Canterbury Business

College
CRICOS Code – 01899K RTO Code - 6554

ASSESSMENT 1
Unit description:
Cluster Diversity
Unit Code BSBDIV501
Unit Name Manage diversity in the workplace
Qualification Name Certificate IV In Commercial Cookery
Assessment Tool Project

Student must fill this section:

Candidate Name: Prajwal Shrestha
Candidate ID: 6405
“I give my permission for my assessment material to be used in the auditing,
Privacy Release Clause: assessment validation & moderation Process”
Plagiarism and
“I acknowledge that entire assessment work is done by me”
Collusion:

Student signature: ________________ Date: _19/04/019____________

Feedback to student:

Assessment Completion Status

Attempt Satisfactory Non-Satisfactory Date Assessor’s Signature

Initial attempt  
2nd attempt/Re-assessment
 

CBC-BSBDIV501-A1-V2019.1
Page 1 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554

Information for Candidate:

 All work is to be entirely of the candidate.

General Information for this assessment:

 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, 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.

Re-assessment of Result & Academic Appeal procedures:

If a student at Canterbury Business College is not happy with his/ her results, the student may appeal against their result via a written letter, clearly
stating the grounds of appeal to the MSS / DSS. This should be submitted after completion of the subject and within 14 days of commencement of the
new term.

Re-assessment Process:
 An appeal in writing is made to the ACC / MSS providing reasons for re-assessment /appeal.
 ACC / MSS will delegate another faculty member of CBC to review the assessment.
 The student will be advised of the review result done by another assessor.
 If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecturer/trainer in charge,
the ACC, the MSS and the DSS OR if need be an external assessor.
 The Institute will advise the student of the appeal decision within 14 days from the submission date of the appeal. The decision of the panel will
be deemed to be final.
 If the student is still not satisfied with the result, the 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 reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These
principles require assessment to be reliable, fair, practical and valid.

Academic Appeals:
 If the student is dissatisfied with the outcome of the assessment marking process, he/she has a right to appeal the assessment results.
 The notice of appeal should be in writing addressed to the MSS / ACC 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 emergency circumstances, 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.
 The decision of MSS / ACC will be discussed with the DSS and will be final.

For further information please refer to Student Handbook.

“I acknowledge that I have understood all the above rules and guidelines for the assessment
Prajwal Shrestha 19/04/2019

Full Name Signature Date (dd/mm/yyyy)

CBC-BSBDIV501-A1-V2019.1
Page 2 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554

Submission Details

The Assessment Task is due on the 26 April, 2019. 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

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
CBC-BSBDIV501-A1-V2019.1
Page 3 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
 access to workplace diversity policy documents and relevant legislation
 to answer the questions and submit responses as directed by your
trainer/assessor/training organisation.

Part A
1. List three major pieces of federal legislation related to diversity and briefly explain
what each covers. You may wish to use a table similar to the following to present
your response.

Legislation Explanation

Sex discrimination Act This act makes it against the law to treat you unfairly
1984. (cth) because of your:
 Sex
 Gender identity
 Intersex status
 Sexual orientation
 Marital or relationship status (including some
-sex de facto couples);
 Family responsibility,
 Because you are pregnant or might become
pregnant
 Because you are breastfeeding
The act also makes sexual harassment against the law.

Legislation Explanation

The racial This act makes it against the law to treat you unfairly
Discrimination Act because of your race, colour, descent, national or
1975 ethnic origin or immigrant status.

Legislation Explanation

Age Discrimination This act makes it against the law to treat you unfair
act 2004 because of your age.
The act protects young people, older people and
everyone in between

2. In your own words, describe in one or two paragraphs what diversity in the
workplace means. Why is it a good idea to have a diverse workforce?
CBC-BSBDIV501-A1-V2019.1
Page 4 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
=Diversity in the Workplace is a people issue, which focuses on the similarities and
differences between people in an organisation. Diversity in the workplace is
typically defined largely to include different aspects beyond those legally specified
in affirmative action non-discrimination statutes and equal opportunity.
Diversity in the workplace is most often explained to include different aspects that
influence an individual’s identity and point of view, such as education, parental
status, profession, and geographic location.
It also includes cultural diversity that creates a unique identity, which includes
race, gender, sexual orientation, gender identity, age and ethnicity.
3. Explain in one paragraph why an organisation should have a diversity policy.
=As workforce demographic shift and global markets emerge, workplace diversity
inches closer to becoming a business necessity instead of banner that companies
wave to show their commitment to embracing differences and change. Employees
reap tangible and intangible benefits from workplace benefits, not the least of
which include respect from co-workers and business gains.
Mutual Respect among employees
Economic Empowerment of Marginalized workers.
Conflict Reduction and Resolution.
Business Reputation
Job promotion and Employee Development.
Increased Exposure to Different kinds of People.
4. Describe at least three ways a manager can ensure the diversity policy is explained
to staff, is understood and easily accessed.
 Be based on the equality of gender, age, nationality, and any other diversity
that exists among employees.
 Listen to any complaints and suggestion of improvement in the organization
diversity of act.
 Make peroxidic meetings about the subject of diversity among employees.
5. Provide four actions that management and staff should follow to ensure they
comply with a diversity policy.
 Respect ang religious dates. Leaving the employee, it they want, to celebrate
the special dates,
 Adopt the policy of individuals merit regardless of Sex and age.
 Accept the use of other languages among employees of the same country who
want to use it.

CBC-BSBDIV501-A1-V2019.1
Page 5 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
 Hold happy hours advising employees to bring their spouse. These meetings
can approach the employee’s family to the company.
6. List at least three ways in which an organisation can review the policy and
encourage suggestions for improvement.
 Make a research with the employees it they have any complaint about diversity
policy.
 Record all cases of harassment or discrimination to discuss about it with the
employees.
 Be present in the workplace to make sure that the diversity policy is being
followed.

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 Racial Discrimination 1975
Employees are not to engage in any form of discrimination and/or harassment
towards other employees, clients and business partners, at the work and work-
related functions.

CBC-BSBDIV501-A1-V2019.1
Page 6 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
7. What action should have been taken when the staff member raised the disparaging
remarks with the manager?
 The organization have to give financial and civil punishment.
 The organization have to direct the responsible to lectures about diversity.
 The organization have to rupture the employee’s contract.
8. What message was communicated to Kirsty (and those making the disparaging
remarks) by the response of the manager?
The message communicated to Kirsty that it is in acceptable in the company and it
can result in hard punishment, according to the Racial Discrimination Act 1975 that
says: “It is unlawful for a person to do any act involving a distinction, exclusion,
restriction or preference, based on race, colour, descent, or national or ethnise
origin which has the purpose or effect of nullifying’ or impairing the recognition,
enjoyment or exercise, on an equal footings, of any human right or fundamental
freedom in the political, economic, social, cultural or any other field of public life.”
9. Whose responsibility do you think it is to ensure all staff attended the diversity
training?
The main responsible is the HR manager but all the employees must ensure that
their colleagues participate and share the idea shown in the diversity training.
Kristy did the right, just overhead bad comments and talked to Blake to take care
about it.
10.How can the incident be used to improve the policy?
 It can be use as example to show all the employees what they mustn’t do
following diversity act.
 The diversity training was not enough. Should have an increase in numbers of
training to ensure that it have been understood by the employees.
 All the employees are treated with equality. “no difference” should be the label
of the diversity policy.
 The managers should meet to improve the company diversity policy. This
meetings must be done regularly.

Part C
Prepare a portfolio of information to provide evidence that you can implement a
diversity policy.
Fit Services limited Diversity policy.
CBC-BSBDIV501-A1-V2019.1
Page 7 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
BACKGROUND
Fit services limited is a public company, listed on the Australian cleaning facilities. As
an national organization, Fit services workforce and client based represent a spectrum
of individual attributes including (but not Limited to) cultural and ethnic backgrounds,
senders, ages, race, and family circumstances. Fit services recognise the benefits of
such diversity and is dedicated to sustaining a work environment that respects
individual differences and promotes equality and diversity at all levels of the
organization. Accordingly, The Board has endorsed this Equality and Diversity in the
workplace policy to support the company’s commitment to equality and diversity,
The purpose of this policy:
 Set out the benefits of diversity and equality to Fit services;
 Objectives relating to diversity including but not limited to gender diversity, and
the reporting requirements on these objectives;
 Promote a fair and inclusive workplace culture free from discrimination and
harassment by setting out relevant employee obligation;
 And provide the standard and guide development of workplace policies and
procedures at local levels of the company;
SCOPE
 Fit Services legal obligations.
 Equality and diversity in the workplace policy definitions.
 Gender Diversity objectives.
 Discrimination and harassment.
 The board human resources committee.
 Training and Communication.
 Reporting Inappropriate Conduct
Policy Related documents.
 Code of Business Conduct,
 Board Nominations Committee Charter.
 Business Partners policy.
 Whistle-blower Policy Indigenous.
 Relations Policy.
 Reconciliation Action plan.
 Equality and diversity in the workplace Handbook_(Australia)
 Regional policies, including the Americas Diversity and EEO statement.

CBC-BSBDIV501-A1-V2019.1
Page 8 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
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.
Fit services limited is a public company, listed on the Australian cleaning facilities.
As an national organization, Fit services workforce and client based represent a
spectrum of individual attributes including (but not Limited to) cultural and ethnic
backgrounds, senders, ages, race, and family circumstances. Fit services recognise
the benefits of such diversity and is dedicated to sustaining a work environment
that respects individual differences and promotes equality and diversity at all levels
of the organization. Accordingly, The Board has endorsed this Equality and
Diversity in the workplace policy to support the company’s commitment to equality
and diversity.
The Chief Executive, Human Resources is responsible for keeping this policy up to
date. A formal review of the policy takes place annually.
11.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

Gender The board has set initial measurable objective in

relation to gender diversity, amusing to increase the
level of participation of women throughout the
organisation.

Discrimination and Guided by the code of Business Conduct and

harassment applicable local policies and procedures, Employees
are not to engage in any form of dissimilation and/or
harassment towards other employees, client and
Business partners, at work and work – related
functions.

Age Fit services’ mangos have to conduct to encourage

the hiring of young and older employees, making
and interaction between the generations and taking
advantage of the qualities of each.

Ethnicity The board of fit services, will regularly establish,

review, and assess achievement against,
measurable objectives in relation to Ethnicity
diversity.

CBC-BSBDIV501-A1-V2019.1
Page 9 of 10
 Canterbury Business
College
CRICOS Code – 01899K RTO Code - 6554
12.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.
13.List at least three instances where you might improve the policy. Provide an
example for each.
 Be flexible with employees on religious dates: Some religions have different
special dates other and these dates must be repeated, leaving the employees, if
they choose, celebrate.
 Influence employees to participate in meetings outside the organization to
improve the relationship between them. In this way is expected make the staff
as a family.
 Make a policy within to everyone. It must be showed in displays around the
organization and must be given a copy to all employees in order to keep them
informed about it.

CBC-BSBDIV501-A1-V2019.1
Page 10 of 10