BSBDIV501: Workplace Diversity Management Report for Kingfisher Garden

This report, prepared for the BSBDIV501 Manage Diversity in the Workplace unit, examines diversity management within the context of Kingfisher Garden Centre. It begins by outlining relevant Australian legislation concerning discrimination and protected attributes, including age, disability, and race. The report then explores different types of discrimination, such as direct and indirect discrimination, and adverse actions, along with allowable exceptions. It delves into specific aspects of diversity, including age-based, gender-based, and parental support, and suggests strategies for improvement. The report also addresses issues related to the LGBT community, disability, and Aboriginal and Torres Strait Islander peoples, alongside strategies for recruitment and selection to prevent discrimination. Finally, it covers bullying, harassment, grievance procedures, training needs, and promoting diversity both internally and externally, concluding with recommendations for fostering a more inclusive workplace at Kingfisher Garden Centre.

BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report
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BSBDIV501 MANAGE DIVERSITY IN THE WORKPLACE – Report
Table of Contents
1. Introduction....................................................................................................................3
2. Legislation.....................................................................................................................3
2.1 Relevant legislation...........................................................................................................3
2.2 Protected attributes...........................................................................................................4
3. Discrimination...............................................................................................................5
3.1 Direct discrimination........................................................................................................5
3.2 Indirect discrimination......................................................................................................6
3.3 Adverse actions.................................................................................................................6
3.4 Allowable discrimination..................................................................................................6
4. Age-based diversity.......................................................................................................6
5. Gender diversity............................................................................................................7
6. Parental support..............................................................................................................8
7. Work/life balance...........................................................................................................9
8. LGBT community.......................................................................................................10
9. Disability......................................................................................................................10
10. Aboriginal and Torres Strait Islander peoples............................................................12
11. Recruitment and selection..........................................................................................12
11.1 Recruiting employees....................................................................................................12
11.2 Selecting employees.......................................................................................................13
12. Bullying and harassment............................................................................................14
12.1 Definitions.....................................................................................................................14
12.1.1 Bullying ..................................................................................................................................14
12.1.2 Sexual harassment...................................................................................................................14
12.2 Grievance procedure.....................................................................................................14
13. Training needs............................................................................................................15
14. Promoting diversity....................................................................................................17
14.1 Promoting diversity to staff...........................................................................................17
14.2 Promoting diversity externally......................................................................................17
15. Conclusion..................................................................................................................18
16. Reference list.............................................................................................................19
17. Appendices................................................................................................................21
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1. Introduction
Diversity is the employment of people that are quite different from each other and
are not having the same background(Harvey and Allard, 2015). Diversity at the
workplace is usually asset for the business as it helps in bringing competitive advantage
to the firm in global market. Present study is based on the organization Kingfisher
Garden Center that was established in the year 2001 and sells different types of plants
and gardening products. The purpose of the present report is to identify the relevant
legislation and different protected attributes with respect discrimination at the
workplace. Report will also include different types of discrimination and position of the
organization on these discrimination. Report will include the way organization provide
age based diversity and the ways to improve the same. Report will further include
gender-based diversity at the business and the ways to improve the same. Report will
also include family based diversity and different strategies that supports work/life
balance at the organization. Report will further include about LGBTI, disability and
indigenous diversity and the ways to improve the same. Report will also include
different strategies that the organization can adopt in order to prevent discrimination in
the selection process. At the end report will include about bullying and sexual
harassment and grievance procedure that business can improve.
2. Legislation
2.1 Relevant legislation
There are different federal and state legislation that Australian states and
territories adopts in order to overcome the racial discrimination. These laws help in
making direct and indirect discrimination unlawful and helps the working employees to
take action against the organization, it they face any sort of issue. The different
legislation are as following:-
 Anti Discrimination Act 1977:- According to this law, discrimination is
unlawful in different areas including employment. With the help of this law,
employees can take serious actions against organization if they are discriminated
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on bases of their sex, age, race, disability, color, nationality, descent, national
origin etc(O'Connell, 2016).
 Equal opportunity Act 1984:- According to this act, it promotes equality of
opportunity in Australian firms as it provides remedies with respect to
discrimination on bases of sex, marital status, religious or political convictions
etc. It generally aims to prevent discrimination against people working in
organization so that they can have equality of opportunity in hand.
 Sex discrimination act 1984:- This law helps the working individuals to get
protected from unwelcome conduct of a sexual nature and harassment. It
provides right to individuals for taking strict actions against these business
conducts.
 Disability discrimination act 1992:- This law is passed by the parliament of
Australia in order to prohibit discrimination against working employees in the
organization. It prohibits harassment with respect to employees disability(Joly
and et.al., 2017).
2.2 Protected attributes
There are different protected attributes on which organisation can not discriminate
the working employees. These attributes are as following:-
 Age:- An organization can not discriminate employees between different age
groups and if they are treated differently, with the help of equity act they can
take strict action against the business.
 Disability:- It the working employee is having come disability either physically
or mentally, they can not be treated differently and can take actions if any
employer make them feel unequal at the workplace(Kilbertus and et.al., 2017).
 Race:- At the workplace, employees can be discriminated on bases of their race,
color and nationality. It any employee is not given opportunity due to their racial
differences, then they can take strict action against the business.
 Religion and belief:- Every working employee is having different beliefs and
religion. Organization can not discriminate the employees and doing so may
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impact there working environment as strict actions can be taken by the working
staff.
3. Discrimination
Kingfisher garden Center usually appreciate the value inherent in a diversified
working culture. The business success at Kingfisher reflects on bases of their quality
and skills of the working employees. Having diversified working culture, helps the
business to have competitive advantage and is having an effective position with respect
to discrimination. They implement policy that aims to remove bias and prejudice so that
an exclusive working environment is been created where all the working employees are
treated fairly.
Discrimination is the situation where employees working in an organization are
treated unfavorably because of difference in their race, color, national origin, gender,
disability etc(Vickers, 2016).
3.1 Direct discrimination
This discrimination includes treatment of an employee in some different and
worse manner than other working employees and this less favorable treatment may
impact the organization with respect to high turnover. This discrimination is based on
the age, disability, race, religion and belief etc. of the working employee.
3.2 Indirect discrimination
There are different policies, practices and rule that are applicable to everyone in
the same manner but on some employees it creates worse effect and leads to indirect
discrimination. For example:- If the manager at Kingfisher Garden center makes the
employees work at least two Saturdays, this may result in indirect discrimination against
the employees who practice Jews as they belong to Judaism religion. This results in
indirect discrimination in the employees(Werner, 2017).
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3.3 Adverse actions
It is an official personnel action that take place for different disciplinary reasons
and affects the working employees with some severe punishments. This may include
firing, failing to promote, suspensions etc. For example if an employee is working
against some set rules and regulations by Kingfisher garden Centre, they may face
adverse actions that may include dismissing of employee, discriminating that employee
from other working employees etc.
3.4 Allowable discrimination
There are some specific points for which the discrimination is allowable for the
employees and organization. Depending on circumstances, business is allowed to
discriminate the employees at Kingfisher and the points are with respect to hiring,
firing, promoting of the employees etc(McRostie and Regan, 2016).
4. Age-based diversity
Kingfisher is having an effective diversity policy as the business appreciate the
value inherent at the diversified working culture. Company is having belief that having
a talented and diverse work force helps the business to bring competitive advantage.
Business is also having diversity vision where they create a work environment in which
the employees are having opportunity to achieve their full potential. They aim to
remove bias and prejudice from there workplace and all the employees are treated with
respect and dignity. Kingfisher Garden Centre works to create a culture where all the
employees are treated fairly and with respect.
Age based diversity is important for the business and Kingfisher is having the
ability to accept the employees of different age categories and they easily cope up with
aging population in all possible manner. Kingfisher prefers the employees of age group
above 15 and work effectively to meet it's all policy standards with respect to the
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diversity. They do not discriminate the employees on bases of different age
groups(Boehm and Kunze, 2015).
Kingfisher can work effectively to embrace age based diversity by facilitating
strong networks of communication and investing the time in nurturing employee
relationships. Organization have to promote team work in the business practices and
have to work effectively in order to resolve the conflicts that are arising in the firm due
to age differences. Age based diversity basically helps the business to have employees
that are having knowledge and business skills. Having diversity at the workplace helps
the business to communicate and deal with all the age spectrum.
5. Gender diversity
Kingfisher is having an effective diversity policy with respect to gender based
diversity and have established different policies and procedures that are promoting this
diversity at its workplace. They ensure that all the employees are treated fairly
irrespective of what their gender is.
They have set policies for gender diversity where during the hiring and selection
process, managers do not discriminate the candidates on bases of their gender.
Kingfisher also works effectively to keep the gender balance as they increase the
number of women in management roles and also have a review on remuneration policy
in order to ensure that all the employees are getting equal pay for their work. Business is
following the Human Rights commission act 1986 and work effectively to avoid
unlawful discrimination against the working people on bases of their gender(Risberg
and Gottlieb, 2019).
The gender-based diversity can be improved by having an inclusive workplace
and giving fair compensation practices. It is also important for the business to provide
the team with unconscious bias training without discriminating on bases of gender. It is
also important for the business to have diverse group of interviewers while they are
evaluating the candidates. Kingfisher have to work effectively in order to empower the
female employees so that they can shape culture of the business. As women only earn
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80% of what men earn, it is very important for Kingfisher to promote equality on bases
of equal pay to all employees as it also promote gender-based diversity. This helps the
business to make the women attracted towards the firm and they also retain for long
period. Business is required to hire and attract the women in order to have balance and
to promote equality and diversity at the work place.
6. Parental support
It is very necessary for Kingfisher Garden Centre to provide for the parental support. The
parental support is defined as the support which the employees give or provide to their children
while working at the workplace (Barak, 2016). This is very necessary for the company to
provide for some facilities and support to the employees who are having small children. This is
mainly because of the reason that if the children of the employees are small and they are
pressurized because of the work then they are not able to focus on their children. Also, if the
employees are not able to focus on their children because of the work pressure then they will not
be able to focus on the work also. The major reason underlying this fact is that in their mind
there will always be the fact that their children will not be in proper way or will be suffering
from some problem. And because of this the employees of Kingfisher Garden will not be able to
focus on their work.
Thus, for this Kingfisher Garden it is very necessary for the company to manage for this
diversity of the company. this includes majorly the women working in the company and also the
major stress is levied on the women who have returned from their maternity. The major reason
underlying this fact is that if some facilities are provided to the employees for caring for their
children then it will motivate the employee to work more better as the company is also thinking
for the well-being of the employees and their children (Martin, 2018). Therefore, for this the
Kingfisher is providing the facility of some maternity policy like the female will be provided
with some days paid leaves after the baby is done. Also, the company is providing for creche
facility within the company for the ladies who have very small babies. This is a good facility to
improve the family-based diversity. This is because of the reason that employees can focus on
their work as their children are in the creche which is provided in the office premises only.
Thus, whenever the employees want can go and look for their children.
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7. Work/life balance
This is defined as the balance between the work and the personal life of the employees.
This is mainly because of the reason that both the personal life and the professional life are
different and thus for this the employees needs to make a balance between their personal and
professional working (Davis, Frolova and Callahan, 2016). The major reason underlying the fact
is that if the employees pays more attention to the home at time of working in the office is not
good and similarly if the employees at work gives more preference to the work then it is also
not good (Dalton, D'Netto and Bhanugopan, 2015). Thus, it is very necessary for the employees
to have a balance between the work of them and their personal life. The balance needs to be that
much that both the personal as well as professional life is not hampered.
Thus, for this Kingfisher Garden Centre it is very necessary for the company to provide
for such working condition that the employees are able to maintain a balance between the
personal and professional life. For this Kingfisher can adopt many different strategies for
improving the work life balance between the work life of the employees. Firstly, this includes
the providing of the flexible working hours to the employees at times when they really need to
work (Rajendran, Farquharson and Hewege, 2017). This flexible working will ensure the
employees that the company is taking care of them at time of emergency and this will motivate
the employee to work in more coordinated way. Another measure for creating work life balance
diversity is providing a conducive office setup with all the facilities and good environment so
that employees are motivated to work in better and efficient way.
8. LGBT community
The LGBTI stands for Lesbian, Gay, Bisexual, Trans and Intersex and now mainly
focuses on the trans instead of transgender. These communities generally celebrate their
diversity, pride and individuality of the similar people. This is also prevalent in Kingfisher
where there are employees belonging to these categories and working in the company. this is
also a kind of diversity of the people which comes within the different types of diversity. Thus,
the company has to take care of these different diversity of the people.
The workplace of the Kingfisher Garden Centre also supports this type of diversity within
the company and for this it provides many different services to people belonging to this
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category. Firstly, the company provides training to all the employees of the company relating to
the prejudices which are attached to these types of community. This is because of the reason
that these training will provide the employees an insight and will clear the negative stereotypes
relating to this community (Bouten-Pinto, 2016).
9. Disability
The disability is the condition of the person which restrict the person to work and do any
function of the business. This disability can be in form that is mental, physical, emotional or
sensory. Also, the disability can be in different type that is temporary or permanent or total or
partial, visible or invisible and can be caused by may reason like accident, trauma or any disease
or even genetics (Sharma, 2016). For the disabled person it is very difficult to perform any of
the task as they are incompetent to perform the task. This is majorly because of the reason that
the disability can be in form of some physical or mental state and even in the form of constraint
for a particular ableist society.
Thus, it is very necessary for Kingfisher Garden Centre to make some measures for
protecting the interest of the disabled person. These are like Kingfisher is the use of the assistive
technology. This assistive technology helps the disabled person to do the work with less efforts
and this help the person in focusing on their health as well as the work. These assistive
technologies are like specialized screen reader software, assistive listening devices, speech
recognition tools, sign languages and many other different types of technology which help the
disabled person to perform better.
Also, the company must not discriminate among the employees on the basis of the
disability of the employees as it is illegal to discriminate in accordance with the Disability
Discrimination Act 1992. Another way in which Kingfisher Garden Centre can help the
disabled person or employees is that they must provide the disabled person the reasonable
accommodation so that the disabled employee can comfortably work in the company (Knights
and Omanović, 2016). Also, the company must show support to the disabled person so that the
people are comfortable working in the company and also the support form the company will
encourage and boost up the disabled employees to work in more effective and efficient manner.
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10. Aboriginal and Torres Strait Islander peoples
The aboriginal and Torres Strait Islander peoples are the one which are the among the
most disadvantaged or underprivileged people in Australia in terms of employment, standard of
living, health, education and family violence as compared to the non- indigenous Australians.
The difference between the aboriginals and the other is so vast that the life expectancy rate of
the aboriginal and Torres Strait Islander peoples is 12 years low in males and for females it is 10
years less as compared to the non- indigenous Australians.
But for dealing with this Kingfisher has to make some measures to improve the state of
the Aboriginal and Torres Strait Islander peoples so that they can also be included in the
company of Kingfisher Garden Centre (Ravazzani, 2016). For this Reconciliation Australia
which is a national company that promotes the reconciliation between the Aboriginal and Torres
Strait Islander peoples in the Australian community. This Reconciliation Australia helps the
different Australian business to develop a Reconciliation Action Plan (RAP). Many of the
Australian business has developed the RAP i8ncluding the Kingfisher Garden Centre. This RAP
helps Kingfisher Garden Centre helps in creating a fairer society for the improvement of the
social and economic outcomes (Syed and Ozbilgin, 2019). Also, if the company reduces the
different between the indigenous and non- indigenous people of Australia then this will attract
more of the consumers and employees for working in the company. this will help the company
in tapping the larger labor market and to develop the business and improve the products and
services of the company.
11. Recruitment and selection
11.1 Recruiting employees
Workforce diversity is one of the fast-growing trends in the world. Diversity in
recruiting employees provides various advantages to the company such as innovation,
tangible benefits for performance, improving productivity etc. Kingfisher garden centre
should adopt the way to recruit diverse employees is by conducting the audit of past
recruitment ads. Further, company should hire and select workers from different places.
Management should not rely on same source for recruiting candidates again and again
(Larsen, 2017). Example – Organization should develop various offline and online
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groups that should be dedicated to women in technology. Moreover, Kingfisher garden
centre must start internal diversity programs that offer co-positions and internship to
candidates from particular backgrounds. It is a great way to motivate coming candidates
in the industry to get experience. Firm should also develop policies that appeal to people
belonging from different backgrounds.
11.2 Selecting employees
There are various strategies that firm should adapt to prevent bias and
discrimination in the process of hiring and selecting employees. All the people that are
involved in the process of hiring process should be familiar with company policies and
anti-discrimination laws. Training should be provided to people working in human
resource department that will improve the skills of performing initial screening of
applicants and creating job announcements (Whitgob, Blankenburg and Bogetz, 2016).
Anti-discrimination policies should be communicated by the management of Kingfisher
garden centre with the help of various communication channels like bulletin board
postings, memos etc. Further, company should avoid asking questions regarding
sensitive and personal topics. Such as topic related with religion, disability, marital
status etc. Moreover, firm should adopt the policy of blind CV. The policy helps to
ensure employees that employer is assessing them only on the basis of their CV because
all the personal details regarding the candidate that may lead to discriminatory bias has
been hidden. It will improve the confidence of candidates in submitting their application
to the firm.
12. Bullying and harassment
12.1 Definitions
12.1.1 Bullying
Bullying and sexual harassment is defined as the pattern of mistreatment from
other people in the firm that causes emotional and physical harm. It can involve non-
verbal, verbal, physical, psychological and humiliation. The employees of Kingfisher
garden centre can take support of Australian Human Rights Commission if they feel
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