BSBDIV501 Manage Diversity: Workplace Diversity Policy and Procedures

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BSBDIV501 – Manage Diversity
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Contents
Introduction......................................................................................................................................3
Assessment 1...................................................................................................................................4
Assessment 2.................................................................................................................................11
Conclusion.....................................................................................................................................19
References......................................................................................................................................20
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Introduction
Diversity management is an essential task for a manager at the workplace. Diversity is found at
the workplace where distinct culture, background, value and norms people work together. It is
essential to understand diversity properly so that management can initiate suitable actions. This
assessment is all about management of diversity at the workplace so that business can
accomplish desired goals and targets. In this assessment, key legislation, aspects, a requirement
with the complaint process will be discussed. It will be going to define potential to integrate
these legislations at the workplace to manage diversity. Diversity policy will be developed and
implemented at diverse workplace reflect on the values identify from derive legislations. A
development of anti-bullying and anti-harassment will be developed with the clear procedure
with formal and informal complaint stage. All these will be going to discuss in reference to
National Australia Bank so that the company can manage workplace diversity properly.
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Assessment 1
1. List 6 prohibited areas of discrimination your company’s diversity policy should
address.
Some of the prohibited areas of discrimination in the organization that should be addressed by
diversity policy:
Religion, culture and language- The employees should get equal opportunities and not be
discriminated on the basis of different culture, religion and language.
Disability- Employees must not face discrimination in the workplace due to any kind of
disability.
Race, colour and ethnic- Employee should equal opportunity in the workplace and the
discrimination on the basis of colour, race and ethnic factors.
Marital status or family arrangements- Women at the workplace must not be discriminated on
the basis of marital status and their family arrangements.
Age- At the workplace, employees should not face issues due to age differences. They must get
equal opportunities based on their experience and expertise.
Political belief and activity- Employees must be protected from discrimination on the basis of
any kind of political belief and activity.
2. List 3 examples of policies that may cover aspects of businesses operations affected by
diversity.
Three policies affecting businesses operations by diversity are as follows:
 Training and development policy,
 Recruitment and induction policies and
 Anti-bullying and grievance policy (Riccucci, 2018)
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3. When should staff be made aware of the diversity policy?
In the organization, it is crucial to make the employees aware of the importance of a diverse
working culture. They should also be aware of the diversity policy implemented by the
management of the organization. Basically, the employees and staff members must be made
aware of the diversity in the workplace during the induction process. They must know about the
guidelines given in the diversity policy so that equal opportunities can be given to them.
4. Name 2 ways of promoting the diversity policy.
There are many ways by which the diversity policy can be prompted. Two of the ways to prompt
the diversity policy in the workplace are discussed below:
Displaying the policy- In the organization, the diversity policy can be prompted by displaying
the policy on the notice board and other public areas. This would be helpful in making a large
number of people regarding the diversity policy.
Explaining policy- Further, it is also crucial for the management of the organization to explain
the policy to the employees in a proper manner. The policy can be explained in the meetings, and
others form also form (Turk, 2016).
5. What should you do if you discover areas of the anti-discrimination legislation which are
not fully addressed by your diversity policy in your workplace?
If there are the areas of anti-discrimination legislation which are not addressed by the diversity
policy at the workplace, then it is essential to ensure the updated policy. In this manner, the
feedbacks would be provided to the staff and colleagues to ensure that the policy is updated. In
addition to this, the policy would be communicated to the staff and management so that areas can
be addressed.
6. What can happen if your own prejudices cause discrimination during the employment
process and a candidate is dissatisfied?
In the organization, if the prejudice is the cause of discrimination during the employment
process, then the candidate is required to raise the complaint against the issue. The person can
complain to the anti-discrimination board in the organization and ask for justice.
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7. List 2 benefits of selecting a socially diverse workforce.
In the organization, it is crucial to have a diverse workforce at the workforce. There are various
benefits for the organization for selecting a diverse workforce. Two of the benefits are discussed
below:
Improved customer service- Diverse workforce is helpful in understanding the needs and
requirements of the range of the customers. By this, they are able to provide effective and
improve services to the customers.
Increased productivity- Diverse workforce is helpful in achieving the goals and targets so that
the productivity of the company can be achieved. Basically, the diverse workforce has a different
area of expertise which can be helpful for the organization to achieving the business objectives in
an effective manner (Hunt, Layton & Prince, 2015).
8. List 3 types of training you may need to offer staff to help deal with the cultural
difference in your team.
At the workplace, it is important to give training to the staff so that they can deal with the
cultural differences in the team. Types of training which should be offered to the employees are
as follows:
Equal- opportunity training- Staff should get equal-opportunity training so that they can
provide equal work and pay opportunities to their colleagues. This training is essential to develop
a sense of equal opportunities in the work areas among the employees.
Grievance management training- At the workplace, employees must get training related to the
management of grievance. Each employee must get right to raise a grievance against the
discrimination at the workplace.
Recruitment and selection training- Staff, must get training related to recruitment and
selection at the workplace. The employees must be hired without discrimination factors like race,
gender, ethnicity, disability, nationality, and religion.
9. List 3 examples of items that can cause tensions between staff.
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There can be various situations that can be the cause of tension between staff. Some of the
examples are listed below:
Low understanding of religious beliefs-
If employees are not considering and understanding the religious beliefs and requirements of
each other, then it can be the cause of tension among the employees at the workplace.
Misinterpretation of body language-
During the work, if the employees interpreting the body languages of other employees in the
wrong way, then this can be the cause of tension.
Work instructions-
If people do not understand work instructions in proper manner, then it can create tension among
the employees. Low level of understanding can be due to language barriers which can create
issues in the work instructions.
10. How can you manage staff tensions and assist staff in working effectively with each
other?
At the workplace, it is crucial to managing the tension among the employees in the proper
manner. In addition to this, it is also important to assist them in work efficiency. In this manner,
basic training related to cultural awareness social customs, language barriers and religious beliefs
can be provided to the staff. Further,
11. Who should ideally be in charge when investigating complaints relating to bullying,
racial vilification, sexual harassment or violence
In an organization, people should be responsible for investing complaints related to racial
vilification, bullying, violence and sexual harassment. Some must be in charge of this who has
dealt successfully with the same situation earlier (Temkin, 2012).
12. An employer can be held liable for any unlawful workplace behaviour unless they can
prove what?
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In the organization, the employer can be held liable for any unlawful workplace behaviour unless
they can prove the cases. In this manner, it is crucial to implement all the essential and
reasonable steps to stop happening unlawful behaviour. At the workplace, the employer is
responsible for implementing effective policies to prevent unlawful and unethical behaviour.
13. What are some ways businesses can promote diversity?
At the workplace, it is crucial for the managers to adopt some effective ways and methods to
promote diversity. There are many ways by which business can promote diversity. The
organization can publish the diversity policy in the newsletter and bulletins for the employees. In
addition to this, the managers can also explain the diversity policy to the employees by staff
meetings and other forums.
14. Give an example of how you can use the skills from a culturally diverse workforce to
improve products or services in your industry.
The skills of the culturally diverse workforce can be used to enhance the products and services in
a particular industry. For example, in the retail industry, the diverse workforce can have multiple
languages which can be used while dealing with foreign customers. In addition to this, the
knowledge of the traditions, cultural customs and religions can be used in the retail industry to
promote the products (Grivastava, & Kleiner, 2015).
15. Match the following pieces of legislation with their corresponding description.
Age Discrimination Act 2004 Protects younger and older people from
unlawful treatment based on their age
Disability Discrimination Act 1992 Protects against discrimination on the basis of
disability
Racial Discrimination Act 1975 Protects against discrimination on the basis of
skin colour, descent, ethnic extraction, national
origin etc.
Sex Discrimination Act 1984 Protects against discrimination on the basis of
marital status, pregnancy or sex
Australian Human Rights Commission Act Established Australian Human Rights
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1986 Commission, gives it powers and defines
discrimination
16. List the 2 main ways which can be used to lodge and handle a complaint.
There are many ways by which the complaint can be lodged and handled. Two main ways in this
manner are as follows:
 Following proper guidelines and procedures of diversity policy at the workplace so that
complaint related to discrimination can be handled, and
 Including government agency like Anti-discrimination Board to promote diversity policy
and the conflict can be handled in a proper manner
17. List 4 types of complaints which must be investigated formally.
In the organization, there can be many complaints related to discrimination which must be
investigated in a formal way. The types of complaints which must be investigated formally are as
follows:
 Bullying,
 Violence complaints,
 Sexual harassment,
 Racial criticism
18. The HR manager asks you to investigate a sexual harassment claim which has occurred
yesterday in the catering department. In brief, outline the steps you should take to address
this complaint in a professional manner. What are the options in case of satisfactory or
non-satisfactory outcomes?
In this case, the issue would be investigated impartially and in a formal way. In the investigation,
it is important to understand who is involved in the case. There are some steps which would be
used in the overall process:
 Removing the situations and actions occurring again in future and ask the complainant
for the assistant in an effective manner,
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 Communicate the complainant in the private area and ensure confidentiality in the overall
process,
 Conduct the interview with the defendant and ask the same question,
 Review the facts and provide proper recommendations for future actions, and
 Conciliation or arbitration can be used to resolve the matter properly (Rice, 2015)
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Assessment 2
1. Identify the purpose of the following Acts – what is covered, who does this apply to and
what is the relevance in a workplace?
Different legislations have imposed in Australia which associates with the workplace. It is
essential to follow the workplace legislation so that the business becomes successful. Legislation
has their importance for employer and employee. Australian government or federal parliament
has passed some number of laws with a clear aim to protect people from discrimination. National
Australia Bank has to understand these laws and acts so that they can provide better public life
from breaches of human rights in Commonwealth departments:
Legislations Basic Description Applicable Relevancy at workplace
Age Discrimination Act Age Discrimination Act
was passed in 2004 to
protect individual across
Australia in different
areas.
This act is applicable in
different grounds of age
which includes different
public life like
employment, provision
of goods and services,
education and
administration of
Commonwealth laws
and programs.
People at the workplace
can face discrimination
at some ground for
which they can
complain directly to
Commission. This act is
applicable in the
workplace like state
government, private
sector etc. With this act,
companies can maintain
a decorum which
protects the right of all
people.
Disability
Discrimination Act
This act was identified
in consideration in 1992
with a clear objective to
eliminate discrimination
against people with
specific disabilities.
It is typically applied at
every workplace. It is
required at health and
social care workplace so
that all people treated
equally.
This act is required to
initiate at the workplace
as some of the
employees use the
palliative device,
hearing aid, a carer at
the workplace so that all
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activities perform in an
effective manner.
Racial Discrimination
Act
This act was incorporate
in the year 1975 to
protect human rights
and facilitate equality at
the workplace to people
belong from different
grounds. This act is
helpful for people in
Australia belong to
different unfair practices
on the basis of colour,
race, descent etc.
This act is applicable on
different grounds like
education, workplace,
accommodation, service
users in the hospitality
industry etc. Hence,
such aspects are
essential to follow so
that all things get done
in an effective manner.
This act is relevant to
the workplace because
sometimes, employees
get dismissed without
any reason. Along with
this, companies also
denied equal access to
training opportunities.
Hence, such acts are
required to initiate at the
workplace so that things
get done in the right
direction.
Sex Discrimination Act This act has taken into
consideration in the year
1984 with the aim to
promote equality
between men and
women. This act is
required to initiate so
that discrimination get
eliminate on the basis of
sex, marital status,
pregnancy etc.
This act is applied to all
sorts of workplace and
health care units. All
people are needed to
treat equally whether
they are men or women.
This act is relevant to
the workplace where
men get more
opportunities than
women. Hence, it is
essential to initiate this
act at the workplace so
that management can
provide equal
opportunities to men
and women.
Australian Human Right
Commission Act
This act was passed in
1986 and formally
known as the Human
Rights and Equal
Opportunity
Commission Act 1986.
This act includes
different schedule like
This act is applicable in
Australia where all
companies, government
and all people consider
under it. This act has
influenced many people
and protects their right
to work as well.
At the workplace, all
people need to consider
the Australian Human
Right Commission Act
so that their rights and
aspects protected for a
longer duration.
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