Develop and Implement Diversity Policy (BSBDIV601) - Assessment Task 2

This assignment addresses the development and implementation of a diversity policy within a business context, as part of the BSBDIV601 unit. The student explores the potential benefits of workplace diversity, linking it to business success and considering contemporary diversity theory. The assignment defines diversity in a workplace setting, encompassing individual differences, cultures, beliefs, and practices. It identifies relevant legislation, codes of practice, and national standards that underpin organizational diversity policies in Australia. The student lists and explains organizational practices linked to diversity, such as recruitment and communication strategies. The assignment also analyzes barriers to diversity and their impact on employee performance. Finally, it researches and lists Australian legislation that promotes and protects diversity, demonstrating a comprehensive understanding of the topic.

ASSESSMENT SUMMARY / COVER SHEET
This form is to be completed by the assessor and used as a final record of student competency.
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Student results are not to be entered onto the Student Management Database unless all relevant
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Student Name:
Student ID No: Completion
Date:
Unit Code: BSBDIV601
Unit Title: Develop and implement diversity policy
Please attach the following documentation to this form
Result
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Satisfactory
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Reassessment
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NS = Not
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Assessed
Assessment Task
1
 Written Question and
Answer
S | NS |
NA
S | NS |
NA
Assessment Task
2
 Report: Develop and
implement diversity policy
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Final Assessment Result for this unit C / NYC
Assessor Comments and Feedback to student:
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Assessment Task 1 BSBDIV601 Develop and impl
Written questions and answers
Submission details
The assessment task is due on the date specified by your assessor. Any variations to this
arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below
for details.
Performance objective
The candidate will demonstrate the ability to develop and implement diversity policy as per the
organisational and legislative requirements.
Assessment description
In this assessment task, you are required to provide answers to the questions asked. You may use
additional documents as required.
Procedure
1. Read and understand the questions clearly.
2. Provide answers to the questions asked.
3. Give examples from your own experience as far as possible.
4. Submit all documents required in the specifications below to your assessor. Ensure you
keep a copy of all work submitted for your records.
Specifications
You must:
● meet with your assessor to clarify any confusion
● provide answers to all the questions
● submit your notes and any additional documents.
● If you utilise material from published authors make certain that you cite and reference
appropriately. If you do not know how to reference discuss this with your assessor.
Plagiarism is unacceptable.
Your assessor will be looking for your ability to:
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Assessment Task 1 BSBDIV601 Develop and impl
● analyses information about diversity from a range of internal and external sources to
identify:
 existing practices
 potential benefits of diversity and the fit with business objectives
● develop a comprehensive diversity policy with details of an implementation strategy and
how the policy will be monitored and reviewed
● implement, evaluate and change the diversity policy based on recommendations for
improvement
● Consult with relevant stakeholders during development, implementation and review of the
diversity policy and procedures.
Adjustment for distance-based learners
● No variation of the task is required.
● Documentation can be submitted electronically or posted in the mail.
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Assessment Task 1 BSBDIV601 Develop and impl
Answer the following questions:
You are required to answer the questions given below. You may either use the space being
provided for your answers or attach separate answer sheets as required.
1. What are the potential benefits of diversity to a business organization and how
is diversity linked to the success of different business operations?
To answer this question, conduct independent research and try to address benefits from a different
perspective.
Workplace diversity means that the workforce of business organization is comprises of varying age,
gender, religion, education, languages, civilization and many more. The first
important benefit of diversity is that it ensures a variability of different
opinions and perspectives. At the time of planning a business strategy,
variations of different perspectives are highly beneficial for the business1.
Diversity in business organization leads to the creativity in work. When the people come from the
diverse backgrounds, they have different ideas for the same thing which
improves the creativity of the workforce. Workplace diversity also helps to
increase the rate of innovation. When the different opinions of employees
combine, then it open very innovative ways to develop the business2.
Workplace diversity can help business organization to become a global business leader and company
can give competition to the other companies. Because when company has
employees who can speak other language and understand different cultures,
then company can easily develop the business in global or international
market. Diversity in workforce can also help organization to improve the
organizational culture. With a diverse workforce, company can improve
customer service. Customers like to speak with people who understand their
problems and give the genuine solutions. Good customer experience helps
company to grow faster and it also creates a good connection between the
company and customers3.
1 Cedric Herring and Loren Henderson, Diversity in Organizations: A Critical Examination (Routledge, 2014)
2 Maria Tirana, Managing Diversity in Organizations: A Global Perspective (Taylor & Francis, 2017)
3 Marilyn Y. Byrd and Chaunda L. Scott, Diversity in the Workforce: Current Issues and Emerging Trends, (Routledge, 2014)
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Assessment Task 1 BSBDIV601 Develop and impl
2. Consider contemporary diversity theory—its potential contribution to business
advantage and its likely impact on existing organizational cultures—both
current and future.
Diversity can be defined as differences in origin, age, religion, gender and race
which define personal traits of the employees. There are always different points of
views in defining the culture diversity of the company. The cognitive diversity
theory suggests multiple perspectives in solving the problems creatively. Some
research also has proven that the performance cannot be defined by group
diversity programs. Although in cognitive diversity theory explains that mix of
diversity among the employees can lead to improvement in group performance in
long run. As the different opinions can provide with useful inputs in case of
current as well as future scenarios of the organization4.
The major benefits implemented through the diversity policy includes
collaborative work environment which helps in providing different styles and
knowledge background. The diversity policy will impact not only the future but
current organizational practices to evolve.
3. Explain what diversity means in a workplace context. Consider individual
differences, cultures, beliefs, and the traditions and practices of people.
n the context of workplace, diversity means different characteristics of people who are working in the
organization and it directly impacts the workplace. There are many positive and
negative effects of diversity on workplace. With the help of different cultures,
company can analyze material from the variety of perspective whereas it is not
possible when company has people from same culture. When the employees are
from different cultures then they provide different experience which can offer a
strong knowledgeable base to the organization5.
On the other hand, the workers from different cultures help organization to expand the business in
another country which can lead to enhance the operation worldwide. Many
modern companies expand the business with the help of workforce diversity.
It is evident that the different culture and values in the team provide diversified point of views in
4 Hughes and Claretha, Impact of Diversity on Organization and Career Development, (IGI Global, 2014)
5 Gillian Coote Martin, ‘The Effects Of Cultural Diversity In The Workplace’, Journal of Diversity Management, (2014) vol. 9,
no. 2
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Assessment Task 1 BSBDIV601 Develop and impl
approaching the problems of the organization. The organizations are focusing
more importantly on the gender diversity as the gender diversity leads to the
improvement in culture of the organization behavior of the company different
teams. The company also has to focus on different practices of the people while
appointing the manger for improving the working of the organization6.
4. On what legislation, codes of practice and national standards might the
development of organizational diversity policies be based?
Consider codes, standards and legislation relevant to your own state or territory and the ways in which
legislation will be incorporated into business operation. Conduct appropriate
research to answer this question.
The main function of diversity policies in Australia is to run daily tasks properly
and diversity is the factor by which organizations are able to recognize today's
trends and implement them in their company so that business can run smoothly.
The organization properly applies the diversity to achieve its goals so that the
employees of the company can take advantage of it in a positive way. In Australia
these policies must be implemented by every organization.
It is expected from every company in Australia that the company will expect
cooperation from its employees and outsiders in all three ways, social, political
and economic, whichever company conducts business activity.
5. List and explain three (3) organizational practices/operations that can be
linked to diversity.
There are various practices which can link to diversity as diversity means acceptance of different
perspectives. There are two dimensions in diversity the primary is difference
in major factors such as age, sexual orientation, gender which are easily
identified. The second dimensions include religion or education which are not
easily identified in first appearance but can be recognized through more
interactions7.
The three major practices which can be linked with diversity includes:
6 Barbara B. Adams PsyD, Women, Minorities, and Other Extraordinary People: The New Path for Workforce Diversity,
(Greenleaf Book Group, 2018)
7 Silvia Profili, Alessia Sammarran and Laura Innocenti, Age Diversity in the Workplace: An Organizational Perspective,
(Emerald Group Publishing, 2017)
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Assessment Task 1 BSBDIV601 Develop and impl
 Providing diversified recruitment process: The appointment of female in
executive team as well as in all the departments of the company promoting
major dimension of diversity which is gender and age can lead to
improvement in diversity policy. This practice has evolved the
management style and improves in decision making.
 Providing safe work place to discuss diversity related issues: It is
important that proper communication for the diversity issues should be
promoted through providing platform to the employees which can lead to
creation of supportive environment for the employees. Employees should
be able to communicate their concerns honestly. It can be possible if the
company provides comfortable environment and safe methods to promote
productive dialogue on the diversity8.
 Establishing diversity committee for employees: The third major
organization practice which can be linked to diversity includes
establishing a diversity committee which can help in engaging the
employees to take active part on diversity related decisions.
6. In the table below, list three (3) barriers to diversity in the work place and
describe how these barriers can have a negative impact on employee
performance.
Barriers Impact on employee performance
Negative Attitudes Negative attitudes of employees and
top management are barriers in
development of workplace diversity.
Sometimes top management recruits
people on the basis of their age and
gender which create very negative
impact on the performance of
employees because it demotivates
8 Edward Hubbard, The Diversity Scorecard, (Routledge, 2012)
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Assessment Task 1 BSBDIV601 Develop and impl
them.
Lack of funding Company can loss the employees
because of the economic hardship.
Sometimes, companies have not that
much amount which is necessary to
recruit new employees and it can lead
to low quality workers. This situation
creates very bad impact on existing
employees.
Differences in language and culture When company hire people from
different cultures then this can create
clash between the existing employees
and new diversified employees.
Because diverse employees usually
speak in their own language and
existing employees not able to
understand their language and it
creates lack of communication in the
firm.
7. Research and find four (4) pieces of legislation in Australia that
advocates/promotes and protects diversity. You will need to list the piece of
legislation and the purpose.
There are many legislations which protect people from breaches of their human rights as well as from
discrimination.
Age Discrimination Act 2004
The Age Discrimination Act 2004 guards individuals from age segregation in work, the arrangement of
merchandise and ventures, training and the organization of Commonwealth
laws and projects9.
Disability Discrimination Act 1992
According to the Disability Discrimination Act 1992 for disabled people, they are also like common
citizens, it is recommended to have equal opportunity, salmon rights and
9 Australian Human Rights Commission, About Age Discrimination, [Website], 2012, https://www.humanrights.gov.au/our-
work/age-discrimination/about-age-discrimination, (accessed 27 August 2019)
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Assessment Task 1 BSBDIV601 Develop and impl
access to salmon. Under this act, any kind of discrimination with the disabled
is illegal.
According to the Human Rights Commission of Australia, their people, together with society and
citizens, understand the legal responsibilities of the disabled and fulfill those
responsibilities under the law. Whoever discriminates against the disabled is
told about the rights of the disabled10.
The Racial Discrimination Act 1975
According to the Racial Discrimination Act 1975, this law gives the right to equality to people from
different backgrounds. This law gives people the right to equality based on
caste. Under this Act, it has also been told that people cannot show anyone
down based on color, nationality or descent, nor can they treat them in any
way inappropriate.
The racial discrimination commission works primarily with businessmen, education providers, media
workers, though people are informed about this law.
The Sex Discrimination Act 1984
Australia has made good efforts in the past few years to achieve gender equality, following the
enactment of the Sex Discrimination Act, 1984. But still women feel
inequality on some work and aspects and women feel that they are being
discriminated on a pay basis. Women believe that they are being discriminated
against on the basis of gender. When women take care of the family, their
employment opportunities are reduced. The main work of this law is to
promote equality between women and men.
8. Research and evaluate the potential benefits of diversity to an organization.
Culture always impacts the business and diverse cultural perspectives inspire the creative and
innovation of organization. People who come from different cultural
backgrounds have some extra experiences and perceptions that reinforce their
productivity and their internal force. If the diversity is managed properly it
can take advantage of their strengths and move in the right direction. It can be
used and their weaknesses can be removed and they can be applied in the
10 Australian Human Rights Commission, About Disability Rights, [Website], 2012, https://www.humanrights.gov.au/our-
work/disability-rights/about-disability-rights, (accessed 27 August 2019)
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Assessment Task 1 BSBDIV601 Develop and impl
works of social interest. Through diversity, any company can strengthen the
relationship with its customers and be effectively communicated with those
customers. Along with diversity, culture also affects the organization or the
company.
The presence of diversity can make a difference on any workplace by which everyone's personal and
professional attitudes change and all employees adopt different approaches.
A company with a cross-cultural understanding can understand the local market as well as the
international market. And with this understanding, the company can produce
different materials and implement effective strategies. For example, sites and
brochures should be in the native language as well as in the international
language so that they can reach the common citizen. These sites and brochures
should be of high quality11.
Adaptability is the ability of the company to execute all tasks quickly and monitor their development. If
a company adopts both cultural and diversity variations, then that company
can easily identify the gap in the market and can work on it quickly12.
9. As a manager/leader, how would you promote diversity in the workplace?
You will need to describe any three strategies to be used, and then explain the
benefits to both the employees and the organization.
Strategy to promote
diversity in the
workplace
Benefits to employees Benefits to the
organisation
Create diversity friendly
policies for the
workforce.
Allowing employees
and workers to take
leaves for religious
holidays, flexible
schedules and
dependent care
programs.
Increase productivity of
employees because
diversity can promote
employees and workers
which can be very
beneficial for the
organisation.
11 Scott and Chaunda L., Handbook of Research on Workforce Diversity in a Global Society: Technologies and Concepts:
Technologies and Concepts, (IGI Global, 2012)
12 David Livermore, Driven by Difference: How Great Companies Fuel Innovation Through Diversity, (AMACOM, 2016)
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Maintain clarity in
communication and
follow through to ensure
the policies
Employees will feel
good and comfortable
when managers show
the concern about them.
When employees will
feel good then they will
give their 100% to the
work which will
increase the efficiency
and effectiveness of the
company13.
Provide diverse
opportunities to increase
the employee
engagement and arrange
work- based activities
Employees will
experience a different
kind of environment and
explore the career
opportunities
With the great
experience of
employees, company
can take benefits for
their business
development and
expansion in different
locations14.
10. Describe how a Diversity Policy should be implemented and reviewed.
Implement the diversity in organisation is a difficult and long process which
includes several steps and each step is important. The reasons behind this
difficulty are attitude of the company, hierarchy and culture, management style
and many more. But there are five steps which have to follow by the company to
implement the diversity and these steps are:
First step of this process is involving the whole higher management team of the
company. In this step, the leaders or senior managers give the visionary lectures
on the importance of diversity to the employees and other senior leaders and CEO
must be present in this workshop. Company can also arrange the training
programs and questions- answers sessions for the employees in which employees
can communicate on diversity and interact with the top management15.
Second step of this process is adapting the structure of organisation. In this step, it
is necessary that organizational structure support the efforts of diversity. To done
13 Joe Watson, Without Excuses: Unleash the Power of Diversity to Build Your Business, (St. Martin's Press, 2013)
14 Myrtle P. Bell, Diversity in Organizations, (2nd ed.,Cengage Learning, 2011)
15 Regine Bendl, Inge Bleijenbergh, Elina Henttonen and Albert J. Mills (ed), The Oxford Handbook of Diversity in
Organizations, (Oxford University Press, 2015)
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Assessment Task 1 BSBDIV601 Develop and impl
this step, company can create a diversity officer or appoint a CDO (Chief
Diversity Officer).
Communicate about the diversity in the business is the third step of the process, in
which company communicate about the diversity and continuously interact with
the employees about the importance of it16.
Prepare a formal project plan is fourth and very important step to implement the
diversity in the organization. A diversity officer must create a formal project plan
to fulfil the strategic operations and objectives of the company17.
Create changes in the initiatives of HR to involve the diversity is the last step of
this process. HR initiatives must include:
 Target the diverse employees
 Employee recommendations
 Support diversity in recruiting
 Establish long term relations
 Promote minor employees18
16 Carol Fulp, Success Through Diversity: Why the Most Inclusive Companies Will Win, (Beacon Press, 2018)
17 Michele A. Paludi, Managing Diversity in Today's Workplace: Strategies for Employees and Employers, (ABC-CLIO, 2012)
18 Celia de Anca and Antonio Vazquez Vega, Managing Diversity in the Global Organization: Creating New Business Values,
(Springer, 2016)
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Facilitator Guide
BSBDIV601_Marking Guide
Marking Guide
Assessment Task 1: Written questions and answers
Candidate’s name Phone no.
Assessor’s name Phone no.
Assessment site
Assessment date/s Time/s
Outcomes
Did the candidate:
Satisfactory
Yes No
Answer all the questions?
Provide examples as and when necessary?
Submit all the documents as required?
Complete assessment within agreed deadline?
Performance indicators
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Facilitator Guide
BSBDIV601_Marking Guide
Did the candidate:
Satisfactory
Yes No
1. What are the potential benefits of diversity to a business
organisation and how is diversity linked to the success of
different business operations?
To answer this question, conduct independent research and try
to address benefits from a different perspective.
2. Consider contemporary diversity theory—its potential
contribution to business advantage and its likely impact on
existing organizational cultures—both current and future.
3. Explain what diversity means in a workplace context. Consider
individual differences, cultures, beliefs, and the traditions and
practices of people.
4. On what legislation, codes of practice and national standards
might the development of organizational diversity policies be
based?
Consider codes, standards and legislation relevant to your own
state or territory and the ways in which legislation will be
incorporated into business operation. Conduct appropriate
research to answer this question.
5. List and explain three (3) organizational practices/operations
that can be linked to diversity.
6. In the table below, list three (3) barriers to diversity in the work
place and describe how these barriers can have a negative
impact on employee performance.
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Facilitator Guide
BSBDIV601_Marking Guide
Did the candidate:
Satisfactory
Yes No
Barriers Impact on employee
performance
7. Research and find four (4) pieces of legislation in Australia that
advocates/promotes and protects diversity. You will need to list
the piece of legislation and the purpose.
8. Research and evaluate the potential benefits of diversity to an
organization.
9. As a manager/leader, how would you promote diversity in the
workplace? You will need to describe any three strategies to be
used, and then explain the benefits to both the employees and
the organization.
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Facilitator Guide
BSBDIV601_Marking Guide
Did the candidate:
Satisfactory
Yes No
Strategy to
promote diversity
in the workplace
Benefits to
employees
Benefits to the
organisation
10. Describe how a Diversity Policy should be implemented and
reviewed.
Comments/feedback to candidate
Outcome: Successful Unsuccessful
Assessor name:
Assessor signature:
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Assessment Task 2 BSBDIV601 Develop
policy
Report: Develop and implement diversity policy
Submission details
The assessment task is due on the date specified by your assessor. Any variations to
this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below
for details.
Performance objective
The candidate will demonstrate the ability to research diversity and its importance to
organisational activity and to draft, plan and implement diversity policy.
Assessment description
This assessment consists of two parts – Part A and Part B. In response to the given
specification and instructions, candidate will conduct a research to develop diversity
policy and prepare it for implementation. You may consult with your trainer/assessor
if any additional support and guidance is required.
Procedure
1. Read the instructions provided in both Part A and Part B.
2. Conduct research to prepare the diversity policy for your organisation as
instructed.
3. Develop, document and submit the documented diversity policy.
4. There is no particular format for your report. However, you are expected to
cover all the given points in your report.
5. Submit all documents required in the specifications below to your assessor.
Ensure you keep a copy of all work submitted for your records.
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Assessment Task 2 BSBDIV601 Develop
policy
Specifications
You must:
● meet with your assessor to clarify any confusion
● submit the diversity policy that you have developed
Your assessor will be looking for your ability to:
● analyse information about diversity from a range of internal and external sources
to identify:
 existing practices
 potential benefits of diversity and the fit with business objectives
● develop a comprehensive diversity policy with details of an implementation
strategy and how the policy will be monitored and reviewed
● implement, evaluate and change the diversity policy based on recommendations
for improvement
● consult with relevant stakeholders during development, implementation and
review of the diversity policy and procedures.
Adjustment for distance-based learners
● No variation of the task is required.
● Documentation can be submitted electronically or posted in the mail.
Part 1:
You work for an organisation that has only been operating for a relatively short
time.
At start-up there were only five employees. Over the last 12 months business has
rapidly increased and the company has taken on another 27 employees.
With the increase in employees the need for a human resource function was
identified and you were recruited and selected for the position. Part of your role
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Assessment Task 2 BSBDIV601 Develop
policy
will involve developing the policies and procedures that will be required in the
organisation and that will help to ensure compliance with relevant legislation.
Although the workforce appears to be sufficiently diverse you believe that it is
important to develop a specific diversity policy.
In order to do this, you will have to conduct the research that will enable you to
develop policy and prepare it for implementation.
In a report format, paper explains:
 what research you will conduct
 the sources of information you will access
 how the information collected as a result of the research will contribute to
policy development
 who will be involved in the research and in the policy development process
 the procedures you will follow to develop and to implement the policy
 how will you justify, to senior management, the need for a diversity policy?
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Assessment Task 2 BSBDIV601 Develop
policy
Part B:
Develop, document and submit the developed diversity policy. The policy should
be suitable for implementation into any business organization. Make sure that it is
comprehensive, clear and contains no spelling or grammatical errors.
Briefly answer these questions:
1. Does the policy support compliance with relevant legislation? Explain how.
2. Have you incorporated feedback and suggestions from stakeholders into the
final draft? If so, what did you need to incorporate?
3. Are there relationships or links between the intended diversity policy and
other policies?
4. How will the policy support applicable legislation?
5. What are the anticipated outcomes of the policy?
6. Are there likely to be any unintended outcomes and if any are identified what
will you do about them?
7. Who will be involved in developing action plans?
8. What methods might be used to inform stakeholders about the policy—during
development and when it is ready for implementation?
9. What procedures will be followed to implement the policy?
10. What will you do if problems or issues are encountered?
11. How will you measure the impact of the policy?
12. How will compliance with and acceptance of the policy are measured?
13. How will you measure the success of the implementation?
14. Will you consult with stakeholders during the implementation process and if
so, why?
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Facilitator Guide BSBDIV601_Reference List
Answers for Task 2:
Answer 1: Yes, the legislations compliance is important part of diversity policy at any type of
workplace. These types of legislations must apply on the workplace and these legislations are
Age Discrimination Act 2004, Disability Discrimination Act 1992, The Racial Discrimination
Act 1975 and The Sex Discrimination Act 1984. If equality and diversity are well applied to any
workplace, then the employees there can work in a fair manner and accessibility can complete all
the work. Believes that all people who work in the company should be respected and have the
right to equality. Equality and diversity should not look as extra to the whole system though it is
regarded as a required element.
Answer 2: Yes, company incorporated some suggestions and feedback from the stakeholders of
the company. It is very necessary to know about opinion of stakeholders about the diversity
because internal stakeholders have right to create policies related to diversity in workplace19.
Answer 3: Yes, the intended diversity policy and other policies are interrelated and linked
with each other such as equality policy and diversity policy. Both policies are interrelated
and the aim of these policies is almost same. Both policies are prepared with the objective of
provide equality regard the gender, religion, beliefs, race, disability, age or sexual
orientation.
Answer 4: Company will create hiring policies in which HR will hire employees from different
cultures and language. This policy will support the Disability Discrimination Act 1992, Age
Discrimination Act 2004, The Racial Discrimination Act 1975 and The Sex Discrimination Act
1984. In this policy, HR will hire people on the base of their skill and experience and not their
gender or race20.
Answer 5: The anticipated outcomes of this policy is create healthy environment which provide
equality to the employees, motivate the employees and achieve higher profitable goals and
targets.
Answer 6: In every plan, there are chances of the unintended outcomes and if these outcomes are
identifies then company must be finding the solution to handle the unintended outcomes and
create new plan as per the outcomes.
19 Scott and Chaunda L., Handbook of Research on Workforce Diversity in a Global Society: Technologies and Concepts:
Technologies and Concepts, (IGI Global, 2012)
20 Australian Human Rights Commission, About Age Discrimination, [Website], 2012, https://www.humanrights.gov.au/our-
work/age-discrimination/about-age-discrimination, (accessed 27 August 2019)
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Answer 7: In the developing action plans of diversity policy, the top management, stakeholders,
senior managers, HR team and employees will be involved.
Answer 8: During the development of policy, it is important to inform stakeholders by a writing
notice about the every step of development. If company faces any issue then it is also important
to inform the stakeholders. When policy is ready to implement then the company must be
informed to stakeholder and top management through a proper meeting.
Answer 9: The procedure of implement the strategy is a long process which includes many steps.
First of all, company consults with the stakeholders and top management about the policy. After
that, tailor the procedure and policy to the business needs then outline the issue which can face
by the company in this process. After outline, solve problems and create realistic policy. Then
inform to all over the staff and employees about it and put the policies in writing. It is time to be
consistent about the plan and policy. At the end review the policy.
Answer 10: Even after the planned strategy, it fails many times and if the company will face
same problem then firstly company will find the reason that why it has failed and where is the
loophole in plan. After finding the reason and loophole, company will be able to solve the
loopholes. After solving it, company will again create a new plan and implement the policy more
effectively.
Answer 11: There are many ways to measure the impact of diversity policy. Company can
measure it with evaluate the progress of employees, establish performance goals, identify the
opportunities and address priorities of business.
Measurement process includes many steps and these steps are:
 Explain the objective of diversity policy.
 Choose the mix of feedback, outcome and process.
 Select the measures.
 Evaluate the benefits.
 Add new measures in existing system.
 Implement desired practices.
 And again review the outcome.
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Answer 12: The result of diversity can be measured by the value addition performance of the
employees as well as company. Other way to measure the diversity is fund that how much
amount is invested by the company to implement the diversity.
Answer 13: Company will measure the success of implementation of diversity policy with the
help of conventional measurements such as the number of employees, who belongs to the
different cultures and racial categories such as number of men, women, aged, young and many
more21.
Answer 14: Yes, company consult with the stakeholders at time of implementation the policy
because stakeholders are an important part of organization. When internal stakeholders such as
senior managers give the speech about the diversity then it motivate the employees and increase
the productivity.
21 Silvia Profili, Alessia Sammarran and Laura Innocenti, Age Diversity in the Workplace: An Organizational Perspective,
(Emerald Group Publishing, 2017)
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Reference List
Adams Barbara B., Women, Minorities, and Other Extraordinary People: The New Path for
Workforce Diversity, (Greenleaf Book Group, 2018)
Anca Celia de and Vega Antonio Vazquez, Managing Diversity in the Global Organization:
Creating New Business Values, (Springer, 2016)
Australian Human Rights Commission, About Age Discrimination, [Website], 2012,
https://www.humanrights.gov.au/our-work/age-discrimination/about-age-discrimination,
(accessed 27 August 2019)
Australian Human Rights Commission, About Disability Rights, [Website], 2012,
https://www.humanrights.gov.au/our-work/disability-rights/about-disability-rights, (accessed 27
August 2019)
Bell Myrtle P., Diversity in Organizations, (2nd ed.,Cengage Learning, 2011)
Bendl Regine, Bleijenbergh Inge, Henttonen Elina and Mills Albert J. (ed), The Oxford
Handbook of Diversity in Organizations, (Oxford University Press, 2015)
Byrd Marilyn Y. and Scott Chaunda L., Diversity in the Workforce: Current Issues and
Emerging Trends, (Routledge, 2014)
Fulp Carol, Success through Diversity: Why the Most Inclusive Companies Will Win, (Beacon
Press, 2018)
Herring Cedric and Henderson Loren, Diversity in Organizations: A Critical Examination
(Routledge, 2014)
Hubbard Edward, The Diversity Scorecard, (Routledge, 2012)
Hughes and Claretha, Impact of Diversity on Organization and Career Development, (IGI
Global, 2014)
Livermore David, Driven by Difference: How Great Companies Fuel Innovation through
Diversity, (AMACOM, 2016)
Martin Gillian Coote, ‘The Effects of Cultural Diversity In The Workplace’, Journal of Diversity
Management, (2014) vol. 9, no. 2
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Paludi Michele A., Managing Diversity in Today's Workplace: Strategies for Employees and
Employers, (ABC-CLIO, 2012)
Profili Silvia, Sammarran Alessia and Innocenti Laura, Age Diversity in the Workplace: An
Organizational Perspective, (Emerald Group Publishing, 2017)
Scott and L. Chaunda, Handbook of Research on Workforce Diversity in a Global Society:
Technologies and Concepts: Technologies and Concepts, (IGI Global, 2012)
Tirana Maria, Managing Diversity in Organizations: A Global Perspective (Taylor & Francis,
2017)
Watson Joe, Without Excuses: Unleash the Power of Diversity to Build Your Business, (St.
Martin's Press, 2013)
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Marking Guide
Assessment Task 2: Report: Develop and implement diversity policy
Candidate’s name Phone no.
Assessor’s name Phone no.
Assessment site
Assessment date/s Time/s
Outcomes
Did the candidate:
Satisfactory
Yes No
Answer all the questions?
Provide examples as and when necessary?
Submit all the documents as required?
Complete assessment within agreed deadline?
Performance indicators
Did the candidate:
Satisfactory
Yes No
1. Conduct sufficient research on diversity policy?
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Did the candidate:
Satisfactory
Yes No
1. Does the policy support compliance with relevant
legislation? Explain how.
2. Have you incorporated feedback and suggestions from
stakeholders into the final draft? If so, what did you need to
incorporate?
3. Are there relationships or links between the intended
diversity policy and other policies?
Comments/feedback to candidate
Outcome: Successful Unsuccessful
Assessor name:
Assessor signature:
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