E1141: Workplace Diversity and Communication Strategy Report

This report delves into the development of workplace diversity and communication strategies within the context of community services, addressing the increasing multiculturalism of Australian society. It identifies ethical and legal requirements, such as confidentiality and duty of care, and analyzes communication needs, including internal and external considerations, and potential conflicts arising from cultural differences. The report proposes communication strategies like diversity policies, cross-cultural training, and events, along with the most effective communication channels. It also provides an inclusive information strategy, detailing stakeholder engagement, channel selection, timing, and justification for inclusivity. The report includes financial implications, PEST analysis for implementation, and strategies for adapting communication for audiences with diverse needs, covering gender identifiers, multilingual notices, and evacuation procedures. Furthermore, the report examines how to handle aggressive client behaviors and provides a comprehensive plan for fostering an inclusive and effective workplace environment.

Running head: WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
Name of the Student
Name of the University
Author Note

1WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
1. Determining the communication needs
a) Ethical and legal requirements
Legal and ethical
requirements
Example (25 words) Stakeholder/s
Confidentiality of client
information
The client is not happy with the
confidentiality of the proceedings and
wants to be ensured of information safety.
Data protection Authorities
Equitable access to
services
Client is not happy about the type of
services that are being provided and wants
to report against bias taking place in the
operations of the organization.
Ombudsmen
Duty of care
Client is unhappy about the safety
regulations and the issues related to the
safety standards that are provided by the
organization.
Workplace health and safety
authority
Mandatory reporting
The client is not happy with the process of
the organization and thinks that the
reporting managers need to be better at
their jobs
Complaints departments, Child
protection services of the
state.

2WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
Informed consent
Customer is not happy about the services
and the consent form that is required for
the services that are being offered.
Consent form regulatory
authority
b) Required communication needs
Internal or external
communication need
Description of potential competing/conflicting interests
(10-25 words)
Celebrating Christmas Christmas is not celebrated by many of the members.
Hence, a culture clash can occur. In this case it is important
to create good cross cultural understanding between people
of different religions and celebrating all the holidays.
Celebration of Australian
Holidays
Many of the members can be new to Australia and unaware
of Australian culture. A rift can be created among the
people born in Australia and the more recent immigrants.
Office parties Office parties may include dancing and alcohol, which may
be strictly prohibited among many of the members of
different cultures. There is a need to understand cultural
aspects.
c) Communication strategy
Communication strategy or Justification of strategy

3WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
improvement (20 words)
1. Informing all employees about
workplace diversity policy
There would be general awareness created between
the workers of different cultures. People would
understand the need for workplace diversity
maintenance and promotion. Emails can be used as
communication devices and text to speech
translation devices can be used effectively.
2. Implementing cross cultural training
Employees would be trained on workplace diversity.
This will enable them to actually know how to treat
people from all the cultures equally with respect.
3. Organizing cross cultural events
Cross cultural events help to bring people from
different cultures closer. Cultural diversity day can be
created celebrating diversity through music, food and
other aspects.
Describe the communication channel(s) or communication mediums that could provide the
greatest audience reach (50 words)
The greatest audience reach can be provided by emails, internet, banners and posters, events,
audio-visual mediums. These mediums can be effectively used to create a very good audience

4WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
reach and provide interactive platforms that are very much necessary. These channels are
accessed by the largest number of people in the present world. These mediums can be helpful to
create an environment for effective communication. Social media would also be an important
medium to reach out to people as they are widely used mediums in the present times.
a) Communication needs and identification how the communication may be adapted for use by
audiences with other diversity needs.
Adapting Existing Communication Materials for inclusiveness
Communication need
Communication
channel(s)
How it could be adapted
and for whom?
Audience Adaption
1. Gender Identifiers at
bathrooms
International symbols
and signs
Non-English
speaking
Pictures and
easy to
understand
signs
2. Identifiers for pantry
and similar areas
International signs Aboriginals and
Torres strait
islanders
Pictures, signs
and symbols
identifiable with

5WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
aboriginal
culture along the
normal signs
that would be
present
3. Notice boards
Multi-lingual notice
boards
Visually impaired
Non-English
speaking
European
Braille
incorporation of
the important
notices
Notices provided
in various Non-
English
languages
2. Developing Communication plan
f)
Diversity-
inclusive
information
strategy
(a)
Stakeholders
(internal/
external)
(b)
Channel
(c)
Timing
(d)
Inclusivity
(How will
this be
promoted
?)
(e)
Justificatio
n
(Why is this
inclusive?)
(f)
Evaluation (How
will the
effectiveness of
the strategy be

6WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
measured?)
What? Who? How? When? How? Why? How?
Providing
employme
nt
opportuniti
es
Employees
Diverse
cultural
people
Society
Communities
Students
Newsletter
s
Email
Advertise
ments
Newspape
r ads
Online
advertise
ments
1-2
months
prior to
the
implemen
tation of
the
selection
processe
s
Applicants
would be
invited
from all
cultural
backgroun
ds. The
communic
ation
would
strictly
incorporat
e that
there is no
bar for
applying
for the job
post.
There
would be
special
quotas for
the
This is
inclusive
because
the people
from
diverse
cultures
are being
asked to
participate
In the
integrative
process.
The people
can
participate
easily by
knowing
that the
workplace
is inclusive
of all the
cultures
The number of
applicants would
be analysed to
understand how
many different
cultures are being
represented in
the employment
opportunity. Since
there is a quota
system for the
aboriginal and the
Torres Strait
islanders it is
important to find
out how many
aboriginals and
Torres Strait
Islanders have
applied for the job
position.

7WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
Aboriginal
and
Torres
strait
islanders
and is a
safe
environme
nt to work
in.
Changes to
office
security
procedures
Employees
Management
Clients
Emails
Notice
Boards
Company
Website
Posters
2-3
weeks
before
the
commenc
ement of
the
changes
and till 1-
2 months
after the
changes
have
taken
place.
The
important
notificatio
n through
the emails
would be
put
forward in
very
simple
English for
everyone
to
understan
d. The
second
most
spoken
language
after
This is an
inclusive
strategy as
it considers
the cross
cultural
requiremen
ts of all the
major
stakeholde
rs.
Provisions
have been
made to
put forward
the
message in
more than
one
language
The regulation
process would
take place during
the month
following the
implementation of
the safety and
security
procedures. The
monitoring would
include online
surveys or
quizzes that
would test the
knowledge of the
security policy.

8WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
English
would also
be used to
put
forward
some of
the more
important
informatio
n. The
informatio
n provided
can be
transcribe
d in braille
for the
visually
impaired.
and the
requiremen
ts of the
visually
impaired
stakeholde
rs have
also been
met.
Reporting
on program
activities
Employees
Clients
Investors
The
channels
would be
periodical,
notices,
online
notificatio
1-2
weeks
before
any of
the
programs
The
periodical
would be
deigned in
ways that
depict the
diverse
Including
the cultural
symbols
within the
periodicals,
magazines
and emails
The monitoring
techniques would
include evaluating
the understanding
of the program
among the

9WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
n, emails. cultural
aspects of
all the
different
cultures
that are
present
within the
workplace
.
that are
published
diverse people.
Evacuation
procedures
due to fire
Employees
Management
All other
workplace
staffs
Notice
boards,
emails,
posters,
security
emails
1 week
prior to
the
emergen
cy
procedur
es to be
impleme
nted
Fire
instruction
s would be
provided
in as
many as 3
different
mostly
used
languages
.
Moreover,
the
instruction
would be
This would
be
important
as fire
safety is an
important
aspect in
all office
premises
and this
applies to
all the
people
present
from
Monitoring the
effectiveness can
be done through
fire drills that can
take place
between gaps of
few weeks.

10WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
specially
written in
the
Aboriginal
and
Torres
strait
islander
languages
. The
posters of
different
languages
would be
put at
various
places in
the office
premises.
various
cultures
hence, it
would
actually
appeal to
people
from all the
cultural
backgroun
ds that the
fire safety
precaution
have been
provided in
many
languages.
Manageme
nt of
aggressive
client
behaviours
Clients
Management
Employees
Emails ,
group
sessions,
hand outs,
etc.
The
timing
would be
between
busy
work
The need
for
aggressiv
e client
behaviour
managem
The
effectivene
ss of the
process
lies in the
fact that
The monitoring
can be done
through
monitoring the
interactions
between

11WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
schedule
s
ent need
to be
stated.
There
should be
a proper
plan
against
behaviour
that
include
racist or
sexist
taunts
from the
aggressiv
e
customers
and
detailed
actions
plans to
resist the
same.
the
behavioura
l tendency
of the
aggressive
clients
would be
known.
The
diverse
employees
would
know how
they can
actually
take
actions
against
racist
behaviours
if any, from
the client’s
side.
aggressive clients
and the
employees. First
hand witnesses
or even CCTV
footages can be
used to
understand
exactly how the
diverse teams
communicate with
aggressive
clients.

12WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
g) Financial Implications
Financial implications Anticipated return on investment
1. Human Resources
For the human resources incorporating the changes
can be initially expensive bit it can create a long lasting
framework for diversity management that can be
further modified in the future without much expense.
2. Budget
The budget can be expensive but effective in the long
term maintenance of a safe and secure workplace.
h) Implementation of communication plan
PEST Analysis – Implementation of communication plan
Political factors Economic factors
1. Government Ministry regulations
Government diversity regulations would
affect the communication plan as the
regulations would be an essential
framework for implementing the plan. For
example- the government policies on the
Aboriginal and Torres strait islanders would
need to be considered
1. Economic diversity
Economic conditions of all the diverse
communities are not good. Hence, it
becomes important to consider the
economic implications of the policies need
to be provided. More opportunities should
be given to the economically backward
classes.

13WORKPLACE DIVERSITY AND COMMUNICATION STRATEGY
Social factors Technological factors
1. Culture conflicts
Culture conflicts are very common in
diverse workplaces. This can limit the
efforts of the organization. Thus, it is
important that these conflicts are
considered and tackled effectively to stop
any untoward incident from occurring.
Diversity management is necessary.
1. Technological expertise
The usage of effective technology is
important. Without using technology that
matches the technological preferences of
the target audiences. Moreover, the cultural
proximity with the technology being used by
the target audiences need to be considered.