Diversity and Ethical Policies

Completed by       GUNJ BOHARA

Workplace/Organisation      MOUNT CASTLE & SONS

Date Completed      18-9-22

Policy on Diversity

     Communication of an organization's diversity viewpoints can be accomplished effectively by well

documented diversity policies. Documents that specify each policy should be included in the employee
handbook once they are ready to be put into action as concrete plans. Every time a new employee is hired, the
organization's diversity policies should be evaluated. Any revisions to the policy should also be communicated to
the present workforce.

Diversity should be addressed in the following parts in employee handbooks:

1. A code of conduct should specify how the business views diversity.

2. The non-discrimination policy informs staff about diversity

Policies on diversity:

A POLICY OF ZERO-TOLERANCE

A diverse workplace necessitates the enforcement of a zero-tolerance policy for offensive jokes regarding
gender, sexual orientation, race, or religion. The workplace of today is not a place for using slurs, calling people
names, or bullying them for whatever reason.

SENSITIVITY TRAINING

To establish harmony in a varied workplace, employees must be aware of cultural sensitivity and know how to
get along with a wide range of people. By making staff members more self-aware, which is essential for assisting
staff members in understanding their own cultural biases and prejudices, sensitivity training can assist an
organisation in managing diversity in the workplace.

Policy on Ethical Conduct

     The moral compass of the business, which frequently reflects the owners or senior managers, serves as
the foundation for ethical behaviour in the workplace. Doing the proper thing in a situation, whether or not
someone is watching, is considered ethical action. A cashier calling after a customer who left his change on the
counter is an example of ethical behaviour. When a co-worker is late, it is staying a few minutes longer to keep
the store open. The practise of taking responsibility for one's work, even when there are issues, and then
figuring out solutions without blaming others is another example of ethical behaviour.

The corporate culture and how ethics and diversity concerns are seen are the responsibility of business leaders.
If the team's leadership is lax, they may develop a problematic organic culture. Every company ought to have
ethics guidelines and a code of conduct. These regulations ought to cover basic ethical worries, such as moral
and legal matters. They also set the tone for how the company's leadership and owners desire to develop it.

Victorian Institute of Education | Level 3, 741 George Street Haymarket NSW 2000
Unit 2, Ground Floor, 97 Pirie Street, Adelaide SA 5000 | RTO Code: 45273 I CRICOS Code: 03778C
Version: 2.4 | Website: www.vie.edu.au | Email: info@vie.edu.au
Phone: 1300 871 776 (Australia) | +61 2 8318 1465 (Overseas) | Page 1 of 2
 SUPERVISOR DECLARATION
By signing here, I confirm that I have reviewed the Diversity and Ethical Policies document develop by the
learner, whose name appears above, and confirm that the requirements in the document are in line with the
organisation’s requirements.

Supervisor Name:      

Workplace/Organisation
     
Name:

Signature:      

Date signed:      

Victorian Institute of Education | Level 3, 741 George Street Haymarket NSW 2000
Unit 2, Ground Floor, 97 Pirie Street, Adelaide SA 5000 | RTO Code: 45273 I CRICOS Code: 03778C
Version: 2.4 | Website: www.vie.edu.au | Email: info@vie.edu.au
Phone: 1300 871 776 (Australia) | +61 2 8318 1465 (Overseas) | Page 2 of 2