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Student Assessment
BSBDIV601 Develop and implement diversity
policy
Michal Sabo
In order to be assessed as Competent (C) in this unit, you need to provide evidence which demonstrates
that you can perform the required competencies to the required standard. Competency depends on
consistently demonstrating the skills, attitude and knowledge that enables you to complete workplace
tasks confidently in a variety of situations.
This unit describes the skills and knowledge required to research diversity and its importance to
organisational activity and to draft, plan and implement diversity policy.
It applies to individuals working in organisations with staff and clients from different cultures, races or
religions, multiple generations, or where there are other forms of diversity in the workforce.
To attain competence in the unit ‘Develop and implement diversity policy’ you must:
Successfully complete the Written Questions
Successfully complete the Case Study
BSBDIV601 Develop and implement diversity
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Written Questions
BSBDIV601 Develop and implement diversity policy
Read the instructions below and answer the questions for this part of assessment. After completing this
part of the assessment, upload your answer via your student portal for the trainer/assessor for
evaluation. Please allow 5 working days for the trainer/assessor to assess your answer. Check your
student portal in regards to the outcome of your assessment and possible feedback from your
trainer/assessor.
Instructions:
You are to complete the following written questions on developing and implementing diversity policy.
Your answers will form part of the evidence gathered for this unit.
You have 2 hours to complete this part of an assessment – Written Questions, which includes a 15
minutes time for reading the questions before the start of this assessment. You are not permitted to
write during this period. You will be given 1.5 hour for answering the questions and a 15 minutes reading
time to read through your answers before you submit your answer sheets to your trainer for assessment
via the student portal.
All of the 7 questions must be answered correctly in order for you to pass the assessment.
This is a closed book assessment to be completed in class. You are not permitted to copy the
assessments of other students, taking, helping other students or any kind of cheating.
explanation and examples where applicable to demonstrate your understanding of the topic.
· All the best for your assessment.
BSBDIV601 Develop and implement diversity
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Written Questions:
-The concept of diversity encompasses acceptance and respect. It means understanding that
each individual is unique, and recognizing our individual differences. These can be along the dimensions
of race, ethnicity, gender,sexual orientation, socio-economic status, age, physical abilities, religious
beliefs, political beliefs, or other ideologies.It is the exploration of these differences in a safe, positive,
and nurturing environment. It is about understanding each other and moving beyond simple tolerance
to embracing and celebrating the rich dimensions of diversity contained within each individual. Diversity
makes teams and organisations more intelligent as people’s distinctive strengths and weaknesses
combine to make the whole greater than the sum of its parts. Given the right conditions, diverse teams
can also perform more creatively and innovatively than teams of people with similar backgrounds.All
employees undergo diversity training. Diversity training encompasses raising awareness about issues
surrounding diversity and developing diversitymanagement skills. Diversity management benefits
individuals, teams, company as a whole, and customers. They recognise that each employee brings
their own unique capabilities, experiences and characteristics to their work. They value such diversity at
all levels of the company in all that we do. The leaders of the best practices organizations understand
that they must support their employees in learning how to effectively interact with and manage people
in a diverse workplace. They recognize that they should encourage employees to continue to learn new
skills in dealing with and managing people. They also recognize the impact that diverse clients will have
upon the success or failure of an organization, as businesses must compete to satisfy these clients.
2. Organisational diversity has many benefits to an organisation. Outline and discuss the
benefits of organisational diversity.
Individuals from diverse backgrounds can offer a selection of different talents, skills and experiences,
that may be of benefit to the organisation and their work performance. Though some crossover of skills
can be beneficial when it comes to assisting each other, it’s important to hire people with the
appropriate skills to fit each of the roles within the company. A variety of skills and experiences among
the team also means that employees can learn from each other.
2) It creates innovation
By working alongside people of different backgrounds, experiences and working styles, creative
concepts can be born from bouncing ideas off of each other and offering feedback and suggestions.
Whereas one person may be great at generating exciting, out of the box ideas, another individual may
have the necessary experience to execute it; so it is essential to play on each individual’s strengths and
collaborate with others in the team.
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Language barriers and cultural differences can often act as a bit of an obstacle for a company who
want to expand their business over shores; however by hiring employees who speak different languages
it can make it possible for a company to work on a global basis and interact with a broader client-base.
Representing a number of nationalities within your company can also help to make it more relatable.
A company who embraces diversity will attract a wider range of candidates to their vacancies, as it will
be viewed as more progressive organisation and will appeal to individuals from all walks of life.
Naturally, as the number of applicants for each vacancy rises, the chances of finding an exceptional
candidate increases too! It can also help with employee retention, as people want to work in an
environment who are accepting of all backgrounds and promote equality.
Employees are more likely to feel comfortable and happy in an environment where inclusivity is a
priority. Equality in the workplace is important for encouraging workers from all backgrounds to feel
confident in their ability and achieve their best. The higher the team morale, the more productive
employees are.
3. Conduct research on legislation relating to equal opportunity within your state and write a
brief summary on the implications of this law for employers and employees.
In Australia, national and state laws cover equal employment opportunity and anti-discrimination in the
workplace. You're required by these laws to create a workplace free from discrimination and
harassment. It's important that as an employer, you understand your rights and responsibilities under
human rights and anti-discrimination law. By putting effective anti-discrimination and anti-harassment
procedures in place in your business you can improve productivity and increase efficiency.
Employer responsibilities
Under the Equal Opportunity Act 2010 External link (opens in same window), employers have a positive
duty to take reasonable and proportionate measures to eliminate the following.
Discrimination
Discrimination is treating someone unfavourably because of a personal characteristic protected by the
law such as sex, race or disability.
Sexual harassment
Sexual harassment describes a wide range of unwelcome behaviour of a sexual nature, which could
reasonably be expected to make a person feel offended, humiliated or intimidated.
Bullying
Workplace bullying is repeated, unreasonable behaviour directed towards an employee or group of
employees, which offends, humiliates, intimidates or degrades. It is seen as a workplace hazard and
can be reported as discrimination.
Victimisation
BSBDIV601 Develop and implement diversity
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Should a member of staff lodge a complaint for any of the above reasons, an employer has a
responsibility to ensure that a person is not victimised, or treated unfavourably, because he or she has
made a complaint or supported another person to make a complaint.
4. Outline five methods that can be used to include positive diversity practices in an
organisation.
When in doubt, ask. If you accidentally cause offense, apologize. Both scenarios are valuable
opportunities to improve your own cultural awareness, and your colleagues will appreciate your
sensitivity and effort. Being respectful of personal and cultural boundaries, and encouraging your
colleagues to do the same through your example, will make your workplace more welcoming and
productive for everyone.
From Eid to Oktoberfest, sharing food, music, and celebrations from around the world can be
wonderful for team-building and a great way for colleagues at different levels of the organization to
BSBDIV601 Develop and implement diversity
policy
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connect. However, when larger organized celebrations aren’t practical, make a point to personally
acknowledge a significant religious or cultural holiday. Well-wishes via email or over a coffee can be a
small gesture that means a lot to a colleague, especially if they are far from home.
Beyond major holidays, sensitivity to your colleagues’ regular cultural or religious practices is also
important. For example, avoid scheduling client lunches during a time of fasting or holding meetings
during a time of prayer.
Set an example for others to follow by positively contributing to your company culture. Something as
small as sharing a traditional treat from home can be a wonderful way to spark a conversation and
inspire others to share too.
The best way to promote diversity in your workplace is by embracing it and working to build an
understanding. Getting to know your colleagues on a personal level, regardless of their culture and
background, will help you to find common ground, deepen your appreciation of differences, and
promote an inclusive and welcoming work environment.
5. Diversity is relative and can relate to individuals in an organisation with a range of traits.
These may include: disability, sexuality, ethnicity, physical appearance, age, background,
personality and other traits. List five ways diversity can be acknowledged and embraced in
an organisation.
driven work environments. These skills help uncover insights into customer behavior and
business trends, and can lead to discoveries that alter how a company operates. In the future
of work, diversity will not be an option, but an imperative to sustain in our global, fast paced
economy, where never just one person owns and knows the truth.
Stand up to discrimination.
Stand up if you see or experience discrimination. Raise your voice for the unheard opinion.
Help others appreciate how every person has a different strength and realize that in that
strength there is opportunity to grow and be more productive. For instance, if a colleague
comments that a women aren’t as capable of understanding technology, remind them that
CEOs Meg Whitman at HP and Marisa Mayer at Yahoo! have both outlasted their male
predecessors. By being critical of someone’s weakness you miss the chance to appreciate and
benefit from their strengths.
The need for new perspectives becomes especially important when we examine the future
workplace. As our world gets smaller, diversity doesn’t only mean differences in gender and
race, but age and geography as well. Our world has become ultra-connected – successful
companies find that to harmonize these connections relates directly to how fast they innovate.
The implications are key for our global workforce because innovation thrives when we are
faced with the unfamiliar. Diversity is what makes business more sustainable.
Think differently about promotions.
Think about ways that you can reward those who think outside the box. Moving to a team-
based performance evaluation framework can in some cases allow you to create and foster a
culture of inclusion that empowers your people, spurs collaboration and inspires more
innovation.
6. There are seven identifiable steps involved in developing a diversity policy. For each step
provide a description in the table below.
1 Form a task group Group recognises its talented and diverse workforce as a key
competitive advantage.
Our business success is a reflection of the quality and skill of
our people. Group is committed to seeking out and retaining
the finest human talent to ensure top business growth and
performance.
7. After drafting a diversity policy a review is usually undertaken. What is the purpose of this
review and which individuals should be involved in this process? If there is a lack of agreement
on the drafted policy what should occur?
BSBDIV601 Develop and implement diversity
policy
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After completing all parts of the assessment for this unit of competency, make sure you upload all your
answers via your student portal to your trainer/assessor for evaluation. Please allow 5 working days for
the trainer/assessor to assess all your answers. Check your student portal in regards to the final
outcome of your assessment and possible feedback from your trainer/assessor.