BSBDIV601 - Develop and Implement Diversity Policy - Conscious Practice of Diversity - Management Assignment Help

Assignment Task

Question 1:
Describe what the conscious practice of diversity involves
It is a set of conscious practices that involves understanding and appreciating interdependence of humanity, cultures, and the natural environment; practicing mutual respect for ideas, qualities and experiences that are different from our own; understanding that diversity includes not only ways of being but also ways of knowing; recognising that personal, cultural, and institutionalised discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others.
It an understanding that everyone is unique and recognising our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and fostering environment. It is about understanding each other and moving beyond
simple tolerance to embracing and celebrating the rich dimensions of diversity contained within everyone.
How would you gather information related to diversity?
Surveys - A customised anonymous employee survey to assess how the organisation is faring on diversity, ethnicity, culture, religious beliefs or sexual orientation. Ideally a survey would reveal what is and isn’t working well within their organisation.
Payroll Records – They can provide information on each employee’s age, gender, and location.
Exit interviews – Find out why employee’s are leaving. What the company can do better which can include questions around diversity for example; Did you feel you received growth opportunities? Did you feel your schedule/assignments let you enjoy work-life balance?
Job descriptions – Review job descriptions to ensure they are not unintentionally bias. Specify the needs of the job rather than how it is achieved. For example; instead of saying “must have valid drivers licence” say “ability to travel and provide own transport”
Complaints and grievances e.g. sexual harassment, racial discrimination.
Customer analysis and feedback.
Equal opportunity targets.
Information from stakeholders.
Statistical data.
What legislation, Code of Practice or National Standard should any practice abide by?
The following Acts provide the general legal framework to support diversity in the workplace:
Age Discrimination Act 2004
Disability Discrimination Act 1992
Disability Act 2005
Human Rights and Equal Opportunity Commission Act 1986
Work Health & Safety Act 2012
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Workplace Relations Act 1996.
The Racial Hatred Act
The Workplace Gender Equality Act 2012
The Fair Work Act 2009 and National Employment Standards (NES)
State-based anti-discrimination and WHS laws.
Additional resource; https://www.arc.gov.au/policies-strategies/policy/workplace-diversity-program#:~:text=The%20following%20Commonwealth%20Acts%20provide,Equal%20Opportunity%20Commission%20Act%201986Name: FORMTEXT Janette Whitely

Question 2:
Describe some potential benefits of a diverse workforce.
An organisation’s competitiveness and success are influenced by its ability to embrace and realise the effects of diversity. Research into diversity has demonstrated clear benefits for workforces that are more diverse, fostering creativity and innovation, being able to solve problems better, making people feel more valued and being able to reach larger client bases, among other benefits. Successful organisations realise the need and benefits of diversity and are ready and willing to commit to implementing change in relation to their business. Understanding these benefits can help you to develop and implement your diversity policy.

Question 3:
Describe some business objectives and explain how a more diverse workforce could help achieve them.
Disabilities Business Objective;The organisations purpose is to partner with people to change lives for the better. They believe in the rights of people and the importance of relationships. They believe that they bring respect and sensitivity to cultural, linguistic and religious diversity through thier Reconciliation Action Plan and Cultural Respect Framework.
How a diverse workforce helps achieve the businesses main objective;The complex needs of some individuals or families may require diverse expertise, skills and knowledge from a number of personnel across a range of agencies. The decision-making process and its overall outcome improve drastically when a you have a diverse workforce. A team of employees will make relatively better problem-solving decisions than a single employee.
Each employee on a team offers a different background of experiences, which elicits a different set of skills, understandings and overall knowledge-base than every other employee. Each employee sees the world and company matters through their own unique lens. Various perspectives and experiences are incredibly valuable when diverse companies are seeking the most effective and efficient processes for generating an optimal ROI, or similar key metrics, to gain a competitive advantage in the market.

Question 4:
List key stakeholders within your organisation and how you would consult with each one.
Customers and clients – Emails and newsletters, invitation to information sessions, include information on the organisation’s website as well as access to relevant reports.
Organisation executives – Strategy meeting with the focus of workplace diversity.
Heads of business units – Leadership forums and workshops discussing workplace diversity, what that looks like and their responsibilities as a manager to ensure the organisation has an inclusive and diverse workplace.
Managers and supervisors – Leadership forums, training sessions discussing workplace diversity, what that looks like and the role they play in ensuring an inclusive workplace.
Staff working in a range of job roles and functions – Staff meetings and information sessions. Staff bulletins and individual emails discussing workplace diversity and what that looks like, the organisations expectations and include handouts.
Name: FORMTEXT Janette Whitely
When creating or updating a diversity policy what areas of the policy would you consult with stakeholders?
Stakeholders should be consulted from the creation phase of the diversity policy or before implementing any changes to the existing policy. They are involved in all areas of the policy. This ensures buy-in from stakeholders and helps the organisation gain a greater understanding of stakeholder objectives and overall goals. Ongoing stakeholder consultation helps the organisation to identify and monitor trends, challenges and perceptions.
Stakeholder engagement helps to;Identify and track needs and expectations
Identify and track perceptions and attitudes
Provide feedback on specific planned developments
Evaluate implementations and actions
The internal and external stakeholder contribution is crucial for an effective implementation and to embed a diversity policy into the organisation.

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