BSBDIV501 Manage Diversity in the Workplace: Assessment 1

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BSBDIV501 Manage diversity in the workplace
Assessment 1 - Questions
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Question 1: List 6 prohibited areas of discrimination Wesfarmers diversity policy
should address.
In Australia, discrimination is very illegal and unlawful if it is done on the basis of
protected attributes which is consisted of age, sex, race, gender identity, intersex status and
sexual orientation within the certain areas like public life included with employment and
education.
Prohibited areas are:
 Race: Racial discrimination is known as the discrimination done on the basis of
race. The policies of segregation on racialism can be idealised but it is also
legalised and also known as the injustice faced by the employees of the companies
of the race. Wesfarmers always follow the rules of the and never supports the
discrimination done on the basis of race.
 Colour: Colour discrimination is known as the discrimination which is done on the
basis of the complexion of an individual. Wesfarmers is aware of the law of
discrimination and does not support this type of activities if done by any of the
company member or employee (Riccucci, 2018).
 Sex: The discrimination on sex is also prohibited in Wesfarmers. In this company
all are equal whether they are male or female. No discrimination is entertained on
the basis of sex.
 Family responsibilities: It is very important to understand the problem of
employees and what kind of responsibilities they are carrying with them.
Discrimination on the basis of family responsibility is an offence and Wesfarmers
always take strict action against this kind of differentiation.
 Disability: No person take disability with there will so it is not a matter of
discrimination and it comes under the prohibition area. Wesfarmers take strict
actions if reported this type of discrimination because they always support all type
of people and never let them feel different from the normal people.
 Age: No one can be judged by their age and should be discriminated on the basis of
this area. This is the prohibited area for discrimination. Wesfarmers always take
care of this area and never promote discrimination on the basis of age.
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Question 2: List 3 examples of policies that may cover aspects of businesses
operations affected by diversity
Business operations can be affected by diversity in various aspects:
 Management: Management can be utilised to start a more innovative environment
for operations. The outcome of the conflicts from creating a diversified team which
can give an extra edge to creativity. For example, if someone brings new techniques
for the management every day then the company cannot carry on with one
particular method and lacks a level of competition between the companies.
 Training: The training diversity helps in understanding the staff and how they can
be benefited by different and diversified background. The operations of the
business which is affected by diversity will be covered through a training process
operated within the company. Training can teach employees how to cooperate
within the workplace with each other with creating any dispute amongst each other
(Guillaume, et. al., 2017).
 Hiring policies: companies always raise their voice against the discrimination
done on the basis of race, colour, age, etc. The hiring policies of the company must
develop a suitable situation for the employees who are going to be hired by the
companies on the basis of their experience and not on their sex or gender.
Question 3: When should staff be made aware of the diversity policy?
Staff members should be made aware of the diversity policies at the time of hiring because
hiring is the time when employees can think about their suitability in a particular company.
If they get to know about a company’s diversity policies then they will feel betrayed and
cannot give their best for that particular company. A company should always be clear on to
their diversity policies to their potential employees or the staff member and make them
aware of how they can deal with the policies. No company entertain the disrespect of the
policies of their company (Sharma, 2016). The main reason for why to tell about the
diversity policies to the staff members at the time of hiring, so that they can be ambiguity
free and work among the premise of the company with full enthusiasm and dedication.
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Question 4: Name 2 ways of promoting the diversity policy
Diversity is a very important part of all the thriving workplace and more significantly when
the engagement of employees is considered in diversity. The diversity in the workplace
promotes innovation and creativity because of all the members of the team, from the
frontline of employees to the leadership including mobile workers who travel from one
place to other for their work.
Ways to promote and encourage the policies of diversity:
 The ways to encourage diversity policies are that managers should be empowered
and educate themselves so that they can manage work in a better and effective way.
It is not necessary that a manager of the company knows about the importance of
the diversity of the workplace. They sometimes do not know how to manage and
hire the groups which have diversified employees.
 Workplace policies should be created diversity-friendly. Providing the facilities of a
diversity of the workplace means developing creative policies or changing urgent
ones related to system-wide. It also promotes the recruitment on the basis of the
evaluation of the performance and innovation.
Question 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?
In the situation when it is discovered that the anti-discrimination laws are violated then it
should be discussed and communicated with the supervisor or manager of the company and
address the type of legislation broke by any employee. After informing the supervisor or
manager about the violated anti-discrimination legislation, state the provision which is
inconsistent with the legislation. Suggestions about the solution of the problem and what
kind of punishment would be given to the employee on violating the legislation and explain
how to implement the suggestion in the workplace of the company (Nwosu, et. al., 2016).
Sometimes it happens that situation gets out of control of the employees or the supervisor
of the company, so in this situation, they must directly inform to the higher members of the
administration which will lead to the immediate implementation of the suggestions or the
punishment and can be stopped on the prior notice. This will also help that member of the
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company who put this forward to the manager or the supervisor of the company.
Question 6: What can happen if your own prejudices cause discrimination during
the employment process and a candidate is dissatisfied?
If the member of the company performs some prejudices the reason and the cause of the
discrimination within the process of employment and dissatisfy the potential employee,
there are so many bad effects of this type of activity because it not only disturbs the
motivation and dedication of the potential employee but also affects the working of the
company. It affects the teamwork of the members of the company and they do not get
ready easily to work together. The effect on the policy of diversity of the company and let
the moral of an organisation brings it down. The overall productivity of the company also
affected by this unlawful activity and reputation of the company also gets affected due to
this prejudice the discrimination cause (Davis, et. al., 2016). The working environment of
the company needs to be positive and energised but for any reason it gets affected it is very
problematic for both the company and it also brings productivity and satisfaction level
down.
Question 7: List 2 benefits of selecting a socially diverse workforce.
A socially diversified workforce is known as the type of workplace where the number of
employees from different societies and cultures is working together to accomplish a
common goal.
The two benefits for this type of workforce are:
Increase in coordination and productivity: the workforce with diversification will lead
to an increase in the productivity and coordination among the employees or teams in the
company who are working for the wellbeing and growth. If any company wants to grow in
the outer market then it should grow itself from within because coordinating and managing
the people from different and diversified places and culture is highly complicated.
Improved employee engagement: A socially diversified workforce can help in improving
the engagement of the employees for their assigned work. Employee engagement is highly
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important for the companies to grow in the market and to achieve the goals and objectives
decided or planned by the company.
Question 8: List 3 types of training you may need to offer staff to help deal with
cultural difference in your team.
Training plays an important role to maintain employees and employer relationship and so
the training process should be carried on keeping in mind every aspect related to the
cultural differences of the company.
The following are the training policies which can be adapted to deal with the differences in
the culture of the company:
Training for global citizenship: the training should be done in such a way that they should
not discriminate on the basis of community, caste and cultures. The employees must be
trained in such a way that they consider themselves to be bind in citizenship which is
global citizenship (Butler-Henderson, et. al., 2018).
Communication skills to combine the cultural gaps: the employers should have expert
communication skills so that their experience and training fills the gaps due to culture and
social diversities in a company or an organisation.
To be a good listener: employers of the company should be a good listener who hears the
point of view of both parties and then take the decision. This habit increases the trust in the
employers within the employees and makes employees of the company rely on the
employers.
Question 9: List 3 examples of issues caused by cultural differences that can cause
tensions between staff.
Cultural differences are known as the differentiation of the employees in relation to culture
and different places in the company. It is difficult for all the companies to manage the
employees from different cultures and with diversified traditions because there is a high
deviation of thoughts between the employees in the company.
The issues which cause the differentiation of culture and creates tension between staff are:
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Diversity in thoughts or ideas: In the company there are many employees who come from
different religion and casts and have different thoughts and ideas, so the company always
filled with highly diversified thoughts and creative ideas which can bring growth for the
company (Lindsey, et. al., 2017).
No coordination among employees: the disadvantage of diversified thoughts and thinking
is that there is no coordination between the employees which can lead to loss of the
company and creates tension amongst the whole company.
Ethical issues or cultural issues: The ethical and cultural issues of the company always
deal with the wellbeing of the company but the main problem with the diversified thoughts
is that it doesn’t let employees of the company be an integral part of the company with full
dedication.
Question 10: How can you manage staff tensions and assist staff in working
effectively with each other?
The management of the tension between the staff is a very big problem amongst the
members of the team because diversified thoughts and cultures sometimes lead to conflicts
the employees of the company. There are different ways through which employees can be
managed like a company can educate their employees about the diversity policy and the
company should make it a part of their regular and routine training activities. Employers
should encourage their employees while taking others views into consideration and put
their views forward to the administration of the company, so that they can take views
which can take their companies to the level of growth.
Question 11: Who should ideally be in charge when investigating complaints relating
to bullying, racial vilification, sexual harassment or violence?
The in charge should be appointed who do not take the biased decision and listen to both
the parts. Bullying, sexual harassment, racial vilification and violence is the crime and
criminal offence and if someone found guilty in these types of crimes then the company
has all the rights to take strict actions against that person who found guilty. The
investigation offices should take the decision on the basis of the situations and after
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knowing all the reasons for taking that decision. A decision should depend on the basis of
issue not on the basis of relationship with the person who found guilty. If any female
officer found guilty in any of these offences then a female officer should be appointed to
handle that case and vice versa in the case of male but it must be specially done for females
(Jones, et. al., 2017). An officer should not discriminate the situation and the issue on the
basis of the criminal having the same culture or from the same country. If a decision is
taken on these grounds then this decision will be called a biased decision. Investigating
officer should give an equal chance to both the parties, one is a complainant and other is a
victim.
Question 12: An employer can be held liable for any unlawful workplace behaviour
unless they can prove what?
An employer can be held liable for any unlawful act at the workplace unless they put
forward their defence. When a complaint is received an opportunity shall be given to the
employer as well to put forward his defence. The employer has to prove that the mentioned
allegations are not true and are just rumours and fake. The employer has to prove his points
of defence by giving relevant pieces of evidence. He can also provide a witness to prove
his point.
The employer is given a chance to get communicated with the manager investigating the
complaint and at that time he can explain the true facts to his manager putting forward his
defence. Further, he can also take legal advice in case a complaint against him is filed and
shall make an attempt to prove all allegations false.
Question 13: What are some ways businesses can promote diversity?
A company with diversity in the workplace is likely to have better productivity and
creativity as compared to a company with less diversity. This is because of the reason that
diverse people share a lot of ideas and thoughts and with a diversity of minds working
together in turn gives profits to the company. Hence, there are a number of ways in which
diversity can be promoted in a company:
1. Re-format hiring process: The Company must abandon society stereotypes and
must change its hiring process. It shall hire people from a different culture and no
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discrimination shall be done on the basis of sex as well. People will diverse group
and culture shall be hired in one team in order to discuss their thoughts and
implement them accordingly.
2. By education and awareness: Companies can also promote diversity by educating
employees about the benefits of this policy and encourage them to take it on the
positive side instead of focusing on its negative aspects. Companies shall promote
awareness regarding diversity policy among its employees right from their hiring
process so that they have a mindset of their working environment.
Question 14: Give an example of how you can use the skills from a culturally diverse
workforce to improve products or services in your industry.
To get full of productivity, it is important for the company to maintain coordination among
employers and employees. It may be challenging for the organisation which has adopted a
policy of diversity to maintain coordination among its workers as diversity is not easy to
adapt and it may create a barrier in the overall performance of the company. Hence, there
should be the proper use of skills in the workplace to improve productivity in the company.
Some examples of the same are:
 Being a good listener: The employers and managers must be a good listener and
must give each employee equal opportunity of putting forward their view.
Feedbacks from a diverse range of people would help the company look forward to
their flaws if any and correct them.
 Understanding cultural perspective: Cultural perspectives plays an important role
in influencing productivity and people who are willing to learn new things are
valuable assets to any organisation. Gathering of people at an organisation gives an
opportunity to exchange their views and understand different cultures (O’Reilly and
Banki, 2016). Ethical understanding promotes productivity as it reduces chances of
confusions.
 Sharing task and promoting teamwork: Employers are aware of the value of task
sharing and promoting teamwork as it contributes to the overall creation of the
company. Assignment of a diverse group to work together to accomplish a common
goal will result in their coordination and interaction with each other and create a
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strong bond and tie among them which would further foster company loyalty.
Question 15: Match the following pieces of legislation with their corresponding
description.
A) Age Discrimination Act 2004 –
B) Disability Discrimination Act 1992
–
C) Racial Discrimination Act 1975 –
Sex
D) Discrimination Act 1984 –
Australian Human
E) Rights Commission Act of 1986 –
protects against discrimination on the basis
of a disability (B)
protects against discrimination on the basis
of ethnic extraction, skin colour, descent,
national origin, etc. (C)
protects younger and older people from
unlawful treatment on the basis of their age
(A)
established the Australian Human Rights
Commission, gives it powers and defines
discrimination (E)
protects against discrimination on the basis
of sex, marital status or pregnancy (D)
Question 16: List the two main ways which can be used to lodge and handle a
complaint:
 The first way to lodge a complaint is to approach the employer or supervisor and if
this does not give success then the complainant shall approach the higher-level
authority or supervisor or manager. Once the complaint is received it shall be
appropriate to adopt a formal procedure to handle the complaint as going for an
informal procedure shall attract the chances of getting bias. Hence, a formal
procedure shall be adopted while investigating a complaint from any employee
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(Stoermer, et. al., 2017).
 In cases of serious issues like complaints regarding harassment or bullying, a direct
approach shall be made to the Human Resource Director and plead that an
investigation shall be made to ensure the genuineness of the facts mentioned. In
receiving complaints of these issues, the HR directors shall either investigate
themselves or hire another person to investigate the problem of the complainant.
Further, in these cases also formal procedure should be adopted to avoid chances of
biases.
Question 17: List 4 types of complaints which must be investigated formally:
In an organisation it is common to receive complaints of employees regarding one or
the other issue. But dealing with complaints in a formal manner is important. There are
certain complaints which need to be dealt with formally in order to avoid biases and
ensure true and genuine investigation. These complaints are:
1. Complaints regarding sexual harassment at the workplace
2. Complaints regarding bullying
3. Complaints regarding improper working conditions
4. Complaints regarding payments and benefits
The following is the procedure to adopt in case of receiving formal complaints:
1. An investigation must be done.
2. Application of principles of natural justice.
3. To find out whether the allegations made are true or rumour.
4. To guide the complainant to take legal action if the allegations are true.
5. Recommend appropriate legal advice.
6. To form an outcome of the complaint.
7. Implement the outcome.
Question 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
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manner.
Sexual harassment is unwelcome and unwanted sexual behaviour which is considered an
offence in the eyes of the law. The victim of sexual harassment is felt humiliated and
intimidated. This offence is sexual discrimination and is penalised if committed.
Following are the steps to be taken in order to deal with a complaint of sexual harassment:
1. First of all, all employees should be made aware of and shall be educated regarding
the policy drawn out by the organisation regarding sexual harassment.
2. A staff member should be then assigned to look into the matters relating to this
issue. For complaints from female employees it will be a better option if female
staffs are assigned.
3. Communication with the employee who is complaining shall then be done in order
to make sure that such complain genuine and not just a rumour (Stoermer, et. al.,
2017).
4. Then communication with the accused shall be done that a complaint is filed
against him and that investigation is under process
5. The accused shall also be ensured that a free and fair investigation shall be
conducted on behalf of both parties.
6. Communication with other staff members shall also be done in order to get
evidence if any and to make sure if such complain is genuine or a mere fake
allegation.
7. Communications shall be done as asking open-minded questions and form facts to
approve or disapprove the allegations of the complainant.
8. The same type of communication shall be done with accused as well by asking
questions to see whether the facts stated by him is true or not.
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