Leadership and Diversity Assessment 1 - Term 3, 2019, College

This assignment assesses a student's understanding of leadership and diversity principles within the Australian workplace context, specifically for the BSB51918 Diploma of Leadership and Management. The assessment includes five knowledge-based questions addressing key areas of competency from units BSBLDR502 (Lead and manage effective workplace relationships) and BSBLDR504 (Implement Diversity in the workplace). The student is required to identify relevant workplace legislations, explain how organizational systems and policies support effective workplace relationships across various aspects such as interpersonal styles, communications, consultation, cultural sensitivity, networking, and conflict resolution. The assessment also requires the student to describe inclusive behaviors that support diversity integration, provide examples of barriers to inclusion in a diverse workforce, and propose strategies to overcome these barriers. The assignment emphasizes the importance of systems, policies, and procedures in fostering effective workplace relationships and promoting diversity within the organization. The student's responses highlight the significance of equal opportunity, gender equality, and inclusive behaviors in creating a supportive and productive work environment. The solution demonstrates a comprehension of the importance of workplace legislation, organizational policies, and inclusive behaviors in fostering effective leadership and diversity.

T-1.8.1_v3
Details of Assessment
Term and Year 3, 2019 Time allowed 4 weeks
Assessment No 1 Assessment Weighting 25%
Assessment Type Simulation Exercises and Case Studies (Individual In-Class Assessment)
Due Date Week 4 Room 611 / 609
Details of Subject
Qualification BSB51918 Diploma of Leadership and Management
Subject Name Leadership & Diversity
Details of Unit(s) of competency
Unit Code (s) and
Names
BSBLDR502 Lead and manage effective workplace relationships
BSBLDR504 Implement Diversity in the workplace
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work submitted is my
own and has not been copied or plagiarised from any person
or source. I acknowledge that I understand the requirements
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and
reassessment procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name NADIA CHOWDHURY / TANIM KHAN
Assessment Outcome
Assessment
Result Competent Not Yet Competent Marks / 25
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:
Assessor Declaration: I declare that I have conducted
a fair, valid, reliable and flexible assessment with this
student.
Student attended the feedback session.
Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________
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Purpose of the Assessment
The purpose of this assessment is to assess the student in the
following learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
BSBLDR502 KNOWLEDGE EVIDENCE
explain how systems, policies and procedures can support the development
of effective work relationships focusing on interpersonal styles,
communications, consultation, cultural and social sensitivity, networking and
conflict resolution
outline legislation relevant to managing effective workplace relationships
BSBLDR504 KNOWLEDGE EVIDENCE
explain how organisation’s policies and procedures relate to diversity
give examples of barriers to inclusive engagement in a diverse workforce and
possible strategies to address them
describe inclusive behaviours that support diversity integration
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A
student can only achieve competence when all assessment components listed under “Purpose of the
assessment” section are recorded as competent. Your trainer will give you feedback after the completion
of each assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-
assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be
improved. You will be provided with feedback on your work within two weeks of the assessment due
date. All other feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your
gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills
to be deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your
assessor.
 Please refer to the College re-assessment for more information (Student Handbook).
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ASSESSMENT BRIEF & INSTRUCTIONS
This assessment comprises the knowledge testing required for the units BSBLDR502 and
BSBLDR504. You are required to complete this Assessment 1 before attempting the Assessment 2.
The assessment includes 5 knowledge questions and you must ANSWER ALL. Use the spaces below
to respond to the questions. Weights and marking allocations are in the marking allocating table.
This assessment has been established with the aim to measure your knowledge, and attributes in
leading effective workplace relationships and as well as implementing diversity in the workplace.
Through this assessment you are required to provide evidence of your understanding in regards to
systems, policies and procedures that supports effective work relationships and workplace diversity.
In addition you will also outline relevant legislations in managing workplace relationships and
workplace diversity. The other areas you will also be assessed in this assessment includes barriers to
diverse workforce, behaviours that support diversity and as well as the origin and nature of diversity
within workplace.
Question 1. Research within the Australian workplace context and outline at least TWO workplace relevant
legislations that are essential for managing effective workplace relationships. For the fourth column of the
table, you could think of workplace issues such as employment, discriminations, privacy, equal
opportunity, etc. (4 marks)
Legi
slati
on
nam
e
and
year
Legislation Internet address Purp
ose
of the
legisl
ation
Outlin
e how
any
Austr
alian
workp
lace is
affect
ed by
this
legisl
ation
Equa
l
Oppo
rtunit
y Act
2010
Legislation.vic.gov.au. (2019). Victorian Law Today Act Available at:
http://www.legislation.vic.gov.au/Domino/Web_Notes/LDMS/PubLawToday.nsf/
e84a08860d8fa942ca25761700261a63/5ea55d71b4ab544fca2578db001acf01!
OpenDocument [Accessed 22 Jul. 2019].
To
prom
ote
equal
oppor
tunity
in
The
legisla
tion
allows
equal
treatm
ent in
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workp
lace
the
organi
zation
and
preven
ts
incide
nts of
discri
minati
on.
Work
Place
Gend
er
Equa
lity
Act
2012
Legislation.gov.au. (2019). Workplace Gender Equality Act 2012 .
[online] Available at:
https://www.legislation.gov.au/Details/C2012C00899 [Accessed 23 Jul.
2019].
Prom
otes
Gend
er
Equal
ity
and
provid
es
equal
oppor
tunitie
s for
all
emplo
yees
The
standa
rd
elimin
ates
incide
nts of
discri
minati
on on
the
basis
of
gende
r.
Question 2. Explain with your own understanding how organisational systems, policies and
procedures can support good workplace relationships especially on the following matters.
(6 marks)
Workplace
matter
Explanation on how organisation systems can support on these
matters?
Interpersonal
Styles
The interpersonal skills which employees have or exercise are affect the
organizational policies to a great extent. The interpersonal skills can be can
be enhanced for the employees if the organization system which is
established in the business supports the same. In a business organization,
the employee work in groups and therefore interpersonal communication
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among them is important for appropriate performance of the employees. The
type of communication which is supported by the organization system plays a
vital role in developing interpersonal relationship in a business organization.
Communications
The communication process in a business is considered to be very important
as there are formal and informal lines of communication which are both
important from the perspective of the business. The organization system
should be set in such a manner that the employee can properly provide their
view points and feedbacks and also the top-level management should be
able to convey their decisions. The management of the company needs to
promote trust and employment brand and encourage the employee to speak
out their minds so that a proper communication process can be established.
Workplace
Consultation
The organization system should include proper consultation and
communication programs so that the employees of the business can be
included in the decision-making process and their opinions are also known in
the operations. The motive behind this process is to ensure that the people
who are affected by the decisions of the management should also be
consulted. The workplace consultation process should also look into the
aspects of safety of the employees. The organizational system should be
such that it actively shares information with the employees and listen to their
opinions regarding any policies
Cross Cultural
Sensitivity
The organizational system and process which are already implemented plays
needs to include a cross cultural program or training session so that all the
employees can work in a collaborative manner, In addition to this, the
management of the company needs to use good communication in order to
bridge the gap between different culture off employees who are working in
the organization. One other way that the organization can support such cross
culture in the business is by celebrating different holidays and food so that
the employees can develop a close relationship which would result in better
performance for the business.
Industry
Networking
This is the process which is undertaken by the management of the company
in order to ensure that all the employee is connected with other employees
within the organization even if the purpose is not work related. The
organizational system which is established in a business should be such that
the same supports the interpersonal communication and promotes
communication. The networking process appropriate requires the
organization to set events on regular basis so that the employees of different
departments can come together and work in a collaborative manner.
Resolution of
conflict at work
The most important aspect the management of the company need to
consider while formulating the organizational system is the system by which
conflicts would be resolve. The conflict resolution program which is
established should be such that it results in fair treatment of the employees
and an equal opportunity is provided to the employee to be heard regarding
the cause of the conflict. The conflict resolution programs need to be set up in
such a manner that the employee are satisfied with the program and the
programs always results in settling of the conflict.
Question 3. Refer to the “Diversity and Inclusion” article linked below (click the icon) and
describe in your own words how inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least FIVE types of behaviours.
(5 marks)
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The goals of the business should be known by the employees of the business so that the same help
the employees to contribute to diversity. The employer needs to promote communication among the
employee so that an appropriate cultural diversity and interpersonal communication can be
developed. While the employee also has the responsibility to take active part in the communication
process of the business so that a strong work culture can be created in the organization. The
employer also needs to keep in mind that different cultures would be working together and different
aspects of race, culture needs to be considered while formulating organizational strategies of the
business. In addition to this, the management of the company also needs to commit to continuous
improvements in the organization so that the employee is satisfied with the work culture. These
activities from the employer and employee helps in maintaining diversity in the business.
Furthermore, proper training and education on the part of the employee would also help in diversity
maintenance in the business.
The four types of behaviour which is associated with business communication and the same are
discussed below in details:
 Aggressive Behaviour: In this type of communication the person shows a presence of
anger and it generally results in hurting of other employees and raising conflicts. Such type of
communication creates avoidable conflicts due to the presence of hurtful insults.
 Assertive Communication: The assertive behaviour is an ability to appropriate convey
one’s feeling and plans. It is often considered to be the midpoint between aggressive and
passive communication.
 Passive Communication: This form of communication effectively conveys one feelings in a
gentle manner is considered to be the most appropriate form of communication. This type of
communication can be understood easily.
 Passive-Aggressive: This communication style considers both the aggressive and passive
form of communication. This form of communication effectively is developed by individual
who are powerless and resentful.
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Question 4. Provide four examples of barriers to inclusion in a diverse workforce and address
these four barriers with your own strategies. (4 marks)
Example of the barrier to inclusion and
diversity
Your strategy/action plan to address the barrier
Informal Mentoring which shows someone
else interest in the career of another
individual.
The strategy which can be applied in such a state is
that formal process can be incorporated so that every
employee skills are developed in such a manner that
the employee are encourage to work in a group.
Bullying
This is a major situation which affect the employee’s
ability to perform and often creates a hostile working
environment. The management can implement anti-
bullying strategies in the business so that the
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employees feel safe in the working environment. Plus,
the management also needs to incorporate monthly
review program so that the management can know if
the employees are facing any troubles or not.
Insensitivity
In most of the business, the employee and even team
leads joke among themselves so as to lighten the
mood of the employee but in certain situations these
become offensive and can affect an employee
resulting in filing of lawsuits. The management of the
company can incorporate proper programs in order to
ensure that a formal atmosphere is maintained during
times of work.
Underperformance of the employee
The under performance of the employee is another
constraint which affects the diversity in a business.
This can be improved by implementing a proper
training program in the business so that the
employees are trained properly and they can develop
necessary skills for future development.
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Question 5. With your own understanding, explain how the following organisational (or find a
policy of another organisation) policies linked below relate to workplace diversity. (6 marks)
Organisational
Policy
Sample policy of an
organisation (link)
Purpose of the policy Your explanation to
how the organisational
policy relates to or
affects workplace
diversity
Recruitment &
Selection
http://sydney.edu.au/
policies/showdoc.aspx?
recnum=PDOC2011/120&
RendNum=0
The purpose of the
policy is recruit skilled
employees for the post
which is vacant and
the policy establishes
the process which the
management of the
company needs to
follow for the purpose
of recruiting
employees in the
business.
The policy which is
followed by the business
effectively follows the
workforce diversity
principle as proper
interview is undertaken
and employees are
selected on the basis of
their skills and ability to
perform in the business.
The interview process is
followed by screening
and final selection
process so that the
employee of the business
can cope up with the
culture of the
organization.
Performance
Management
https://
www.nab.com.au/about-
us/social-impact/our-
people/performance-and-
remuneration
The policies are
established so that the
business is able to
perform and also be
accountable for the
same. The
performance
management policies
are formulated also for
retaining the employee
and also establishing
proper relations with
them.
The policies which are
formulated by the
business effectively aims
at promoting appropriate
practices in the business
and also frame a proper
remuneration policy for
the employees of the
business. The policies of
performance
management confirms
with the work diversity
and is established to
promote the same in the
business.
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Code of
Conduct
https://
www.wesfarmers.com.au/
docs/default-source/
corporate-governance/
code-of-conduct---may-
2015.pdf?sfvrsn=10
The main purpose of
the policies is to
provide a guideline to
the employees so that
the employees act in
an ethical manner
while conducting the
operations of the
business.
The code of conduct
policies which have been
established by the
business would
contribute to workforce
diversity and also allow
the employees of the
business to conduct their
operations in an ethical
manner.
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ASSESSMENT MARKING ALLOCATIONS
(Trainer/Assessor use for assessing & marking purposes)
The learner will be assessed on the following knowledge
evidence and performance evidence
Marks
allocated
Marks
received
Question 1. Within the Australian workplace context, outline at
least TWO workplace relevant legislations that are essential for
managing effective workplace relationships. You could think of
workplace issues such as employment, discriminations, privacy,
equal opportunity, etc.
4
Question 2. Explain with your own understanding how
organisational systems, policies and procedures can support
good workplace relationships especially on the following matters.
6
Question 3. Refer to the “Diversity and Inclusion” article linked
below (click the icon) and describe in your own words how
inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least
four types of behaviours.
5
Question 4. Provide four examples of barriers to inclusion in a
diverse workforce and address these four barriers with your own
strategies.
4
Question 5. With your own understanding, explain how the
following organisational (or find a policy of another organisation)
policies linked below relate to workplace diversity.
6
TOTAL MARKS 25
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