BSBDIV501 Diploma of Leadership and Management Assessment: Diversity

This document presents a comprehensive solution to the BSBDIV501 assessment for the Diploma of Leadership and Management at Canterbury Technical Institute. The assessment covers various aspects of workplace diversity, including relevant federal legislation such as the Age Discrimination Act, Disability Discrimination Act, Racial Discrimination Act, and the Australian Human Rights Commission Act. It defines diversity, explains the benefits of a diverse workforce, and the importance of diversity policies. The document outlines how managers can communicate and ensure compliance with diversity policies, review policies for improvement, and address their own prejudices. It also discusses strategies for addressing training needs in areas such as grievance management and cultural sensitivity, and provides insights into fostering respect for diversity and creating an inclusive workplace culture. The assignment requires short answer questions and table completion to demonstrate the understanding of the concepts.

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CANTERBURY
TECHNICAL INSTITUTE
BSBDIV501– Assessment
Administration
ASSESSMENT
BSB51915
Diploma of Leadership and Management

Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Information for Candidate:
 All work is to be entirely of the candidate.
General Information for this assessment:
 Read the instructions for each question very carefully.
 Be sure to PRINT your FULL name & LAST name in every place that is provided.
 Short questions must be answered in the spaces provided.
 For those activities requesting extra evidence such as: research reports, ESSAY reports, etc. The student must attach its own work
formatted in double space, Arial 12 pts.
 All activities must be addressed correctly in order to obtain a competence for the unit of competency.
 If the candidate doesn’t understand the assessment, they can request help from the assessor to interpret the assessment.
Re-assessment of Result& Academic Appeal procedures:
If a student at CTI is not happy with his/ her results, that student may appeal against their grade via a written letter, clearly stating the grounds of
appeal to the Deputy Principal. This should be submitted after completion of the subject and within fourteen days of commencement of the new term.
Re-assessment Process:
 An appeal in writing is made to the Deputy Principal providing reasons for re-assessment /appeal.
 Deputy Principal will delegate another faculty member of CTI to review the assessment.
 The student will be advised of the review result done by another assessor.
 If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecturer/trainer in charge, the
Deputy Principal and the Director of Student Services OR if need be an external assessor.
 The Institute will advise the student within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final.
 If the student is still not satisfied with the result, the he / she has the right to seek independent advice or follow external mediation option with
CTI’s nominated mediation agency.
 Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject.
The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These
principles require assessment to be reliable, fair, practical and valid.
Academic Appeals
 If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through CTI’s complaint / grievance protocol.
 The notice of appeal should be in writing addressed to the Deputy Principal and submitted within seven days of notification of the outcome of the
re-evaluation process.
 If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit.
 In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical certificate in support of a deferred appeal.
The notice of appeal must be made within three working days of the concluding date shown on the medical certificate.
 The decision of Deputy Principal will be discussed with the PEO and will be final.
 Student would then have the right to pursue the claim through an independent external body as detailed in the students’ complaint / grievance
policy.
Feedback/Comments:
Acknowledgement
I understand all the above rules, guidelines and feedback for this assessment.
Full Name: Signature: Date:
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Assessment Details
PART A – Short Answer questions
1. Name fourActs of federal legislation (laws) related to diversity andgive a brief explanation
for each.
Legislation Explanation
1
.
Age
Discrimination
Act 2004
This act protects the staffs from the discriminations related to
age in the employment, supply of goods, education and access
to the administration services and programs
(Humanrights.gov.au 2019).
2
.
Disability
Discrimination
Act 1992
According to the standards and protocols of this act, the disabled
staffs are ought to be included in the mainstream business for
enhancing the cultural diversity (Humanrights.gov.au 2019).
3
.
Racial
Discrimination
Act 1975
As per the statements of the Racial Discrimination Act,
promotion of equality is crucial in the workplace. This act
condemns any kind of discrimination based on race, colour,
descent, class, caste and religion (Humanrights.gov.au 2019).
4
.
Australian
Human Rights
Commission
Act 1986
Australian Human Rights Commission is liable for controlling the
employment operations of the companies and organizations.
Some of the obligations under this Commission are:
 International Convent on civil and political rights
 Convention on the rights of the persons with disabilities
 Convention on the rights of the children
 Declaration of the rights of the children
 Declaration of the rights of the disabled
(Humanrights.gov.au 2019)
2. Describe what diversity in the workplace means, and why is it a good idea to have a
diverse workforce?
In a workplace, the employees belong to different socio-economic backgrounds. When they
assemble together for performing the allocated duties and responsibilities, the cultural diversity
gets enhanced. A diversified workforce is an agent for creating an inclusive culture, where the
talents of the employees gets valued (Barak 2016).
3. Give a brief explanation as to why an organisation should have a diversity policy.
Diversity policies inculcate mutual respect within the staffs towards the other cultures, indicating
reduction in the discriminations, conflicts and harassments. Implementation of the diversity policy
is an initiative for empowering the marginalized workers. One of the greatest strengths of Diversity
policy is that it helps in achieving effective solutions for the conflicts, enhancing the brand image.
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Apart from this, mention can be made of the job promotions, which results in the professional
development of the staffs (Kirtonand Greene 2015).
4. How can a manager ensure a diversity policy is explained and understoodby staff?
List at least four ways the manager can communicate the policy with staff.
It is the managers’ duty to ensure that the diversity policies is explained to the staffs in an efficient
and effective manner. This can be done in the following ways:
 Frequent meeting with the staffs
 One to one meetings with the staffs
 Open door policy
 Issuing memo and regularly updating it
 Issuing written notices(Knights and Omanović 2016)
5. List three actions that both management and staff should follow to ensure they
comply with a diversity policy.
The management needs to indulge in meetings with the staffs for ensuring the extent to which the
operations comply with the legislations. Involving the legislative bodies in the meetings would be
beneficial to assess whether the latest versions of the legislations have been implemented in the
execution of the business operations. Revisions, audits and reviews is also necessary in terms of
ensuring the compliance with the standards and protocols of the diversity policy. Reporting the
issues to the statutory bodies of law would suffice the act of evaluating the effectiveness,
appropriateness and feasibility of the implemented diversity policy (Rice 2015).
6. How can an organisation review their diversity policy, and to encourage
suggestions for improvement? List at least three ways it could be done.
The following are the ways in which the diversity policy can be reviewed are:
 Legal lens- In this case, Anti-discrimination experts are hired to review the legal complaints, taking
into consideration all the aspects of National EEO legislation. Protocols of the Fair Work
Commission and Anti-Discrimination acts are considered.
 Equity lens- This is the case in which the focus is placed on inclusion and fairness principles,
advocating the diversified needs. This is not always a productive means of review, as it does not
necessarily deliver the results according to the expectations.
 Bias- This is reviewed through logical decision making, where the contexts and ground are
excavated on which the decisions leading to biases (Wrench 2016).
7. List at least five responsibilities that might be included in a manager’s role in
fostering respect for diversity in the workplace.
Provision of equal treatment to the staffs is accounted as one of the essential responsibilities of the
managers. Along with this, the managers need to ensure that the staffs are included within the
meetings through the provision of equal access. Evaluating their performance in the group
discussions is assistance in examining the extent of control towards strategy formulation and
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
developing the objectives. Along with this, the managers need to ensure that liberal approach is
exposed to the needs, demands and requirements of the staffs. One of the crucial duties of the
managers is to construct equal appraisal and incentive plans for the staffs. In this, compliance with
the Equality Act (2010) is assistance in terms of ensuring the reduction of the conflicts,
discriminations and harassments. Mention can be made of encouraging the staffs to take part in
the organizational activities. Rationality in this approach would be effective for enhancing the
stability in the relationship between the employees and the managers (Sharma 2016).
8. Explain why it is important for a manager to address their own prejudices about
people who are different to themselves?
The managers need to address their own prejudices about the people different from themselves for
averting the instances of misunderstanding and misinterpretation. Prejudice can take the shape of
anger, fear, and disgust towards the perception of the members from the other cultures. This
situation degrades the sanctity and integrity of the workplace culture, spoiling the brand image.
Managerial responsibility is crucial in this context for maintaining the balance in the operations.
Clarity in the intention is vital for reducing the doubts in carrying out the operations. Meetings and
one to one sessions reflects the transparency in the intentions of both the sides, reducing the
chances of doubts (Rice 2015).
9. List three strategies that a manager can use to address any prejudices they may
have?
 Training on prejudices, bias and their impact in the image of the organization.
 Demarcating the differences between the reality and the conscious values
 Organizing cross cultural group discussions and forums for assessing the compatibility of the staffs
with the workplace environment (Kirtonand Greene 2015)
10. List four reasons you can give to staff to explain the value of working effectively with
differences.
Creation of an inclusive workplace culture is important for recognizing the talents of the workforce.
This is in terms of valuing the thoughts, ideas and emotions of the staffs. Creation of congenial
workplace environment is apt for gaining satisfaction from the staffs, which is vital for enhancing
the organizational effectiveness. The staffs need to be trained about working with the people from
the other cultures. This is to cause the advent of diversity in the workplace. Along with this, working
with differences is important to diversify the knowledge horizons, which is effective in undertaking
beneficial decisions for the betterment of the organization. For this, the staffs need to be indulged
in the group discussion, so that they can be exposed to the different thought processes of the other
team members. However, working with the people from different cultures is not easy, as it leads to
conflicts, differentiation of opinions, discrimination and harassments, which degrades the
workplace environment. Therefore, training and supervision are crucial for monitoring the
performance of the staffs in order to assess the efficiency in the operations (Barak 2016).
11. Complete the following table,explaining why a team member may need additional
training in diversity, and how (what strategies) to address the training need.
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
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Area Reason for training Strategies to address the
training need
Grievance management
training
Managers are not
applying grievance
procedures correctly or
explaining the
procedure to their team.
Role-plays of managing
grievances or complaints
Culturally specific training The employees lack
compatibility skills for
working with the
members belonging to
the other
cultures(Kirtonand
Greene 2015)
Group discussions and group
projects
Diversity training Making the employees
aware of the prevalent
diversity issues.
Diversifying the
perspectives of the
staffs related to the
workplace diversity
(Knightsand Omanović
2016)
Integration of diversity training
with the other business
processes; involvement of the
staffs from all hierarchy and
levels
Equal opportunity training Enhancing quality within
the staffs and reducing
the conflicts,
discrimination and
harassments in the
workplace (Rice 2015)
Generation of leadership
policies, build on engagement
of the diversified workforce in
the decision-making process.

Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Part B – Scenario Questions
Read the scenario, then answer the questions that follow.
Scenario
You work as the HR manager at Eastern Insurance Corporation, a large private
company in the financial services sector that employs over 100 staff. Expansion has
been rapid over the last 12 months, and 20 new staff are to be recruited. The CEO
directs managers to ensure there is diversity of staff when they recruit for their team
in line with the organisation’s diversity policy and ask them to consider the benefits
of having a range of different abilities, ages, genders and backgrounds.
Reviewing the process following recruitment, you note that one department,
managed by Rob, a mature-aged male, is made up of only males who are over 40
years old.
You talk to Rob about the profile of his staff and he defends his choices by saying
that it takes years to develop the sort of skills required to do the work that his
department does. He says that he did not get many applications from women as
they don’t tend to like that sort of work.
Later, Kelly, a colleague, tells you that she heard Rob talking about a rival
organisation who has hired a number of staff to reflect their local community. He
was heard saying, ‘By the way they dress and speak, these people are obviously
Muslim. I wouldn’t employ them in a fit’.
1. Which aspects of the diversity policy should the managers at Eastern Insurance
Corporation consider when hiring staff?
Eastern Insurance Corporation needs to ensure that respectful communication and cooperation
prevails in the staffs. This is irrespective of whether they are local or are new joinees. Upon
recruiting the staffs, they need to be assured that they would be provided with quality services and
facilities needed for the execution of the tasks according to the requirements. Along with this,
dignity and respect would be considered in terms of maintaining the unity and coordination
between the team members. Within this, Ethical Code of Conduct is an integral element in terms of
maintaining the professionalism in the operations. Access to Annual diversity training and
awareness programs would be provided to the staffs for enhancing their awareness on culture and
diversity in the workplace (Wrench 2016).
2. List four benefits of having a diverse staff that the CEO may have explained to
managers.
Diversified workforce contributes in broadening the perspectives towards decision-making.
Moreover, it enhances the creativity and imagination of the staffs, which is crucial for causing the
advent of innovation in the products and services. In this, application of design thinking is fruitful for
enhancing the profitability. Meetings would help in enhancing the awareness of the managers
regarding the impact of the diversified staffs in enhancing the organizational effectiveness.
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Systematic and logical thinking is an agent for Eastern Insurance Corporation in terms of gaining
large scale customer satisfaction, trust and dependence. Reviews and audits of these process
results in the enhancement of the brand image (Sharma 2016).
3. What would you do about the conversation where Kelly overheard Rob making
derogatory remarks about the rival organisation’s Muslim staff?
As the HR manager, I would explain Kelly that in a workplace, the employees belong to different
cultures and it is normal in terms of enhancing the cultural diversity. I need to convince Kelly that
overhearing the talks of others is against the professional ethics. If it happens accidentally, then it
is a separate issue. Otherwise, overhearing the talks of others and reporting it to the higher
authorities contradicts the professionalism until and unless it is harming the individual sentiments
of the staffs. In this, Kelly needs to be explained that making derogatory comments about the rival
organization’s Muslim staff contradicts the workplace culture, as it results in conflicts,
discrimination and harassments. I need to warn Kelly not to do any such thing in future unless it is
of serious intensity. However, I would assure Kelly that a one to one meeting would be organized
with Rob to assess his approach towards working with the staffs from different cultures (Kirton and
Greene 2015).
4. You decide to confront Rob about the lack of diversity in his staff. What information
would you gather as evidence of the success that comes from diversity before
taking up the matter with him?
I would gather information related to age, gender, religion, class and caste to which the
employees belong. This would be accompanied with the information about the impact of diversity
policies on enhancement of the organizational effectiveness. Statistical data would help me to
assess the situation under which diversity prevails in the workplace of Eastern Insurance
Corporation and its rival organizations. Explicit research about the cultural diversity in the
workplace would result in effective conversation with Rob regarding the issue. Along with this,
study and research would help me to counter his viewpoints (Rice 2015).
5. A member from Rob’s team is planning to retire. Rob shows you a list of applicants
he thinks should be interviewed for the position. Again, there are no women or
younger people. Are Rob’s actions illegal? Could an applicant bring a complaint
against the company?
On one hand, Rob’s action cannot be considered as illegal. This is in terms of his propositions
regarding the list of applicants, which he thinks is suitable for interview. This is according to the
fact that the staffs have full liberty to expose their opinions and the managers need to listen to it.
On the other hand, absence of women and younger people contradicts the aspect of diversity. The
applicant possess the full right to bring a case of the complaint against the company, if it is that
serious and can affect the brand image of Eastern Insurance Corporation. However, it depends on
the approach of the higher authorities regarding complying with the elements of the policy for
enhancing the professionalism of the staffs. In this, supervision of the higher authorities is crucial
for averting the illegal instances (Sharma 2016).
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
Part C – Presentation (refer to the attached PPT)
Please note:
 this activity can be done either individually, or in groups of 2-3.
 for this task you can use the organisation you have worked/are working for, or you
can choose to research another organisation.
 your presentation should be between 10-20 minutes in duration.
You are employed as a HR specialist/s for your chosen organisation. You are to create
and deliver a presentation to the management team about workplace diversity; the aim
being to promote and educate the management team about the importance of diversity.
Locate the workplace diversity policy and attach it to your assessment.
Your presentation should cover the following areas in the context of diversity:
 Explain the importance and value of having a Workplace Diversity policy;
outlining key benefits and explanation as to why having an easily accessible
Diversity Policy is important.
 Give a brief description/profile of the organisation’s current workforce, and levels
of diversity.
 State the benefits an organisation gains from having a diverse workforce
 If the organisation already has a Workplace Diversity policy, suggest possible
improvements to the policy (if any).
 State if there are any current strategies/forums the organisation uses to promote
diversity (if any). If there are not any, provide 3 ideas on how they can do this.
 Give at least three new suggestions that can promote understanding and
awareness of diversity in the workplace amongst staff.
 Make suggestions as to how the organisation can better capture new ideas and
information from employees; that will enhance products/services and provide a
positive impact on the organisation’s competitive advantage?
 Make suggestions as to what initiatives the organisation could undertake to
improve diversity within the organisation, such as possible changes to
recruitment/selection processes, training, management/organisation structure
etc.
If you are struggling to choose an organisation, you can base your presentation around the
simulated business; Coffeeville. Look in their intranet for their policies and located the
diversity policy they have prepared.
(http://coffeeville.simulations.australiantrainingproducts.com.au/)
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
ASSESSOR USE ONLY - Roleplay Assessment – Observation Checklist
Learner/Student name:
Signature:
Did the Learner
Element Performance criteria Satisfactory
Not
Satisfactory
The learner was able to
promote the benefits of
diversity
3 Promote the benefits
of diversity
3.1 Promote the organisation’s workforce diversity in
internal and external forums to enhance the company’s
image and reputation
3.2 Capture ideas and information from the diversity in
the workforce to enhance products and services and
contribute to competitive advantage
3.3 Support organisational efforts to value diversity
Supervisor/Trainer declaration
I verify that I consider the details ticked satisfactory / not satisfactory above to be, in my opinion, a
true, fair and honest reflection of the consistent performance of the Learner named in relation to
the performance criteria as noted in the table.
Supervisor/Trainer name:
Signature:
Date:
Any other comments:
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Canterbury Technical Institute
CRICOS Code – 02938MRTO No: 31645
References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Coffeevilleco.com2019. About us. Available at: https://coffeevilleco.com/ [Accessed on 28th May
2019]
Humanrights.gov.au 2019. About us. Available at:
https://www.humanrights.gov.au/our-work/legal/legislation [Accessed on: 28th May 2019]
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Knights, D. and Omanović, V., 2016. (Mis) managing diversity: exploring the dangers of diversity
management orthodoxy. Equality, Diversity and Inclusion: An International Journal, 35(1), pp.5-16.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management, 3(1), p.1212682.
Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities in
the EU. Routledge.
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