BSBDIV501 - Managing Diversity in the Workplace: Kingfisher Report

This BSBDIV501 report provides a comprehensive overview of managing diversity in the workplace. It addresses the importance of workplace diversity, relevant legislation such as the Age Discrimination Act and the Sex Discrimination Act, and protected attributes against discrimination. The report delves into different forms of discrimination including direct and indirect discrimination, adverse actions, and allowable discrimination. It further discusses age-based and gender diversity, parental support, work/life balance, and the inclusion of the LGBTI community and Aboriginal and Torres Strait Islander peoples. The importance of inclusive recruitment and selection processes, addressing bullying and harassment, and promoting diversity both internally and externally within organizations like Kingfisher are also highlighted. The report emphasizes the need for training and policy implementation to foster a diverse and equitable workplace.

Running head: BSBDIV501 MANAG DIVERSITY IN WORKPLACE 1
Managing Diversity in the Workplace
Author’s Name: Bikramjit Singh
University’s Name

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 2
ABSTRACT
Managing diversity in the workplace is very relevant concept in the industry as we know
diversity is part of nature it could be any type either by nature or can be created by human being.
Through it we learn how to deal with differences in the workplace whether natural or not. How
to solve the problem of human nature diversity can be in any form age based, gender based, and
bias. The main aim of the concept is to teach people the benefit of diversity in workplace.

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 3
Table of contents
1. Introduction.......................................................................................................3
2. Legislation.........................................................................................................3
2.1 Relevant legislation.................................................................................3
2.2 Protected attributes..................................................................................3
3. Discrimination...................................................................................................3
3.1 Direct discrimination...............................................................................3
3.2 Indirect discrimination.............................................................................3
3.3 Adverse actions........................................................................................3
3.4 Allowable discrimination.........................................................................3
4. Age-based diversity...........................................................................................3
5. Gender diversity................................................................................................4
6. Parental support.................................................................................................4
7. Work/life balance..............................................................................................4
8. LGBTI community............................................................................................4
9. Disability...........................................................................................................4
10. Aboriginal and Torres Strait Islander peoples..................................................5

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 4
11. Recruitment and selection.................................................................................5
11.1 Recruiting employees..............................................................................5
11.2 Selecting employees................................................................................5
12. Bullying and harassment...................................................................................5
12.1 Definitions...............................................................................................5
12.2 Grievance procedure................................................................................5
13. Training needs...................................................................................................5
14. Promoting diversity...........................................................................................6
14.1 Promoting diversity to staff.....................................................................6
14.2 Promoting diversity externally................................................................6
15. Conclusion.........................................................................................................6
16. Reference list.....................................................................................................6
17. Appendices........................................................................................................6

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 5
1. Introduction
Workplace Diversity is the acceptance of the fact that every individual is unique, and
respecting that their uniqueness could be because of their race, gender, age, class, and physical
ability, and religious inclination (Guillaume et al., 2017). It is also the recognition that these
unique people have many common characteristics that help them in collaborating with others
while performing a common task (Dinesen & Thuesen, 2015). The concept of diversity
encompasses acceptance and respect. It means understanding that each individual is unique, and
recognizing their personal difference. The differences can be along the dimensions of race,
ethnicity gender, sexual orientation, social-economic status, age, physical abilities, religious
beliefs, political beliefs, or other ideologies (Al-Jenaibi, 2017). Workplace is the exploration of
these differences in a safe, positive, and nurturing environment. Workplace diversity is also
about understanding each other and moving beyond simple tolerance to embrace and celebrate
the rich cultural diversity within every person. The workplace diversity has the benefits that are
discussed below.
1.1. Importance of workplace
1.1.1. Talents, skills and experiences
Individuals from diverse backgrounds can offer a selection of different talents, skills and
experiences that may be of benefit to the organization and their work performance (Al-Jenaibi,
2017). Though some crossover of skills can be beneficial when it comes to assisting each other,
it’s important to hire people with the appropriate skills to fit each of the roles within the

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 6
company. A variety of skills and experiences among the team also means that employees can
learn from each other (Dinesen & Thuesen, 2015).
1.1.2. It creates innovation
By working alongside people of different backgrounds, experiences and working styles,
creative concepts can be born from bouncing ideas off of each other and offering feedback and
suggestions (Dinesen & Thuesen, 2015). Whereas one person may be great at generating
exciting, out of the box ideas, another individual may have the necessary experience to execute
it; so it is essential to play on each individual’s strengths and collaborate with others in the
team.
1.1.3. Language skills can open doors for a business
Language barriers and cultural differences can often act as a bit of an obstacle for a
company who want to expand their business over shores; however by hiring employees who
speak different languages it can make it possible for a company to work on a global basis and
interact with a broader client-base. Representing a number of nationalities within your
company can also help to make it more relatable
1.1.4. It grows your talent pool
A company who embraces diversity will attract a wider range of candidates to their
vacancies, as it will be viewed as more progressive Organization and will appeal to individuals
from all walks of life. Naturally, as the number of applicants for each vacancy rises, the
chances of finding an exceptional candidate increase too! It can also help with employee

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 7
retention, as people want to work in an environment that are accepting of all backgrounds and
promote equality.
2. Legislation
2.1. Relevant legislation
1. Age Discrimination Act 2004
2. Australian Human Rights Commission Act 1986
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
5. Workplace gender equality Act 2012
6. Disability Discrimination Act 1992
7. Work Health and safety Act 2011
2.2 Protected attributes
Attributes Of discrimination “AGE”
Disability
Gender Discrimination
Marriage and civil Partnership
Pregnancy and maternity
Race discrimination
Sex Based
Religion Based discrimination
Sexual orientation

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 8
3. Discrimination
Kingfisher garden having a wide coverage policy in order to remove mostly areas where
discrimination and bias can took place with the staff in the work place.
Most of the areas being covered in the policy .Policy not only aim is to cease discrimination it
includes motivating program for woman which boost them elevate them in the front of Man .
But more things about to kingfisher policy not making policy is sufficient but proper
implementation of the policy is also necessary not only by management but also by staff
members they also should raise their voice against the person who is wrong and took undue
advantages of position.
3.1. Direct discrimination
Direct discrimination is when you're treated differently and worse than someone else for
certain reasons. The Equality Act says you've been treated less favorably. Direct
discrimination can be because of: age
3.2. Indirect discrimination
Indirect discrimination happens when a workplace policy, practice or behaviour seems to
treat all workers the same way, but it actually unfairly disadvantages someone because of a
personal characteristic protected by law. ... If the requirement is not reasonable, this is indirect
discrimination
3.3. Adverse actions
The is action taken by a person or industrial association that is deemed unlawful under the
General Protections provisions of the Fair Work Act, including dismissing or refusing to employ

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 9
a person, and discriminating against the person or otherwise injuring the person in their
employment. For example, take an employee who files a lawsuit against his or her employer.
3.4. Allowable discrimination
Sometime employer can put condition or restriction on a job that would otherwise viewed as
discrimination, But these condition are lawful, this is because the restriction are as per job
requirement with genuine cause or exist to encourage under- represented groups into a job role.
Example, Rani would like to have hired roger, but roger is visually disability that mean he is
unable to drive van, driving work van was part of the job role hence that is a allowable
discrimination.
4. Age-based diversity
At Kingfisher, age related discrimination is prevented as much as possible to ensure that
all the employees are paid with equal amounts of wages. The senior employees sometimes were
paid higher wages than the junior employees, which clearly explains that discrimination is
experienced within the organization. To deal with these kinds of problems, the organization’s
higher management must make the employers abide by the organizational policies, rules and
regulations and make sure that the wages should be paid based on the performances of the
employees and not according to their ages.
Tips to resolve age based diversity in the workplace include first, train the employees to
understand the benefits of having an age based diversity in workplace. Second, encourage the
entire employee to keep up to date with technology teach them to use Social media for this
purpose. Third, conducting diversity audit and fourth, recognizing stereotypes. The older people
can learn from younger people about technology and young individuals can learn work
experience from older employees.

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 10
5. Gender diversity
Gender diversity is equitable or fair representation between genders. Gender diversity most
commonly refers to an equitable ratio of men and women. Gender equality is achieved when
people are able to access and enjoy the same reward, resources and opportunity regardless of
whether there sex. As the kingfisher intranet policy Company have two scholarship policies one
for young ladies in leadership roles and one for those at career start level aboriginal. Torres Strait
islander people scholarship Company on the other hand has a clear cut flexible policy regardless
man and women steps. They train the woman to negotiation skill, particularly in how to better
represent them in pay negotiation and establish in house mentoring and leadership programs as
the kingfisher intranet have. The companies should improve the gender diversity by giving both
men and women equal rights. The kingfisher intranet Policy Company only offers scholarships
for young ladies they do not provide the same to young men. To improve gender equality, the
company should provide the same services to young men. Gender diversity is giving both men
and women equal chances in the society.
6. Parental support
Parental support allows both men and to take leave off and take care of the new born baby.
As per kingfisher intranet policy, parents who are responsible for child care who are returning to
work after birth of child or adoption may specifically request part time work arrangements.
Mostly women are the ones who take parental support leave while men are always shy to take
the leave and care for the new born baby. Kingfisher intranet policy should educate men on the
importance of the parental support service and encourage the male employees to take the leave.
Kingfisher intranet policy should improve the service by educating the male employees about

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 11
benefit parenting support service. If both male and female employees make good use of the
service then they will be promoting gender equality.
7. Work/life balance
Work life balance means continuing with the good work at the organization and at the
same time, maintaining the health and safety of own self at Kingfisher Garden. To maintain good
work life balance, it would be essential for setting clearly defined goals and objectives and
establish good communication to discuss about certain matters with ease. Understanding the
things that really matter is important to manage the work responsibilities and remain healthy at
the same time. Kingfisher intranet provides support term as well future development programs of
employee to focus on career at next level.
Strategy can be adopted by organization to support work life balance
Allow employees to work from home.
Along the same lines is giving the option to work from home. The strategy is super important for employees
who have children or other responsibilities and it could be hard to juggle with a full workload. If they’re given
the freedom to work from home a couple times a week, it could lift a huge amount of stress – which could
mean healthier and happier staff.
Less rigid lunch schedules
Staff work from the office, don’t try to be firm on specific lunch break hours. For some individuals, this
may be the only point during a hectic day when they’re able to run errands, eat a decent meal, or just take some
time for themselves.
8. LGBTI community
LGBTI Stands for Lesbian, Gay, Bisexual, Trans and intersex. Kingfisher garden is
member of Australian human resources institute and other approved training provider. Garden

BSBDIV501 MANAG DIVERSITY IN WORKPLACE 12
follows all the legislative regarding managing diversity in Australia and regularly updates
himself with legislative keep on providing information to its entire employee regarding its
policy. Garden has broad policy to manage its diversity of LGBTI. In august 2013 Sex
discrimination act 1984 amended to make it unlawful to discriminate on the basis of sexual
orientation, gender, and identity and intersex status. The management of diversity is important
for establishing a good culture within the organization and allows people from different
backgrounds and cultures to work together. Emphasizing communication process and viewing
the employees as individuals can assist in monitoring the performances and determine the rate of
success or failure. Encouraging the employees to work in diverse groups would be effective
while enabling transparency and openness could facilitate the process of decision making and
create a diversified workforce at Kingfisher Garden. LGBTI community’s regulations can be
improved by conducting education to the individuals affected and assuring them that they are
loved. By educating LGBTI community they will feel loved hence encouraging workplace
diversity.
9. Disability
Disability is condition which restrict a person mental, sensory or mobility function. It could
be caused by accident, trauma, genetics, and disease. It may be temporary or permanent, total or
partial, lifelong or acquired Visible or invisible. As there most of Australian have disability of
any kind government have disability discriminate act 1992 ,it is illegal to discriminate on the
basis of disability and the organization must make reasonable accommodation or adjustment to
support the person having disability. Garden having flexible policy and follows the act not to
discriminate on the basis of disability and also provides support to person whether disable older
or young. Employer should provide reasonable accommodation to disable employee