Assignment: CHCDIV003 Manage and Promote Diversity in Workplace

This assignment delves into the multifaceted aspects of managing and promoting diversity in the workplace. It begins by defining diversity and exploring both qualitative and quantitative data used to analyze it. The assignment then examines practical applications of diversity strategies, using Tesco as a case study, and outlines key workplace objectives, training methods, and policy implementation. It covers topics like direct and indirect discrimination, professional development opportunities, and the importance of communication strategies. The assignment also considers the role of stakeholders, organizational policies, and the benefits of a diverse workforce, including how to address the needs of diverse clients and colleagues. It also discusses communication strategies, resources, and the importance of consulting stakeholders when developing a diversity strategy. The assignment concludes with a proposal advocating for diversity strategies and their implementation in accordance with workplace policies.

MANAGE AND PROMOTE DIVERSITY

Section A
Activity 1A
1. What is meant by ‘diversity’ in the context of the workplace?
Diversity in the workplace means that an organization includes a wide range of different people.
This variety is regularly misunderstood as purely multicultural, but it also applies to a balanced
mix of gender, race, ethnicity, race, age, sexuality, language, education, origin, etc.
2. Give three example of each of the following:
 Quantitative data:
1. Amount of money you have
2. Number of people living in your town
3. Number of students who take statistics
 Qualitative data:
1. Hair color
2. Blood type
3. Ethnic group
3. Why might use a mix of qualitative and quantitative data when analyzing
diversity in workplace?
Both data’s are necessary for analyzing diversity at workplace because for conclusion of result
from small sample; it is necessary that selected data should be good in number (quantitative) and
not homogeneous (qualitative). Else the result found can’t be implement properly to available
situation and the result could have larger statistical error with original one.

4. Short report on diversity in workplace
Based on the data collection from organization; it can be evaluated that; maximum number of
employees are men; as 71% are men and 29% are women. Additional to this; there are 10
different types of religious people are working in organization and out of this 55% workers are
belong to Christians and rest of 45% are Hindus. Muslims, Buddhists, Germans, French and so
on.
Activity 1B
Three workplace objectives applied to Tesco and job role:
1. Solving problems instantly
2. Set standards for employees
3. Follow a structured plan
Activity 1c
1. Describe three ways that diversity is practiced in Tesco
1. Attract: Focus on hiring more women on workplace.
2. Develop: Nurturing diverse talent in house and focus on their growth and retention.
3. Promote: Promote diversity through appropriate training and effective leadership.
2. Two ways of analyzing diversity data
1. Internal labor market map
2. Markov diagram
Activity 2A
Role model:

 Inclusivity: When I was new at workplace; and want to join people and have close
relationship with them.
 Impartiality: When I was working with group of different religion employees and get a
chance promote employee not on the base of religion but on his talent.
 Respect: Respected women and old peons and appreciated for their work
 Fairness: With no partiality with candidates while recruiting is fairness to give equal
opportunities to all aspirants.
Activity 2B
1. Five areas that diversity training include
1. Create common goals
2. Confront unconscious bias
3. Focus on inclusion
4. Chosen wisely
5. Move away from prohibitive language
2. Diversity training in Tesco
Tesco adopted 3 pillars diversity training for employees; where it focuses on diversity through
recruit, develop and promoting employees for diversity
3. Example of:
Direct discrimination: Gives higher positions to only men.
Indirect discrimination: Giving special tasks only to specific person based on religion and
country.

Activity 2C
1. Identification:
The diversity law applicable to Tesco is organizations diversity policy and strategy law
2. Two examples from Tesco of practices to laws
1. By providing equal employment opportunities to all candidates.
2. No preference given based on gender for promoting at higher position
Activity 2D
Three examples of professional development opportunities
Example 1: Equal professional development opportunities to meet diverse workforce will be
adopted when there are both men and women professionals. As in strength men is more
productive then women; but for caring jobs like HR; women are more eligible. So based on these
a mix strategy for professional development will be adopted.
Example 2: Some discriminatory employees never want to rule by black people; at that time this
practice of professional development opportunities will be implementing.
Example 3: There are chances that many candidates belong to a region where they didn’t get
good education and uncomfortable in language and communication but are gifted; in such a case
equal opportunities for professional development can be given to them.
Activity 2E
1. Identify any organizational policy that relates to diversity. Summarize its
key values, concepts and applications
Hiring practices:

Values: Gives values to equality at work for all religions and countries employees.
Concept: Employers can’t discriminate against certain protected classes, which helps with
diversity in some ways.
Application: No candidates judged based on his religion, country or race but based on his skills,
talent and motivation to work with company.
2. Benefits of a diverse workforce?
1. Increase in creativity
2. Increase in productivity
3. Boost company’s brand’s reputation in society
Activity 2F
1. When a diversity factor associated with a colleague helped to meet specific
client needs.
Example 1: One of the clients from Nigeria wants to place an order for ethnic books; and seeing
Nigerian supervisors and managers at Tesco they feel satisfied and feel free to express what they
want. By this way their needs get fulfilled.
Example 2: A client who runs NGO’s especially for those women who are removed by society
due to some ethical reason; wants to order some utilities and stuff for women. By noticing some
female General Managers; she get comfort and able to freely asked for her needs.
Activity 2G
How is collaboration amongst diverse clients and colleagues encouraged in Tesco?
Collaboration among diverse clients and colleagues encouraged in Tesco by adopting different
employees knowing diversified languages and cultures and whenever a client following specific

religion of culture comes for deal; a familiar environment is given to him through appointing
same employee who belonging to his culture and religion to deal with them.

Activity 3A
1. Identify your organizations communication strategies and summaries their
contents in relation to your own job role.
Push Strategies:
Advancement mode that requires using corporate powers and exchanging promotion to promote
it through channels. The manufacturer updates the item to wholesalers, wholesalers update to
resellers and retailers update to buyers.
Pull Strategy:
An ad process that requires you to spend a lot on buyer advertising and promotion to improve
buyer demand. If the approach is fruitful, buyers will turn to their dealers for the item, ask
wholesalers and ask retailers.
2. What could be done to help meet the needs of non English speaking
member?
To solve such a issue number of steps given below could be adopted:
 All main points could be shown on PPT slides;
 A hand notebook about all issues and solutions discussed in meeting will be provided;
 Try to involve translator for bridging the gap of communication;
 For long term a proper English speaking and writing training will be provided to them.
Activity 3B
 A group of young and restless interns: Frank speaking with using native language instead
of jargons to communicate well with them. And pretend that they don’t have any
knowledge.

 A person with English as a second language: Try to use non verbal way of
communication; especially with movements of hand. Show more practical rather than
using theoretical way of communication.
 A mature employee who is hard of hearing: Same technique as used above
 A person from a cultural background different to your own: Try to gather information
about his/her culture and make sure that his culture is not harmed.
Activity 3C
1. What kinds of resources can be used to help facilitate effective
communication?
1. Open meeting
It is simple commitment to provide and how you feel your organization with open collections. In
this type of discussion, not only will they listen to what you are saying, they will also see and
hear. However, this procedure may be the best way to deal with a positive conversation with an
organization.
2. E-mail
In authentic situations, email letters remain strong. It allows you to send messages to your
colleagues by dragging them out of their workstations.
3. One by one
Experts have had the opportunity to demonstrate that some people see better when you come to
them and talk to them on an individual basis. Promise to stay in touch with them to authorize the
message to enter.
4. Use simple words

In fact, not everyone can be on the same page in terms of jargon. In this way, to be successful in
exchanges with your colleagues, use words that are easy to understand. The moment
misogynistic words are used, you can be abused and burn the precious time it describes.
5. Use visual elements
Visual points in crucial locations around the organization's workstations. They shouldn't just
listen to the message, they should look the same. This will allow for better understanding.
2. What resources to help facilitate effective communication are available in
Tesco? Where can they be found or how can they be requested? How can they
be integrated?
All the resources like visual elements, e-mails, native words, open meeting and face to face
interactions used by Tesco. It can be found within the company or training squads who can train
people having hearing problem.
It can be integrated with some experts and useful tools which can breach the communication gap
between employees.
Activity 3D
In Tesco; company is using appropriate communication strategies and it also keep improving to
certain barriers like talking or conveying messages to people having hear problems.
Activity 4A
1. Who are the key target groups for any diversity strategies in place at your
workplace?
 People having English as secondary language;
 Those having problems in hearing;
 People from different culture and ethnic groups

2. Five stakeholders in Tesco
1. Clients
2. Employees
3. Managers
4. Owner
5. Suppliers
3. Why is it important to consult with stakeholders when developing diversity
strategy?
Stakeholders are those persons who have stake or interest in the company. Any strategy not
meeting their need can lose their interest in the company and simultaneously can result in huge
cost to the organization.
Activity 4B
1. Summaries your organization’s diversity strategy and any workplace
policies and procedures with which it must comply.
It is far from necessary for every society to have a distinctive diversity policy, however, by law,
it is recommended that all societies should adhere to reasonable standards of good and value. For
example, some associations have enlisted to prepare childcare providers and services, according
to legally limiting industry codes to set such strategies.
Within the Commonwealth against the issue of segregation, an initiative could be considered a
legal obligation for any separation or promotion that takes place in the workplace or in relation to
a person's business, but; if only to prove very good that every sensible step to take to fulfill this
reduction.
Diversity policy allows society to design and manage an administrative framework and culture
that feeds good mix and implements practices and systems to ensure that the approach is
authorized (Management diversity in the workplace, 2020).

2. Write a proposal wherein you are an advocate for diversity strategies and
are suggesting how they can be implemented in accordance with workplace
policies and procedures.
This is perhaps the most important part to consider in a company's good mixing system.
Opinions and conclusions were collected on different combinations in the workplace of
Australian industrial pioneers and one of the most recognizable orders was the administration of
the center and occasionally also the firm of a completely inviting and strong workbench
diversified that allows you to implement any system among its largest workforce. Without the
company that buys, investing energy and preparation and greater awareness approaches the rural
area.
This perspective must be changed with direction, mentality and social influence in preparation.
As human resource pioneers you must support the preparation of your current administrators,
pioneers and staff to build a complete mindset and the behaviour and position that should be
demonstrated while working with people from different backgrounds.
Activity 4C
1. Identify the original objectives of your organisation’s current diversity
strategy/plan.
The original objectives of Tesco’s current diversity plan are to promote equality among all
employees and nurture the young talent for better opportunities for the company.