Cluster 2 BSBLDR502 - BDBLDR504-Cluster-Student-Assessment-Tasks - 26.11.2019

Student Assessment Tasks
BSBLDR502 Lead and manage effective workplace relationships& BSBLDR504 Implement

diversity in the workplace
BSBLDR502 Lead and manage effective workplace relationships
BSBLDR504 Implement diversity in the workplace
Table of Contents
Table of Contents 2
Assessment Information 3
Assessment Instructions 3
Student Assessment Agreement 3
Assessment Task 1 Cover Sheet 3
Assessment Task 1: Written Questions 3
Assessment Task 1 Instructions 3
Assessment Task 1 Checklist 3
Assessment Task 2: Research and presentation 3
Assessment Task 3: Practical activity 3
Assessment Task 4: Assessment review 3
Assessment Task 5: Reaching agreements 3
© RTO Works 2019SELC Career College Australia RTO: 91721 SELC-BSBLDR502-BSBLDR504-AT-V2019.1 Page 2
Assessment Information
The assessment tasks for BSBLDR502 Lead and manage effective workplace relationships
and BSBLDR504 Implement diversity in the workplace are included in this Student
Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks
satisfactorily.
Assessment Plan
Assessment Task Overview

1. Written questions You must correctly answer all questions.
2. Policies and procedures You must develop a Code of Conduct, Workplace
development project Communication and Consultation Policy and
Procedure and Dispute Resolution Policy and
Procedure.
3. Networking and professional You must identify networks suitable for a Manager
development project and develop a networkingand professional
development plan, as well as participate in and
report on a networking opportunity.
4. Managing workplace difficulties You must participate in a role-play regarding a
project difficult workplace situation.
5. Implement & manage workplace You must develop a workplace diversity policy and
diversity integrate this into the other workplace policies and
procedures you have created.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor
for clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student
Assessment Agreement.Fill it out, sign it, and hand it to your assessor, who will countersign it
and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to
you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per
your RTO’s assessment appeals process.
You have the right to appeal the outcome of assessment decisions if they feel they have been
dealt with unfairly or have other appropriate grounds for an appeal.
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task in a logical
manner.
Each should include:
Course identification code
Assessment Task number
Activity number
Document title (if appropriate)
Your own name
Date it was submitted
For example, BSBLDR502/BSBLDR504 AT3.3 Networking Report Joan Smith 20/10/20
Additional Resources
You will be provided with the following resources before you begin each Assessment Task.
Assessment Task 2
 Style Guide
Assessment Task 3
 Professional Development and Networking Plan Template
 Networking Report Template
Assessment Task 4
 Action Plan Template
Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each task’s
submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this
and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment,
which will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not
satisfactory, your assessor will include written feedback in the Assessment Task Cover Sheet
giving reasons why. Your assessor will also discuss this verbally with you and provide advice on
re-assessment opportunities as per
your RTO’s re-assessment policy.
Depending on the task, this may include

resubmitting incorrect answers to questions (such as short answer questions and case studies)
resubmitting part or all of a project, depending on how the error impacts on the total outcome of
the task
redoing a role play after being provided with appropriate feedback about your performance
being observed a second (or third time) undertaking any tasks/activities that were not
satisfactorily completed the first time, after being provided with appropriate feedback.
Assessment Task Information
This gives you:

a summary of the assessment task
information on the resources to be used
submission requirements
re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task
Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your
assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit
identification number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your
preparation before beginning the assessment task. It will give you a good idea of what your
assessor will be looking for when marking your responses.
Student Assessment Agreement
Make sure you read through the assessments in this booklet before you fill out and sign the
agreement below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit?  Yes  No
Do you understand the requirements of the assessments for this unit?  Yes  No
Do you agree to the way in which you are being assessed?  Yes  No
Do you have any specific needs that should be considered?  Yes  No
If so, explain these in the space below.
Do you understand your rights to re-assessment?  Yes  No

Do you understand your right to appeal the decisions made in an assessment?  Yes 
No
Student name
Student number
Student signature
Date
Assessor name
Assessor signature
Date
Assessment Task 1 Cover Sheet
Student Declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment
tasks.
Student name
Student ID number
Student signature
Date
Assessor declaration
I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Assessor name
Assessor signature
Date
Assessment outcome S NS DNS Resubmission Y N
Feedback
Student result response
My performance in this assessment task has been discussed and explained to me.
I would like to appeal this assessment decision.
Student signature
Date
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Outline five key benefits to an organisation for developing and implementing workplace
policies and procedures.
 Expected behaviour and performance of staffs would be clear

 Decision-making process of daily operation would be clear;
 Response to dealing process of certain situations become understable to everyone;
 All staffs would be treated fairly and equally;
 A way to deal with complaints and misunderstandings become accepted
2. Discuss the purpose of each of the following Acts and for each Act explain why the Act
is important for ensuring effective workplace relationships:
 Age Discrimination Act 2004
This Act defends people from age discrimination in employment (Humanrights.gov.au.

(2019). It is important because it can eliminate age discrimination in workplace and
teach workers to treat with each other with respect.
 Disability Discrimination Act 1992 protects people with disabilities against

discrimination (Humanrights.gov.au. (2019). It will eliminate disability discrimination
from workplace and give people with disability opportunities to be equal with others.
 Fair Work Act 2009
This regulates relationship between employee and employer in Australia.

Discrimination against employee and flexible working arrangements and fairness at
work are considered under this Act. This Act is essential because it promotes
productivity, fairness and cooperation.
 Racial Discrimination Act 1975
Purpose of this Act is to eliminate racial discrimination in employment

(Humanrights.gov.au. (2019). By reflecting this Act to workplace policy, all actions
related to racial discrimination would stop.
 Sex Discrimination Act 1984 - The purpose of this Act is to protect employees from
unfair treatment on the basis of their sex, sexual orientation, gender identity,
intersex status, marital or relationship status, pregnancy, breastfeeding and family
responsibilities (Humanrights.gov.au. (2019). An organization can create healthy
environment in which people are treated fairly, by reflecting this Act to organization
policy.
3. Outline key steps that should be followed to identify and resolve workplace problems
and to promote effective workplace relationships.
As Hicks (2019) points out, the following key steps should be followed to identify and
resolve workplace problems.
- Identify problems
- Listen each employee’ interest
- Describe solutions
- Evaluate those solutions
- Choose the option
- Write it down
By everyone related to this problem beind included to resolve problems, an
organization creates and promotes effective workplace relationship.
4. Discuss three effective conflict resolution techniques that can be used to support
effective workplace relationships.
According to Notredameonline.com (2019), the followings are effective conflict

resolution techniques.
1. Listen before speak – To understand completely issues listen fist and
then try to find solution later.
2. Have group meeting – Gathering everyone at same time and listening

them are effective conflict resolution technique and also which gives
satisfaction to everyone by listening them.
3. Be impartial – To come up with fair and reasonable solution being

impartial is the best technique and it can also satisfy all parties by not
favoring one over another.
5. Explain the purpose of a workplace Code of Conduct and how it can assist in ensuring
a harmonious workplace.
The purpose of Code of Conduct is to act as expected out of business. It can create
harmonious workplace by setting right culture and in return that will assist the company
to improve its core value and beliefs.
6. Discuss three reasons why networking with others within the workplace, as well as
external contacts leads to a more productive and effective workplace environment.
Networking is about getting things done and reaching to a goal by using valuable
relationship with others. Three reasons why networking with others within the
workplace lead to a more productive and effective workplace environment.
- Make the company more cooperative
- By knowing each other’s work and operation, some works between
them can be eased
- Worker can shift to other departments to their skills and it can
improve worker’s competency
Three reasons networking with others outside the workplace
- Exchange fresh ideas with other outside your organization
- Expand support network
- Allows people support others
7. Outline two examples of barriers to effective interpersonal communication and at least

two communication strategies that can be implemented at work to ensure effective
workplace communication.
- Using jargon might make communication fail.

 Avoid jargon and make it simple in plain language
 Build dictionary for some professional terms
- Lack of intention, interest and distraction
 Learn listeners
 Make the topic interesting
8. Explain two key benefits to an employer of implementing a diversity policy and

procedure in the business sector in Australia
As stated in Safetyandquality.gov.au (2014), Diversity within an organisation has

following key benefits.
- increase innovation
- improve understanding of customer, in return customer can receive service and
product they want
- acquire wide talented staff
9. Explain the value of consulting with employees on workplace issues.
As noted in Fair Work Ombudsman (2019), consulting with employees is best practise
in workplace to tackle with issues, which has the following values.
- Can make better decision

- Can involve qualified or positive staff
- Eliminate dispute might happen later
- Can deal with change caused by issue
10. Explain the requirements under Modern Awards to consult with employees, including
the circumstances in which consultation is required and the steps that must be taken by
employers in consulting with employers.
All modern awards require consultation with employees and include a standart
consultation clause to consult with employee Fair Work Act (2009). Consultation
regarding workplace change has following requirements.
- Giving notification regarding changes to employees

- Discussion about changes with impacted employees
- And then employer has to respond promptly on problems raised
11. Explain how Australia has become more diverse and aware of issues surrounding
diversity in the communities and in the workplace over the past 50 years.
Since 1945, about 7 million people have been migrated to Australia and this country is
multicultural country with 270 ancestors (Humanrights.gov.au, 2019). In 1975, racial
discrimination Act came into force. Today, 48% of Australian population is born in
overseas or have parents born in overseas. So, we can’t talk about diversity and it has
become national identity. Australians embrace this diversity in workplace and many
successful Australian companies recognised diversity’s opportunities and then they
consider that diverse workplace has broad knowledge and can see issues from various
sides and can accomplish better success (Catford, 2018).
Assessment Task 1 Checklist
Student’s name:
Did the student provide a sufficient Satisfactory

and clear answer that addresses the performance Comments
suggested answer for the following? Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Task Outcome: Satisfactory  Not Satisfactory 
Assessor name
Assessor signature
Date
Student Declaration
tasks.
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback
Student signature
Date
Carefully read the following:
Accountancy Victoria is based in Footscray, a suburb of Melbourne, and provides accountancy

and book keeping services for a range of clients.
Accountancy Victoria was established by two Directors who are the Senior Accountants for the
company. Other staff employed are: three accountants, a bookkeeper and an Officer Manager.
The company is expanding due to the demand for accountancy services and will employ a further
three senior accountants in the next 2 months, as well as an Officer Manager and Client Services
Coordinator.
You have recently been appointed as the General Manager of Accountancy Victoria. Your role is
to manage the day to day operations of the company. The first task you have been allocated is to
establish formal systems and processes for a range of areas, as currently most of the company’s
systems and processes are informal.
To start the process of creating formal systems and processes, you have been asked to develop
systems and processes for workplace communication, consultation, as well as a Code of Conduct
and dispute resolution processes.
Each document must be written in clear and concise English, be professionally presented,
grammatically correct and error free. The document should also be written according to the Style
Guide and be of approximately 2 pages.
Complete the following activities:
1. Develop a Code of Conduct
The purpose of the Code of Conduct is that the staff at Accountancy Victoria are aware
of, and follow, the standard of behaviour expected of them in relation to their fellow
employees, as well as clients.
Use the Internet to identify and review staff Codes of Conduct from other, similar
organisations.
This Code of Conduct used Code of Conduct of New Zealand Institute of Chartered
Accountants to develop it.
Your staff Code of Conduct must be in your own words and include:
 Introduction: purpose of the Code

Purpose of the Code gives a conceptual framework which would be used by members
to identify, assess and address theat which can be faced, to comply with fundamental
principles. These principles are about standard of behaviour of a member, in which
integrity, confidentiality, behaviour in workplace and objectivity would be considered.
 Scope: who it applies to

The code would be applied to following members.
 old 2 Senior Accountants
 3 accountants
 A bookkeeper
 an Officer Manager
 new planned 3 senior accountants
 new planned Officer Manager
 new planned Client Services Coordinator
 Details of expected personal and professional behaviour (as a minimum, this should
address a range of ethical behaviours, as well as behaviours appropriate to working within
a diverse workplace, including expectations in relation to cultural differences)
- Under principle of professional behaviour, relavant laws and regulations should

be obeyed by members and any discredit of the profession shouldn’t be
avoided.
- A member shall be honest and truthful while undertaking marketing and
promotional activities. If a member is not sure about those activities, can get
professional consultation
- A member shall do her/his job in polite way with careful consideration
- Find strength in diversity. People see and evaluate issues from variety of sides
so it is valuable attribute to create new ideas and respect each other’s idea
within diverse workplace.
 Conflict of interest requirements
Conflict of interest threatens compliance with principles. Following conflict of

interest requirements can be developed.
- Professional and business judgment should be done without allowing a conflict

of interest
- Circumstances should be evalauted by members reasonably avoiding a conflict
of interest.
- Changing nature of activities within an organization shall be evaluated to avoid
a conflict of interest
- Disclosure or consent should be written
 Gifts, benefits and hospitality

Offering or accepting gift, benefits and hospitality might create circumstances
against compliance with fundamental principle while undertaking professional
activity. Gift, benefits and hospitality are all considered under an inducement and
which is to influence another’s behaviour without mattering intention. The
inducement is regulated by laws, regulations and fundamental principles. So,
members should be aware of those.
 Outside employment and consulting

This provides information about employing staff external to the company. The code
of conduct should reflect employee type such as full time, part-time or fixed term.
Employees have to acquire approval before undertake role. After that disclosure
procedure would be happened such as disclosing board members. Furthermore, it
should include breach of procedure within the company and delegated
responsibilities.
 Use of social media

This provides a guidline on best practice behaviour while using social media for
personal and commercial uses (Communicationscouncil.org.au, 2019). This code of
conduct reduces the risk of harming reputation of all parties such as employee and
client. This should reflect followings in code of conduct.
- Being transparent when posting
- Being professional
- Considering circumstance
- Being aware of confidentiality
- Showing courtesy
12. Develop Workplace Communication and Consultation Policy and Procedures
Your policy and procedure should describe the mechanisms that will be used for
internal communications, as well as how staff can provide input into a range of
workplace related matters. Your research could include a review of other workplace
communication or consultation policies and/or procedures.
The document you develop must be in your own words, and about two pages long.
The policy and procedures should include, at a minimum, the following information:
 Purpose
The purpose of this procedure and policy is to define primary requirements at

Accountancy Victoria Company relating to communication and consultation strategies.
These strategies are a key approach to management of risk and help in improving
company’s culture and workforce involvement and lead to an improved level
 Scope
This procedure and policies applies to all operations and activities and all employees in
company. The following main elements would be addressed here.
 Planned communication mechanisms for all employees and key stakeholders
 Requirements for employees consultation and involvement in key processes
 Way of resolve issue
 Responsibilities for ensuring communication and consultation requirements are

met
 Communication strategies for communicating with staff: type, purpose and frequency. You
should include at least four strategies in your policy and procedure.
 Regular meetings
Meetings vary depending on way of doing and who is arranging it. Purpose
of this communication strategy is to keep staffs focused and accountable.
The meeting can be organized in many ways to be productive such as
scrum in which everyone stands and run fast and effectively. Frequency of it
can vary depending on requirements, which can be defined exactly in the

procedure.
 Open door strategy
Purpose of it is to exchange ideas easily with employees and it can improve
employee involvement and create creative environment. No need frequency
of it
 Providing mentor to new staff
Purpose of it is to direct new staff right from the beginning and also to give
his/her mentor credit and to recognise the new staff easily. Weekly reporting
frequency of this activity is efficient.
 Allow two-way communication

The purpose of it is to listen to lower level employees and solve a problem
based on two sides’ judgement. Responses should be transferred as soon
as possible once received.
13. Develop Dispute Resolution Policy and Procedures
The dispute resolution policy and procedures need to be established so that all staff are
aware of what dispute resolution procedures are in place.
The dispute resolution policy and procedures need to address the following:
 Purpose of the policy

 Recognise, promote and protect customers’ rights
 Ensure that an accessible dispute resolution process
is in place.
 Have a mechanism for resolving disputes in a timely, and efficient manner
 Evaluate disputes and use them to improve service, products and
operations
 Scope: who it applies to
This Policy applies to all employees in Accountancy Victoria and all clients who wish to
make a dispute relating to the company.
 What constitutes a dispute

o All disputes related to the company
 Responsibilities of managers in disputes
 Ensure the procedures in dispute policy is followed

 Ensure employees are aware of the policy
 Follow processes
 Provide advice on disputes
 Finalise any disputes
 Responsibilities of employees in disputes

o Follow procedure in the policy and make effort to resolve them
 The process by which a dispute will be handled.

o a negotiation
o through using independent mediator to assisst them reach their own agreement
o through independent arbitrator or court
2. Send an email to staff (your assessor).
The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
The email should provide a clear and simple summary of the attachments and invite
staff to provide feedback.
As the staff have varying levels of education and the bookkeeper’s first language is not
English, ensure your email is written in plain English so as to be easily be understood
by all recipients.
The staff (your assessor) will provide you with feedback, which you should incorporate
into your documents.
Attach the following to the email.
 Code of Conduct
 Workplace Communication and Consultation Policy and Procedures
 Dispute Resolution Policy and Procedures
Dear All,
As I promised, i am introducing the company’s new Code of Conduct, Workplace

Communication and Consultation Policy and Procedures and Dispute Resolution Policy
and Procedures documents. Please read these through thoroughly and send me back
feedbacks about them via email. All documents were written based on best practise in
accountancy sector but, I might leave some parts which are important to you. I hope I
would receive many feedbacks from you guys.
Thank you
Best regards, ……………..
Student’s name:
Satisfactory
Did the student: performance Comments
Yes No
Research and analyse information to formulate
workplace policies and procedures?
Prepare workplace policies and procedures in
the required format and style including:
 Professionally presented
 Error free
 Grammatically correct
 Following style guide
 Own words
Approximately 2 pages
Develop a Code of Conduct to ensure that
expected behaviour is adhered to by all
employees?
Ensure that the organisation’s cultural diversity
and ethical values are included in the Code of
Conduct?
Develop workplace communication and
consultation policy and procedures to facilitate
participation by staff?
Develop a dispute resolution procedure to
facilitate the resolution of workplace issues?
Communicate all policies and procedures
developed to assist staff to meet their work
responsibilities?
Use simple and clear language to facilitate

understanding of all documents?
Inspire the trust and confidence of staff through
the production of professionally written
Student’s name:
Satisfactory
Yes No
documents?
Assessor name
Assessor signature
Date
Student Declaration
tasks.
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback
Student signature
Date
1. Identify networks and professional development opportunities.
Research at least three networks that may be relevant to yourself in the role of General
Manager of Accountancy Victoria. This could be an association for managers or a local
business network. It could also be a Facebook Group set up specifically for managers.
You will record these networks/events in the next part of the assessment.
For each of the networks that you have selected, identify events provided by the
network over the next 12 months. Identify at least 4 events that are of interest to you in
the role of General Manager of Accountancy Victoria and that would be of benefit to the
team and/or company.
Bear in mind that when you complete your networking and professional development
plan, one of the opportunities that you identify must be a networking opportunity that
you participate in and report on as part of this assessment task. This networking
opportunity can be something as simple as identifying and reviewing a relevant
LinkedIn group or participating in a free webinar.
You should also include at least three other professional development opportunities
that will assist you to develop and maintain your skills to ensure effective internal and
external workplace relationships.
Make notes to use in your Professional Development and Networking Plan.
1. Strategic networking helps managers to become leader in business. Not only

contacting with senior managers in Accountancy field but also contacting with other
industries’ leaders is helpful. This connection assists the manager to share best
ideas and learn new approaches in technology and business. By doing so the
manager can create own visionary approach. I will participate in following events
which all are related to role of General Manager, in strategic networking for over
next 12 months.
o Seminar
o Open forum
o Social event
o Leadership summit
2. Operational networking
This networking is about building relationship with people who would assist them do
their job. Those people can be staffs, head of other departments, supplier, cleints
and others who can impact on operation. The following events have been planned
for operational networking.
o Monthly meeting with staffs
o Round table meeting with clients
o Meeting with investor of a project
o Monthly meeting with directors
3. Personal networking
Personal networking allows managers to meet a diverse group of professionals. So,

the manager can develop social skills and knowledge regarding professional
domains.
o Social event
o Golf club meeting
2. Develop a professional development and networking plan
Complete the Professional Development and Networking Plan Template for the next 12
months.
You will need to complete the plan in full to show the details of the networking events
and professional development opportunities you have identified are relevant to the role
of General Manager of Accountancy Victoria. In particular, the plan should include the
development of shills to address internal relationships.
The plan should show full details of the networking event, including the name of the
event, where it will be held, date and time and the cost of the event.
You should also provide a brief description of the expected benefit to yourself (in the
role of General Manager), as well as for the team of staff that you are responsible for in
the role of General Manager of Accountancy Victoria.
№ Objectives Activities Duration Supporting Target of

now resources/ objectives
events
1 Improve - Getting feedback In coming -Participate Communicat
communicatio from employees 12months in various e with people
n skills - Listen more workshop without
-Paint overview picture anxiety
2 Know about - Find current news -Industry Have
accountancy about industry magazines knowledge of
industry -Research about and websites current
industy leading -Industry industry and
companies workshops understandin
- Do research on g of future
industry websites and accountancy
visit Trade Association industry
3 Improve -Be aware of common In coming Consultation Overcome
conflict conflicts 12months conflict
management -learn to manage without
skills emotional skills stress
-Learch to be positive
4 Offer -Try to see employees’ In coming Trial events To have

employees abilities 12months more skilled
opportunities - Offer them employees
opportunities
-Observe it
5 Develop -create unique posts In coming Related To have
social profile - learn to engage with 12months website and same profile
people who reacted to other as other
your post materials industry
-Compare your profile experts
with benchmark
3. Send an email to your assessor.

It should introduce and summarise the contents of the attachments.
Attach your networking plan and networking report to the email.
Dear Assessor,
I wanted to send my networking plan and networking report. Networking plan document is all
about networking events I planned to participate in coming 12 months with their details but,
networking report is about 2 events I participated in last months and results of them. Please find
attachment below.
Best regards, ………………………….
Student’s name:
Satisfactory
Yes No
In the networking plan, identify relevant
networks?
Plan networking and professional development
opportunities for the upcoming 12 months to
ensure the development and maintenance of
effective workplace relationships?
In the networking and professional
development opportunities plan, identify
and report on benefits of networks to self
and team?
Participate in a networking event to build
workplace relationships: and report on benefits to
self and team?
Assessor name
Assessor signature
Date
Student Declaration
tasks.
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback
Student signature
Date
It is six months later at Accountancy Victoria. A new accountant has been employed and there has
been some friction. The new accountant’s name is Ammar and he is a practicing Muslim. One of
the senior accountants and only female staff member, Tiffany, has been with the business for
three years and always gets along very well with her co-workers, but Tiffany has taken a disliking
to Ammar as he refuses to shake hands with their female clients when they come in for meetings.
Tiffany and Ammar do a lot of work together and are required to work closely. It has become
apparent to everyone in the office that Tiffany dislikes Ammar and believes he is sexist towards
females. Ammar has come to speak to you to tell you that he feels Tiffany is being very rude to
him, especially in front of clients.
He has explained to you that he cannot shake hands with females as direct contact with a member
of the opposite sex who are not directly related conflicts with his religious beliefs as physical
contact is not allowed. He tells you that it was never an issue at his previous workplace and he is
very upset that Tiffany thinks he is sexist and he has had enough. You have told Ammar that you
take this very seriously and you would like to help him and Tiffany resolve their differences and
you will get back to him shortly about the matter.
1. Develop an action plan to resolve the conflict and implement diversity across the
workplace
Before you commence this assessment, conduct research on the benefits of diversity in
the workplace, including reading the following guide for employers working with Muslim
employees: file:///C:/Users/Brooke%20Lombard/Downloads/Right_Smart_-
_Cultural_diversity_in_the_workplace_Muslim_-_employers_checklist_.pdf
Refer to the Code of Conduct, the Workplace Communication and Consultation Policy
and Procedures and the Dispute Resolution Policy and Procedures you developed in
Assessment task 2.
Research the benefits of having a diverse workplace.
Develop an action plan that includes a range of appropriate strategies to resolve the
conflict between Ammar and Tiffany, ensuring you follow the organisation’s policies and
procedures. In your action plan include the actions your directed to complete in the rest
of this assessment.
Think about the issues involved on both sides and how this might escalate to involve
other employees or clients. Use the template provided to you.
Send the action plan to your assessor.
Action Plan
Introduction
- Commitment
This Accountancy firm is committed to reflecting the composition of Australian
diverse community in workplace. So, all workers should contribute to recognising,
celebrating and applying diversity differences.
- Principles
This document considers general principles of equity, merit and non-
discrimination and assisst to value workplace difference.
- Purpose
The purpose of this action plan is create environment which supports equity and
fairness, and eliminates all forms of discrimination.
Legal framework
Law and legals includes the following measures in their terms and conditions would be
complied with.
- Value diverse background
- Apply diverse skills and experience of employees
- Have workplace structure which supports family responsibilities
- Attract, recriut and retain employees from different background
This plan should be reviewed and updated every year at workers’ meeting.
Objectives
The objectives are as follows.
- All level’s managers should support workplace diversity principles
- Employees at all level should have abilities to avoid and cope with bullying and
harrassment behaviours
- The action plan should be accessible to everyone and complied with.
Actions
№ Actions Responsibilit Timeframe

y
1 Define and consider behaviours which General By 25th of
support diversity manager and Dec, 2019
senior staffs
2 Introduce the plan to all employees and By 25th of
train them to act as the plan Senior staffs Dec, 2019
3 Train all managers in all activities to identify Senior staffs By 25th of
and deal with inappropriate behaviour Dec, 2019
4 Create support small goup who take care of One of senior By 25th of
issues staff Dec, 2019
5 Create intranet server to access to those One of By 25th of
documents assigned staff Dec, 2019
* To measure action result, we can take survey or feedback from staffs.
2. Send an email to Tiffany and Ammar inviting them both to an informal resolution
meeting.

The email should suggest a suitable date, time and location for the meeting and a
summary of what will be discussed.
Dear Tiffany and Ammar,
I would like to invite both of you to informal resolution meeting regarding the matter of
resolving differences at 11:00am on 26th of December, 2019 in White meeting room. I
hope this meeting would solve issues between you. The meeting will be all about new
Workplace Diversity Policy and how we can solve your problems by complying with
this. Please become familiar with this new policy and prepare your questions.
Best regards, ………………….
3. Conduct the meeting to resolve workplace issues
Your assessor will play the role of Tiffany and will arrange another student to play the
role of Ammar. You need to act as the facilitator and guide the coaching proceedings in
a supportive manner for both parties without bias. Announce the intention of the
meeting, and then direct each party to share their thoughts and feelings. Provide
guidance and support to both parties and discuss and confirm the resolutions they have
both come up with together before closing the meeting.
Student’s name:
Satisfactory
Yes No
Identify and resolve workplace difficulties with
diversity by following the appropriate procedure?
Develop strategies to manage difficulties and

achieve positive outcomes?
Communicate required information about the

issues that have arisen?
Consult with Tiffany on the workplace issues

identified, including clarification of details?
Identified, analysed and outlined the workplace
policies, procedures code of conduct, legislation
that governs the issue around equal opportunity
and discrimination.
Use questioning and active listening to provide
the opportunity for Tiffany to express her
thoughts and feelings?
Model and promote inclusive behaviours by

demonstrating a caring and empathic approach
to Tiffany?
Stay relaxed and encouraging throughout the

meeting?
Talk about the issue rather than the person?
Provide guidance, describe examples and

support in the form of realistic solutions for
Tiffany to assist in the resolution of the
workplace issue and overcome diversity
barriers?
Provide guidance and support during the conflict
Student’s name:
Satisfactory
Yes No
resolution meeting with Tiffany and Amar?
Assessor name
Assessor signature
Date
Student Declaration
tasks.
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback
Student signature
Date
Following on from the diversity incident in the previous assessment task, as General Manager you
have identified that a policy specifically dedicated to workplace diversity is required to ensure staff
are aware of the benefits of workplace diversity and understand how to integrate diversity into their
individual work practices.
1. Develop a diversity policy and procedure for the business
Conduct further research into the impact of diversity in the workplace, identifying both
benefits and potential barriers of diversity in the workplace. Use your feedback and
learnings from the workplace dispute to develop a diversity policy and procedure for the
business.
Your diversity policy and procedures must include:

 The opportunities and benefits of embracing diversity in Accountancy Victoria
workplace
 Methods of overcoming diversity barriers that could occur, that support both
individuals and teams
 How diversity is to support Accountancy Victoria and its staff including future
recruitment practices
 The relevant legislation and regulations that impact on workplace diversity
Diversity policy and procedures

Accountancy Victoria recieves its talented and diverse workforce as its advantage. Diversity policy
and procedures is committed to creating right diverse environment.
Accountancy Victoria is diverse along as follows.

- Inethnicity
- Gender
- Language
- Age
- sexual orientation
- religion
- socio-economicstatus
- physical and mental ability
- experience
- education
These diversities would bring following benefits.

- Become more creative
- Productive
- Flexible
- Competitive
- Attract more diverse customers
Strategies to support individuals and teams

We will train all employees regarding diversity training. This training will improve awareness of
issues surrounding diversity and help to improve skills to deal with it. Also, we will offer employee
education assistance, employee network and support groups and open communications to all
employees.
Legislations
Following Federal laws protect people from discrimination.
- Age Discrimination Act 2004

- Disability Discrimination Act 1992
- Racial Discrimination Act 1975
- Sex Discrimination Act 1984
- Australian Human Rights Commission Act 1986
2. Review the workplace policies and procedures
To ensure the workplace policy and procedure aligns with the needs of the workplace,
you’ve decided to involve Tiffany and Ammar in the development of the diversity policy.
Request that they review the policy you have created and provide you with feedback.
Send a follow up email to Tiffany and Ammar, including the CEO in the email.

The email should summarise the meeting and the solution(s) agreed to in the meeting
(assessment 4) and refer to the newly created diversity policy. In your email, request
that both Tiffany and Ammar:
 read the diversity policy and procedure
 provide feedback on the policy and procedure on how they can integrate the
discussed diversity processes into their work plans.
 provide feedback on how the policy or other workplace policies could be
improved to enhance the workplace embracing diversity
The email should be sent within 1 week of the meeting.

I am sending this email to get feedback on our new Diversity Policy and Procedures
which has been attached below. This policy has reflected the solutions you suggested
in the meeting which we discussed the action plan regarding your matter. Please
review and provide your feedback promtly on how we can improve it. I hope our
cooperation would help to create an enviroment with any discrimination.
Best regards, ………………….
3. Revise your workplace documents.
Update your documents, incorporating feedback that you have received on how you
can improve them to better align with the diversity policy and procedure to champion
diversity in the workplace.
Save these updated documents as:

 Revised Code of Conduct
 Revised Workplace Communication and Consultation Policy and Procedures
 Revised Dispute Resolution Policy and Procedures.
 Revised Diversity Policy and Procedures.
4. Send an email to Ammar and Tiffany (your assessor).

The email should summarise the feedback that was provided and how this has been
incorporated into the revised documents.
As the staff have varying levels of education and the bookkeeper’s first language is not
English, ensure your email is written in plain English so as to be easily be understood
by all recipients.
Attach the following to the email.

 Revised Code of Conduct
 Revised Workplace Communication and Consultation Policy and Procedures
 Revised Dispute Resolution Policy and Procedures
 Revised Diversity Policy and Procedures.
I just wanted to inform you that all the feedback you given on the Diversity Policy and Procedure
has been incorprated into final version of it. This email has attached the following documents and
please finds attachments below.
- Revised Code of Conduct
- Revised Workplace Communication and Consultation Policy and Procedures
- Revised Dispute Resolution Policy and Procedures
- Revised Diversity Policy and Procedures
Since comming Monday, 2nd of January, we will start complying with these procedures. Thank you
for your cooperation. I can say now we have created anti-diversity enviroment.
Best regards, ……………….
References
- Catford, M. (2018). How Australia's Top Companies Do Diversity Right | The Martec. [online]
Inside Look by The Martec. Available at:
https://www.themartec.com/insidelook/companies-do-diversity-right [Accessed 25 Nov.
2019].
- Communicationscouncil.org.au. (2019). [online] Available at:

https://www.communicationscouncil.org.au/downloads_tcc/2012/CC_Social%20Media
%20Code%20of%20Conduct_FINAL.pdf [Accessed 25 Nov. 2019].
- Fair Work Act. (2009). Fair Work Act. [online] Available at: https://www.google.com.au/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=3&ved=2ahUKEwjKgNL8q4bmAhVT_XMBHV0G
DKEQFjACegQIARAC&url=https%3A%2F%2Fwww.fairwork.gov.au%2FArticleDocuments
%2F711%2FConsultation-and-cooperation-in-the-workplace-best-practice-
guide.pdf.aspx&usg=AOvVaw18aLMFj5hFnRpGychTCRq6 [Accessed 25 Nov. 2019].
- Fair Work Ombudsman. (2019). Welcome to the Fair Work Ombudsman website. [online]
Available at: https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-
practice-guides/consultation-and-cooperation-in-the-workplace [Accessed 25 Nov. 2019].
- Notredameonline.com. (2019). [online] Available at:

https://www.notredameonline.com/resources/negotiations/6-simple-workplace-conflict-
resolution-techniques/ [Accessed 25 Nov. 2019].
- Hicks, T. (2019). Seven Steps for Effective Problem Solving in the Workplace. [online]
Mediate.com. Available at: https://www.mediate.com/articles/thicks.cfm [Accessed 25 Nov.
2019].
- Humanrights.gov.au. (2019). Face the facts: Cultural Diversity | Australian Human Rights
Commission. [online] Available at: https://www.humanrights.gov.au/our-work/education/face-
facts-cultural-diversity [Accessed 25 Nov. 2019].
- Humanrights.gov.au. (2019). Legislation | Australian Human Rights Commission. [online]

Available at: https://www.humanrights.gov.au/our-work/legal/legislation [Accessed 25 Nov.
2019].
- Safetyandquality.gov.au. (2014). Workplace Diversity Policy. [online] Available at:

https://www.safetyandquality.gov.au/sites/default/files/migrated/Workplace-Diversity-
Policy-Jan-2015.pdf [Accessed 25 Nov. 2019].
Student’s name:
Satisfactory
Yes No
Identify diversity in the workplace and overall
sector?
Develop diversity processes that support for both
individuals and work teams in Accountancy
Victoria?
Identify and outline opportunities for
improvements to diversity integration in the
workplace?
Outline the regulatory and legislative
requirements that are relevant to the
workplace?
Conduct a review and evaluate the
championing of diversity in the workplace,
through policies, procedures and work
practise with staff?
Useleadership, language and communication
styles that align with the organisational
ethics?
Consult with the CEO and staff to ensure
diversity is championed in the workplace and
incorporated into work activities.
Provide follow up feedback after the resolution
meeting they undertook in Assessment Task 4?
Assessor signature
Assessor name
Date
Final Results Record
Student name:
Student ID number:
Assessor name:
Final Assessment Results
Result
Task Type Satisfactory Unsatisfactory
Did not submit
Assessment Task 1 Written questions S U DNS
Policies and procedures

Assessment Task 2 S U DNS
development project
Assessment Task 3 Networking project S U DNS
Managing workplace difficulties

project
Implement & manage workplace
diversity
Overall unit result C NYC
Feedback
☐ My performance in this unit has been discussed and explained to me.

☐ I would like to appeal this assessment decision.
Student Signature: ____________________________________ Date: _________
☐ I hereby certify that this student has been assessed by me and that the assessment has
been carried out according to the required assessment procedures.
Assessor Signature: ____________________________________ Date: __________

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Student Assessment Tasks

BSBLDR502 Lead and manage effective workplace relationships& BSBLDR504 Implement

Student Assessment Agreement 3

Assessment Task 1 Cover Sheet 3

Assessment Task 1: Written Questions 3

Assessment Task 1 Instructions 3

Assessment Task 1 Checklist 3

Assessment Task 2 Cover Sheet 3

Assessment Task 2: Research and presentation 3

Assessment Task 2 Instructions 3

Assessment Task 2 Checklist 3

Assessment Task 3 Cover Sheet 3

Assessment Task 3: Practical activity 3

Assessment Task 3 Instructions 3

Assessment Task 3 Checklist 3

Assessment Task 4 Cover Sheet 3

Assessment Task 4: Assessment review 3

Assessment Task 4 Instructions 3

Assessment Task 4 Checklist 3

Assessment Task 5 Cover Sheet 3

Assessment Task 5: Reaching agreements 3

Assessment Task 5 Instructions 3

Assessment Task 5 Checklist 3

Assessment Task Overview

Naming electronic documents

For example, BSBLDR502/BSBLDR504 AT3.3 Networking Report Joan Smith 20/10/20

 Professional Development and Networking Plan Template

 Networking Report Template

 Action Plan Template

Each assessment task in this booklet consists of the following:

Assessment Task Cover Sheet

Depending on the task, this may include

Assessment Task Information

This gives you:

Assessment Task Instructions

These give questions to answer or tasks which are to be completed.

Student Assessment Agreement

Do you understand your rights to re-assessment?  Yes  No

Assessment Task 1 Cover Sheet

To be filled out and submitted with assessment responses

Assessment outcome S NS DNS Resubmission Y N

Student result response

Assessment Task 1 Instructions

Provide answers to all of the questions below:

 Expected behaviour and performance of staffs would be clear

 Age Discrimination Act 2004

This Act defends people from age discrimination in employment (Humanrights.gov.au.

 Disability Discrimination Act 1992 protects people with disabilities against

 Fair Work Act 2009

This regulates relationship between employee and employer in Australia.

 Racial Discrimination Act 1975

Purpose of this Act is to eliminate racial discrimination in employment

According to Notredameonline.com (2019), the followings are effective conflict

2. Have group meeting – Gathering everyone at same time and listening

3. Be impartial – To come up with fair and reasonable solution being

7. Outline two examples of barriers to effective interpersonal communication and at least

- Using jargon might make communication fail.

8. Explain two key benefits to an employer of implementing a diversity policy and

As stated in Safetyandquality.gov.au (2014), Diversity within an organisation has

9. Explain the value of consulting with employees on workplace issues.

- Can make better decision

- Giving notification regarding changes to employees

Assessment Task 1 Checklist