Student ID: 2006881

Name: Aravind Sotala

Unit Code: BSBDIV501

Section A: skill activity

Q1.
Answer:
Suggestions to strengthen your diversity policy include:

 revising the wording of the policy to eliminate complex language

 conducting regular diversity discussions with staff
 making the policy more visible through displays or newsletter articles
 promoting the organisation’s diversity policy within the local community.
Q2:
Answer:
Information and ideas may come from many places. As a manager, you should be alert to ways
that you can capture the ideas and information raised by staff. Record the results of all sessions
and any actions to be taken.
Some of soucres of ideas and information:

 DIscussion forums where new ideas for products and improvements to customer service
are put forward and debated
 SWOT analysis sessions to identify where there are opportunities to increase the
organisation’s competitive advantage and its strengths and weaknesses
 Discussions at inductions
 Team meetings
 Review of incidents to learn from mistakes
 Visits to other organisations to share ideas on embracing diversity in running and managing the
organization

Q3:
Answer:
Presentation of information to others in the following ways:
• Preparing a formal report to management
• Discussing the improvements with staff
• Ensuring training is organized.
Q4:
Answer:
Organisations need to be aware of their responsibility to protect individuals’ rights by having a
robust anti-discrimination and anti-harassment policy in place, with associated procedures
implemented in the workplace.
Some of the steps to be taken:
• Having an effective and workable grievance procedure
• Making the policies available to all employees in the workplace
• Training employees on the policies and procedures and how complaints will be managed
• Implementing the policies and associated procedures where a breach arises
• Taking immediate and appropriate action when a harassment complaint is made
• Having arrangements for adequate supervision and monitoring of the workplace
Q5:
Answer:
Suggestions for how to interact with others:

 Use inclusive language that recognises a person’s worth. Avoid remarks that are
demeaning, such as referring to women as ‘dear’.
 Avoid jargon and Australian colloquialisms; use plain English when speaking and writing.
 Be aware of a person’s physical and mental limitations, but do not assume that a person
needs to be treated differently because of a physical or intellectual disability.
 Acknowledge the experience and skills that older people bring to the workplace.
 Develop a professional rapport with colleagues and customers.
 Section B

Q1:
Answer:
Informal ways of dealing with complaints include:

For the employee with a complaint: 

 Observing unacceptable behaviour and taking action directly, such as speaking to a

colleague about their behaviour. 
 Seeking advice from a supervisor, HR or union representative, or an equal opportunity
contact person before taking direct action. 
 Requesting that the employer address the situation. 

For the employer: 

 Speaking to the person about their behaviour (via a supervisor, HR or union

representative or contact officer), and reaching an agreement immediately. 
 Bringing the two sides together to conciliate, and the issue is resolved without
investigation.
 Organising general staff training and discussions to promote discrimination and
harassment policies.

Some informal solutions can be reached without the staff member even knowing a complaint
has been made.

In the case that an informal solution does not result in a positive outcome, employees need to
know they have the right to make a formal complaint or approach the Equal Opportunity
Commission at any stage.

In a formal procedure, document every step to ensure consistency and fairness. The usual
steps are:

 interview the person complaining and document the allegations 

 inform the person being complained about of the details, and ask them to respond
 if the facts are disputed, seek more information including evidence from any witnesses
 find out whether the complaint has substance
 report the process, the evidence, the finding and recommend an outcome
 implement the outcome or decide on other action.

The staff involved can have support people with them at any interviews or meetings.
Q2:
Answer:
• Harassment is against the law. This is underpinned by a series of Commonwealth and
state/ territory Acts that form the legislative base for policy developed by organisations to
address potential claims of harassment, discrimination and bullying.
• Bullying can also be regarded and handled as a WHS matter. A criminal case can be
brought against another person (a colleague) for workplace harassment, as well as for
bullying or discrimination.
• Organisations need to be aware of their responsibility to protect individuals’ rights by
having a robust anti-discrimination and anti-harassment policy in place, with associated
procedures implemented in the workplace.
 Section: C
Question1:
Answer:
• Matt must monitor the workplace for acts of discrimination, harassment, and
victimization and seek to address these issues fairly and justly.
• Matt should not treat the employees with partial behavior, he must treat all
situations and complaints of discrimination, harassment or victimization with
appropriate discretion and employee confidentiality.
• Matt should be in position of finding, any employee harassing the other
employee, anyone found to be doing so will be investigated and actions taken
immediately to resolve the situation fairly.
Question 2:
Answer:
3 strategies:
• Staff meetings
• Newsletters and bulletins
• Staff updates
• Poster displays
• Organizational website
Question 3:
Answer:
Procedure:
• Matt should understand the situation and start investigation discretly and fully
interviewing the relevant parties.
• Matt should inform to Paul and Pete regarding the compliant given by Male for
the purpose of giving a chance to explain themselves about incident.
• If Male is ready to resolve the complaint informally or she required to follow the
formal procedure, it depends on the discretion of parties involved in incident.
• Formal procedure may leads to serious nature over the informal procedure
• If Paul and Pete found to have committed discriminations, harassment over Male,
Matt have right to issue a formal apology if it is not serious in nature and this is
the first time happened or otherwise can be leads to dismissal from organization,
if it is serious in nature and this was the first time to do.
Question 4:
Answer:
Methods to promote the benefits of diversity in workplace:
• Promote efforts in media and at conferences
• Implement a diversity contact officer program.
• Apply for awards for excellence in diversity.
• Apply diversity to recruitment and selection.
• Develop new services or products by capturing ideas and information from the diversity
in the workplace.