Samples

Develop and implement diversity policy (BSBDIV601)


Assessment 1

  1. Participate in a meeting with the CEO (your assessor)

As the General Manager of the company you have been asked to coordinate development of the company’s new diversity policy and procedures.

Review the case study information prior to meeting with the CEO to discuss initial requirements.

During the meeting, the CEO will discuss the organization’s requirements for diversity policy and procedures with you, as well as existing practices in relation to diversity.

During the meeting, demonstrate effective communication skills including:

  • Speaking clearly andconcisely
  • Using non-verbal communication to assist withunderstanding
  • Asking questions to identify requiredinformation
  • Responding to questions asrequired
  • Using active listening techniques to confirmunderstanding

Meeting report

Time:  07/11/2021 10:30 a.m.

Attendees: CEO, General Manager

We developed a policy and procedure of diversity of the company. Room for different people is made by the current world. Where the resources are shared, we are part of that organization which can help the company to grow.

Diversity policy and procedure is chosen to be developed for the development of the team members.

For offering a diversity within the company, a plan will be created and implemented.

Policy implementation is the workforce that will make the company grow.

Necessary actions will be taken to respect the new policy and procedure

 

  1. Write a diversity briefing report

Following the meeting, you will be required to conduct research to assist in the development of the policy and procedures, and write a briefing report on your research.

Use the Briefing Report Template to guide your work.

Your briefing report should, as a minimum, addresses the following:

  • Purpose of the report, including current company position on diversity and existing policies and procedures that need to be taken into account.
  • Australian diversity facts and figures including:
    • Australia’s multicultural society, including Aboriginal and Torres Strait Islanders and percentage of people born overseas and major countries oforigin
    • Religions
    • Agestructure
    • Demographics of those with a disability and types of disability
  • Diversity within the business environment, including cultures, beliefs, traditions and practices
  • Intended and unintended impacts of diversityincluding:
    • The value of diversity in the workplace and to society as awhole
    • How a diverse society contributes to Australia’s image globally and to economic growth.
    • How diversity can drive innovation
    • Concept of reasonable adjustment and give examples of reasonable adjustments that workplaces can make to facilitate participation by people with adisability.
    • Describe contemporary theory about diversity and its potential contribution to business advantage
  • Identify benchmarks and other measurement indicators for planning and assessing the impacts of policy implementation.
  • Legal requirements in relation to workplace diversity. List at least five Acts of legislation and explain the purpose ofeach.
  • Examples of at least 3 diversity policies and procedures.
  • Example diversity actions to inform the diversity action plan. You should research atleast five examples to start off the diversity action plan. Note that you will also be seeking input from your staff on the diversity action plan in Assessment Task2.

Aus Accountancy

Diversity policy and procedures briefing report

Introduction

AUS Accountancy is located in Sydney. The company is in the expansion period and makes sure that the company have the qualified and sufficient staff with themselves. Development of policy and procedure is the main purpose of the report.

Diversity facts and figures

  1. Australia is multi culture society that is located in Sydney. The current growth rate remains stable that is 22%, then population can reach more than 9, 00,000 by 2026. The result of several factor is the growth in aboriginal population.
  2. Religions
    3. The nation has diverse religion, with the most common religion (52% of population) Islam (26%), Buddhism (24%). In 1996 Christianity (88%0 was the main religion. And the figure was fallen to 74%, in 1991, Hinduism had the most growth between 2006 &2010 which was driven from South Asia.
  3. Age structure

0-14 years: 17.8% (male 2,122,139/female 2,012,670)

15-24 years: 12.79% (male 1,524,368/female 1,446,663)

25-54 years: 41.45% (male 4,903,130/female 4,725,976)

55-64 years: 11.83% (male 1,363,331/female 1,384,036)

65 years and over: 16.14% (male 1,736,951/female 2,013,149) (2017 est.)

Legal requirements in relation to workplace diversity

The Equal Pay Act 1970

It is a labor law that is against the gender base wage discrimination in US.

The Sex Discrimination Act 1975

This is an act of UK which protected the discrimination among men and women on the basis of sex or marital status.

The Race Relations Act 1976

It is against the law to discriminate on the basis of race, color, nationality.

The Disability Discrimination Act 1995

This act is for disabled person.

The Equality Act 2010 

This act protects people from discrimination in the workplace.

 

  1. Send an email to the CEO (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment, and seek their feedback and approval to move forward with the project.

Attach your diversity briefing report to the email.

Your CEO will send you an email with any comments and feedback.

Respected CEO,

The diversity brief report has been attached. Kindly go through it. The report contains the following topics:

  1. Purpose of the report
  2. Australia diversity facts and figures
  3. Diversity within the business environment
  4. Intended and unintended impacts of diversity
  5. Reasonable adjustments that workplace can make to facilitate participation by people with a disability
  6. Contemporary theory about diversity
  7. Benchmark and other measurements
  8. Example of diversity policies and procedures
  9. Example diversity actions to inform the diversity action plan

Please provide feedback and approval for the report.

Thank you

Manager

 

  1. Develop a diversity policy and procedures

Develop the policy and procedures based on your research activity 1.

Keep in mind that this will be a draft version of this document, and you should name it accordingly. You will refine it and produce a final version following a meeting with staff that will include their feedback.

  1. Objective

Values and contribution by each individual is recognized and celebrated by the AUS Accountancy for appreciating the value of attracting and retaining the employees.

The aim is to make sure that the business policy, procedure and behavior promotes the diversity.

  1. Scope

This policy applicable to all Aus Accountancy Directors and employees.

  1. Policy

Each individual is unique and recognize the individual differences. The differences includes skills, experience, thoughts, gender, age and many more.

 

  1. Aus Accountancy approach to Diversity and Inclusion

The strategic policy that align to the current need of the AUS Accountancy workforce.

It also includes strategy that includes setting of objectives that are measureable.

4.1.       Diversity programs and practices

For Achievement of the diverse and including environment, following program and practices are supported:

4.2.       Recruitment, Selection & Promotion

Recruiting, selection and promotion of employees is recognized candidate is identified.

4.2.1.    Career development and performance

For developing and progressing their career, employees are encouraged through opportunities.

 4.2.2.   Flexibility

The policy provides an equitable framework which enables the employees for flexible work arrangement.

Employee consultation: through surveys, the employees are consulted on annual basis

Definition: understanding, accepting, valuing and celebration of the differences among the people. Diversity occurs in the area of gender, race, religion, age or disability.

Gender diversity: equality in gender in the organization is the key component of the strategy.

 

  1. Develop a diversity action plan.

You are also required to develop a diversity action plan to ensure that the companycommences diversity action using your research andtemplate.

Use the Action Plan Template to guide yourwork.

Keep in mind that this will be a draft version of this document, and you should name it accordingly.

Diversity Action Plan

Current- November 2021

Issues

Comments

1

There is lack of qualified staff with the company

2

The staff of the company has no diversity

3

Equal opportunity is not provided to the minority by the company

Future- November 2020

No.

Objectives

Measures of Performance

1

Awareness should be raised and commitment should be increased at the workplace.

Communication of commission raise awareness and increase commitment to workplace diversity across the organization

2

Increase attraction, recruitment and retention of a diverse workforce

Review of recruitment policies and procedures

3

Recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective

Increase in the representation of diverse employees

 Strategy for Achieving Objectives

Strategies

Step by Step Plan

Due Date

Name

Workplace diversity

a.     Advertise roles in a broad range of publications

01/11/2021

Michael HR manager

b.    Ensure a diverse range of candidates are represented at shortlist stage

05/11/2021

Michael HR manager

Workplace inclusion

a.     Provide inclusive leadership training for managers

08/11/2021

Senior Leadership team

b.    Establish employee advocacy groups

10/11/2021

Senior Leadership team

Sustainability and accountability

a.     Review policies and practices to identify and remove systemic barriers to inclusion

15/11/2021

Human resources

b.    Implement a key performance indicator (KPI) for diversity and inclusion for all employees

20/11/2021

Senior leadership team

 

  1. Develop a questionnaire.

As you are also required to assess the impact of the diversity policy and procedures, develop a simple questionnaire that could be provided to staff following implementation.

Your questionnaire should include at least 10 questions, and include a rating scale for staff to indicate their agreement or disagreement with the statement.

For example, you could include a question such as:

  • Are The Company’s Recruiting Effort Supporting A Diverse Culture?

Strongly Disagree

Somewhat Disagree Neutral

Somewhat Agree Strongly Agree

  • Is the company making progress with diversity initiatives?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Is diversity within our company will help us to grow?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Having a bigger cultural diversity will help to create innovation in the company?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Does the company needs to make effort to adapt the facilities to disable person?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Does having a new pole of language in the company will help to extend the business to different market?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Do the company is going in the right directions?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Does gender equity will help the business to grow?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Do business will access to more customers thanks to the diversity policy?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

  • Having a new diversity policy and procedure is a good thing?

Strongly Disagree

Somewhat Disagree

Neutral

Somewhat Agree

Strongly Agree

 

  1. Send an email to the CEO (your assessor)

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of each attachment, and seek approval from the CEO for the format of the draft policy and procedures that you have developed.

Attach the following to the email.

  • Your draft diversity policy and procedures
  • Your draft diversity action plan
  • Your diversity questionnaire.

Email to CEO

Respected CEO

Kindly go through the draft policy and procedure that is attached below with the questionnaire.

The actions are based on what objectives are to be achieved and by whom to make this plan work. Platform for staff is provided for feedback by the attached questionnaire.

Thank you

 


Assessment 2

  1. Develop a PowerPoint presentation

Prepare to present the new diversity policy and procedures and action plan (from Assessment Task 1) to staff by developing a PowerPoint presentation.

The presentation must address the following:

  • Diversity within the business environment, including cultures, beliefs, traditions and practices.
  • Benefits of diversity as described in your briefing report plus diversity facts and figures.
  • Intended outcome of thepolicy.
  • An outline of the new diversity policy and procedure and the rationale for development(as set out in the briefing report)
  • Planned diversityactions.
  • You will be required to develop at least 8 slides to accompany your presentation.Wherever practical, the slides should include graphics such as table or charts or images.

You should include the diversity facts and figures in your presentation first and then, at the end of the presentation, outline the new diversity policy and procedure and action plan.

Use the notes section to help you remember content when you present your presentation. As a guide, your presentation should be for approximately 30 minutes.

The staff that you will present to are a diverse group of individuals with varying levels of language and literacy skills, so you need to make sure the presentation is simple and clear and interesting to motivate them to adopt the new policy and procedures.

Presentation has been attached

 

  1. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment, and seek their feedback

Attach your completed PowerPoint presentation to the email.

Your assessor will advise you of the date and time that your presentation is to take place.

To: CEO

Subject: New diversity policy and procedure presentation.

Dear CEO,

PowerPoint presentation is attached and is scheduled for tomorrow at 10:00 AM with the staff members.

The PowerPoint has the new policy and procedure that is to be established.

Kindly share your thoughts.

Thanks a lot,

Best regards,

 

  1. Deliver your presentation  

Using the PowerPoint presentation that you have developed, deliver a presentation to staff. Your assessor will be present as one of the staff members and will also organise another 2 or 3 other students to attend.

At the outset of the presentation, indicate that the team will be able to ask questions during and at the end of the presentation. Also inform staff that you would like to brainstorm further diversity ideas for the action plan at the end of the session.

During the presentation, demonstrate effective communication skills including:

  • Speaking clearly andconcisely
  • Using non-verbal communication to assist withunderstanding
  • Asking questions to identify requiredinformation
  • Responding to questions asrequired
  • Using active listening techniques to confirmunderstanding

At the conclusion of your presentation, seek feedback from staff on the new diversity policy and procedures, as well as ideas to inform the diversity action plan. Take notes on this feedback.

 

  1. Revise your diversity policy and procedures and your diversity action plan.

These updates should include the feedback that came out in the meeting. Ensure that the updated documents are named accordingly.

  1. Objective

Values and contribution by each individual is recognized and celebrated by the AUS Accountancy for appreciating the value of attracting and retaining the employees.

The aim is to make sure that the business policy, procedure and behavior promotes the diversity.

  1. Scope

This policy applicable to all Aus Accountancy Directors and employees.

  1. Policy

Each individual is unique and recognize the individual differences. The differences includes skills, experience, thoughts, gender, age and many more.

  1. Aus Accountancy approach to Diversity and Inclusion

The strategic policy that align to the current need of the AUS Accountancy workforce.

It also includes strategy that includes setting of objectives that are measurable.

4.1.       Diversity programs and practices

For Achievement of the diverse and including environment, following program and practices are supported:

4.2.       Recruitment, Selection & Promotion

Recruiting, selection and promotion of employees is recognized candidate is identified.

4.2.1.    Career development and performance

For developing and progressing their career, employees are encouraged through opportunities.

 4.2.2.   Flexibility

The policy provides an equitable framework which enables the employees for flexible work arrangement.

Employee consultation: through surveys, the employees are consulted on annual basis

Definition: understanding, accepting, valuing and celebration of the differences among the people. Diversity occurs in the area of gender, race, religion, age or disability.

Gender diversity: equality in gender in the organization is the key component of the strategy.

 

  1. Send an email to the CEO (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should give a summary of the meeting, and the changes that you have made to the attachments.

Attach your updated diversity policy and procedures and your updated diversity action plan to the email.

To: CEO

Subject: Feedbacks meeting

Respected CEO,

This letter is written to discuss regarding the staff meeting that was conducted yesterday regarding the implementation of policy.

Important points were raised by the senior staff during the meeting. We are not thinking to provide training to the current staff.

Best regards

 


Assessment 3

  1. Meet with the CEO

This part of the assessment requires to you meet with the CEO (your assessor).

The CEO will advise you of an area of the diversity policy and procedures which they feel needs to be improved, including the rationale for the improvement.

During the meeting, you will need to use effective communication skills to ask questions and to confirm that you have correctly understood the information provided.

The policy and procedure were discussed with CEO, during the meeting. CEO raised some concerns during the meeting.

It is sure that no one needs to fear anything. To improve the business, the diversity policy and procedure is there.

 

  1. Report on diversity best practices

Following the meeting, assess the information provided to you and research best practices for the area identified by the CEO. This report should be about one page.

Including in your report:

  • The identified unintended impacts of the policy
  • Advise on the best practices you have identified
  • Recommendations for updating the policy and procedures.

The CEO will email you advising of any comments and approval to proceed.

Dear Sir

Recruit over a broader geographic area. By expanding the scope of recruiting, one can reach the potential candidate.

Focus on retention. Diverse set of applicants can be attracted by many organizations. The organizational culture remains homogeneous because of higher turnover rate. Focus on retention effort. On organizational culture, attention should be paid. Employees’ survey should be utilized to leave. This will be helping the organization to be more inclusive. This is helpful for the people to understand the benefit of having more diverse.

Kind Regards

 

  1. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and seek their feedback and approval to move forward with the project.

Attach your diversity best practices report to the email.

Your assessor will respond by either asking for further work to be done to your report, or by asking you to incorporate your recommendations into the diversity policy and procedures.

To: CEO

Subject: Best practices report

Respected CEO,

Best practice report is attached.

Concern and issues that we had to go through is attached to the report with new policy and procedure. New practices will be found that will be adopted to get the policy and procedure

I am waiting for the response.

Thanks a lot,

Best regards,

 

  1. Finalise diversity policy and procedures

Following approval by the CEO to proceed, update your diversity policy and procedures from Assessment Task 2 with the new area that you have written the report on.

Ensure that the final version of the document is named accordingly.

  1. Objective

Values and contribution by each individual is recognized and celebrated by the AUS Accountancy for appreciating the value of attracting and retaining the employees.

The aim is to make sure that the business policy, procedure and behavior promotes the diversity.

  1. Scope

This policy applicable to all Aus Accountancy Directors and employees.

  1. Policy

Each individual is unique and recognize the individual differences. The differences includes skills, experience, thoughts, gender, age and many more.

  1. Aus Accountancy approach to Diversity and Inclusion

The strategic policy that align to the current need of the AUS Accountancy workforce.

It also includes strategy that includes setting of objectives that are measureable.

4.1.       Diversity programs and practices

For Achievement of the diverse and including environment, following program and practices are supported:

4.2.       Recruitment, Selection & Promotion

Recruiting, selection and promotion of employees is recognized candidate is identified.

4.2.1.    Career development and performance

For developing and progressing their career, employees are encouraged through opportunities.

 4.2.2.   Flexibility

The policy provides an equitable framework which enables the employees for flexible work arrangement.

Employee consultation: through surveys, the employees are consulted on annual basis

Definition: understanding, accepting, valuing and celebration of the differences among the people. Diversity occurs in the area of gender, race, religion, age or disability.

Gender diversity: equality in gender in the organization is the key component of the strategy

 

  1. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment. Attach your final draft of the diversity policy and procedures to the email.

To: CEO

Subject: Diversity policy and procedure final

Respected CEO,

Final policy and procedure is attached to the mail with the amendments.

Please let me know if there is anything to change.

Thank you

 

Assessment 4

Review the case studies document.

Review each of the questions in the case study and consider the issues involved, and what your response as a Manager would be.

Outline the legal requirements, ensuring that you reference relevant legislation.

The response to each case study is expected to be at least 2 to 3 paragraphs and must be written in clear and concise English.

Case study one

Valarie is employed as an Administration Officer. She also answers calls from customers. Valarie has recently married and converted to Judaism. Her husband follows the Jewish faith and converting was something she felt was really important to her new relationship. Valarie has mentioned that she would like to leave work early on Friday afternoon to begin to observe the Sabbath.

Valarie has now written a formal letter to you requesting permission to leave work early on Friday afternoons. She has stated that she will take responsibility to catch up on any missed work.

The company does not currently have flexible working arrangements.

Valarie has been employed with the company for 2 years and is a permanent employee.

Questions:

Q1. What issues do you consider in your response?

The issue that is related is that it was mentioned by Valarie that she wants to leave early on Friday, so that she can observe the changes in Sabbath after marriage.

Valerie’s request will be considered as an issue for me, while taking it into consideration the Anti-discrimination Law.


Q2. What are the legal requirements?

Australia's federal anti-discrimination laws are contained in the following legislation:

  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984.


Q3. What would be your response as a Manager?

As a manager, I allowed her to do what she requested, because she already submitted the request with full explanation.

Case study two

You have observed that a Muslim staff member never shakes hands with female clients. You are concerned that this will impact on his relationships. You are considering asking him to shake female clients’ hands.

 

Questions:

Q1. What issues should you consider in your response?

The issues is about the differences in the culture of the people in the same workplace. It is an important issue if it is related to the personal believes and religion.

Q2. What are the legal requirements?

Australia's federal anti-discrimination laws are contained in the following legislation:

  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984.

 

Q3. As a Manager, how should you deal with this issue?

This case is very sensitive so I will make sure that the communication is done with the Muslim staff in an appropriate manner.


Case study three

A staff member, Delores, has approached you with a request not to have to deal with a particular customer because they feel she is treating them in a racist manner.

Questions:

Q1. Can she refuse to deal with a customer on these grounds?

According to me, the situation is not strong enough to deal with the customers. As per the customer service, she has no right to say no to any guest unless there is any valid reason.

Q2. What are the legal requirements?

For this situation especially, I would include two set of laws and legal requirements into consideration. 

  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984.

 

Q3. As a Manager, how should you deal with this issue?

As a result, I will not grant her a permission to deal with this customer right away. In contrast, I will ask her to try to deal with this person while I will also made myself around there to observe the situation before provide any final judgement on the situation.

 

Case study four

In a meeting with you (Team Leader), a staff member, Jackie, expresses a concern to you. They have recently disclosed their sexuality to a colleague, Jill, whom they have always got on well with. Jill was surprised and stated that she has a strong moral objection to lesbians and gay men. Jill had said as she felt it was not acceptable to be a lesbian but did want maintain a positive relationship with Jackie, she requested Jackie should help in this matter by not referring greatly to their sexuality again.

Questions:

Q1. Is this response acceptable?

The response is not acceptable. However the response was as a friend. After fight Jack disclosed the sexuality which was not acceptable.

 

Q2. What are the issues to consider?

Keeping in mind the anti-discrimination law, the issue, we need to focus the folloeing case study that is provided for providing the best services to handle the situation. 

 

Q3. What are the legal requirements?

For this situation especially, I would include two set of laws and legal requirements into consideration. 

  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984.

Providing balanced and nationally consistent framework is the main objective of the act. The health and safety of the workers and workplace is made secured. It is done by:

  • Protecting the workers from any harm.
  • By providing fair representation.
  • By making sure the appropriate security and review of action

 

Q4. As a manager, how should you deal with this issue?

The issue is to be focus and finding the best t handle the situation.

 

Case study five

A staff member employed with the company for five years ago was diagnosed with depression about a year ago. She did not tell you until three months ago, when she confided in you about what she was experiencing and the treatment she was getting from her doctor and therapist. A month ago the staff member was signed off on sick leave.

She returned to work last week but is overwhelmed. You are prepared to help this staff member for another month but after that, you are feeling it might be time to terminate the staff member’s employment.

 

Questions:

Q1. What support could you offer the staff member?

Extra time may be needed by the depressed employee for treatment. Leave of absence is necessary. It will be made sure that there is proper room for staff members to follow the policy of the company.

 

Q2. Are there any legal requirements?

For this situation especially, I would include two set of laws and legal requirements into consideration. 

  • Age Discrimination Act 2004
  • Disability Discrimination Act 1992
  • Racial Discrimination Act 1975
  • Sex Discrimination Act 1984.

Providing balanced and nationally consistent framework is the main objective of the act. The health and safety of the workers and workplace is made secured. It is done by:

  • Protecting the workers from any harm.
  • By providing fair representation.
  • By making sure the appropriate security and review of action

 

Q3. As a Manager, how should you deal with this issue?

Changes that have been observed will be carefully discussed by me. I have noticed poor performance and will discuss it. Adequate time will be provided to employee for explaining the situation.

 

  1. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment

Attach your Case Studies Responses to the email.

TO: CEO

SUBJECT: CASE STUDIES RESPONSES

Respected CEO,

This mail is written for informing those responses for all the case studies is completed.

Kindly find the attached case studies.

Kind regards