University Assignment: BSBDIV501 Manage Diversity in Workplace

This assignment delves into the critical aspects of managing diversity within a workplace setting, covering a range of activities and scenarios. It begins with an analysis of diversity policies, including recruitment strategies that promote inclusion and address the needs of a diverse workforce. The assignment explores the importance of feedback in ensuring the effective implementation of diversity policies and suggests improvements for current practices. It also examines the impact of prejudices on communication and actions in the workplace. Further, the assignment discusses the benefits of team-building activities, communication strategies, and the development of diversity-friendly policies. It emphasizes the importance of empowering and educating managers, and how diversity can increase productivity and creativity. The assignment provides a comprehensive overview of how to handle grievances, establish policies, and create a supportive and inclusive work environment. This document offers a well-structured and detailed analysis of diversity management, providing practical insights and recommendations for creating a more inclusive and equitable workplace.

Running head: HUMAN RESOURCES MANAGEMENT
HUMAN RESOURCES MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
Assessment Task 1:..........................................................................................................................3
Activity 1A..................................................................................................................................3
Activity 1B...................................................................................................................................4
Activity 1C...................................................................................................................................4
Activity 1D..................................................................................................................................4
Activity 2A..................................................................................................................................4
Activity 2B...................................................................................................................................5
Activity 2C...................................................................................................................................5
Activity 2D..................................................................................................................................5
Activity 2E...................................................................................................................................6
Activity 2F...................................................................................................................................7
Activity 3A..................................................................................................................................8
Activity 3B...................................................................................................................................8
Assessment Task 2:........................................................................................................................10
Section A: Skills Activity..........................................................................................................10
Section B: Knowledge Activity.................................................................................................11
Section C: Performance activity................................................................................................13
Reference.......................................................................................................................................16

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Assessment Task 1:
Activity 1A
The organisation in concern is in need of recruitment strategies concerning diversity and
therefore, the policy of diversity and inclusion has been introduced in the company. Recruitment
strategy regarding diversity can be varied and covering distant ideas and respect for other
societal individuals. Employers have the potential to identify the growing business industries as
strong cases to improve diversity and inclusion within the workplace culture. Recruiting
professionals provide businesses to access a great range of experienced seniorities and
backgrounds of expertise. With attracting the diverse staff-range and retaining, those in the
workplace can bring successful opportunities to explore new resolutions. There are diverse range
of talented professionals who cannot be categorised based on their culture for the sake of societal
norms. Business organisation and business ethics look for correct person for the correct job.
Hence, the concept of diversity in recruitment should be positively accepted and implemented to
make a pull of talent and not being restricted to limited resources.
Diversity and retention strategies include different facilities allotted to varied range of
workforce working in an organisation. For instance, the maternity policy, flexible working time,
leisure leaves, medical assistance and different reward facilities intrigues motivation in
employees that make then retained to the company. The company must be offering attractive
facilities other than remuneration package to retain employees and maintain motivating them.
The code of conduct of employees fall under the inclusion policy of the workplace terms
referring to the right attitude and behaviour of employees shown at the workplace. It includes
punctuality with time, respecting each other, avoiding any notion of conflict to arise, being
modest and honest to organisation as well as committed.
The customer services are also affected by workplace diversity due to diverse range of
customers as well. There can barrier to language and dialect issues that can hamper smooth
customer service operations. Hence, there is a mere disadvantage to the fact that diversity and
inclusion policies can hamper the external environment of company more vulnerable than the
internal environment. The advantages of the policies are many as well.

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Activity 1B
The business environment in concern will have positive aspects with the implementation
of diversity and inclusion policy in terms of workplace integrity and respect to culturally
diversified employees. Inclusion demands for equal rights of employees at the working place and
diversity of culture therefore, carries no negative aspects in workplace functioning. Diversity
policy needs to be applied in the workplace for maintaining integrity, trust and loyalty of
working ethics. Employees are judged in a company based on their performance and not their
culture or religion.
Activity 1C
An organisation when reflects integrity and clear communication efficiency indicates
correct strategic policy implementation in a diversified work culture. Not only communication
channel but also profound respect and cultural integrity is the main thing that is reflected. With
notions to impact of diversity in a workplace, the effectiveness of policies is reflected through its
workplace integrity
Activity 1D
Feedback ensures any missed gaps or loophole of the implemented policies that can be addressed
with immediate effect of change and support. It act as a guidance by or advices from employees
to consistency of change implementation and inclusion maintained.
 Transparent communication is the most effective way of overcoming any negative
thoughts regarding the opposite side. Hence, cross-cultural interpersonal communication
has to be good.
 Recruiting more staffs over broader geographic region
 Focusing on retention of employees
 Paying more attention to development of organisational culture
Activity 2A
Individuals may express their mentalities and convictions through easy-going discussion,
electronic media, or mass correspondence outlets and proof recommends that those messages
sway collectors' frames of mind and convictions. Biased correspondence influences both the
individuals it focuses just as spectators in the more extensive social condition.

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Activity 2B
Tie up with NGO or charity organisations can be a great source of attracting diverse
zones for recruitment. Apart from cultural aspect of the workplace diversity, the diversity of state
of physic can also be given the chances to lead a normal and happy working life.
Activity 2C
Team building activities can be fun and persuading approaches to manage improve joint
exertion and see individuals' attributes and insufficiencies. In the event that we run one, we
should pick the activity carefully, so it meets your arranging objective. It is essential to see your
social affair's most imperative issues before we pick a development. By doing this, we can
guarantee that the occasion is something past an awesome outing of the workplace. For instance,
on the off chance that we have seen that poor correspondence has incited our get-together
submitting bungles or missing due dates, we may need to pick practices that improve essential
social limits like tuning in, compassion and verbalization.
Activity 2D
Manager
(Mark)
: Good morning mates! I hope you are ready to jump in our new project
implementation of an application that has been developed to assist us as an
artificial intelligence.
John : Yes, Mark! I am excited to get the features learned and apply it in work
effectively.
Manager : I am expecting so dear. However, we need to proceed on steps. So no hurry.
Hena : It is good to see such technological developments that can ease out work
specified to decision-making and barriers to language. Mark, I am curious to
know about its language specified working system. How does it work?
Akio : Even I have the same question!
Manager : It is a technical procedure and needs a basic guidance of interpreting it. I guess
we all are familiar with Siri or even Alexa. The interpretation interface works
the same way.
Amare : That is very interesting. How if it collides with our favourable language
systems and creates mismanagement or misunderstanding?

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Manager : It is a newly devised technology. I am not assuring that it can never make
mistakes. However, the assurance is of its through experimentation that has
developed this. This system can barely mix up language preferences and make
mistakes. The design is sensitive to more than 124 languages and this
sensitivity technology has been developed in Japan that I guess Akio is aware
of.
Akio : Yes, Mark. I am reading its development processes for the last 2 years.
Mark : Please do not panic with its consequences. Let us assess this as an experiment.
Just the way we have been resolving out language barrier issues for so long, I
hope we will not be facing any serious issues with this time.
Activity 2E
Strength 1: Committed enduring attitude
Putting in additional hours never stings. Notwithstanding, managers can even now respect
individuals who watch the check and lock in by doing their work productively and not relaxing
around, outflanking needs by doing that little a reward and, particularly, displaying activity.
Strength 2: Dependability
It has been said that ideal approach to manage keep a work is to appear. Chiefs really need
intelligently, similar to delegates who in like way appear on timetable, show commitment by
doing what they state they will do and anticipate chance for their activities.
Strength 3: Positivity
Some associations would express that every single mind blowing word begin from a powerful
disposition, and they might be correct. Supportive individuals keep difficulties in setting, drive
forward and discover a get a kick out of their work that can be incredible. They will with
everything taken into account achieve more – and add more to the working environment
dynamic.
Strength 4: Self-inspiration

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People who have so much drive that they require little supervision, fundamentally less knocking,
are possibly the shiniest gem in any business' get-together.
Strength 5: Team-centred
Team players accomplish more than hit each other's hands with grasping high-fives, at any rate
it's strongly part of their aggregation. They comprehend that they work for the "pioneer" as are in
charge of moving their objectives and targets. With one eye on their pioneer, they keep the other
on their partners, invigorating them to the reason when key.
Activity 2F
Reason
An alliance maintained test structure sets the standard for managing a protesting made by
specialists sensibly and totally. Giving a scene to seeing and settling battle gives doles out a
formal method to be heard instead of driving them to hold in their choices of dissatisfaction or
stagger. The framework furthermore empowers the supervisory social occasion to shield any
limited practices from occurring in the workplace moreover as journey for examination on
recognized plans and strategy that administrators feel are missing or uncalled for.
Procedure
The grumbling methodology begins with a logical inconsistency from a delegate that is then
passed to his chief. In conditions where the administrator is the issue, the disagreeing would
overall go to the going with authority in line. The boss responds to the difficult with the end goal
that searches for after alliance plans while surveying the administrator's favourable
circumstances. An unthinkable response from the manager may lead the administrator to raise
the case to a person in a higher affiliation position. Eventually, the arranging manager may
require additional substances to pick a decision. Steps may join talking various administrators,
meeting with the get-togethers being implied or doling out a primary gathering of accessories
and the experts staff to help reality gathering. If the objectives proposed by the senior affiliation
is not satisfactory, legitimate advancement through intercession or cases may wind up being
perhaps the most basic factor.
Setting up Policies

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The connection technique should set up the best chain for documenting a challenge, joining how
to manage the complaint when it deals with a concise official or an arranging chief. Design
whether the challenging should be verbal or made and portray the degree of time the official or
administrator needs to respond to the objection. If director handle the majority of the protests,
pick because of embracing from an arranging authority is basic when a decision is made. Join
occasions of reasons why an administrator may record a grievance so staff people perceive how
to fittingly search for after the structure.
Activity 3A
1. Empower and Educate Managers
As the fundamental reason for agent relationship among activity and cutting edge
workers, chairpersons should think about and perceive how to assist all delegates with
encouraging a varying workforce. Booking social and other affectability planning is a
phenomenal beginning advance.
2. Create Diversity-Friendly Workforce Policies
Empowering delegates to take off work for religious events that may not be definitively
observed by the association, offering close by childcare, and widening the decision for versatile
work hours are a couple of cases of arranged assortment all around arranged systems.
Activity 3B
Increase in Productivity
Workforce decent arrangement can comprehend an improvement in efficiency and high
grounds. Supervisors can offer more reactions for clients in view of new insights and
methodologies brought into the connection. Working condition-orchestrated collection in like
way develops worker assurance and makes representatives need to work much more adequately
and productively. Orchestrated combination in association inside a firm engages boss to get new
limits and frameworks for accomplishing solidarity inside their social affairs.
Expansion in Creativity
Workforce superior to anything-normal arrangement fabricates inventiveness inside a
relationship in light of the way that heterogeneous get-togethers are cross setting up each other
inside the connection. Agents from various foundations get an accumulation of plans on the best

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way to deal with accomplish a shared objective. As continuously differentiating contemplations
are proposed, the odds of finding a functional answer are improved. In conditions when
conceptualizing is focal, more considerations are shaped in light of how partners are socially
unique. For instance, specialists from China working in American affiliations may approach an
issue absolutely especially instead of do American-thought about labourers. A few affiliations
have effectively made imaginative philosophy by taking thoughts from a few representatives.
Language Skills and Community Relations
Affiliations that intend to meander into generally markets advantage by language decent
collection in the working environment. For instance, a relationship with workers acquainted with
Japanese and who handle Japanese culture encounters a less troublesome time chatting with
agents from Japan. Different bilingual specialists experience a perfect position when following
circumstances since agents handle the upsides of language gathered arrangement. Another model
can combine an affiliation that understandings delegates acquainted with Mandarin to collect the
affiliation's notoriety in Chinese society. An all-encompassing closeness for the most part
understands an augmentation in plans.
Improves the Company's Reputation
Occupation searchers are destroyed in to relationship with various workforces since
doubtlessly the affiliations do not rehearse business division. Potential workers need to
comprehend that associations treat their staff truly paying little character to race, ethnicity or
sexual bearing. Not exclusively are such firms arranged to pull in new limit in any case they can
additionally hold existing limit in context on high worker sureness coming to fruition in
perspective on workforce great combination. For instance, such affiliations are regularly known
for their demeanour of straightforwardness and intertwine, and for being flexible and versatile to
change. Top limit is never again tended to by a homogeneous get-together, at any rate one
tending to individuals from various foundations and significant encounters.

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Assessment Task 2:
Section A: Skills Activity
The activities of communication that take place around the workplace are very much
important for determining the effective development of organizational culture. The workplace
activities need to be observed in relation to the diversity oriented factors that are much important
in view of the diversity management.
In case of the verbal and non-verbal communication there is a need to provide important
information to the work team in regards to the diversity and diversity oriented objectives. In
consideration of the same it is important that the communicational aspects are optimized in
accordance with the requirements for diversity inclusion and management. In essence, there is a
need to make the verbal and non-verbal communication more diversity oriented. The workplace
policy documentations need to provide more importance to cultural communication and diversity
management. The work team needs to include all members of the organization and stop any form
of discrimination that might be present in regards to the general policies that are followed by the
workplace or the attitudes of the people that are present in the given workplace. There is a need
to include all people engage with the various work functions into the communication framework
that would be established. There is a strong need to address some of the specific diverse people
in regards to gender, age, language, ethnicity, culture, disability, sexual orientation, religion,
family responsibilities (Farndale et al. 2015). The workplace policy for the Australian corporate
organizations focus on some of the most important areas for implementing workplace diversity.
These areas are impartiality, commitment to service, accountability, respect and ethics. There is a
need to align the various communicational aspects that would be used with these most important
factors that govern the workplace policies. Hence, it becomes important that in the workplace
diversity management objectives are very importantly considered. There is a strong need to
consider the most important objectives in view of this. Firstly, the important objective is the
creation of a safe environment for all the employees. Secondly, the communication mediums that
are easy to understand and use by all people in a given workplace should be used. Thirdly, the
important aspect is to develop a more engaged workplace that focuses on all round development
of all the people involved. Fourthly, there is a need to create a better workplace environment

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with mutual respect and agreement that foster an all welcoming attitude among the people
(Theodorakopoulos and Budhwar 2015).
The work team would need to be more inclusive, more cooperative, develop more
effective communication levels, more welcoming and more coordinated. Hence, the work team
would need to develop and implement these changes within themselves as soon as possible. This
requires significant guidance from the part of the management. The people of the work team
need to create bonding that would help in the communication process that is much required. The
team would need to attend team bonding sessions. These session would not only consist of
coaching for better technical development but at the same time would also discuss the
capabilities and competencies of the members. The members are guided to develop better
cultural communication. Hence, there is a need to develop more holistic approach towards
workplace group and individual development. In essence, the need is to improve one’s technical
competencies and the development of a cooperative attitude that does not discriminate between
people. Especially, all people related to the workplace needed to be provided equal respect
despite the differences that they might have. The training would incorporate the values that make
a workplace more engaged with each other. There is a need for the leader to develop
interpersonal relationship with all the people from the diverse groups. Interpersonal relationship
development is the first step towards the development of diversity oriented workplaces. It is
important that the people give much more importance to what their colleagues can achieve rather
than thinking about what differences they have. Positivity is an important area of diversity
management. People of the team need to be positive and develop positive mindsets. In essence
this would help in improving the work team.
Section B: Knowledge Activity
This section deals with the knowledge oriented activities that are much required. The
areas that are most importantly addressed are complaints procedure and relevant legislative acts
that are present in regards to the diversity and inclusiveness in the workplace.
1. The complaints process in the organization has many levels depending on the severity of
the incidents in regards to the breach of the diversity policy. There are different processes
concerning the formal and informal complaints. However, in essence all the processes are related
to each other and at times interdependent.

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Firstly, the informal complaint is considered to the first step in the complaints process in
the organization in terms of complaints that are less severe in nature. In regards to the same there
is a proper listing of the complaints that are deemed to be lesser severe and those that are
considered to be severe. In this regards, there are three main division. Level 1, level 2 and level 3
are the three main divisions in this place. The level 1 and level 2 complaints process depends on
the logging of the informal complaints first. Level 3 mainly comprises of serious levels of sexual
harassment, giving threats based on racial or any other form of differences, Physical assault that
is ether sexually or racially motivated and severe form of racial harassment. Informal complaints
need to be logged with the team leaders, diversity management team and HR. This can involve
any one or every one based on the severity of the incident being reported. The informal
complaint however needs to be documented irrespective of the type of severity.
Secondly, the formal complaints process is generally the second step in the complaints
process. This is especially, when either no resolution is provided through the informal process or
the concerned authorities want the person complaining to lodge a formal complaint considering
the escalation of the event being reported. Otherwise this formal complaint can be lodged as
earlier mentioned in case there has been a very severe breach of the diversity policy. There is a
need to incorporate the changes that are much required within the complaints process. The
informal complaints are handled by the senior complaints team from the HR, the workplace
safety management teams, the diversity management team and the workplace ombudsmen
(Downey et al. 2015). Depending on the complaints either one or all the departments can be
involved at a given time. The final complaints authority is the HR management department. The
final verdict in the complaints process are provided by the ombudsmen.
2. There are certain important laws that actually help in making the complaints process
more effective. The effect of the legislative act on the diversity and workplace inclusion are
specifically mentioned below
Age Discrimination Act 2004: The act helps in positive diversity management as it creates a
framework through which the organization can create a more inclusive environment for the aged
people in the workplace. Many people join the work at a very mature age. The act helps to ensure
that they are well treated and given due respect. This helps to create a better infrastructure to help
all the elderly people engaged in work.