1. What protocols should one follow when handling informal diversity issues?

The advantage of dealing with complaints informally, is that you can often agree with the
employee how best they want you to handle the issue, and this can be done without having to
notify lots of people or conduct detailed investigations.
Another advantage is speed. You will want to have some record of how you are dealing with
the process but you have much more flexibility and you can arrange meetings (if needed)
much more quickly and without the need for formality.

2. Who is a complaint officer and what actions should he/she take if a formal complaint is made?
The Complaints Officer is responsible for ensuring that stresses are minimised and that both
parties find the process transparent, informative and thorough whilst complying fully with
policy, and thus with legislation.
The complaint officer should be :
• Fair
• Confidential
• Transparent
• Accessible
• Efficient

They should be

• protect employees from being victimised because they have made a complaint
• protect employees from vexatious and malicious complaints
• ensure appropriate confidential records are kept about complaints and that this
information is stored and managed appropriately

3. Once a formal complaint is lodged what are the next steps that a complaint officer should take?
a. Initial contact point
i. be available to listen to an employee’s concerns about discrimination or
harassment
ii. not form a view of the merit of any allegations
b. Early resolution
i. In some situations, it may be appropriate to consider early resolution of an
initial complaint without undertaking an assessment of its merit.
c. Formal resolution
d. Outcomes from the process
4. What are the options for employees who are not comfortable in raising diversity issues at work?
5. What principles should one follow to demonstrate respect for diversity in the workplace?
6. What are EO – Mention some characteristics on what are the unlawful disadvantage to
employees
7. Why should you consult with staff when it comes to diversity matters.
8. How can you provide support when it comes to enhancing diversity efforts in the workplace.
9. Outline what is protected in the below Acts :

Age discrimination act 2004

Disability discrimination act 1992

Racial discrimination act 1975

Sex discrimination act 1984

Human rights commission act 1986