They are mental health expert and can help in resulting employee towards positive direction. The
pressure and broke down can be healed with this by dealing with depression, anxiety and mental
distress that a employee go through bullying (Simón, and Ferreiro, 2018).
Appointment of Sentinels/Monitors/Peer educators

the employee who are going through this kind of pressure must be m,monitored with the
employee who did this kind of fun must be took under consideration that none of that follows in
future. Reporting to this educators also helps in many ways as this took consideration of such
activities is practiced in work environment and must taken down at any cost to practice ethical
practice.
Scenario 3
impact on work, in running with your colleagues and with handling with your customers, if any
laws has broken discuss?
The indigenous people are part of Australian society from very large amount of time and
must be accepted as citizens in Australia. The word racism is not expressed bu showed in the
people present in the lunchroom. The colleagues are racist which is not a good behavior in work
environment, this unethical trait is negative in organization. This broke law regarding equality in
workplace as equality in work and discrimination must be avoided.
What are some of the issues affecting this situation, and what are you able to tell the non
indigenous workers about issues affecting Indigenous Australians?
Aboriginal and Torres Islander people are facing inequality issue in Australia from very
long time an the issues are affecting is people are not dealing with people and if they are dealing
the neglect. There is no concern towards them as client or colleagues and the community do not
deserve such behavior from non indigenous workers. The non indigenous workers must
understand and make their role know other than following their backward mentality of racism.
This result in many negative circumstances and no respectful behavior towards each other in
organization.
Response to the indigenous person who left the lunch room?
Indigenous Islander person who left the room must make feel known in the organization.
He might have felt hurt and lack of respect in the organization. The islander person must be told
that they have support from some employees and authorities must help to follow rules in

avoiding racism and criticism in such improper manner in office premises. The regulatory action
so that it won't be practiced again.
REFERENCES
Books and Journals:
Cirillo, and et.al 2021. Technology vs. workers: the case of Italy’s Industry 4.0
factories. Structural change and economic dynamics, 56, pp.166-183.
Simón, and Ferreiro, 2018. Workforce analytics: A case study of scholar–practitioner
collaboration. Human Resource Management, 57(3), pp.781-793.
Wang, and et.al 2021. The evaluation of temporal and spatial trends of global warming and
extreme ocean surface temperatures: a case study of Canada. ISPRS International
Journal of Geo-Information, 11(1), p.21.
Barnes, and et.al 2020. Dental therapists in general dental practice. A literature review and case‐
study analysis to determine what works, why, how and in what circumstances. European
Journal of Dental Education, 24(1), pp.109-120.
Thomas, 2018. Diversity regimes and racial inequality: A case study of diversity
university. Social Currents, 5(2), pp.140-156.