Assessment 1

Sexual orientation

Religion, culture, language

Disability

Gender

Pregnancy

colour

2 vision statement
Recruitment
Anti bullying, anti harassment

3 All staff should be made aware of the business' policies on diversity in the workplace during
their induction process.

4 prompt the diversity policy in meeting with the staff

Give copy of policy to staff,

5 need to make the people responsible of the policy, have a team meeting

6 When cause discrimination during the employment process and a candidate is dissatisfied
we ask the different interview question to applicants applying for the same job. The
applicant can complain because of the discrimination done, the interviewer must be
transparent for all the applicants who are applying and select the one that whose fit for the
job

7 Diverse cultural perspectives can inspire creativity and drive innovation.Local market
knowledge and insight makes a business more competi ti ve and profi table.
Cultural sensitivity, insight, and local knowledge means higher quality, targeted marketing.

8 Prevention and education

Employee relation
Importance of cultural diversity

9 Gender Conflicts
Religion
Language

10 Get involved sooner, rather than later

Meet with both employees
Upend expectations by starting the meeting on a positive note
Relax, breathe and reduce tension
 Listen very carefully
Remain objective rather than finding fault.

11 federal discrimination law

12 It is a general principle that an individual is personally liable for his or her own unlawful acts.
However, in the area of employment (including discrimination and harassment) employers
can also be held liable for wrongs committed by their employees in connection with their
employment.

13 Empower and Educate Managers

Build Diversity-Friendly Workforce Policies
Communicate Clearly and Create Employee-Led Task Forces
Offer Diverse Opportunities for Employee Engagement

14 Diversity skills give managers and employees a competitive edge and increase the productivity
level of small businesses. A company that values and teaches diversity will have lower turnover,
higher job satisfaction and more creativity, and will be able to attract and retain the best
workforce.

15 Age Discrimination Act 2004 3

Disability Discrimination Act 1992 1
Racial Discrimination Act 1975 sex 5
Discrimination Act 1984 Australian Human 2
Right Commission Act 1986 4

16 within the workplace, following the guidelines and procedures in place

Involving government such as an anti-discrimination board

17 sexual harassment
Racial vilification
Violence
Regarding bullying

18 *your first step should be to removing the possibility of the actions occurring again in the
future.
*You should ask the complainant if any assistance is required and the prove it.
*Ask for the complainant to be put into writing and familiarize yourself with the relevant policy,
procedures, personal records and legislation governing the type of complaint and how to deal
with it.
*Interview the complainant in a private area where eavesdropping cannot occur, to help ensure
confidentiality of the whole process.
*Ask for any witnesses of the alleged incident and what outcome is desired.
*Next you will need to interview the defendant and ask the same questions. If witnesses is
provided then you should interview them and ask for their version of events. You will need to
review the facts and make a recommendation for future action.
*if the parties are satisfied with the outcomes then the matter should be dropped.
 * if the parties do not come to an agreement or not satisfied then the matter could proceed to
the next stages. Conciliation or arbitration can be used and if that is not successful then the
matter may proceed to a tribunal or Court of Law.

Assessment 2

1 * Age discrimination can affect people in employment, housing, healthcare and many other
areas.

The Age Discrimination Act 2004 protects individuals from discrimination on the basis of age
in employment, education, accommodation and the provision of goods and services.

The Age Discrimination Commissioner, the Hon Kay Patterson, helps individuals and
organisations understand their rights and meet their legal responsibilities.

The Commissioner’s work includes research, policy advice and education to remove the
barriers to equality and participation faced by older Australians and young people.

The Commissioner is currently focusing on three core areas – older workers, elder abuse and
older women at risk of homelessness.

Older workers: The Commission’s Willing to Work report, published in 2016 makes it clear

that many older Australians are willing and able to work but are prevented from doing so by
age discrimination and lack of positive policies and supports. The Commissioner is working
to implement many of the recommendations of that report.

Elder abuse: Elder abuse can take various forms, including: financial, physical, psychological,
emotional or sexual. It can also be the result of intentional or unintenitonal neglect.

No older person should be subjected to any form of abuse.  The Commissioner works with
civil society organisations and government departments to implement recommendations
from the 2017 Australian Law Reform Commission report, Elder Abuse - A national Legal
Response.

Older women and homelessness: Increasing numbers of older women are facing a housing
crisis or homelessness. There are clear issues relating to the lack of affordable housing and
targeted services for older people. 

*Disability - the Disability Discrimination Act 1992 (Cth)  makes disability discrimination

unlawful and promotes equal rights, equal opportunity and equal access for people with
disabilities. 

The Australian Human Rights Commission, through the Disability Discrimination

Commissioner, works with governments, the private sector and civil society to help
individuals and organisations understand their rights and meet their legal responsibilities.

The Disability Discrimination Commissioner, Ben Gauntlett, conducts research and public

inquiries, encourages reform by promoting disability standards and guidelines, and assists
organisations to develop Disability Action Plans.
The Commissioner also promotes the United Nations Convention on the Rights of Persons
with Disabilities, which Australia ratified in 2008.

People who experience discrimination can complain to the Commission

*Racial - Australia is enriched by its multicultural population yet many individuals

experience unfair treatment and racism because of how they look or where they come
from. 

The Racial Discrimination Act 1975 promotes equality between people of different

backgrounds and it protects people from unfair treatment or vilification on the basis of their
race, colour, descent, or national or ethnic origin.
 
The Race Discrimination Commissioner works with governments, business, community
partners, education providers, the media and workplaces to help individuals and
organisations understand their rights and meet their legal responsibilities. 

The Commissioner’s projects include the Racism. It Stops With Me campaign and

the Leadership Council on Cultural Diversity.
 
People who experience racial discrimination can complain to the Commission.

*Sex - Australia has made good progress towards achieving gender equality in recent times.
However, women still experience inequality and discrimination in many important parts of
their lives.

At work, women continue to face a gender ‘pay gap’ and barriers to leadership roles. Many
encounter reduced employment opportunities because of the time they give to family and
caring responsibilities.

Sexual harassment and gender-based violence also threaten women’s basic right to feel safe
and respected at work, in public, in places of study and at home.

The Sex Discrimination Act 1984 gives effect to Australia’s international human rights

obligations and promotes equality between women and men.

The Act protects people from unfair treatment on the basis of their sex, sexual orientation,
gender identity, intersex status, marital or relationship status, pregnancy and breastfeeding.
It also protects workers with family responsibilities and makes sexual harassment against the
law.

People who experience direct or indirect discrimination can complain to the Commission.

The Commission works in partnership with a broad range of groups to promote gender
equality and counter discrimination, sexual harassment, violence against women and other
barriers to equality. We also act to overcome discrimination, harassment and hostility
toward lesbian, gay, bisexual, intersex, trans and gender diverse people in Australia.
 We undertake major research projects and provide policy advice to government and others
to bring about positive change.

The Sex Discrimination Commissioner, Kate Jenkins, leads this work.

The Sex Discrimination Commissioner's role is to advance gender equality, consistent with
the Sex Discrimination Act 1984 (Cth) and the Convention on the Elimination of All Forms of
Discrimination Against Women.

*human rights - The Australian Human Rights Commission Act 1986 articulates the Australian
Human Rights Commission role and responsibilities. It gives effect to Australia’s obligations under
the following:

 International Covenant on Civil and Political Rights (ICCPR)

 Convention Concerning Discrimination in Respect of Employment and Occupation (ILO 111)
 Convention on the Rights of Persons with Disabilities
 Convention on the Rights of the Child
 Declaration of the Rights of the Child
 Declaration on the Rights of Disabled Persons
 Declaration on the Rights of Mentally Retarded Persons, and
 Declaration on the Elimination of All Forms of Intolerance and of Discrimination Based on
Religion or Belief.

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*age -- The right to work is a fundamental human right, but one that far too many older people in
Australia do not enjoy.

In 2016 the Australian Human Rights Commission released its report, Willing to Work: National
Inquiry into Employment Discrimination against Older Australians and Australians with Disability.

The Inquiry found that too many people are shut out of work because of underlying assumptions,
stereotypes or myths associated with their age. These beliefs lead to discriminatory behaviours
during recruitment, in the workplace and in decisions about training, promotion and retirement,
voluntary and involuntary. The cost and impact of this is high, for individuals and for our economy.

It is unthinkable that people who lose their jobs in their 50s may live up to another forty years
without paid employment.

It is essential to encourage Australians to work for longer, to improve their skills and employability
and to remove the barriers to later-life employment.

The Inquiry recommended a range of practical strategies and new systematic monitoring of progress
and outcomes, to be underpinned by community education and awareness, supported by accessible
information and the removal of policy barriers.
We are currently running several projects in the area of older workers, implementing
recommendations from the Commission’s Willing to Work report:

 A training module for managers on the rights of older workers, which we are delivering in 10
half-day sessions in 2019, with 25 further sessions to be delivered in 2020.
 A collaboration with the Australian HR Institute, which has resulted in an attitudinal survey
which continues to be cited in the media a year after its release
https://www.humanrights.gov.au/our-work/age-discrimination/publications/employing-
older-workers-2018
 A toolkit for mature workers developed in conjunction with the NSW Department of
Communities and Justice and which is being expanded currently to include tip sheets and
other resources
https://www.humanrights.gov.au/about/news/new-guide-keep-our-older-workers-working
 Dr Patterson is Chair of the Collaborative Partnership on Mature Age Employment, which
brings together key industry and government stakeholders. The Collaborative is developing a
number of innovative projects as well as supporting the implementation of the
government’s More Choices for a Longer Life package: Jobs and skills for mature age
Australians.

*sex -- Sex Discrimination Commissioner Kate Jenkins will lead a series of virtual webinars to explain
the key findings and recommendations of Respect@Work, the Australian Human Rights
Commission's landmark 18-month national inquiry into sexual harassment in Australian workplaces.

The webinars will also be an opportunity to discuss ways to manage the risk of sexual harassment in
the online workplace in the context of the current COVID-19 pandemic.

Respect@Work, the final report from the National Inquiry, was jointly launched by Senator the Hon
Marise Payne, Minister for Women, and Kate Jenkins, Australia’s Sex Discrimination Commissioner,
on Friday 6 March 2020. 

Almost two in five women, and just over one in four men, have experienced sexual harassment in
the workplace in the last five years. Through 55 recommendations, Respect@Work proposes a new
approach for government, employers and the community to better prevent and respond to sexual
harassment in the workplace.

Each webinar will focus on the findings and recommendations which are most relevant to particular
stakeholders. Webinars will be organised with the following groups of stakeholders:

 For legal practitioners, with a focus on the legal and regulatory framework

recommendations, with barrister Kate Eastman SC, on May 4, 2020 from 1pm-2.15pm
- watch the recording on YouTube.
 For employment, legal and regulatory practitioners, with Fair Work Australia CEO
Bernadette O’Neill, on Wednesday, May 27, 2020 from 1pm-2.15pm - watch
the recording on YouTube.
 For workers and unions, with Australia Council of Trade Unions President Michele
O’Neil, on Friday, June 5, 2020 from 2pm-3.15pm - register now.
 Representatives from women’s sector organisations and support services, including working
women’s centres, in partnership with Australia’s National Research Organisation for
Women’s Safety
  Employer associations and large businesses
 Small business owners
 Government and non-government policy practitioners
 Academics
 International partners
 A town hall meeting for members of the public.

3
B. DIVERSITY POLICY
 The purpose of Diversity Policy in the Company is that it acknowledges that diversity
improves its ability to engage, keep up and develop the best talent, create a strong
workforce, with high quality services to its customers.
This Diversity Policy is planned to set out the guiding principles and practices to achieve the
goal of building and maintaining a diverse and inclusive workplace.

 This Policy application is applied to all staff members and contractors joined by Company
and other organizations and people related to its activity.

 Diversity has to do with more than race or ethnicity. Diverse workplaces are composed of
employees with varying characteristics including, but not limited to, religious and political
beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation and
geographic location.

4
4.1
The national anti-bullying laws cover most workplaces (or those that are constitutionally covered
businesses). These laws also cover:
 outworkers
 students gaining work experience
 contractors or subcontractors
 volunteers.
The Fair Work Commission (the Commission) is the national workplace relations tribunal that
deals with anti-bullying claims under the Fair Work Act. To find out whether you're covered by

the national anti-bullying laws, visit the Commission's website  .

Not covered by these laws? Each state or territory has a workplace health and safety body that
can provide advice and assistance about workplace bullying. For contact information, go to
our list of workplace health and safety bodies

4.2
A worker is bullied at work if:
 a person or group of people repeatedly act unreasonably towards them or a group of
workers
 the behaviour creates a risk to health and safety.
Unreasonable behaviour includes victimising, humiliating, intimidating or threatening.
Whether a behaviour is unreasonable can depend on whether a reasonable person might see
the behaviour as unreasonable in the circumstances.
 Examples of bullying include:
 behaving aggressively
 teasing or practical jokes
 pressuring someone to behave inappropriately
 excluding someone from work-related events or
 unreasonable work demands.

Reasonable management action that's carried out in a reasonable way is not bullying.
An employer or manager can:
 make decisions about poor performance
 take disciplinary action
 direct and control the way work is carried out.
Management action that isn't carried out in a reasonable way may be considered bullying.

4.3
For employees In the workplace
If you think bullying or harassment has happened at your workplace, you can talk to:
 a supervisor or manager
 a health and safety representative
 the human resources department
 a union – visit the Unions and employer associations page to find registered unions in your
industry.

Fair Work Commission

If you're still employed, you can take action with the Commission. You can apply to the
Commission to stop bullying by:

 taking the Commission's eligibility quiz 

 if you're eligible, lodging your application with the Commission   .

You can get free legal advice (if eligible) about stopping bullying from the

Commission’s Workplace Advice Service  .

You can also get our assistance if:
 you have an order from the Commission to stop bullying in the workplace
 the order hasn't been followed.

4.4
Health and safety risks in a workplace must be eliminated so far as is reasonably practicable. If
this is not possible, the risks must be minimised so far as is reasonably practicable. The risk of
workplace bullying can be minimised by taking a pro-active approach as described in Chapter 2
that involves:
 early identification of unreasonable behaviour and situations likely to increase the risk of
workplace bullying occurring
 implementing control measures to manage the risks, and
monitoring and reviewing the effectiveness of the control measures
 Consultation can include sharing information, giving workers a reasonable opportunity to
express their views and taking those views into account before making decisions on work
health and safety matters that directly affect them.
Consultation enables workers to have input in developing policies and procedures for workplace
bullying that are best suited to the needs of the business or undertaking. Effective consultation
can also help raise awareness of workplace bullying. Consultation with workers is required
when:
 making decisions about measures to control the risks of workplace bullying, including
policies and procedures for preventing and responding to workplace bullying
 making decisions about procedures for providing information and training on workplace
bullying, and
 proposing changes that may affect the health and safety of workers.
Consultation can be conducted in various ways to suit the nature and size of the business

Controlling therisk
The risk of workplace bullying can be minimised so far as is reasonably practicable by
creating and promoting a positive work environment where everyone is treated fairly and
with respect. A combination of control measures aimed at the organisational level and at
individual behaviours should be considered