Managing Workplace Diversity: A Report for CoffeeVille

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MANAGING DIVERSITY AT
WORKPLACE
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Table of Contents
List of figures............................................................................................................................3
Introduction............................................................................................................................. 4
Assessment 1............................................................................................................................5
Activity 1 A & B (Report).......................................................................................................5
Activity A.......................................................................................................................... 5
Activity B...........................................................................................................................6
Activity 2 (Notes)..................................................................................................................9
Creating diversity at workplace there are some key strategies which must be followed
by CoffeeVille................................................................................................................... 9
Procedure for Harassments allegations or Handling complaints......................................9
Activity 3 (Poster)............................................................................................................... 11
Assessment 2..........................................................................................................................12
Conclusion.............................................................................................................................. 16
References..............................................................................................................................17
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List of figures
Figure 1 Complaints handling the process..............................................................................13
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Introduction
This report will identify the information for demonstrating the policy of diversity in the
CoffeeVille in context of working of employees. This will include identifies information about
the company for diversity policy by reviewing and locating, feedbacks and suggestions etc.
This report will also implement the strategies for understanding the working team to ensure
diversity. It will demonstrate the compliance and the process for handling the complaints
and harassments. It will also show the internal and external benefits to enhance CoffeeVille
diversity and will also identify the relevant legislation according to the company.
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Assessment 1
Activity 1 A & B (Report)
Activity A
Introduction
At CoffeeVille diversity can refer in relation to the employees about their function,
discipline, experience, education, gender, family responsibility, culture etc. it also includes a
diversity of legislation and organizational policies (Hunt et al., 2015).
Application of Diversity policy:
Diversity refers to the concept of respect and acceptance which means understanding that
every individual is different and unique (Barak, 2016). This differentiation includes ethnicity,
gender, race, age, socioeconomic status, religious beliefs, ideologies etc. (Urbancová et al.,
2016). For meeting the legal obligations for following the principles of diversity in the
management culture and practices it is necessary to develop a diversity policy. It also
enhances the competitiveness of the CoffeeVille, community stand, staff satisfaction and
morale (Barak, 2016). The employee’s morale gets an increase when they get equal
opportunity for employment within the CoffeeVille (Urbancová et al., 2016). It is not
necessary to have any particular diversity policy in every organization but it is inferred under
the law that all the organisations have to follow to the principles of equity and diversity.
Benefits of having a diverse workforce:
 Innovation (Urbancová et al., 2016)
 Increase adaptability
 Recruitment and retention
 Increasing productivity (Barak, 2016)
Application to manage diversity policy is about forming an environment for the employees
that they can attain their potential (Barak, 2016). The employees feel motivated and happy
if they get appreciation which results in enhancing their productivity (Urbancová et al.,
2016). Managing a diverse workforce for the best outcomes:
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 Hire the best employees by following the recruitment policies by ensuring embrace
and encourage diversity (Urbancová et al., 2016)
 Ensuring CoffeeVille that overall policies and practices are inclusive and do not
favour discrimination among employees (Barak, 2016)
 Providing training of diversity to the employees as well as the to the leaders which
help in understanding and respecting the religions, race, values, culture, the gender
of the other people. It also helps in becoming self-aware for understanding their own
cultural biases, stereotypes and prejudices (Barak, 2016)
 Ensuring effective and clear communication at the workplace so that people can
understand the barriers of culture and language also ensuring understanding of
policies, procedures, rules regarding safety etc. it also helps in encouraging
interaction between the employees and the management of CoffeeVille (Barak,
2016)
Conclusion
Hence, diversity at the workplace is challenging to maintain, fostering and encouraging for
increasing the global environment of CoffeeVille and to gain a competitive edge.
Activity B
Introduction
This will include identifies information about the company for diversity policy by reviewing
and locating, determining the applications of diversity as well as its actions with feedbacks
and suggestions (Hunt et al., 2015).
Body
Locating and reviewing a diversity policy:
Diversity in CoffeeVille plays an important role in ensuring that the present and future
employees should get equal opportunities for employment and get promoted and selected
according to excellence irrespective of individual attributes (Barak, 2016).
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Determining applications:
The application of diversity helps the management in supporting the managers and the
employees about their rights and responsibilities towards the customers, other employees
and visitors while delivering any information (Harvey and Allard, 2015). Applying diversity at
the workplace of CoffeeVille, managers have to be more focused and aware of the policies
as well as legislation for avoiding noncompliance (Barak, 2016).
 Age: the CoffeeVille may employ all age’s people from high school to 60-70 age
people (Barak, 2016).
 Ability or disability: at CoffeeVille the employees must have basic education or are
highly qualified, the company avoids discrimination so disable people also have some
job roles based on their abilities and ambitions (Phillips et al., 2016).
 Personality: CoffeeVille has diverse employees by having a range of diverse qualities
like some people are of shy nature, talkative, cheerful or imaginative (Barak, 2016).
Actions for ensuring diversity policies:
It is important for the CoffeeVille to employ and interact with the employees, some of the
actions for ensuring and implementing the diversity policies by the managers are:
 Observing the staffs as well as others and interact with them on a daily basis about
approaching the customers (Mone and London, 2018)
 Checking the process of recruiting and promoting the employees and focus on their
learning of different languages (Harvey and Allard, 2015)
 Identifying the types and numbers of complaints from the employees about
discriminations and harassment as well as aware of the employees about the
different abilities of different people (Phillips et al., 2016)
 At performance appraisal, the session manager should discuss diversity for
confirming understanding (Iganski and Mason, 2018)
 Checking implementations and recommending the changes through presenting on
newspapers articles (Mone and London, 2018)
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Feedback and suggestions:
For improving the policies there must be involvement of employee's feedbacks, formal
review, informal discussions and observations. This can be done by preparing a formal
report for the management after discussing from the employees by organizing training
(Mone and London, 2018).
For strengthening the diversity policy of CoffeeVille includes:
 Conduct a discussion of diversity on a regular basis (Mone and London, 2018)
 Make policies more transparent and will be displayed on the newspapers articles
 Policies must be understandable and eliminate difficult language (Mone and London,
2018)
 Promoting diversity policies of the CoffeeVille with the local communities (Iganski
and Mason, 2018)
Conclusion
Thus, it can be concluded that CoffeeVille has to manage the diversity policies for the
benefit of the employees as well as for the company which has helped the employees in
making the relation effective by avoiding discrimination and understanding about different
culture and diversity policies of the company (Mone and London, 2018).
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Activity 2 (Notes)
Creating diversity at workplace there are some key strategies which must be
followed by CoffeeVille
Communication: for creating diversity in the company, there must be a flow a
communication within the workplace between employer and employees where they can
easily share their thoughts and doubts they are facing at the workplace (Hunt et al., 2015).
Effective communication helps in making a good and effective relationship between the staff
and the management of the CoffeeVille (Hunt et al., 2015).
Individual observation: it means avoiding both positive as well as negative assumptions and
categorises while judging failures and success individually. It is necessary to compile
effective and instant steps in contrast to discrimination towards the individual by focussing
on the issues (Aruna and Anitha, 2015).
Encouraging employees: the company should engage employees to work in various groups
for the development of the skills and knowledge which is beneficial for the CoffeeVille and
the employees to gain the desired objectives (Aruna and Anitha, 2015).
Making decisions on objectives: the company defined objectives should be communicated
between all the staff members before taking the decisions based on the objectives for
eliminating conflicts (Aruna and Anitha, 2015).
Procedure for Harassments allegations or Handling complaints
Sexual harassment includes a person being intimated, offended or humiliated by another
person at the workplace (McDonald and Charlesworth, 2016). There are some procedures
which a company should follow to reduce this:
 The employee has to tell the crook that his behaviour is against the company policies
and should stop this (Aruna and Anitha, 2015)
 The employees have the rights to tell the offence to their superiors if the offender
won't stop that (Aruna and Anitha, 2015)
 The employees must feel confident and tell the manager directly about the offence
 They can also file the complaint to the human rights commission or under the Fair
Work Act 2009 they can take action (Aruna and Anitha, 2015)
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 The investigation takes place if the managers and the complainant get to agree and
the process of investigation must take the disciplinary actions against the offender,
training to staff or counselling session for the victim and at last an apology to the
victim from the offender (Aruna and Anitha, 2015)
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Activity 3 (Poster)
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
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