VTI Group: Enhancing Diversity Through Policy and Conflict Resolution

This report examines diversity management within VTI Group, focusing on policy review, implementation, and conflict resolution. It addresses scenarios involving discrimination based on sexual orientation, dietary needs, physical ability, and workplace harassment. The report suggests specific actions for ensuring policy understanding and implementation, including cultural relevance assessments, senior management audits, community considerations, and diversity policy blueprints. It emphasizes collecting feedback through surveys and interviews to maintain policy currency and efficacy. Furthermore, it highlights the importance of non-discriminatory recruitment practices, diversity training to address differences within teams, and managing allegations of harassment through established organizational conflict resolution procedures. The report also identifies key features of relevant Australian legislation to promote diversity awareness and a supportive workplace culture. This document is available on Desklib, where students can find a variety of solved assignments and study resources.

Running head: MANAGE DIVERSITY IN THE WORKPLACE
Manage Diversity in the Workplace
Student’s name:
Name of the university:
Author’s note:

1MANAGE DIVERSITY IN THE WORKPLACE
Task 1
What will you locate the diversity policy based on the scenarios and how will you review
the relevant policy?
In the given scenario, Sarah is facing the issue of accepting Kelly who is openly gay and
she does not want to work with him. VTI Group protects the individuals from discrimination on
the basis of homosexuality and sexual orientation of the employees. In Australia, the employees
are protected from the discrimination and the employees are protected from the rights and
responsibilities.
IT member Alvin faces the issue of eating the food during the small team event when he
has not eaten the non-vegetarian food. VTI Group offers the flexible working arrangement where
the choices of the employees are given prioritised. VTI Group needs to review the equal
opportunity policy where the choices of the employees should be checked.
During the IT team activity, Danielle and Orlando cannot play the physical games as they
are not fit enough. VTI protects the employees from discrimination disability making the
adjustments for people with disabilities. It is against the law to discriminate anyone in the
workplace just because they have a disability. VTI Group needs to review the policy of the event
to plan the game so that everyone can join.
One female employee brings the complaint that a European male employee touched her
inappropriately and told her ‘attractive’. VTI Group tries to manage the workplace grievance
effectively and promptly. VTI Group can review the policy of eliminating the harassment.

2MANAGE DIVERSITY IN THE WORKPLACE
How do you determine the supplication of the specific policy to the context of the above
based on scenarios?
The case of Sarah and Kelly needs the application of anti-discrimination policy where
Kelly can pursue his homosexuality without any issue. The sexual orientation of the people is
completely their own matter and Sarah has to understand this.
Alvin does not get the vegetarian food; however; it should not be right to discriminate the
people who are not non-vegetarian. In addition, Orlando and Danielle do not get the chance to
participate in the gaming activities. This is also part of the Anti-discriminate policy of the
organisation. Female employee complaints against European male employee that he made
comment to her. European society is far more open; however; the organisation must have the
cultural policy where the people get to know what they can do.
Specific actions you would ensure that diversity policy is understood and implemented by
all parties.
 The HR management can examine the cultural relevance of the organisation as VTI
Group has the employees across the globe.
 In addition, the senior management needs to audit the business so that they can
understand the diversity policy.
 The organisation needs to consider the communities in order so they can set the diversity
policy within the organisation.
 Moreover, the organisation can develop the blueprint of the diversity policy and they can
talk to diverse stakeholders about that.

3MANAGE DIVERSITY IN THE WORKPLACE
 The management of VTI Group can establish employee resource group in order to
measure the progress.
How will you collect feedback and ideas from various sources to ensure currency and
efficacy of a diversity policy?
In order to improve the diversity within the organisation, VTI Group can opt to conduct
a survey of the employees from various cultural backgrounds. The survey questionnaire will
have close-ended questions on workplace diversity and policy. Interviews will be conducted to
the senior managers and the relevant stakeholders so that they can share the knowledge on the
diversity policy. Before making some changes on the diversity and equality policy; these survey
and interviews will provide help.
How you aim for diversity in selecting and recruiting the staffs and recognized the
underpinning sex discrimination requirement?
Sex Discrimination Act 1984 stated about equality in recruitment and selection process.
VTI Group will ask the HR department to recruit the employees without being discriminated.
The sexual orientation, marital status, relationship and pregnancy will not be taken into
consideration when HR department will recruit the employees. This objective can be fulfilled if
VTI Group can make Code of Conduct and Policies in a fresh way.
Identify training needs to address issues of difference in the team.
IT team in VTI Group needs diversity training as the employees do not have fair ideas
about the diversity. Diversity training is significant as part of building awareness in the cohesive
work environment. Sarah will have training as she faces issue to work with Kelly as Kelly is

4MANAGE DIVERSITY IN THE WORKPLACE
homosexual. In the diversity training, Sarah will be provided training to understand observing
diversity nature of the human beings without being biased. Irene, the in-charge of the catering
will be provided training to understand diverse needs and food habits of the people. The different
food habits of the diverse religious people need to understand. In addition, the disabled people
must be treated equally and the HR department can arrange training to the team leaders to train
them to treat all equally without making discrimination. The female employee who complained
about the male employee; both can attend the training to understand the cultural diversity in the
workplace. The management needs to handle the harassment of the people and they also
understand the different nature of the people.
Describe how will you manage allegations of harassment and address each diversity issue
according to establish organizational conflict resolution procedures.
The conflict between Sarah and Kelly can be managed by making Sarah understand the
policy of homosexuality and LGBT rules in Australia. Biases in the workplace cannot be
tolerated. It is to mention Sarah that equality will be maintained in VTI Group.
Irene will be show-caused how he missed out Alvin. Irene will be asked to find out the
requirement of each of the team members prior to the events. In addition, Orlando and Danielle
could not participate the game; however; this issue can be solved to arrange some game where
disabled people can participate. Discrimination will not be entertained as Human Rights
Commissions asked the workplace to treat equally to all employees.
Both female and male employees will be asked to sit face-to-face. The female employee
can tell a male employee about her complaint. The male employee can defend himself. A female

5MANAGE DIVERSITY IN THE WORKPLACE
employee needs to know about the different work culture. If the harassment gets proved; the
male employee will get punishment.
When addressing current diversity issues and complex situations, explain how you will
identify and outline key features of the relevant current legislation.
In order to promote the awareness of diversity within the workplace, Australian legal
framework can help. Legal framework can be identified by taking help of the legal advisor and
the database of the organisation must have the legal framework to identify the diversity issues. In
Australia, developing the supportive workplace culture is associated with embracing the diversity
principles and selection. Some of the legal frameworks are:
 Public Service Act 199
 Sex Discrimination Act 1984
 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
 Age Discrimination Act 2004
 Work Health and Safety Act 2011