BSBDIV301 Working with Diversity: Short Answer Questions & Case

This assignment delves into the multifaceted aspects of working with diversity in the Australian workplace, addressing key concepts such as identifying major cultural and religious groups, understanding anti-discrimination legislation, and recognizing the benefits and challenges of employing a diverse workforce. It provides insights into reasonable adjustments for people with disabilities and explores various types of discrimination encountered in the workplace. Furthermore, it emphasizes the importance of effective communication skills in promoting diversity and improving team performance, highlighting how Australia's cultural diversity contributes to both the national and global economy. The assignment also includes a case study focusing on cultural considerations and legislative requirements, offering practical guidance on addressing workplace issues related to diversity. Desklib provides a platform to access similar solved assignments.

Part one
1. Identify four (4) major cultural groups including two (2) cultural and two (2) religious
groups you are likely to work within the Australian workplace and outline two key
differences of each group identified.
Answer
To identify four major cultural groups I like to work within Australian workplace; two
cultural groups selected are Asian and European. Two religious groups selected for this purpose
are Catholic and Hindu groups. Two key differences of Asian and European cultural groups are
in the domain of conservativeness of thinking and disciplined way of living life. Two key
differences of Catholic and Hindu religious group are their belief on religion and the criticalness
of religious beliefs and rituals followed by them.
2. For the groups used in Question 1, explain how did you source information on these
cultural groups and provide the information sources in your response.
Answer
The information sources about selection of cultural groups are from the website Cultural
diversity in Australia (Culturaldiversity, n.d) and the general feeling while meeting those people
from different cultural groups. Even if the website provides theoretical knowledge, the practical
information gathered is by meeting people of those groups in real life.
3. List and explain at least three (3) key concepts that you know about Australia’s anti-
discrimination legislation
Answer
The three key concepts of anti discrimination legislation of Australia are protecting the
fields of – a) Racial Discrimination Law, 1975; b) Disability Discrimination Law, 1992; and c)
Sex Discrimination Law, 1984. All these legislations are covered by Federal authorities and to
be complied by the Australian Human Rights Commission. Main objectives of these legislations
are to provide equal status for the workforce with mitigation of discrimination caused by racism,
disability and sex. (Commission, n.d)
4. In what ways do you think employing people of different ages, with different abilities
and from a range of backgrounds and cultures could benefit your organization and other
organizations? Can you see any disadvantages?
Answer
The employment of people from diverse background, age and expertise can benefit the
organizations to explore the resources extracted from those employees, which can be exploited
for the betterment of the organizations. The disadvantages of this concept is the probable in-
house conflict within the organization related to values, ethnicity, belief and thought process of
diverse people regarding varied ages, abilities and culture.
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5. Identify two (2) methods of reasonable adjustment you would undertake to ensure
participation by people with disabilities in the Australian workplace
Answer
Two methods of reasonable adjustment for employees with disabilities in Australian
workplace as per Section 6 of Disability Discrimination Act are:
 To allow any disable employee with flexible environment in their working condition like
fixation of working hour including the provision of tele-working for some portion of a
week;
 To redistribute minor deliverables, which are not compulsory need of the job, and which
the employee with disability finds hard to deliver. (Disability, n.d)
6. What types of discrimination have you experienced or are you aware of? List at least two
(2) types of discrimination in your response.
Answer
Tow types discrimination found in workplace are sex discrimination and disability
discrimination. Sex discrimination occurs when the employer tries to exploit the position of
female employee by providing lower salary and higher working hours. Disability discrimination
occurs when the employee with disability is not treated with reasonable adjustments as per
legislative provision of Human Rights Commission of Australia.
7. What communication skills do you need to promote diversity in your work team to
improve performance and interpersonal relationships?
Answer
The communication skill required to promote diversity in work team for better
performance and interpersonal relationship are- enhancement of self awareness; depending more
on non-verbal communication; showing respect to other team members; showing empathy and
sign of understanding for colleagues; be a patient and active listener; and communicating
clearly to other team members.
8. Explain at least two (2)ways Australia’s cultural diversity aids the economy and society
in relation to workforce development; with consideration of the contribution to
Australia’s position in a global economy
Answer
The cultural diversity of Australia aids the economy in different ways. The two ways of
developing Australian workforce with diversity can benefit the economy are increased
productivity and improved employee engagement. Increased productivity is caused through the
insertion of different culture and expertise of workforce. Improved employee engagement is
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resulting lesser human resource turnover. The impact of accepting cultural diversity in
Australian workplace not only benefits the national economy, but has long term impact in global
economy with the contribution of Australia. The overseas organizations of Australia engaged in
business are not conservative about employing local people, which gives good result for the
organization in economic and overall performance aspects globally.
9. Provide a definition of social justice and how it relates to workplace diversity in the
Australian culture.
Answer
Social justice is defined in perspective of even distribution of opportunities, wealth and
privileges amongst the stakeholders of the workplace or society. It is also observed that
individuality is giving way to the specific struggle for getting social justice.
(Businessdisctionary, n.d)
Social justice is related to workplace diversity in Australian culture to ensure restoration
of equality for the people, who often face discrimination due to their cultural or physical status.
The regulatory bodies fix legislation to avoid such incidents to ensure social justice for
diversified workplace culture in Australia.
Part two
1. What are the cultural considerations and sensitivities that Hong needs to take into
account when communicating with the staff members and employers?
Answer
The cultural consideration and sensitivities Hong needs to consider while communicating
with the staff members and employers are ethnicity and culture of both employees and
employers.
2. What legislative requirements should Hong be aware of before taking the problem to
the employers?
Answer
Before taking the concern to the employers, Hong should be aware of Racial
Discrimination Act, 1975; Australian Human Rights Commission Act, 1986; and Equal
Opportunities Act, 1984.
3. How should Hong document the staff member’s complaint?
Answer
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The documentation of staff members’ complaint should be done by clear non-verbal
communication with staff members.
4. Should Hong speak to the team members individually or collectively when gathering
information about the problem? Explain your answer.
Answer
Hong should speak collectively to the team members to understand their grievances with
specific issue of compensation, working hours and racial comments.
5. Why has the staff members’ work performance been affected so negatively because of
this situation? How might customers be also affected?
Answer
Due to mental discontent regarding apprehended racial comment by employers and the
non-compliance of social justice through compensation imparity, the performance of staff
members got affected. As they are serving the products to the customers, the deteriorating level
of service would also affect the customers.
6. What laws are the employers breaching? What government department could assist
Hong in dealing with this situation?
Answer
The employers are breaching Federal legislation – a)Racial Discrimination Act, 1975, b)The
Australian Human Rights Commission Act, 1986 and c)Equal Opportunities Act, 1984. For first
two breaches, Federal Regulatory bodies are to be contacted by Hong to assist her; while for
third non-compliance, the local regulatory body is to be contacted.
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Bibliography
Businessdisctionary. (n.d). Social Justice. Retrieved September 7, 2019, from businessdictinary.com:
http://www.businessdictionary.com/definition/social-justice.html
Commission, A. H. (n.d). A quick guide to Australian discrimination laws. Retrieved September 7, 2019,
from humanrights.gov.au: https://www.humanrights.gov.au/our-work/employers/quick-guide-
australian-discrimination-laws
Culturaldiversity. (n.d). The People and Culture of Australia. Retrieved September 07, 2019, from
Culturaldiversity.net.au: http://www.culturaldiversity.net.au/
Disability, A. N. (n.d). Workplace adjsutiments. Retrieved September 7, 2019, from and.org.au:
https://www.and.org.au/pages/workplace-adjustments.html
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