Family Name:

Rodrigues Novaes

Given Name:

Juliana

Student ID: Course:

s40063992 Diploma Leadership and Management

Subject: Trainer’s name:

Manage Diversity 1

Declaration: I certify that this assignment is entirely my own work. I have provided full referencing
to the work of others. The material in this paper has not been submitted before.

MANAGE DIVERSITY 1 - ASSESSMENT 1

1.
● The first step is to make an honest and accurate diagnosis of the institution and
whether it is prepared for diversity actions, whether these topics were worked on in
any training and how employees behave in the face of this scenario. Another
important criterion is to analyze the staff and identify points of diversity or niches in
which people have the same profile, be it behavioral or ideological. From this
assessment, it is possible to understand and identify the aspects that can be
improved and to develop specific actions in favor of a more heterogeneous
environment.

Organizational culture is the basic prerequisite for implementing corporate diversity. To

progress in this characteristic, it is necessary to create an open and prejudice-free
environment, capable of incorporating the fundamental principles of inclusion in all
processes and departments. To do this, review the company's actions and languages,
restructure the integration work, incorporate intercultural learning in the training and raise the
awareness of all employees.

HR must have the knowledge and skills to promote inclusive policies that value all
employees, without distinction. It is important to know how to deal with conflicts and conduct
free selections, without prejudging. The same goes for choosing employees who will ascend
to a position. It is necessary to remember that this attitude must start from the highest
positions (CEO and directors) and be disseminated throughout the company, finding in HR a
powerful representation.

Selection is the gateway for people with different profiles than the company is used to. Try to
structure the next recruitments so that they are able to attract people from other origins and
cultures. An interesting strategy is blind hiring, in which information such as gender and age
is omitted from the curriculum.

The construction of mixed teams requires a leadership capable of dealing with the various
peculiarities. Invest in the development of leaders who are willing to listen and who know
how to coordinate different people. More than that, these managers must understand
different concepts and synthesize all the suggestions to make a correct decision that really
represents the best for the company.
One of the main benefits of an organizational culture that values diversity is precisely the
possibility of learning from different perspectives. This is only possible through the
incorporation of behaviors in the daily life of each employee. Invite employees to reflect on
their own preferences, prejudices and, above all, the ability to listen to different opinions. In
addition, propose questions about the willingness to contribute and participate in projects
outside the comfort zone, adapting your own work style in favor of a greater objective.

Just implementing the changes is not enough. Determine factors capable of assessing the
impact of changes within the company, with indicators such as turnover, with a primary focus
on objectives. Measure all important aspects before, during and after changes. Track these
results and be ready to make adjustments throughout the process. The implementation of
diversity cannot be completed on a predetermined date, as it is an active and constant work.

● ‘In Australia, it is unlawful to discriminate on the basis of a number of protected

attributes including age, disability, race, sex, intersex status, gender identity and
sexual orientation in certain areas of public life, including education and employment.
Australia's federal anti-discrimination laws are contained in the following legislation:”
(from https://www.ag.gov.au/rights-and-protections/human-rights-and-anti-
discrimination/australias-anti-discrimination-law)

Australian Human Rights Commission Act 1986

Age Discrimination Act 2004
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984

● Existing processes: With the increase in life expectancy, the presence of the elderly
public in the labor market becomes increasingly necessary. This means that in
addition to the elderly who have been working for some time, new professionals are
claiming the few vacancies offered to this worker profile. With this in mind, our
company started to develop a program to include the so-called best age, recruiting
professionals over 50 years of age. We have a trainee program “MaturiJobs” that
selects people in this age group, aiming to include this audience.

● The diversity in organizations contributes to the team achieving more positive results.
This is because the work environment is cooperative, stimulating and welcoming.
 Thus, employees feel more motivated and engaged to carry out their activities. With
the best quality of life of the team, everyone works better and more effectively. These
factors contribute to better results for the corporation. With these beneficial
consequences, the team is more stimulated, generating a positive cycle in the
business.

In organizations where there is a culture of respect for diversity, conflicts are far less
recurrent. As there is a policy of good coexistence between differences, coworkers may find
it easier to deal with differences between them. The policy of respect and tolerance
encourages the ability to listen and seek agreements from professionals. In this way,
differences of opinion do not trigger disagreements, disruptions or friction. They are
incentives for the formation of a cooperative construction and for the search for a consensus.

When there is a lot of exclusion in the team due to the difficulties of living with differences, it
is common for the company to leave the company. Sometimes, because they do not support
the dynamics of segregation among colleagues, some team members prefer to quit their
jobs. This process is very problematic. Intolerant teams tend to have a high turnover rate
because the professionals do not cope with the exclusion. With a diverse group that
welcomes differences, employees feel more secure and welcomed. This contributes to
cooperativeness and a sense of belonging. Thus, the turnover is much less in the company.

In an environment that values difference and places diversity as an element that adds to the
business, employees feel that they have more freedom to have authenticity and
genuineness at work. This factor contributes to more originality in the production. In addition,
the diverse environment provides conditions for new ideas to circulate among team
members. Professionals are more engaged and creative, ready to unleash their potential.

A corporation that values diversity is fulfilling its social role. This contributes to the
organization being well regarded. After all, it is a responsible attitude towards society. In
addition, learning about the multiplicity that employees have in the company is disseminated
in the social environment by the professionals themselves. When they go to other spaces,
they reproduce the tolerance behaviors learned at work. With that, they become role models
for other people.

● In a society with such cultural multiplicity, it is important that organizations develop a

mature stance to face differences. Diversity in the workplace is a factor that deserves
a lot of attention and can generate a number of benefits if you develop a good
 approach to the issue. Our society is highly diverse. Thus, it is not possible to turn a
blind eye to these varieties. It is necessary to accept professionals as they are and
favor learning with differences. Diversity in the work environment means the
development, on the part of the organization, of a mature attitude towards the
plurality of our society. This means welcoming employees in their differences and
supporting inclusion and tolerance for cultural multiplicities.

● Potential barriers
Prejudice towards minorities is a difficult characteristic to combat, since it is a social
construction that can manifest itself in a very subtle and even unconscious way. This
makes the task of managing diversity more difficult, since the employees themselves
- including you - may not realize the prejudiced attitudes they are reproducing.

Therefore, for diversity management to be effective within your company, it is

important that you create strategies to combat prejudice that may exist in the
company environment. One of the ways to accomplish this task is to invest in
discussion groups and conversations about prejudice.

Need to combat any type of joke or sexist, racist or content that contains other types
of discrimination among its employees.

Companies that take action to include diversity in general fail due to their inability to
face the culture of discrimination that is within the organization, from racism,
machismo to homophobia and other isms, which alienate the company from
segments of the population that could be enriching for them. Is it over there. These
problems, in general, are not filtered out.

The flaws in the inclusion of diversity strategies often stem from the lack of people
within the company who represent the target audience. It is a matter of shared
experiences. Having people who do exactly what you want to convey is what makes
the difference. When you talk about diversity you have to study it in depth. So you
need an investment in knowledge, finance and professionals focused on the area.
What is lacking in the Brazilian market is to give space to new minds, to set aside
prejudice and the standardized structure of how the world works.

● This support for diversity must come not only from the company's values, but
also from the employees' behavior. Work on internal communication, valuing
 respect for differences and, if necessary, promote training on awareness.
Working with reception among employees is important and this initiative must
come from the organization. When working with diversity in companies, we
perceive the construction of a more inclusive society, reflecting the concern to
combat prejudice. Of course, there is still much to be done, but the first step
towards a better reality is a greater acceptance of differences within the work
environment.

Many people are afraid of or identify a person with a disability by the wrong term. It is
important to understand the correct terminology for each disability, as pejorative terms can
cause disagreements and constraints. When in doubt, the best option is to always ask the
person what is the correct term and say that they were in doubt. There is no problem in
admitting that we don't know everything.

Do not use nicknames based on color, background, religion.

From the intern to the CEO, everyone should be involved in the inclusion and accessibility
training. Training content can range from communication - how to behave, which terms to
use, how to help - to work tools that have a positive impact in relation to inclusion throughout
the organization.

In addition to all the necessary technology, the physical environment also needs to be
adapted in the case of people with disabilities.

2.

● The organization's Diversity Policy establishes guidelines and basic principles that
aim to reinforce the mechanisms for valuing the theme in the company and inspire
respectful and inclusive practices to support all employees in the appropriate
resolution of possible incidents. The policy also aims to guide the relationship
between employees, leaders, doctors, customers, suppliers, third parties and other
interested parties.

Applicable to all areas and employees of the company, doctors, suppliers and third parties
that act on behalf of the company.
It uses as references the Australian anti-discrimination laws and the Universal Declaration of
Human Rights, UN Sustainable Development Goals (SDGs), ILO Conventions (International
Labor Organization) and UN Guiding Principles on Business and Human Rights.

Diversity: it does not only concern some segments of society, the so-called minorities,
but it is a characteristic of the whole human family. Diversity involves aspects such as
gender, age, disability, race / color, sexual orientation, gender identity, culture,
nationality, naturalness, social class, educational background, physical condition,
intellectual development, religion, lifestyles, experience, stories of individuals,
perspectives, knowledge, attitudes, skills, among many others that make each person
only. More than just guaranteeing the expression of people's singularities, valuing
of diversity involves the permanent search for cooperation and for solutions that interest the
everyone, everywhere.

Inclusion: it is the set of attitudes and daily practices that favor the interaction between all
people in a climate of respect, dialogue and cooperation. Diversity and inclusion are based
on organization's identity, its mission and its values, as well as the laws of society, the
normative of human rights and its universal principles, guiding and establishing limits
for everyone's conduct.

Social actions: actions taken to promote human rights, which benefit from differentiated
groups or social segments negatively discriminated (Aboriginals), in order to allow, in the
medium and long term, they can achieve equal conditions of treatment or access to
opportunities.

● The Policy can establishes the following guidelines as a way of its effective
implementation:

Principles of the Diversity Program

The program is guided by the following principles:
• Respect for the individual
• Appreciation of the principles established in the Universal Declaration of Human Rights and
UN Guiding Principles on Business and Human Rights.
• Equality, equity and universality of policies and initiatives to enhance the Diversity in the
Group
• Appreciation for cultural plurality
• Appreciation for teams characterized by diversity
• Appreciation for inclusive, respectful and accessible environments
• Respect for laws that require special attention to certain segments of the population
or that impose quotas for some segments in the teams
• Commitment of leadership and teams to value diversity.

● The company establishes, within the scope of the Diversity program, actions aimed
at:
• Combating any type of discrimination, harassment or other inappropriate practices
in all forms, involving employees, customers or third parties;
• The establishment of inclusive everyday practices that favor the interaction between all
people in a climate of respect, dialogue and cooperation, with a focus on quality
relationships and appreciation of differences. This includes avoiding any comments
prejudiced, discriminatory, or embarrassing as to any type of Diversity, even unintentional or
in the absence of its representatives
• The promotion of Diversity in all Human Resources processes, including recruitment,
selection, recruitment, remuneration, promotions, movements and training.
• Encouraging the increase in the representativeness of minority groups and equality of
gender in the Company's leadership and senior management positions
• Raising awareness and encouraging the performance of teams characterized by diversity
• The expansion of the organization's awareness and continued training in relation to
diversity and inclusion
• The establishment of good practices in the relationship with the internal public and with
all other audiences
• Supporting business units in complying with the principles and practices of
Diversity, respecting company and country rules
• The identification of possible barriers to diversity in management processes and practices
• The creation of channels for the participation of all around the principles and practices of
valuing diversity in the company, opening spaces for dialogue and collaboration that
should be stimulated and maintained in the areas, with the support of managers
• The evaluation of opportunities for the establishment of programs and tools that
favor training, professional development and inclusion in the labor market
vulnerable groups.
Whenever a situation that does not comply with the guidelines of this policy is identified,
including any kind of discrimination and prejudice involving employees, doctors, third parties,
suppliers or customers, the Ethics Channel must be activated, so that the registration has its
pertinence assessed, and the necessary improvement actions are established. Every
attitude in disagreement with this Policy and its ethical principles is subject to the sanctions
provided for in Code of conduct.

If there are reports of inappropriate customer conduct in relation to employees, third parties
or other people who are in the company environment, duly verified and legitimized, the
company will give the guidelines and provide the necessary support for the appropriate
measures taken.

● Implementation of the Diversity Program

The actions to value diversity in the company constitute a program that integrates and
articulates activities under the leadership of the Sustainability area.The Program aims to
inspire, train and support the different areas and units of the company in assimilation of the
principles that the company adopted for valuing diversity, as well as as the practices that
result in greater harmony with your identity and with the commitments assumed within the
scope of sustainability.
The Program also carries out corporate actions to disseminate concepts and good practices,
mobilize employees and encourage engagement in practices that allow expanding expected
results in the relationship with all audiences.

The Diversity appreciation program aims to:

The company finds viable and innovative solutions in practices that value the diversity that
expand your opportunities for success;
The company reflects the existing Diversity in society and, through it, enriches its business
prospects and improve their ability to accommodate the different types of customers,
employees and third parties;
The Code of Conduct, inspired by the company's values, is put into practice with regard to
concerns issues of valuing diversity, avoiding risks to the organization and for all its
stakeholders;
The company complies with legal requirements related to certain segments of the
population, with sustainability and social responsibility standards and guidelines with regard
to valuing diversity in its many aspects and stakeholders involved.
To make these contributions, the Program has a system of governance of actions focused
on valuing participatory Diversity, based on a focus group multidisciplinary.

The Focal Group for Valuing Diversity is made up of representatives from the areas
appointed and aims to discuss and evaluate solutions based on concepts and principles
adopted by the company, define priorities and validate an annual action plan. The Focus
Group meets periodically and is coordinated by the company's Sustainability area, it takes
matters that require the involvement and approval of the different areas.

Other groups can be created internally around more specific themes such as disability,
diversity and gender identity, age diversity, among others, to deepen targeted studies,
making diagnoses and multiplying knowledge on the topic. These groups, aligned with the
Diversity Focus Group, may have a permanent or punctual character in the task of proposing
solutions and carrying out actions that favor good practices, accelerate results and expand
engagement on the topic.

Annually the program's guidelines and priorities can be reviewed and validated with the
Executive Board and the Board of Directors or its Advisory Committees, and may occur less
frequently than this, if necessary.

● Support processes
Administrative Council - Validate the content of this Policy and monitor its compliance.
Executive Board -Guarantee the application of this policy and ensure compliance with its
principles in all its decisions, supporting the implementation of related initiatives and
encouraging the formation of leaders that value Diversity.
Sustainability Management - Ensure that the program is aligned with the company operating
strategies, Ensure the management of the Diversity agenda and the smooth progress of
projects and action plans focused on the theme.
Focus Group on Diversity - Define and monitor the strategy for implementing the Diversity
program and monitor the progress of the Sustainability management system Discuss and
promote the evolution of the Diversity agenda within the organization, working in specific
themes that were prioritized by the Company.
Legal attorney office - Support in the resolution of doubts and conduct related to situations
involving the themes of Diversity in the Group
Leaderships - To guarantee conditions for the engagement of teams with the themes of
Diversity and for the compliance with the guidelines of this policy.
Business units, employees and other corporate structures - It is up to them, as well as to all
employees of the company, to develop their activities and responsibilities towards the
Company respecting and following the guidelines provided for in this Politics.

It is everyone's responsibility to create a work and relationship environment with our different
audiences that value diversity, are inclusive, respectful and accessible. It is expected that
each one supports, participates and presents its collaboration in the improvement of the
actions carried out by the company in this sense.
It is up to everyone to avoid incidents of disrespect, harassment and discrimination,
complying with the principles and practices of the companies Code of Conduct. It is strongly
encouraged that situations contrary to valuing diversity are resolved through frank and open
dialogue open between the people directly or indirectly involved, with managers having
responsibilities with the forwarding of solutions.