Report: Working Diversity in ABC Pty Ltd - Strategies & Policies

This report provides a comprehensive analysis of working diversity within ABC Pty Ltd. It explores the company's diversity and inclusion strategy policy, examining key terms, quality assurance principles, and the policy statement. The report delves into the rationale behind the policy and outlines various strategies and practices, including assortment, inclusion, interactions, and employee responsibilities. It also addresses HR practices related to selection, recruitment, and performance management, along with non-compliance issues, anti-bullying practices, and communication with stakeholders. The report further examines leadership outcomes, measuring tools, and links to other relevant policies, providing a detailed overview of how ABC Pty Ltd manages and promotes diversity in its workplace to foster a more inclusive and productive environment. The report also emphasizes the importance of diversity in enhancing customer service, employee engagement, and overall organizational performance.

Running head: WORKING DIVERSITY IN ABC PTY LTD
WORKING DIVERSITY IN ABC PTY LTD
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WORKING DIVERSITY IN ABC PTY LTD
Executive Summary
The report had surfaced on the diversity in the workplace and their impact on the employees and
organization. Workplace equality and different strategies were also played a valid role over here.
The organization always had an opportunity to do better result when they have accumulated
different community under their section. There is a certain technological aspect that enhances the
tracing and monitoring process over the employees. Therefore the actual finding of the research
suggests that the organization has supported the inclusion strategy so that rising and developing a
manner of the company has sustained. In case of ABC Pty Ltd, the organizational diversification
and working nature help the company to develop best as far the company potential has
concerned.

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Table of Contents
Diversity and Inclusion Strategy Policy..............................................................................3
Policy Number.....................................................................................................................4
Key terms referred to the policy..........................................................................................4
Link to Quality Assurance Principles..................................................................................5
Policy Statement..................................................................................................................5
Rationale..............................................................................................................................6
Strategies and practices........................................................................................................6
Assortment –........................................................................................................................7
Inclusion –...........................................................................................................................7
Interactions –.......................................................................................................................7
Responsibility –...................................................................................................................8
Employees Induction...........................................................................................................8
HR Practices: Selection and Recruitment............................................................................8
HR Practices: Performance Management............................................................................9
Non- compliance of Diversity and Equity Policy................................................................9
Anti-bullying practices........................................................................................................9
Communication with stakeholders......................................................................................9
Leadership Outcome..........................................................................................................10

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Measuring tools.................................................................................................................11
Link to other policies.........................................................................................................11
References..........................................................................................................................12

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Diversity and Inclusion Strategy Policy
Diversity is age, gender, sexual orientation, education, religion, and ethnicity is present in
the workplace is important and relevant for the development of the organization. This is a broad
term to emphasize the people and groups for the sake of humanity and building up the workplace
environment (Kulik 2014). This kind of workplace environment helps to enhance the objectives
of the employees and deliver more sound service to the customers. Inclusion processing in terms
of the logistic department is over emphasizing on the supply chain management and delivers
goods to the people. People are sending their material for the urgent delivery basis, so private
logistic companies have taken a huge charge form the customers (Richards and Bergin 2014).
Thus, organization prime target will be delivering the material to the customer as soon as
possible. In case of problem-solving the situation, the creative and innovative practice of
organization has been controlled by the cultural inclusion policy of the organization (O'Connor,
Derudder and Witlox 2016). Logistic business is accessed in globally thus their cultural
perspective must be strong to encompass social, political and economic value. An inclusive
environment supports diversity in the workplace and enables the attitude, behavior, and skill to
make more work efficiency in cross-cultural situations. Diversity in the workplace also maintains
the equal opportunity for the employees and that also showcase the anti-discrimination
legislation for each employee of the organization. Inclusion in the workplace has provided the
societal ideology and provides the special education and opportunities for the employees for the
better outcome (Correll, Suzuki and Martens 2017). In the diversified situation of the company,
employees’ background and dealing manner of their behavioral change impacted over the
compressive adjustment of their innovation and finding.

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Policy Number
FA 12456379
Key terms referred to the policy
The key terms related to the organization policy are 1. Customer attention provisions
article 7.2 in section permitted legal responsibility. The company has to maintain some legal
legislation and obligations that imposed from the government. They are under some contract thus
their legal period has served that contract period only. 2. Price and Payment option including the
issues of value added tax with product service and conditions. There are different prototypes are
also present for the help of customers. Under the Late Payment of Commercial Debts Act 1998
the company can implement some rules and regulations on pricing. There are different modes of
payment and the company has their view over it. Some of the customers have done their payment
by cheque and some by cash, thus different payment module brings different act or legislation in
the company (Correll, Suzuki and Martens 2017). 3. Delivery of the product and the
transportation methods come under the general process where customer demand is the concern
matter for the company. For this reason, their logistic department needs to be strong to deliver
the product at the right time. Legislation and policy need to be imposed for his reason. Risk and
retention of the company are providing the sustainable condition of the company in this
competitive market. Under the Insolvency Act, 1986 companies are retaining their existence in
this competitive market. There are certain liabilities of the organization in respect of product
analysis, customer handling and legislation. The organization has Anti-corruption policy which
is activated for imposing the zero-tolerance approach in the company. On the other hand, the
company has some anti-corruption policy and they have done it in an ethical way (Kulik 2014).
The company has to create a boar of executives those will formulate the anti-corruption system

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in the office. The privacy policy is also incorporated in the company for the customers and
employees so that no one can trespass any employees or customers personal life. So mitigating
the violation of personnel management is the ultimate application of this policy.
Link to Quality Assurance Principles
Australian legislation encourages and endorses the additional principle in an
organization. The regulators are Australian Securities and Investment Commission AUSTRAC
(for AML), ATO (for FATCA and CRS) and the Australian Prudential Regulation
Authority (APRA). These are the demonstrated legislation that company has used for their
maintenance and security. Risk management, licensing, compliance management system all
these are making a large impact on the legislation and acts.
Policy Statement
The principle of the policy is:
1. Make sure that employees and customers are treated rightfully and with a stage of communal
admiration.
2. Mitigate the Prejudices and biases regarding the community issue.
3. Build up a variety of practices and strategy that enthusiastically neutralize partiality or
chauvinism.
4. Promotion of inclusive practices in the organization.
The service’s surroundings treat and compliments community uniformly regardless of
sex, period, socio-economic position, competition, speech, beliefs, supplementary requirements,
and relations construction or way of life (Kulik 2014). There are some occupational Health and
safety act that ensure surroundings support and mental welfare.

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Rationale
Logistic companies have some code of ethics that conducted by the government. The
services include the philosophy statement that encompasses the right of the deliverance of
logistic company. The diversity policy in the organization is relevant as the company has to
improve their position in the competitive market and that provide the selecting services and
manner of the company.
Strategies and practices
Strategic objectives are the supporting pillars of the organization that helps to understand
the organizational aim and objectives for the future outcome. In some cases, objectives are being
set and employees have to work over it or in the other hand where strategic change is needed for
the betterment of the organization. As mentioned by Piecyk and Björklund (2015) ensuring the
goodwill of the organization all the strategic changes have been implemented. In case of ABC
Pty Ltd, logistic organizations have some particular stakeholders and management in the supply
chain that has set the objectives for the betterment of the organization policies and legislation
(Baldacchino, Ferreira and Costa 2013). There are some strategic changes that need to be
implemented for setting the objectives of the organization.

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Assortment – Employees diverse mannerism is important and relevant for the workplace to
improve the management and quality (Myatt et al. 2015). The innovative mannerism of
every employee helps the company to strict in the best plan and ensures the best
productivity in respect of the company.
Inclusion – Promotion of the employees through the development is the prime task of
inclusion process. Innovation, creativity all these are an important approach to promote
the organization skill in the better perspective (O'Connor, Derudder and Witlox 2016).
Leadership and outcome of the leadership are important as the organizational influence in
the business stretch is depending on that innovative style of ornamenting the business.
Interactions – Communications is the best process to manage the adverse situation and
maintain the inclusion initiatives for the transparent business process. In logistic business,
the communication process is very important and familiar for the employees as they have
to interact with the customer when they attaining any customer for the receiving or
delivering purpose (Starostka-Patyk, Tomski and Zawada 2015). Communication process
helps to build a relationship with the customers and providing a healthy relationship with
the company. Sometimes interaction in between employees in the organization invents
some creative or innovative strategy to develop the organization output.

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Responsibility – Organization has some liability to continue good run in the competitive
market. For the sustainable condition of the organization responsibilities of the
organization to hold the goals and objectives of the organization are important. Employees
also have some responsibilities to cover o that organization level has sustained (Brindley
2017). Divisibility and mitigating the problems of the organization is the key responsibility
of the management.
Employees Induction
In the recruitment, process organization has to choose the right strategy to get a
competitive advantage in this globalized market. Employees must be open-minded so that they
can accept any community or religion. On the other hand, employees must know about the
establishment of the company. Every employee has to read the service’s values announcement
and Diversity and Equity Policy so that they can know the diverse outcome of the company and
accustomed through the process.
HR Practices: Selection and Recruitment
There is equivalent chance legislation defense the civil rights of individuals during the
employment and assortment of recruits. Services are advised that their strategy and actions
should reproduce the pertinent central, state or terrain legislation (Correll, Suzuki and Martens
2017). For the selecting criteria, human resource department has taken extra initiation as these
are the people who work together thus their mindset about the diversity in the workplace must be
clear and ethical so that adverse consequences can be handled.

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HR Practices: Performance Management
Human resource team has monitored the performance of the employees so at the time of
recruitment they have to choose the right people who can deliver their best for the organization.
For the better performance organization has to invite all the communities people so that diverse
accumulation of behavior and skill prevailed in the organization (Chin and Tat 2015).
Organization tradition, a way of working and productivity must improve by the effective
liveliness of those employees.
Non- compliance of Diversity and Equity Policy
Non-compliance and equity policy of the company have focused on the mitigation of
prejudices. If there is any discrepancy happens then the employee can complain in Complain
department of the organization (Kulik 2014). Services the company has provided for the
development of the company must enrich by the equity policy implemented by the organization
and that enhances the product quality and level.
Anti-bullying practices
Bullying is frequently the behavior from those individuals who are detrimental or partial
alongside others. The organization may come to a decision to tackle the concern of place of work
maltreatment and by which process that gets threaten to other, overwhelmed, derisory or
unconfident in the place of work: in relation to assortment and enclosure issues.
Communication with stakeholders
Use of creativity in logistics is the touch of improving manner that innovates the new
way of proceeding and mitigate the negative consequences as well. In the logistic department,

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the lower level hierarchy must be improved in a suitable manner so that a touch of innovation is
always presented over there. Implement of the fast running vehicle and section wise material
deliverance may strengthen the distribution policy and that impacted over the delivery process.
Customers will get their product soon within the provided timeline (O'Connor, Derudder and
Witlox 2016). Innovativeness in maintaining the manpower in the workplace is also important as
the experience employees can deal the process with the customers in an easy way on the other
hand novice employees are not dealing with proper manner and that also accused by the system.
Some new devices may be implemented so that logistic company can monitoring their
employees where they are and covering their route so that employees can work in an ethical
manner and do not get any kind of leisure in between the job expect the break time. Effective
technological assistance in logistic business and alternative device maintenance to monitoring
the employees is the key finding that organization must include in their ideas (Abele, Boltze and
Pfohl 2017). Training and monitoring program for the employees is the key issue that enhances
the developmental curriculum of the organization. In case of logistic customer management and
proving, service is the sustainable confidence of the organization that allocates more emphasizes
in between employees (Baldacchino, Ferreira and Costa 2013).
Leadership Outcome
Leadership outcome is the key issue that incorporates the executive level of managing
and setting up the goal and objectives to reach the better future. Leaders are always having the
eye of viewing the future so their implemented strategic change or invention creates a new
dimension for the organization. In the logistic department experience and man management is
the ultimate issue that prevents obstacles and smoothes the path of success. Leaders are evolved
by the process and of maintaining the divisive people (Gotsis and Kortezi 2015). Proper planning