T: +61 7 3324 2705 (Brisbane) | +61 3 9640 0057 (Melbourne)

E: admissions@newton.edu.au
W: www.newton.edu.au
Brisbane Campus: 98 Cleveland Street, Greenslopes QLD 4120
Melbourne Campus: Level 10, 190 Queen Street, Melbourne VIC 3000
Melbourne Campus: Level 10, 108 Lonsdale Street, Melbourne VIC 3000
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 1 of BSBDIV501.

Blue Healer Resort

Briefing report

Introduction
The purpose of the report is to ensure the changes of the policy and procedure regarding the diversity
in the workforce. The report includes the feedbacks and suggestions for change of current diversity
policy and development of procedures. It also includes the strategies to ensure implementation of
effective set of skilling program for all the employees including new and existing staffs.

Suitability of current policy

Our company is in the period of expanding, and facing difficulties in effective management of diversified
staffs. Our company has the competitive advantage of creative and diverse workforce. So, the current
diversity policies and procedures are reviewed and need for the update to ensure effective
implementation of workforce. Also, the legislation also forced to include carious legislative requirements
in the company’s diversity policy and procedures.

Overview of relevant legislation

The key legislation related to diversity are identified and the key features of the requirements are shown
below:

 Age discrimination: It is the legislation that describes the discrimination on the basis of age is
illegal according to the age discrimination act 2004

 Disability discrimination: The discrimination on the basis or grounds of disability discrimination

is illegal and unlawful, Disability Discrimination and Other Human Rights Legislation
Amendment Act 2009

 Racial discrimination: Discrimination in workplace or in employment on the basis of race,

colour, national and ethnical origin is considered as unlawful, Racial Discrimination Act 1975

 Sex discrimination: It is illegal and unlawful to discrimination in the workplace on the basis of
gender, marital status, pregnancy and potential pregnancy, or to sexually harassment. The act
for the legislation is sex discrimination act 1984

 Human rights: the consideration of basic rights and freedoms of every employee should be
respected to every person in the world in the diversity policy.

 Equal opportunity: the consideration of equal opportunity should be favoured in an equal way in
the workplace on the based-on merit regardless.

1
WARNING – UNCONTROLLED WHEN PRINTED
©NC V1.0 JULY 2021 NEXT REVIEW JULY 2022 | CRICOS: 03598G | RTO: 41437 | ABN: 75 609 329 973
 T: +61 7 3324 2705 (Brisbane) | +61 3 9640 0057 (Melbourne)
E: admissions@newton.edu.au
W: www.newton.edu.au
Brisbane Campus: 98 Cleveland Street, Greenslopes QLD 4120
Melbourne Campus: Level 10, 190 Queen Street, Melbourne VIC 3000
Melbourne Campus: Level 10, 108 Lonsdale Street, Melbourne VIC 3000
This document is Briefing Report Template.
It is part of the supporting assessment resources for Assessment Task 1 of BSBDIV501.

Overview of Dispute Resolution Policy and Procedures

Formal and informal procedure for complaints of the organization is that the employees should feel free
to raise concerns with their manager or supervisor using the methods indicated below.
All formal avenues for handling grievances will be clearly documented, and the wishes of the employee
will be considered when selecting the necessary steps and measures.
If an employee uses this Policy to resolve a problem, they will not be intimidated or treated unfairly.

Feedback and suggestions

This includes the strategies, feedback and suggestions for the improvements and updates to the
diversity policy and procedures and successful implementation.

 Ensure immediate training programs according to the set of skilling program, generally the
communication skill that reduces the unconscious bias in the workplace.

 Collaborating strategies and implementation of various tailored communication skill.

 Promote workplace diversity by involving the employee’s engagement like by offering equal
meaningful opportunity for employees

 Create more inclusive workplace policies like allowing holidays for religious day observed,
offering onsite day care.

 Check your office setting for an inclusive environment, such as gender-neutral restrooms.

 Create the options for flexible working hours

 Use technological advantage like mobile workforce app, to support the translation feature or
make the communication easier.

2
WARNING – UNCONTROLLED WHEN PRINTED
©NC V1.0 JULY 2021 NEXT REVIEW JULY 2022 | CRICOS: 03598G | RTO: 41437 | ABN: 75 609 329 973