BSBDIV601 Report: Implementing Diversity Policy of AUS Consultancy

This report examines the implementation of a diversity policy at AUS Consultancy, addressing the various cultural issues impacting current organizational practices and identifying areas for policy improvement. It analyzes the diversity factors within the Australian multicultural society and their effects on the business environment. The report covers the company's current diversity practices, including non-gender bias, flexible working conditions, and equal opportunities. It also presents diversity facts and figures from the 2016 census, highlights the impacts of diversity within the organization, and outlines benchmarks and legal requirements related to workplace diversity, such as the Age Discrimination Act and the Sex Discrimination Act. The report includes examples of diversity actions, policies, and procedures, along with a suggested format for a diversity policy. It also provides a questionnaire to assess the effectiveness of the implemented policies, identifies unintended impacts of the policy, and offers recommendations for updating policies and procedures, including consistency of application and management accountability. Additionally, the report analyzes two case studies, providing recommendations for addressing workplace diversity issues.

IMPLEMENTING DIVERSITY POLICY OF AUS CONSULTANCY
IMPLEMENTING DIVERSIY POLICY OF AUS CONSULTANCY
Name of the Student
Student ID Number
Assessor Name
Name of the University

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IMPLEMENTING DIVERSITY POLICY OF AUS CONSULTANCY
Assessment Task 1:
Introduction
The report aims at identifying the various cultural issues affecting the current
organizational practices and other policy and procedure that is yet to be implemented. It will
identify the diversity factors of the Australian multicultural society that highly impacts the
dedicated business environment. The company’s cultures, values, beliefs, principles and
practices determines the generic functionality of the business in the environment (Riccucci
2018). The company in order to plan innovation for the existing products and services, strives for
strategizing different methods and business policies to incorporate the modern diversity theory
and take the privilege of its advantages towards the company’s business idea. The current
organizational diversity practices includes no gender biasness which takes care of the gender
diversity and rights of people working in the company. The management is responsible for
ensuring no discrimination against the employees in terms of the wages and treatment they get
within the workplace. Flexible working conditions keeping in mind the overall diversity of
employees and to ensure that every employee should get ample time to manage both professional
and personal life goals. The selection process is free from the diversity biasness as per company
diversity practices employees can only be judged on the basis of their knowledge and on no
discrimination dimensions. The leave policies are all equal for employees except the maternal
leaves (Riccucci 2018). The opportunities provided to employees like reporting on the
harassment, discrimination bullying are strict for everyone and violation would lead to criminal
offence. The most important under the organizational diversity practices is the equality in the
field of remunerations and reinforcements, paying incentives, achievements and rewards, over

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time allowances and job supervision methodologies. These are not subjected to be discriminated
on the basis of diversity but are parts of performance and code of conduct respectively.
Diversity Facts and Figures
While in the meeting with the CEO of Aus Accounting in Australia the views and
opinions were shared on the diversity regarding Australia’s multicultural society that includes
Aboriginal and Torres Strait Islanders and also have percentages who have joined in from
overseas. The kind of religion and demography was the major part to be discussed upon. So far it
has been concluded from the 2016 census that over 75% of the Australian is considered as
ancestry rather than the Australian in the first responses. Approximately, 3% of the Australians
are regarded as Aboriginals, Torres Strait Islanders and even both. Around 45% have reported of
having one parent either father or mother who was born overseas. About 26% of the total
population has citizenship of another countries like New Zealand, England or China. There are
Australians around 19% who hardly have any English speaking background. Altogether, the
Australians have high diversity rate who have the origin of more than 200 native places. As a
result, collectively, they speak in various 200 different languages. There are 21% of people who
speaks other than English. The prevalent religion of Australia is the Christianity and around 52%
are from that background and rest have miscellaneous religion and notably, approx. 30 % of
people have been found following no religion (Riccucci 2018).
Impacts of diversity
The Aus Accountancy has become the platform of various cultural diversity and people
from every corner has joined the organization. This reflects a very amazing fact that despite
belonging from varied and respective culture, religion and language systems they all share a
uniform principle that is directed towards the objectivity of the company. The objectives are set

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aligning to every people with equal opportunity to participate for contributing in the
organization. The major benefit to the workplace is the effective relationship and inter personal
communications among the employees. The fact of differentiation in culture have brought them
together unanimously and encourages the interest to know about each other. The benefit of
sharing knowledge and working with diverse culture keeps them motivated to their work and
ensure to understand the work culture to achieve business objectives.
Benchmarks and other measurement indicators
The indicators are effective in planning and assessing the effectiveness of the policy
implementation readily and automatically. The effective indicators are as under:
 Political indicators are applied to understand and supports the preoccupied positions.
 Symbolic indicators are used to develop the rituals and assures regarding the proper
behaviour in the process of decision making in organizations.
 Tactical indicators is the process developed to make use of delayed tactics or finding out
substitute actions.
Thus the indicators are used to demonstrate concept and helps to change understanding of issues
and to measure efficiency of implemented policies.
Legal requirements in relation to workplace diversity
 Age Discrimination Act, 2004- The objectives of this Act is to eliminate discrimination
on grounds of age in the workplace, laws and programs. Equality of people regardless of
age factors. Compensation and benefits to people of certain age. Overall equality for aged
people in company.

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 Sex Discrimination Act, 1984- The objective of this Act is to regard every employee as
the equal part of organizations’ policies. No discrimination or biasness should be there in
terms of gender.
 Disability Discrimination Act, 1992- The objective of this Act is employees should not
discriminate for the disabled employee among them as they are subjected to be
compensated by the organization itself on various required ground (Lambert 2016). A
sense of positivity should always be there for the disabled employees to motivate them
for work.
 Australian Human Rights Commission Act, 1986- The objective of this act is, to protect
the essential rights of people at workplace. The employees must enjoy the benefits and
rights that are made to address them as part of the organization.
 Racial Discrimination Act, 1975- The objective of this Act is, not to discriminate
employee or aspiring candidates on the grounds of their race and to stop racism. This
should not be the factor of providing any offers and opportunities more or less to people.
Example diversity actions to inform action plan
To improve diversity within the organization
1. The employee with one eye disability has been made to change the rotational shift timings to
morning fixed shift.
2. The aged employee has been included with good pension policies (Syed and Ozbilgin 2015).
3. The accounts work advisory work is handled both by the male and female employees till 8pm
shift at night.
4. The bonus policies are enjoyed by everyone in company irrespective of male, female, disabled
or aged.

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5. The white and black complexion employee both marinating harmonious relation and working
on same project for 2 years with same pay in the workplace.
Reasonable adjustment is a concept on which the company has to compromise on certain
grounds for the sake of its employees and a smooth company functions.
1. The person with minor disability is compensated with the capital and the work schedules
remain all the same.
2. The employee with partial disability is compensated moderately and relatively less work
pressure.
3. The employee with major partial disability is subjected to change of department and work
scheduled generally in morning shifts with high compensation.
Example diversity policies and procedures
1. The first is the company encourages the applications for all the positions available for both
male and female. It believes knowledge cannot be measured on accounts of gender. It is
worthwhile to provide equal chances without being gender biased. The company supports the
idea that both the genders bring individual specialty and uniqueness in the workplace and both
have different levels of intellect to perform.
2. The second policy is on the racism that company believe a person cannot be judged nor their
quality on the basis of color, creed or religion. This policy help many Australians to get job in
this company successfully.
3. The third policy addressed by them is the justified remuneration and recognition to employees
based on their performance and not on any other factors.
Suggested format for Aus Accountancy Diversity Policy
1. Policy for the disabilities

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This includes the justified company policies for the disabled employees who are diligent for
unfortunately faced adversities. It includes compensation, regular pay, working conditions,
departments and other facilities.
2. Policy for the young and fresh employees
Training tenures and pay scale during that time. Learning phases and code of conduct. Leaves
and other information of once got permanent.
3. Policy for Aged employees
Training on new technologies, promotions, pensions and medical insurances (Rice 2015).
4. Policy for female Employees
Equal treatment as male candidates. Equal pay and shifts. Eligible for maternity leaves.
5. Policy for managing diversities
No segregation of employee on basis of spoken English knowledge. Everyone has something to
learn from others (Kirton and Greene 2015). All are equally treated on similar ground based on
individual knowledge and experience. HR department is there to address any problem related to
the diverse culture of people.
Questionnaire
1. The company is prospering with the cultural diversities
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
2. Company implemented policies are suitable to its workplace

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 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
3. Company policies are in favor of only female employees
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat disagree
 Strongly Disagree
4. Company policies are not satisfying the condition of disabled employees
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
5. The company policies provide future scopes to employees
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat disagree
 Strongly Disagree

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6. The implemented policies encourage diverse culture
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat disagree
 Strongly Disagree
7. The company policies support personal and work life balance
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
8. The company has efficient action plans
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
9. The company supports flexible working culture
 Strongly agree
 Somewhat Agree
 Neutral
 Somewhat Disagree

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 Strongly Disagree
10. The implementation of policies will have successful outcomes
 Strongly Agree
 Somewhat Agree
 Neutral
 Somewhat Disagree
 Strongly Disagree
Assessment Task 3:
 The identified unintended impacts of the policy
The workplace diversity is the most unique trend followed in the Aus Accountancy of
Australia which has increased its market share and creates a high profile reputation. This
is the most identified impact of the diversity policy. Secondly, the organization gets
mixed results of various skills and experienced extracted from the diverse employee
culture which results in the work innovation (Harvey and Allard 2015). The different
thoughts and sharing of ideas bring the best ever creativity to working conditions by
offering fresh methodical solutions to operational problems. With the rate of increasing
and timely innovation the policy impacted the profitability and productivity of the
organization. Employees are engaged in various participations and contribute
constructively in making effective decisions (Boehm and Kunze 2015). This brings
positivity in business environment and promotes high employee retention rate.
 Advise on the best practices identified

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As per the meeting and discussions with company CEO, the assessment of the best
practices that has been identified is the increasing rate of sustainability and the
connectivity with employees belonging from different culture (Phillips 2016).
 Recommendations for updating the policy and procedures
These include two basic essential items leading to success for updating policies and
procedures supporting diversity in workplace are the consistency of application and
accountability of managers. The implemented policies must be consistently scattered
within organization’s workforce. Implementing management answerability and
responsibility regarding organization’s policies and procedures supporting diversity in
workplace.
Assessment Task 4:
Case Study one
 The working hours are not flexible therefore work may get hampered.
 Legally she has to give in written about the concern of leaving early with proper
documentation required for early leave.
 If at all she needs to leave early, then as a manager I would suggest her to do over time
the next day in order to overcome the lost shift hours of Friday.
Case Study two
 The lack of professionalism and bridging gap in interpersonal relations of colleagues.
 No discrimination based on religion practices are to be entertained.
 Personal discussion to make him understand basic professional practices applies to all in
company. This will invite discrimination on his part for which company is not
responsible.

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Case Study three
 No she cannot refuse a customer as company does not support any discrimination on
these ground.
 Discrimination is strictly prohibited and is a punishable offence. She would be penalized
for this kind of behaviour.
 She would be warned to check on this, otherwise, would be replaced by other unbiased
employee.
Case Study four
 No, discrimination on grounds of sexuality is not acceptable.
 Discrimination of sexuality, proper counselling, interpersonal relationships and change in
thought process.
 Creating awareness on LGBT policies and proper education on it.
 Should sit together with management for proper understanding and counselling on the
matter and if it gets repeated then Jill would be penalized for the offence of
discrimination.
Case Study five
 The staff member can have a month of leave for her full recovery and is eligible to work
from home to get paid.
 She is a patient of depression and anxiety as in cannot handle work pressure therefore
legally she has to be terminated with the additional compensation of three years for her
tremendous record of work.
 Compensation on time and timely termination after a month’s leave.