Diversity-Complete Assessment (1) - 2

Canterbury Business College
CRICOS Code – 01899K RTO Code - 6554
ASSESSMENT
Unit description:
Cluster Diversity (Hospitality – 1)
Unit Code BSBDIV501
Unit Name Manage diversity in the workplace
Qualification Name SIT40516-Certificate IV In Commercial Cookery (H1)
Assessment Tool Project/portfolio/Written Questions and Presentation
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CBC-BSBDIV501-A-V2021.1 Page 1 of 30
Academic Appeal procedures & Re-assessment:

If a student at Canterbury Business College is not happy with his/ her results, the student may appeal against their result via a written request,
clearly stating the grounds of appeal to the SSM. This should be submitted after completion of the subject and within 14 days of commencement of
the new term.
● If the student is dissatisfied with their results, he/she has a right to appeal.
● The notice of appeal should be in writing addressed to the SSM / PRINCIPAL and submitted within seven days of notification of the
assessment results.
● If the appeal is not lodged in the specified time, the result will stand as marked.
● In the event of an emergency, such as in cases of serious illness or injury, the student must forward a medical certificate in support of a
deferred appeal. The notice of appeal must be made within three working days of the concluding date shown on the medical certificate.
Procedures for academic appeals & complaints
CBC motivates students to express any concern they may have about assessments / study-related issues if necessary. Students need to follow CBC’s
defined procedures, while addressing their assessment / study-related concern or wishing to make a complaint.
1. The student is expected to first contact their subject trainer to address their work/study-related concern.
2. If the student is not satisfied with the trainer’s response or has difficulty discussing matters with the trainer, they have the right to escalate
the matter and discuss with the Student Service Manager to seek resolution.
3. Every student has an opportunity to formally present their case with the Student Service Manager / Principal. The student is welcome to
bring a support person if they wish.
4. If the resolution reached is not to the satisfaction of the student, the student has a further right of appeal, which has to be done in writing,
“complaint/appeal form” to the Student Service Manager.
5. The student needs to include all relevant information within their documented complaint.
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8. If the complainant is not satisfied with the solution provided, or if you want to complain or appeal this decision, you can contact the
Overseas Students Ombudsman. The Overseas Students Ombudsman is free and independent. Find out more at
http://www.ombudsman.gov.au/contact-us or phone 1300 362 072.
Assessments resit policy

All students will be offered an opportunity to resit/resubmit a failed exam/assessment only once. If the student still does-not succeed after the re-
submission the student has to pay $150 reassessment fee for every subsequent attempt.
Students do not qualify for an automatic re-sit:
● If they are absent on the assessment due date without prior approval from the trainer / Principal; and
● Do not meet the minimum attendance requirement.
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Resit/Re-assessment Procedure:
● An appeal in writing is made to the Principal / SSM providing reasons for re-assessment /appeal.
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the Principal or SSM OR if need be an external assessor.
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final.
● If the student is still not satisfied with the result, he / she has the right to seek independent advice or follow external mediation option with
CBC’s nominated mediation agency.
● Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject.
The cost of external assessor will be borne by the CBC. The external assessor will base his/her judgement based on principles of assessment. These
principles require assessment to be reliable, fair, practical and valid.
For further information please refer to Student Handbook.
“I acknowledge that I have understood all the above rules and guidelines for the assessment
Full Name Signature Date (dd/mm/yyyy)
Submission Details
The Assessment Task is due on the 24th of January 2021. Any variations to this arrangement must be
approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
Performance objective
To provide you with an opportunity to identify how to develop a table with fields and attributes according to
database usage, as well as data considerations and user requirements.
Your trainer or assessor may require you to complete this assessment activity and will provide you with
instructions as to how to present your responses. They may provide alternative or additional assessment
activities depending on the circumstances of your training program.
The following table maps the assessment activity for this chapter against the element and performance
criteria of Element 1 in BSBDIV501 Manage diversity in the workplace.
Part Element Performance criteria
A 1 1.1, 1.2, 1.3, 1.4
B 1 1.3, 1.4
C 1 1.1, 1.2, 1.3, 1.4
The following table maps the assessment activity for this chapter against the element and performance
criteria of Element 2 in BSBDIV501 Manage diversity in the workplace.
A 2 2.1, 2.2, 2.3, 2.4, 2.5, 2.6
B 2 2.2
C 2 2.4, 2.6
The following table maps the assessment activity for this chapter against the element and
performance criteria of Element 3 in BSBDIV501 Manage diversity in the workplace.
A 3 3.1, 3.2
B 3 3.1, 3.2, 3.3
Assessment description
This assessment activity is designed to assess your skills and knowledge in implementing a diversity policy.
Procedure
To complete this assessment activity, you need:

● access to a workplace or simulated environment
● access to workplace diversity policy documents and relevant legislation
● to answer the questions and submit responses as directed by your trainer/assessor/training organisation.
Instructions to Learner
Assessment instructions
Overview
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms
and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if
you are unsure of any questions. It is important that you understand and adhere to the terms and conditions,
and address fully each assessment task. If any assessment task is not fully addressed, then your assessment
task will be returned to you for resubmission. Your trainer/assessor will remain available to support you
throughout the assessment process.
Written work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the
overall unit of competency. When undertaking any written assessment tasks, please ensure that you address
the following criteria:
Read the instructions for each question very carefully.
Be sure to PRINT your FULL name & LAST name in every place that is provided.
Short questions must be answered in the spaces provided.
For those activities requesting extra evidence such as: research reports, ESSAY reports, recipe cards,
workflow plans etc, the student must attach its own work formatted in double space, Arial 12 pts.
All activities must be addressed correctly in order to obtain a competence for the unit of competency.
If the candidate doesn’t understand the assessment, they can request help from the assessor to interpret the
assessment.
Candidates with special learning needs should notify their trainer/assessor so measures can be implemented
to address those needs.
Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is completing
all the assessment tasks on time.
Plagiarism
All work is to be entirely of the candidate. Plagiarism is taking and using someone else's thoughts, writings
or inventions and representing them as your own. Plagiarism is a serious act and may result in a learner’s
exclusion from a course. When you have any doubts about including the work of other authors in your
assessment, please consult your trainer/assessor.
Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more training
and experience).
Once the learner has satisfactorily completed all the tasks for this module the learner will be awarded
“Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.
If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and will be
given another chance to resubmit your assessment task(s).
Element 1
Part A
1. Write your response to the following requirements:
a. List three major pieces of federal legislation related to diversity.
b. Briefly explain what each covers. You may wish to use a table similar to the following to present
your response.
Legislation Explanation
Sex Discrimination Sex discrimination is an act that encourages
equality between men and women in order to
remove discrimination based on sex, marital
status or pregnancy and to remove sexual
harassment at work.
Sex harassment in the workplace arises when
someone is viewed less favourably than
someone of the same sex.
Disability The Commonwealth Disability Discrimination Act
Discrimination arises where, under the same or equivalent
situations, a person with a disability is treated
differently than other individuals without a
disability.
Age Discrimination The Commonwealth anti-discrimination
legislation defines the Age Discrimination Act to safeguard a
person from age discrimination.
This Act takes place where a person is viewed
less favourably, or someone does not give the
same chance as other peers, whether he or she
is considered too old or too young.
2. Write your response to the following requirements:

a. In your own words, describe in one or two paragraphs what diversity in the workplace means?
- The meaning of diversity is a person that is different from the majority of others or
different from the established convention.
The diversity in a workspace is not just acknowledging the differences such as age,
disability, gender or expression of religion and sexual orientation but about accepting
positively and creating an environment that embraces and values differences and
promotes inclusiveness
b. Why is it a good idea to have a diverse workforce?
- Having diversity in the workplace can be helpful for the business. We can leverage the
personal experiences and cultural upbringing of our workers to generate innovative
ideas and fresh insights that can help the company interact with consumers.
Diversity in the workplace makes people feel valued and they will appreciate working
for that business. If people feel valued naturally they will give more to the business.
3. Explain in one paragraph why an organisation should have a diversity policy.
- For every organisation, diversity and inclusion are important. It is not only ethically
right to promote diversity, but it also benefits the organization on creativity, higher
employee engagement, reduces and has a new perspective point of view and strategic
advantage of a small business.
4. Describe at least three ways a manager can ensure the diversity policy is explained to staff, is understood
and easily accessed.
1. Organize one to one if any of the staff members need more attention to the
understanding of diversity changes.
2.Manager can organize a meeting where will explain the diversity policy changes is a
slide presentation and provide a written form to refer.
3.Every staff member is different and needs a diverse method of learning, the
manager can provide a session to those that need a more practical approach to be
understood.
5. Provide four actions that management and staff should follow to ensure they comply with a diversity
policy.
● Diversity workshop/training session
● Meetings to address the transposition of diversity policy to corporate practises
and procedures
● Discussion on diversity,
● Allowing a short amount of time to elapse for the reading of information,
questions to be answered and confirmation/clarification of meaning
6. List at least three ways in which an organisation can review the policy and encourage suggestions for
improvement.
● Organize a meeting for reviewing and feedback to improve implementation.
● An open-door approach to address matters of interest and diversity.
● Reviewing diversity implementation after an initial period of time has passed.
Part B
Read the case study, then answer the questions that follow.
Case study
A staff member, Kirsty, overhears a group of colleagues discussing another staff member and
making disparaging comments about this person based on their appearance and race.
After giving the matter some thought, Kirsty speaks to Blake, her manager, who says, ‘I’ll
attend to the matter as soon as I can find some time’.
Blake mentions the conversation the next day to the HR manager. The HR manager is
disappointed, as the diversity policy was recently reviewed and discussed with all staff. She is
also disappointed that Blake did not address the issue immediately. She asks Blake what he
intends to do about the matter. Blake says he will check whether all his staff attended the
diversity training held the previous month, then arrange a team meeting to discuss the issue.
The HR manager insists on a response by the end of the day.
1. What part of the organisation’s diversity policy and legislation was breached?
- The organization policy has been breached is the equal between race and is refer
to the legislation of the Racial Discrimination Act 1975 that seeks to protect
individuals from discrimination based upon their race.
2. What action should have been taken when the staff member raised the disparaging remarks with the
manager?
- The manager should take action straight after to understand more about the event
and to organize a meeting or a training session.
3. What message was communicated to Kirsty (and those making the disparaging remarks) by the response
of the manager?
- The manager Blake said to Kristy that he was going to mention the conversation
the next day to the HR manager.
4. Whose responsibility do you think it is to ensure all staff attended the diversity training?
- The designed person in charge, so in this case was Blake.
5. How can the incident be used to improve the policy?
- With the team meeting that will be held, Blake will ensure the issue will be
addressed and solved, in doing so this will improve and reinforce the policy in a
way that is not going to happen again. This will reinforce and remind other staff
members about the importance of this policy
Part C
Prepare a portfolio of information to provide evidence that you can implement a diversity policy.
1. Locate a diversity policy and place it in your portfolio. In one paragraph, describe the organisation it was
developed for and the diversity of the staff. Explain when the policy was last reviewed.
- The diversity policy has been developed for a big restaurant called Foodeaty in
Sydney. Foodeaty has a strong commitment to diversity and seeks to promote an
inclusive culture where people are encouraged to succeed to the best of their
ability. Event recognises that diversity contributes to its business success and
aspires to a workforce reflective of the communities in which it operates.
Diversity is about recognising and valuing the contribution of people from different
backgrounds, with different perspectives and experiences. Diversity includes but is
not limited to gender, sexual orientation, age, disability, ethnicity, religion and
cultural background.
The policy was last reviewed a year ago, and the restaurant need to make sure that
each new employees did understood the policy and all the change that is been
made.
2. List at least four areas that the diversity policy covers and describe how the policy is implemented in the
organisation. You may wish to use a table similar to the following.
Diversity policy area Implementation
Sex discrimination Sex Is implemented on the hiring process and
job promotion girl and male are treated equally.
Racial Race policy is implemented during the hiring
discrimination process, the organization gives equal chances to
be hired to every race.
Language The language barrier, in the organization, when
a new employee joins the team the supervisor
explain the job with a visual explanation and
ensure that is been understood
Age discrimination The organization doesn't advertise a new
position with age description and disapproves of
harassing or bullying younger or older team
members.
3. Design a presentation to give to staff to explain the policy and confirm understanding. Make sure you
involve a range of communication methods to cater for differences in learning style.
- The presentation is being held on a meeting day where the new staff member will
give a walkthrough of the policy. All the other staff members will attend to
understand the new changes in the policy.
During the presentation, the staff member will receive a written form with images
to be clearer.
After the presentation we allowed a short period of time for the information to be
read and understood, follow up with a Q&A session if the staff member needs some
clarifications
4. List at least three instances where you might improve the policy. Provide an example for each.
- Age Discrimination. Advertise for a job in our organization I will suggest to improve
it on the descriptions, instead of using words like “young,” “energetic,” “fresh minded” we can consider
using words like “motivated,” “driven” or “dedicated”.
Language discrimination. My suggestion is to vary the team formations, so mix up

the team time to time, to make sure that the language spoken is English and not
just from one nationality.
Racial discrimination. I suggest organising a building team day. hold regular teambuilding sessions that
focus on employees getting to know each other, creating a
positive work environment.
Element 2
Part A
1. Using dot-points, list at least five responsibilities that might be included in a manager’s role in fostering
respect for diversity in the workplace.
● Encouraging team discussions and helping individuals to understand each other.

● Investigating complaints between team members.
● Team training.
● Team building activity.
● Reviewing the organisation's workplace, policies and procedures.
2. Explain why it is crucial for a manager to address their own prejudices about people who are different to
themselves. List three strategies they can follow to address any prejudices they have.
- To avoid making an automatic assumption about a team member or a candidate,

the manager will need:
1.Take time to get to know an individual before forming an objective opinion about
them.
2.Listening to others and encouraging freedom of speech, opinions, questions and
ideas
from colleagues and employees
3.Allowing employees who do not have English as a first language to take time
when they speak and when needing to understand work instructions.
3. List at least five reasons you can give to staff to explain the value of working effectively with
differences.
● Work experience can increase other staff knowledge.

● Can create new ideas and increase creativity through a variety of viewpoints and
experiences.
● Life experience can open new points of view throughout team members.
● Different backgrounds can teach new skills to team members.
● Employees coming from another country will increase cultural awareness.
4. Complete a table similar to the following to show why a team member may need additional training in
diversity and how to address the training need.
Area Reason for training Strategies to address the

training need
Culturally-specific Understanding differences Attending a training
training within course at another
people organisation to
understand how
another organization
works.
Diversity training Assertive behaviours Workshops to
may arise in the team encourage employees
to work together in
practical diversity
activities
Equal opportunity training To address any Organise a teambuilding
imbalance between activity to provide an
team members opportunity for
employees to learn
and change their
thinking.
Grievance management Handling workplace Organise a seminar
training disputes and and a team training
conflicts, recognising with online support
workplace bullying for a better learning
procedure
Part B
Read the scenario, then complete the task that follows.
Scenario
You have been asked to recruit three staff for a new branch of your organisation. You work
for a local government department formed to provide support for a range of community
groups, including groups that support people from specific cultures, older people, people with
disabilities and youth.
The ability to speak community languages and work with people of diverse backgrounds are
essential criteria for these positions.
The current staff profile of the council is not representative of the local community, which
has a high percentage of people born overseas. Your job is to ensure there is greater diversity
within the organisation by recruiting staff with diverse backgrounds.
As the first step, you are asked to write the process you will use for recruitment and selection.
Prepare a one-page document (using dot-points) to outline the strategies you will use to manage this process.
- The strategy for recruiting the right staff with diverse backgrounds will be divided into
three parts, staff recruitment, staff selection process and interview.
The recruitment process is where the council will advertise the availability of the
positions. The job description will promote diversity to encourage diversity at work. To
make sure multiple group members will see the advertise the council will advertise
through:
● Local radio stations
● Local library and community centre
● Agencies that promote diversity in recruitment
● Local newspapers
● Education establishments and universities
Staff selection is the time to select our candidates where the council will ensure to
make decisions on equal opportunities and fairness.
Diverse groups include:
● Young/newly qualified individuals
● Older aged individuals
● People with disabilities
● Cultural and ethnic minority groups
● Different religious groups
● Lesbian, gay bisexuals and transgender individuals.
Interviewing candidates.
Once we select our candidates we need to arrange the intertwining stage, the
structure of the interview and every question asked will be inclusive and nondiscriminatory.
The candidates need to include:
● If they feel comfortable in their role/position.
● Are they feel comfortable answering a question that I am going to ask?
● Whether the discussions and questions are appropriate for/related to the job
role.
To make sure:
● To assess the candidate’s abilities and experience in equal value
● If the candidate has personal responsibility or prior commitments to fulfil, these
should not be seen as a negative.
● Talking with and getting to understand the individual will help you to determine
if they are appropriate for the position you have on offer.
Part C
Prepare the following material to add to the portfolio you began in Assessment activity 1.
1. Prepare a poster or leaflet that provides tips for staff members to help them show respect for diversity in
work teams and lessen the risk of tension developing. It should be suitable to display in the workplace or
give to new staff members. Use photographs, images and other graphics to emphasise your points.
2. Prepare a list of frequently asked questions with answers to help staff understand harassment and how
the organisation manages complaints and allegations of harassment. For example, you may include
questions such as:
● What is harassment?
● Is it illegal for someone to harass me at work?
● What do I do if I want to make a complaint about harassment?
Please find attached the 2 flyers named “Flyer1” and “Flyer2” Questions are answered
in the end of the “flyer2”
Element 3
Part A
1. What benefits might an organisation receive from promoting the diversity of its workforce?
- Promoting diversity will improve the image of our organization. When

promoted diversity externally will attract a more diverse customer and will
show that your organisation is using ethical practices and is supportive of
community and business needs.
When promoting diversity internally our teams will perform better, and
come up with better innovative ideas.
2. Select an internal forum for promoting workforce diversity and explain the ways the strategy
enhances the company’s image and reputation.
- An internal forum can be a staff mentoring or sponsorship programs, this will

allow the individual to feel part of the organization and show that the
organization cares about the individual. This practice will influence the
people's image of the organization and will held to attract better talented
people.
3. An organisation may have a diverse workforce but may not take advantage of its diversity to
enhance its products and services and increase its competitive advantage. Complete a table
similar to the following:
● In the first column, list three ways an organisation could capture ideas from its staff.
● In the second column, list the information it may receive from different groups (such as
women, older staff, those from another country). An example has been provided.
Strategies for capturing Ideas and information generated
ideas
At an induction session New staff member who speaks Chinese
volunteers to translate information about products
and services on the organisation’s website into
Chinese. This is intended to help customers in the
local community and promote the organisation to
Chinese markets.
Brainstorming session Meeting where new members and old
members can brainstorm on new ways
of working, in doing so new members
can bring diverse strategies, viewpoints
and innovative ways of working based
on previous experience.
Workshop online The younger generation in our

activity workforce can help to interact with our
customers online. This can help to
create a tactic that involves and
engage the younger customers.
Cultural seminar A new team joins the organization and

can hold a seminar of ethnic and
cultural behaviour. In this seminar, the
team can explain their culture to other
teams. In this way the other team will
have a better understanding of their
culture and to open a new customer
market target to their cultural needs
and habits.
Part B
Use the organisation you work for or research an organisation to carry out the following tasks.
1. Plan a 15-minute presentation that promotes the organisation’s workforce diversity. Add the
presentation plan to your portfolio. The presentation should include:
● a description/profile of the organisation’s diverse workforce
● strategies/forums the organisation uses to promote diversity
● benefits the organisation has gained from its diverse workforce
● methods the organisation uses to capture ideas from staff
● Recent ideas staff members have suggested that stem from their experience and background
(include the images and other material to support the presentation).
Presentation
Foodeaty workforce diversity
Foodeaty`s staff member is made up of the followings:
- Total employees 15
- 70 per cent were born overseas.
- 50 per cent are woman
- 50 per cent are man
- 75 per cent are under 50 years old
- 40 per cent are under 35 years old
In the organisation, we have a diversity program where we are focused to
create a great working environment to host multiple diversity workforce to
attract global talent.
To accommodate diversity in our workforce we need to create and establish
a comfortable environment that can host and accept diversity.
Diversity can cause some friction along the way, people are not ready to
work with someone different until the worker will understand the other
teammate. In our diversity program, we are focused on hiring a diverse
workforce but especially focus on promoting inside our organization.
- Strategies to promote diversity

To promote diversity Foodeaty has some internal and external strategy on
our program.
Workshop on straight and weaknesses.

We create this workshop where our employees can understand more about
themselves and the other teammates, with the goal of discovering what
they are best at and what they can bring to the table to the team and the
company.
In this workshop, we ask to conduct a self-assessment where workers can

answer questions such as: “What can I do to improve and work seamlessly
with people that are different from me?, how other workers will feel from my
actions?”.
We do also a self-analysis where workers are discovering weaknesses and be

more focus on their strengths, in this way workers can help others and be
helped more easily. This allowed our organization to spread out strengths
and weaknesses in the various teams so that their effects are maximized
and minimized respectively.
Brainstorming activity
For sure someday an issue or a problem in our work will come out, a good activity that we do is
the brainstorming day. On this day we gather our workforce in the meeting, we ask to listen,
discuss, help and be open to new perspectives. Our workforce has people from different
cultures and backgrounds when discussing and brainstorming we see a different approach to
business issues.
Some of the workforces are able to offer valuable insight gained through a
wealth of diverse life experiences.
Diversity training
Treat others how they want to be treated. This is the initial training where we present the
diversity policy of the organization. We give to our worker brochure with the highlight point
of the training and we explain throughout a slight show the diverse cultural, the behaviour,
encountering and surpassing problem or any friction that can occur during working hours.
Hiring process
We have a process when we are hiring. In this process, we are making sure
that we don’t create any obstacles or disadvantages for qualified candidates
due to their membership in a protected class or minority group.
To potential candidates, we communicate the company internal diversity
and inclusion culture. We are specific since the beginning, it’s crucial that
candidates understand our company’s stance on diversity.
What diversity and inclusion brought to us
When in our organization we implement diversity we could see an impact on financial

performance. Overtime with all the activities, meetings and seminars that we have done, we
could see our employees happier to feel included which contributes to the morale of our
organization.
Foodeaty company morale influences the confidence, enthusiasm and

loyalty that employees have in their jobs. Essentially, it reflects the mental
and emotional condition of the workplace and employees’ beliefs in the
organization and our goals.
With our workers motivated and with better morale leads to better
productivity.
Other meetings and activities are being held during the year, this depends
on the new goals of the organization, to introduce new staff members to our
organization and if any problems arise that need to be addressed.
Organization activity
Brainstorming day
To promote inclusion in our team we organize a meeting where we are going
through solving any issue and new members and old members can
brainstorm on new ways of jobs can be done or work procedures. In doing so
new members can bring diverse strategies to the table, viewpoints and
innovative ways of working based on previous experience.
Cultural Seminar
Sometime during the year, we organize a seminar to introduce the ethnic differentiation of our
staff which teams are doing activity and presentation of their culture. In this way, every team
would have a greater understanding of different cultures in the organization and work out a
way to open up their cultural preferences and habits to a new consumer demand goal.
In one of the last meeting activities, some of the new workforces had come out with some great
ideas. During a
brainstorming meeting, we discussed how to advertise online using the
latest marketing technique to our organization.
At the end of the meeting, we create a new team focused on creating a new
way to interact with a younger audience using social media.
The team is composed of older workers that know exactly what our
organization stands for, they will help the new teammate as guidance
through the advertising, to make sure the organization goal and morale are
addressed correctly.
The new teammates are working on the social media part which they have
more experience than others on social media platforms. The diversity of this
team brought a great result to our organisation in terms of acquiring new
clients and creating an online presence, necessary to grow as a brand.
2. Draft an article for your organisation’s website that promotes the organisation’s workforce
diversity.
Work diversity blog

By
Prasuna Gurung
Introduction
We are Foodeaty an organization based in Sydney, and we were able to develop and
implement a diversity management strategy to attract and retain the best global
talent. But what is the best practice to do so?
People sometimes are scared of diversity because diversity strategies are difficult to
implement, is a bit the unknown, is this strategy going to work? Is it the organization
to grow?
Why Diversity?
Factors such as age, gender, ethnicity, cultural context, etc. are the first things that
people generally think about, but there is much more to creating a diverse workplace
than recruiting people who fall into various age ranges or creating the ideal male to
female ratio.
Everyone is their own person and can bring various things to the table, which is why
diversity within a team is so crucial.
Innovation
It will help to promote innovation and provide a variety of experiences and new ideas
by recruiting people with different personalities and at various stages of their career.
Today’s organizations increasingly recognize that the greatest insights and innovations
come not from teams of like-minded individuals, but from teams with a wide range of
diverse viewpoints and perspectives.
Performance
In an environment where inclusivity and diversity is a priority, workers are more likely
to feel comfortable and satisfied.
Equality in the workplace is important for encouraging workers from all backgrounds to
feel confident in their ability and achieve their best. The higher the team morale, the
more productive employees are.
Language skills can new markets

Language barriers and cultural differences can also serve as a bit of an obstacle for a
company that wishes to extend its business across shores; however, it can make it
possible for a company to operate on a global basis and connect with a larger
consumer base by recruiting workers who speak different languages. It can also help
to make it more meaningful by representing a variety of nationalities within your
business.
conclusion
The diversity and inclusion in the workplace must be carefully managed for the results
to be successful. It may be an evolutionary process that challenges everyone, but it is
also an initiative that can help a company and its teams thrive today, tomorrow, and
well into the future.
Project Work
Part A
Read the scenario, then answer the questions that follow. Note: West Coast Finance Support’s
diversity policy is the same as that outlined in Chapter 1, section 1A of this learner guide.
Scenario
You work as the HR manager at West Coast Finance Support, a large private
company in the financial services sector that employs over 100 staff. Expansion has
been rapid over the last 12 months, and 25 new staff are to be recruited. The CEO
directs managers to ensure there is diversity of staff when they recruit for their team
in line with the organisation’s diversity policy, and asks them to consider the benefits
of having a range of different abilities, ages, genders and backgrounds.
Reviewing the process following recruitment, you note that one department, managed
by Bob, a mature-aged male, is made up of only males who are over 40 years old.
You talk to Bob about the profile of his staff and he defends his choices by saying
that it takes years to develop the sort of skills required to do the work that his
department does. He says that he did not get many applications from women as they
don’t tend to like that sort of work.
Later, Sally, a colleague, tells you that she heard Bob talking about a rival
organisation who has hired a number of staff to reflect their local community. He was
heard saying, ‘By the way they dress and speak, these people are obviously Muslim. I
wouldn’t employ them in a fit’.
1. Which aspects of the diversity policy should the managers at West Coast Finance Support
consider when hiring staff?
Manager should be considered when hiring staff are:

- Job descriptions being inclusive, make the job description more welcoming and
comprehensive.
- Need to make sure to advertise in multiple places, for instance advertising in
community newspapers or newspaper in different language.
- Interview questions need to be inclusive and consistence to ensure everybody has the
same opportunity.
- To select the candidates, rating system can be used to have an objective view of the
Candidate
- When interviewing manager need to check if there is a communication style or
language barrier.
2. List four benefits of having a diverse staff that the CEO may have explained to managers.
The CEO may have explained multiple benefits to their managers:

• Better business performance and productivity from employees
• More creative and innovative thinking among staff
• Work environment will improv and staff health and wellbeing
• Fast problem solving and better decision making
3. What would you do about the conversation where Sally overheard Bob making derogatory
remarks about the rival organisation’s Muslim staff?
- Racial commenting is a breach of the laws Racial Discrimination Act 1975 and can cause a
bad reputation for the company, so I will have a meeting with Bob where I will explain the
company policy in more details. Furthermore, I will organize a workshop on the diversity
benefits.
4. You decide to confront Bob about the lack of diversity in his staff. What information would
you gather as evidence of the success that comes from diversity before taking up the matter
with him?
- I will gather information from other departments to show him the results achieved from
diversity. On the information gathered I will make sure to highlight the better decision making,
how faster other department solved problem and how diversity increased their profits
- I will show to Bod how diversity promote engagement and create a better company reputation.
5. A member from Bob’s team is planning to retire. Bob shows you a list of applicants he
thinks should be interviewed for the position. Again, there are no women or younger people.
Are Bob’s actions illegal? Could an applicant bring a complaint against the company?
- Bob`s actions are not illegal but are against the company policy and directions, this way the
company can receive complaint from the applicants.
Part B
Complete the following tasks to demonstrate your ability to manage diversity.
1. Prepare a one-page survey for team members to complete that identifies what they
understand about diversity and how it is managed in their workplace. Make sure you adapt
the survey for your audience so they clearly understand it and what they are required to do.
- Answer the following survey on diversity and inclusion place a cross over the number you feel
more appropriate for your answer, where the number 1 is Strongly Disagree to the number 5
for strongly agree
Employees who are different from most others are 1 2 3 4 5

treated fairly within our organisation
If I had a concern about harassment or 1 2 3 4 5
discrimination, I know where and how to report
that concern
I feel included and respected within the 1 2 3 4 5
organisation
Racial, ethnic, and gender-based jokes are not 1 2 3 4 5
tolerated at Foodaety.
Our organisation provides an environment for the 1 2 3 4 5
free and open expression of ideas, opinions and
beliefs
There is cultural diversity among the people a job 1 2 3 4 5
candidate will meet/see on his/her first visit to our
organisation
Within our organisation, everyone has access to 1 2 3 4 5
equal employment opportunities regardless of
their difference
The organisation has done a good job providing 1 2 3 4 5
training programs that promote diversity and
inclusion.
At Foodaety, I can be successful as my authentic 1 2 3 4 5
self.
I feel like my colleagues understand who I really 1 2 3 4 5

am.
Employees of different backgrounds are 1 2 3 4 5
encouraged to apply for higher positions.
2. Prepare a one-page, dot-point plan for promoting the diversity policy both in your workplace
and to the wider community. Include at least three strategies you will use.
3. In addition, prepare and submit material to support your plan, such as slides for an electronic
presentation, examples of a newsletter article, an example of how the organisation uses its
diversity or guest speakers they may use.
Diversity policy plan:

Introduction
- What is diversity
- Why diversity in business?
- Legislative framework
o Age Discrimination Act 2004

o Disability Discrimination Act 1992
o Human Rights and Equal Opportunity Commission Act 1986
o Work Health & Safety Act 2011
o Racial Discrimination Act 1975
o Sex Discrimination Act 1984
o Workplace Relations Act 1996
- RESPECT in workplace
- Workplace Diversity Program Strategies
o Strategy 1
o Strategy 2
o Strategy 3
- Avoid making assumptions

o Prejudice
o Stereotype
o Explicit Bias
o Implicit Bias
- Workplace success program

o Individual responsibility
o Supervisor/manager responsibility
o Organisation responsibility
- Conclusion
Please find attached the PowerPoint presentation named “Diversity policy plane
presentation”
4. Conduct a meeting to discuss the legislation underpinning diversity and the value of
diversity to the organisation, including a brainstorming session to identify:
5. where the diversity policy could be improved
In conclusion we found Age diversity can be improve to our diversity strategy. Age
diversity related measurable objectives of engaged employees for Foodaety
organisation, will be set and reviewed on an annual basis by the Foodaety committee team.
6. how the current diversity in the workplace can enhance the products and services.
- The current diversity strategy we promote employees engagement and it can trickle down into
many important areas of a company, especially those in customer service teams, and our
products. Also, with our current diversity we attract more divers talent
7. how individuals can value and contribute to diversity, including looking at their own
prejudices.
- To our employees we need to make sure they know the diversity goals and vision of Foodaety
and its connection to the overall business objectives. Our employee needs to participate and
engage with our surveys and respond as openly and honestly as possible. We need to make
sure they have an internal employee that they can comfortably express concerns.
- Our employees need to overcome their own prejudices by treat people in a way they wish to
be treated rather than the way you wish to be treated. Employees need to understand that
common social activities and practices that are comfortable for some may not be comfortable
for everyone.
- We need to make sure that no one tell offensive jokes that may alienate those who are
different from them.
8. Submit the meeting plan, including any resources used such as photographs, electronic
slides or handouts and a review of the meeting.
GOAL OBJECTIVE ACTIONS WHO BY MEASURING

WHEN SUCCESS
Workforce Recruit from a 1. Advertise Human Quarter 1 Increase in the
diversity diverse, roles in representation
resource
qualified group a broad range of diverse
of candidates to of manager s
employees
increase publications
diversity of 2. Ensure a
thinking and diverse
perspective range of
candidates
are
represented at
shortlist stage
Workplace Foster a culture 1. Provide HR Owner Quarter All managers
inclusion that encourages inclusive participate
4
collaboration, leadership inclusive
flexibility and training for leadership
fairness to managers training Three
enable all 2. Establish employee
employees to employee advocacy
contribute to advocacy groups are
their potential groups established
and increase
retention
Meeting decision
All employees have the responsibility to maintain an environment that is safe, respectful
and productive. Everyone has the right to be treated fairly within the workplace in an
environment that recognises and accepts diversity. We can all contribute by participating in
workplace diversity and inclusion activities and opportunities and complying with all anti-
discrimination and workplace diversity legislation. Managers and supervisors can contribute by
displaying a positive commitment to workplace diversity and inclusion, being role models, fostering
an inclusive workplace culture, dealing quickly and effectively with inappropriate behaviour and
participating in diversity training and encouraging team members to attend.
9. A staff member makes a complaint to you that they are being harassed because of their
ethnicity. How would you manage this?
- First of all, I will discuss the matter with the supervisor and the human resources manager to
determine how serious is the situation, then I will have a meeting with the employee that is
been harassed to understand more about the event.
A meeting with the harasser employee will be held where with the help of HR team will
explain our policy once again. The harasser employee will be advised to curb the use of
language in the workplace that has previously caused co-worker complaints. In the meeting
we also explain that these actions can have trouble in the future, involving lawsuit.

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Assessment Completion Status

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Full Name Signature Date (dd/mm/yyyy)

To complete this assessment activity, you need:

2. Write your response to the following requirements:

b. Why is it a good idea to have a diverse workforce?

3. Explain in one paragraph why an organisation should have a diversity policy.

- The designed person in charge, so in this case was Blake.

5. How can the incident be used to improve the policy?

Language discrimination. My suggestion is to vary the team formations, so mix up

● Encouraging team discussions and helping individuals to understand each other.

- To avoid making an automatic assumption about a team member or a candidate,

● Work experience can increase other staff knowledge.

Area Reason for training Strategies to address the

- Promoting diversity will improve the image of our organization. When

- An internal forum can be a staff mentoring or sponsorship programs, this will

Workshop online The younger generation in our

Cultural seminar A new team joins the organization and

Foodeaty`s staff member is made up of the followings:

- Strategies to promote diversity

Workshop on straight and weaknesses.

In this workshop, we ask to conduct a self-assessment where workers can

We do also a self-analysis where workers are discovering weaknesses and be

What diversity and inclusion brought to us

When in our organization we implement diversity we could see an impact on financial

Foodeaty company morale influences the confidence, enthusiasm and

Work diversity blog

Language skills can new markets

Manager should be considered when hiring staff are:

The CEO may have explained multiple benefits to their managers:

Employees who are different from most others are 1 2 3 4 5

I feel like my colleagues understand who I really 1 2 3 4 5

Diversity policy plan:

o Age Discrimination Act 2004

- Avoid making assumptions

- Workplace success program

GOAL OBJECTIVE ACTIONS WHO BY MEASURING

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Student signature: _____ Date: _