Diversity Policy for a Café: Addressing Workplace Inclusivity

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Advanced Diploma of Management (Human Resources)
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PART A
You are to draft a diversity policy for your café. You have decided to base it on a diversity
policy for an existing organisation. You may base it on the Diversity Policy for NSW
Department of Education (in the Appendix), or may access another policy that is suitable
from another business.
1. Read the policy
2. Modify the policy as appropriate, keeping what is relevant to your café, changing what
needs to be adapted to your business and removing what does not apply.
Workforce diversity policy is considered as the commitment towards the department which is
concerned with creating the workplace issues in fair and proper manner. It is also focused on
creating the workplace which respects the diverse culture and respect towards the same which
reflects the understanding and the involvement of NSW community which tends to provide
necessary changes in the process (Hebl, and Avery, 2012).
Policy Statement
Workplace diversity is considered as a crucial factor as people are working on various myths and
in accordance with that they are not open for the diverse culture and tends to respect them in
order to work with them in efficient. In accordance with the situation the company has formed
workforce diversity policy which involves respecting every employee no matter from which
background someone belongs and what kind of cultural and tradition they possess. The business
requires following the Act which is formed by the government and provides benefit to the
employees of the company. It includes training sessions and other seminars and also focuses on
providing a proper business environment. The policy also includes the Act which is beneficial
for the employee and also generates positive outcomes in the café. In this we have included the
Diversity Policy and the Equality Act which is betterment for the working of the organisation.
The main purpose of the policy is to provide positive work environment and fosters the
relationship of people with other people and helps in making environment better in every
aspects which provides the returns in proper manner (Boehm and Dwertmann, 2015).
Definition
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Diversity is concerned with respecting the involvement of diverse culture regardless of from
where a person belongs and what sort of values and tradition person should possess. There
should be no discrimination among employees on the basis of their culture and social
backgrounds that is a petty thing to make the differentiation among people. The diversity policy
is comprises of the equality act and anti-discrimination act which ensures the every employee are
get treated in the proper and fair manner which provides high amount of returns and provide
numerous opportunities to the employees. The organisation diversity is considered as the
strength of the company as it involves various from different culture and providing them
opportunities in accordance with their capabilities and ability to do work in the proper manner.
Audience and who it applies to
Diversity policy is applied to everyone who is working in the café and even too other outsiders
too who are involved in the café whether it’s the employees or the consumers. The diversity
policy eliminates the ground in which one is getting discriminated on the basis of cultural
backgrounds and other issues related to the diversity. The respects should be given by everyone
in regards with the café it involves every employee, management and as well as consumers. The
audience is considered as the every individual who is involved in the commencement of
business and has the power to make a difference (Trenerry and Paradies, 2012). Audience are
those people which possess all the power and can create or influence the people in proper
manner.
Responsibilities
The major responsibility is of the owner of the café and management to ensure the proper rules
and regulations are being followed in the organisation. The management of the organisation has
the proper responsibility which ensures every employee is being treated fairly and equal
opportunities in their working. The one should get the fair chance for the opportunities that fall
at the time of working regardless of their cultural diversity. The management is solely
responsible for implementation of acts and other rules and regulations which ensures the
effective working of the organisation and tends to generate effective returns for the betterment
of the employees and community (Saxena, et.al, 2014). The stakeholders, senior management
and every other person who is involved in the business are responsible for the working of the
company and ensures effective working of the organisation and providing them the environment
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which does not involve any sort of discrimination at the workplace (Trenerry and Paradies,
2012).
Context (relationship and links with other related policies)
There has been various policies which are in the favour of promoting cultural diversity and
eliminating the influence of those people who judge people based on their background, values,
tradition etc. and does not treat them in the proper manner (Rice, et.al, 2015). The government
has made the policies in this regards which are as follows:
The Equality Act: The Equality Act is concerned with the law which tends to protect the
individuals from unfair treatment and focuses on providing fair and equal chances to everyone
in the community. The Equality promotes the equality among people by abiding any sort of
difference which may arise in the café and in working of the organisation. The Equality Act
open the doors for the individual when to have the privilege of enjoying every single
opportunity which avoids the criticism and helps in attaining the maximum heights possible
which will help the café to achieve positive outcomes in the near future.
Diversity Policy: The diversity policy tends to provide the set of certain frameworks which
mainly put emphasis on managing and encouraging the diversity in the organisation. The
diversity policy was created in accordance which promotes equality, diversity and inclusion
which is within the Law Council. It is for all those who judge people on their age, color, race,
ethics, sexuality, disability and religious beliefs (Rice, et.al, 2015). The organisation is required
to adapt the diversity policy as it helps in the betterment of the organisation and fair treatment
towards every individual.
Monitoring, evaluation and reporting requirements
The implementation of monitoring and presenting the report on it requires various process and
procedures. The café people and management requires to keep an eye on the activities of the
workers to ensure that there is no mis conduct and no unethical practices are going in the
workplace which tends to impact the performance of the employees. The monitoring is done on
the various parameters which involving the proper evaluation and presenting the reports in the
desired manner. The reports are showcased to the senior management of the café which
includes every aspect which can create impact in regards with the cultural diversity (Payne and
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Hamm,2013). The reports has changed the perspectives of the people as the management of the
company has seen the scenario in accordance with that they have implemented the policies
which promotes cultural diversity in the café and eliminated the background differences which
are arising in the workplace and hampering the performance of the organisation. It also has
proper involvement of human resource manager and other senior managers who check upon on
things in the timely manner and forms the policies and procedures in regards with that.
3. Develop a simple action plan to implement this policy in your café. Include:
 Who will be involved
 How you will implement it
 Timeframes.
Involvement of People Implementation(Policies/
Acts)
Timeframe
Employees Introducing Equality Act and
Diversity Act
10 days
Manager Implementing and monitoring
these Acts in proper manner.
7 days
CEO of the Café and
Stakeholders
Checking the reports and
forming policies accordingly
7 days
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Part B:
You are now to seek input from your ‘employees’.
1. Form a small group (2 – 4 classmates) who will act as the other managers and
supervisors in your café, and present your draft policy for discussion and feedback
2. Based on the feedback, revise the policy.
The policy is concerned with the implementation of workplace diversity in the company and
eliminating the any sort of differences which is arising from the cultural diversity and
background. The discussion of the policy will provide the better understanding of the policy
and what other things can be in accordance with that and will generate maximum returns
towards the same (Lynch,2017).
The managers of the café have been discussing the things which are causing huge amount of
effect in the company and at the same time it is affecting the performance of the employees.
The managers has discussed about the implementation of acts and policies in the workplace to
eliminate the differences. The manager of the café has decided to conduct a meeting with the
superiors of the company and tell them about the situation and get proper assistance towards
the same. The senior management of the company has put emphasis on the situation and
provided them required assistance in order to generate effective returns.
The managers discussed about the Equality Act and their implementation in workplace will
generate positive and fair behaviour towards the employees of the company. The Equality Act
will the better approach which can be considered using in the café as it is mainly focus in
eliminating the factors such as age, gender, caste, sexuality, disability etc. the managers has
introduced this practice in the café and make people aware about the same. The supervisors has
provided feedback in this to make the Act more effective they have launched certain set of
consequences so people avoid this practice of discrimination among people (Ravazzani, et.al,
2016).
The manager and supervisor also come along with the decision to implement the diversity act
and create awareness towards the same. The manager has decided to create the event in which
they introduce about the Act and in accordance with that they will take necessary steps for the
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implementation of the Act. The employees will learn the importance of respecting each other
cultural backgrounds and not treating anyone in unfair manner. The managers have
implemented the proposal and also ask for the valuable guidance of the stakeholders as they
have proper say in the organisation which requires proper communication and approval
towards the implementation of policies. The café has implemented the policies and asked
suggestions from the people which enhance the power in better way possible.
The café is also decided to implement the diversity policy which helps in creating the
importance of diverse culture among people. The diversity holds huge importance it is required
to be followed by every individual in their course of working as it is the one thing which
differentiates people in each and every aspect and also provides the chances of emerging with
new culture and learning the new things about people. The diversity in cultural and background
should become a point of appreciation rather than hate or unfair practices in regards with the
behaviour and other things (Lambert, 2016).
The company has made the norms which includes everyone safety and respect and the
stakeholders of the company has agreed upon the same. The café has introduced the ways in
which they considered the feedback and guidance from the managers, supervisors and
stakeholders. The feedback has provided the things which helps in recreating the things in a
manner which should do justice in everyone’s part. The implementation of policies requires the
regular involvement and also evaluating the same in timely manner to ensure the people are not
discriminating anyone on the basis of their cultural backgrounds and any other relatable factor
which have power to create the impact.
2. Based on the feedback, revise the policy.
The revising policy which will tend to eliminate the course of action in regards with the use of
cultural backgrounds and diversity at workplace. The policy has set framework and certain
criteria which ensures the positive working of the organisation and in the same manner
provides the benefits. The policy revising has concluded all the factors which can eliminate the
unfair practices.
It involves stop following the same stereotypes acts or thinking which are undergoing from a
long period of time. There are times when company start blaming the employees for the lack of
diversity. It requires the strong decision making process regarding these activities. The
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awareness can b shared by educating the employees about their rights and learning’s provide
them all the information which is in regards with the Act. It also promotes the flexibility it is
important aspect in revising the policy.
It includes learning about the cultural backgrounds understanding the living and interests of
employee in and out of the workplace. It also have inclusion of the opportunities which
increases the staff interaction outside of the work which enables the employee to feel more
comfortable and enjoy the diversity among people (Chrobot and Aramovich,2013).
Diversity in the workplace has become a crucial task for the employees as it tends to manifest the
employee and helps in building a positive reputation within the company. It provides the returns
in the form of generation of maximum profitability and plenty of opportunities for the
employees. The policy has helps in eliminating all those issues which are occurred in the café in
terms with the cultural backgrounds and other problems in terms of coordination among
employees has destroyed the positivity among the employee which in return created huge impact
in the working of the company. It also includes the environment which is diverse in nature and
workforce which is capable of completing the work in desired and proper manner
The encouragement of positive work culture provides the high amount of return which is
necessary or effective in the environment where involvement of people is high in number and
can lead to the situation of cultural differences. The policy generates the various new and career
development opportunities and at the same time also promoting their values and abilities towards
the same. It is required that policies should encourage and embrace the diversity at the
workplace. It tends to acknowledge the diverse perspectives which arise on issues in the café and
it also makes sure the everyone has been covered in the terms of discussions and other opinions.
The company is concerned with fulfilling their mission and goals in and it also promotes the
diversity in the workplace. It is required in a manner which support and respect equity,
workplace diversity, ethical practices, workplace safety and to help prevent unlawful
discrimination and harassment or bullying in their workplaces (Barak, et.al,2016).
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References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age
and disability diversity effects in the workplace through leadership, positive climates, and HR
practices. Work, Aging and Retirement, 1(1), pp.41-63.
Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an
affirming climate for workplace diversity. Group & Organization Management, 38(6), pp.659-
689.
Hebl, M.R. and Avery, D.R., 2012. Diversity in organizations. Handbook of Psychology, Second
Edition, 12.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company, 1, pp.15-29.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the
absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict, 20(1), p.68.
Lynch, F.R., 2017. The diversity machine: The drive to change the white male workplace.
Routledge.
Payne, J., McDonald, S. and Hamm, L., 2013, June. Production teams and producing racial
diversity in workplace relationships. In Sociological Forum (Vol. 28, No. 2, pp. 326-349).
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal, 35(2), pp.154-168.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics and
Finance, 11, pp.76-85.
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Trenerry, B. and Paradies, Y., 2012. Organizational assessment: An overlooked approach to
managing diversity and addressing racism in the workplace. Journal of Diversity Management
(Online), 7(1), p.11.
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