Diversity Policy Analysis and Recommendations for Acumen Restaurant

This project presents a comprehensive analysis of Acumen Restaurant's diversity policy. The first task identifies significant gaps in the existing policy, particularly concerning age, family obligations, race, disability, and gender discrimination. Recommendations are provided to address these shortcomings, including the incorporation of legislative requirements, strategies for achieving aims, formal and informal complaint procedures, and communication strategies. Task two involves screenshots of the proposed policy changes and task three includes a survey questionnaire designed to gather staff feedback on product and service improvements, promotional strategies, and menu updates. The project further presents two case studies. The first case study focuses on addressing a harassment complaint, detailing the steps to be taken, a complaint report, and a role-play observation checklist. The second case study identifies personal biases in recruitment and proposes actions to overcome these biases, ensuring successful teamwork. Finally, the project includes training details, an email to the restaurant owner, and a detailed analysis of the policy's practical application.

Assessment-2
Task- 1 (Review Diversity Policy)
Identification of gaps in current diversity policy for the restaurant
Based on a review conducted over the current diversity policy of Acumen restaurant, it has been
served that the aims and objectives defined in this policy are not clear at all. The policy failed at
addressing- Age-based discrimination, family obligations, racial discrimination, disability
discrimination, and gender discrimination. There is no discussion in nominated policy about
federal and victoria legislation regarding a restaurant business. The policy not even included any
strategy for the effective achievement of its aims, formal & informal complaints procedure, and
informal & informal way of addressing claims of harassment. None of the key aspects has been
included in the undertaken policy of previously discussed restaurant to identify the way how it
would be disseminated & promoted among different staff members of the specified restaurant.
Another gap factor in the policy is that there is no review schedule to be followed in the context
of this policy. Furthermore, it could be concluded that the reviewed policy is not up to the mark
and need to be updated for better end outcomes1.
Recommendations based on changes additions to the current policy
Types of diversity
The policy should include all key aspects related to age-based, family obligations, racial,
disability, and gender diversity to improve its effectiveness and even to make it more effective.
Legislative requirements
There is no law and legislation included under the existing policy of the restaurant bit it needs to
be included to make the workforce eligible to know what they are allowed to do or what not as
per organization's diversity policy such as- Workplace Gender Equality Act, code of ethics and
business conduct, etc.
 Anti-Discrimination Act
 Age Discrimination Act
1 Elisabeth Natter, "Define Diversity In The Workplace", Smallbusiness.Chron.Com (Webpage, 2019)
<https://smallbusiness.chron.com/define-diversity-workplace-4926.html>.

 Fair work and the Racial Discrimination Act
 Workplace gender quality Act
 Sex Discrimination Act
Strategies for achieving aims
 Scheduling a short discussion session is one of the key strategies that should be included
in the policy in regards to achieve the major aims specified in the policy document of the
organization.
 Also, the policy should be reviewed and renewed every year as per the organizational
issues related to the key term of Diversity has been increased significantly.
Formal and informal complaint procedure for staff
 Formal- By sending official mail to the key executives of the organization
 Informal- By personally visiting the main cabin of the restaurant to discuss the key issue
facing by him from some specific team member and corresponding work criterion.
Communication of policy to staff
 Training is the first communication approach that should be included in this policy to
aware the workforce about recently changed key terms of the company's policy.
 Scheduling meeting sessions with all staff members is another way to communicate the
recent changes in specified policy among all staff members of the organization.
Inclusivity in hiring practices
The policy should include intensive hiring practices of the company in its renewed policy to
make it more effective2.
Recommendations in the form of text to be included in the revised policy
 The revised policy should include different key aspects related
to-
o Age-based discrimination
o Racial discrimination
o Family obligations
2 evt.com, "DIVERSITY POLICY" <https://www.evt.com/wp-content/uploads/2015/12/Event-Diversity-
Policy-1.pdf>.

o Gender discrimination and,
o Disability discrimination
 It should include proper methods to make formal and informal complaints and even to
address the claims of harassment.
 The revised policy should also include the best way of disseminating the policy and the
best way to review nominated diversity policy3.
Task-2 (Screenshots- Present policy changes to staff)
3 empired.com, "Empired Diversity Policy" <https://www.empired.com/Global/_Diversity%20Policy.pdf>.

Task-3 (Prepare a survey questionnaire)
Purpose of this questionnaire:
 The main purpose of this questionnaire is to capture the diversity of skills, perspectives,
and experiences
 Another main purpose of this questionnaire is to get the staff's suggestions based on the
way how to enhance the product & services of the organization
 Furthermore, the next main purpose of this questionnaire is to discuss all possible best
ways to use recent technologies for-
o Promotion and Advertising
o Capturing market information
Survey Questionnaire
(For staff only)

Name:_______________ Date: ______________
Email address: _______________ Department: _________________
Question-1: According to customer point of view and feedback gathered from them by your
team, what improvements that you think need to be made in context to improve the quality of
existing products & services of the restaurant to ensure their long term connectivity with the
organization?
Answer: __________________________________________________________________.
Question-2: According to your point of view, what would be the best way to improve the
promotional strategies of the restaurant to make maximum customers aware of its services?
Answer: _________________________________________________________________.
Question-3: As per your point of view, how to update the main menu of the restaurant to meet
the end requirements of its key customers?
Answer:
_________________________________________________________________________.
Question-4: Would you prefer the option of Social media marketing to promote different
services of the organization among the large customer base of the restaurant?
Answer: Yes/ No
Any other suggestion:
___________________________________________________________________________
_______________________________________.
Assessment- 3 (Case Study)

Case Study- 1
Ques-1: Discussion on the way how to address the complaint of harassment
based on policy & procedure drafted in the first task of the second assessment
I would conduct a personal meeting with all team members directly or indirectly involved with
the key statement of the female cook to make this matter formal and resolve it in a better way. I
would not act biased while taking any kind of decision-based on the complete situation. I would
leave the suspected individuals with a strict warning & related card and in case, I found this
happened again then I would terminate such employees who would found indulged in a case
like- female harassment. I would also communicate with the female cook that we are strictly
committed to our policy based on gender-based discrimination4.
Ques-2:
Complaint Report
Complaint Report
Details of Complaint (s)
Name (s) <Enter your name>
Position (s) <Junior female cook>
Details of Complaint
Date/ Time 8/ 15/ 2019
Persons Involved One male chef:
(Nitikesh Mehra)
Three male colleagues:
(John Den)
4 Kristina Martic, "Top 10 Benefits Of Diversity In The Workplace [INFOGRAPHIC
INCLUDED]", Blog (Webpage, 2018) <https://www.talentlyft.com/en/blog/article/244/top-10-benefits-of-
diversity-in-the-workplace-infographic-included>.

(Alexander)
(George Duke)
Key issues  Gender-based discrimination
 Harassment from one male chef and other male colleagues
Solutions sought  Issue warning letters to indulged male colleagues and chef
 Continuous monitoring of indulged male colleagues and chef’s
daily work
 Communicate with the female cook that the team of our
restaurant is highly committed for gender-based discrimination
Complaint Acknowledgement
I acknowledge that this report accurately records the details of the complaint I have made.
Signature : ______________________ Date: 8/ 2515/ 2019
Role Play Observation Checklist
Roles Responsibility Observation/ end outcome
Complainant To defend themselves for the
allegation made by one female
cook of the restaurant based on
several key pieces of evidence.
All complainants failed to
justify themselves and their
innocence as well.
Complainer To register her complaint and give
proof of her statement to get justice
from higher management for the
discussed restaurant organization.
The complainer will get
assurance that nothing
would happen with her
again at the workforce and
also her safety would be
considered at the top.
Higher authorities To take the best decision in favor The higher management

of innocent party to maintain
his/her trust level.
does not want to lose its
workforce so, it prefers to
take a strategic decision at
the end5.
Ques-3:
Training details:
Reason &
purpose of
training
Content of training Who will
deliver the
training
Timings of
training
Storage media for a
discussion held in a
specified training
session
To aware the
staff about
different key
aspects
associated with
the newly
defined or
revised policy of
the restaurant.
Clear aim and
objective of the
revised policy and the
way how the
employees could
register their
complaints in formal
& informal ways
Training head
assisted by the
policymaker
9:00 am to
10:00 am
Microsoft word file
saved in Google
drive
To acknowledge
all staff
members about
gender-biased
discrimination
Gender
discrimination &
related key terms in
association with the
organization's revised
diversity policy
A female
training
coordinator
3:00 pm to
4:00 pm
PowerPoint
presentation in Pen
Drive
To let all staff Racial & disability Restaurant’s 4:00 pm to Word Document in
5 Kristina Martic, "Top 10 Benefits Of Diversity In The Workplace [INFOGRAPHIC
INCLUDED]", Blog (Webpage, 2018) <https://www.talentlyft.com/en/blog/article/244/top-10-benefits-of-
diversity-in-the-workplace-infographic-included>.