PROJECT

PORTFOLIO

STUDENT VERSION

BSBTWK501

LEAD DIVERSITY AND

First published 2021

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Business Works is a series of training and assessment resources developed for qualifications within the Business Services
Training Package.
Australian Careers College Pty. Ltd
Darwin City College
1/48 Woods St,
Darwin, NT 0800
Parap College
37 Gregory St, Parap, NT 0820
Sydney College
586-590 Parramatta Road, Petersham, NSW 2049

BSBTWK501 Lead diversity and inclusion | 3

 Contents

Section 1: Review diversity requirements and Diversity Policy 5

Section 2: Foster respect for diversity in your work team 10
Section 3: Promote benefits of diversity to clients 13

BSBTWK501 Lead diversity and inclusion | 4

Student name:

Assessor:

Date:

Workplace this assessment

is based on:

Chosen work area:

Organisational goals:

BSBTWK501 Lead diversity and inclusion | 5

 Section 1: Review diversity requirements and
Diversity Policy

Complete the table to describe the legislative, regulatory and code of practice requirements associated
with diversity as it applies to your organisation.
Note: Your answer for each row in the table should include at least one legislation, one regulation or one
code of practice. Across all the rows, you must have included legislation, regulations AND codes of
practice.

Legislation, Regulations Summary:

or Codes of Practice
(summarise at least one legislation, one regulation or one code of
for:
practice)

Age discrimination An age discrimination legislation in Australia is the Age Discrimination

Act 2004. This act makes it unlawful to treat a person differently based
on their age on the following grounds: Employment and related issues,
education, access to properties, the provision of goods, services, and
facilities, the provision of housing, the disposal of land, the administration
of Commonwealth laws and programs, and requests for information that
could be the basis for age discrimination are just a few examples. Under
the age discrimination in the workplace section, it is considered unlawful
for an employer to discriminate against an employee because of their age
in terms of employment opportunities, treatment at work, pay, training,
benefits, etc.

Disability discrimination A disability discrimination legislation in Australia is the Disability

Discrimination and Other Human Rights Legislation Amendment Act
2009. This makes it unlawful to treat a person differently on the grounds
of disability. According to this act, it is illegal to treat someone with a
disability differently than a person without it, ignore or fail to acknowledge
the disability, and make adjustments to make the person with a disability
more comfortable, etc. This act covers all the different types of
discrimination a person with a disability could face and considers them
unlawful.

Racial discrimination One legislation against racial discrimination is the Racial Discrimination
Act 1975. According to this act, The recognition, enjoyment, or exercise
of any human right or fundamental freedom in the political, economic,
social, cultural, or any other sphere of public life must be done on an
equal basis and without distinction, exclusion, restriction, or preference
based on race, colour, descent, or national or ethnic origin. Such
behaviour is prohibited.

Sex discrimination One legislation against racial discrimination is the Sex Discrimination
Act 1984. This act stives towards acknowledging the need to prevent
discrimination againrst people on the basis of their sex, sexual
orientation, gender identity, intersex status, marital status, status in a

BSBTWK501 Lead diversity and inclusion | 6

 romantic relationship, pregnancy or potential pregnancy, breastfeeding,
or having children in the areas of employment, housing, education, the
provision of goods, facilities, and services, the sale of land, club activities,
and the administration of Commonwealth laws and programs:

Human rights Human rights-related legislation in Australia is the Australian Human

Rights Commission Act 1986. This is An Act creating the Human Rights
and Equal Opportunity Commission (now known as the Australian Human
Rights Commission) and establishing provisions for equal opportunity in
employment and human rights. The Act outlines a process by which the
Human Rights Commissioner may look into allegations of illegal
discrimination in paid employment and make attempts at resolution. Age
discrimination, disability discrimination, ethnic discrimination, and sexual
discrimination are all illegal in Australia.

Equal opportunity Equal opportunity-related legislation in Australia is the Human Rights

and Equal Opportunity Commission Act 1986. It is an Act creating the
Human Rights and Equal Opportunity Commission, providing for the
protection of human rights and promoting equality in the workplace, and
for other connected objectives.

BSBTWK501 Lead diversity and inclusion | 7

Complete the table to describe workplace policies and procedures associated with diversity.

Summarise your organisation’s My organization’s existing diversity policy acknowledges the

existing Diversity Policy
Discuss the key features of the
policy.
Attach proof of the policy and
procedure to this section of
the portfolio.
variations in human beings regarding their race, religion, gender,
sexual orientation, ability, and skills and treats them fairly
accordingly. It applies to all employees and is in respect to the
Australian legislation regarding discrimination of various kinds. It
recognizes all gender, ages, ethnicity, culture or religion, race,
sexual preferences, abilities, and marital or family statuses. The
board of the company monitors the application of the diversity
policy and its effectiveness of it in the organization.

Summarise any other policies and
procedures in your organisation
that address:
● complaints procedures
● protocols governing
communication with clients
and co-workers
There is a policy in my organization regarding complaints and
feedback. It Provides team members with means of contact via
which they may voice complaints or concerns about the
application of the Fair Work Laws and handles complaints fairly
and quickly as possible. It also encourages the employees to give
feedback and listens to the feedback of the employees

● providing feedback on
existing policies and
procedures.
Attach proof of the policy and
procedure to this section of
the portfolio (if different to
the Diversity Policy).

Complete the table to assess your organisation’s Diversity Policy.

BSBTWK501 Lead diversity and inclusion | 8

How does the policy apply to your
work area?
Does the policy consider
legislative, regulatory and code of
practice requirements?
Does the policy follow current
best-practice recommendations
(i.e. is the policy current?).
The application of the diversity policy in the organization is up to
par. The workplace has provided an environment to work and
prosper for all kinds of people. The policies are very anti-
discriminatory and are abided by all the members of the
organization. If anyone is in violation of the diversity policy, prompt
action is taken against them by our Human Resources
Department.
Yes, the diversity policy of my organization does consider the
various legislative, regulatory, and code of practice requirements.
The diversity policy was conceptualized and is in regard to the
Fair Work Act 2009, Employment Relations Act 2000, and The
Australian Human Rights Commission. According to these acts,
the employees of our organizations are treated fairly and without
any discrimination. It is affiliated with many State-based
organizations that fight discrimination or promote equality and
promotes the same values in the organization.
The fair work 2009 is current and does follow the current best-
practice recommendations. However, the Employment Relations
Act 2000 is outdated and not current. That legislation has been
amended and it is now Employment Relations Act 2018. There are
various changes in the legislation relating to:
 Restoring protections for vulnerable workers, such as
those in the cleaning and catering industries, regardless
of the size of their employer;
 reinstating set meal and rest breaks;
 strengthening collective bargaining and union rights;
 restricting the 90-day trial to companies with fewer than
20 employees.
These changes in the law are yet to be acknowledged by the
company and act accordingly.
BSBTWK501 Lead diversity and inclusion | 9
 Is the policy achieving the desired
results (i.e. what is the efficacy of
the policy)?
Suggested improvement (at least
three)
Include:
● at least one improvement to
protocols governing
communication to:
o clients
o co-workers.
● at least one improvement to
improve awareness of
challenges experienced by
individuals from diverse
groups in the work team.
● at least one improvement to
align the policy with
legislative, regulatory, code
of practice or best practice
requirements.
Complete the table to summarise the Diversity Policy improvement feedback and suggestions provided
to a superior.
Yes, the policy is achieving the desired results for the most part.
The main objective of the diversity policy is to include
acknowledging and respecting the visible and intangible traits that
distinguish one person from another owing to their gender, race,
familial situation, sexual orientation, age, physical capabilities, or
other ideals. This objective has been met by the current diversity
policy of the organization so far. The changes in the Employment
Relations Act 2000 not being integrated into the company’s
policies might cause problems in the long run but for now the
company’s current policy seems to suffice.
● The employees feel like surveys that the company has been
taking is not really been used properly to solve the problems
that they have been facing and would thus like to see some
effect.
● The company does acknowledge diversity in people.
However, it is vague in its definition and does not follow all
the proper legislation. It should address all the different
specific diversity like people with disabilities, different sexual
orientations, races, etc, and address proper workplace anti-
discriminatory laws to make it a safe environment for
everyone to work at.
● The company, as mentioned above, follows an outdated law.
The changes in the Employment Relations Act 2000 need to
be addressed by the company.
BSBTWK501 Lead diversity and inclusion | 10
Description of superior
Who will you meet with?
Describe their diverse
background.
Communication protocols
What communication protocols
will you follow to consider their
diverse background?
Meeting summary
What input did the superior
provide?
What did you negotiate?
What final improvements will be
included in the Diversity Policy?
If not already viewed in person by
your assessor, provide proof of
your meeting to this section of
your portfolio (e.g., video
recording).
The superior that I consulted with was the head of the Human
Resources (HR) department of our organization. She was a
woman of color. She was of Latin heritage and English was her
second language.
To properly communicate with my superior, I first greeted her in
her native tongue with a “Hola!”. Then I made sure that I was
speaking slowly and clearly so that she may understand properly.
I used simple words to convey to her my thoughts. Ideas, and
opinions so that language would not be a barrier to our
communication. I made sure to not use any slang that she may
not understand or may be offensive to her background.
The meeting was fairly successful. The superior listened to all of
the things that I pointed out to her before giving her input. She
took my suggestions very well.
She agreed that the company policy should be more specific in
acknowledging the diversity in people and the company should
make amends and make it a more comfortable workplace for
everyone.
She agreed that the survey system should also be improved to
make sure that the problems of the employees are being listened
to and actions are being taken accordingly.
She said that she will immediately take these issues up with her
superior and plead with them to act as soon as possible to make
the company better.
BSBTWK501 Lead diversity and inclusion | 11
Revise Diversity Policy In the revised diversity policy, the Disability Discrimination and
Other Human Rights Legislation Amendment Act 2009, the Racial
Attach your revised Diversity
Discrimination Act 1975, and the Sex Discrimination Act 1984
Policy to this section of the
have been referred to make the workplace free of any kind of
portfolio.
discrimination.
Highlight the changes (e.g. using
Additionally. the employees have started to notice the changes
a different font colour or a
that they agreed to in the surveys.
highlighting tool).

Attach: Original Diversity Policy ☐

Meeting with superior (if relevant) ☐

Revised Diversity Policy ☐

BSBTWK501 Lead diversity and inclusion | 12

 Section 2: Foster respect for diversity in your work
team

Complete the table to determine the benefit of diversity on your work area.

Research benefits and competitive the advantages of a diversified workforce are:

advantage of diverse workforces
1. Encourage innovation in your business: The capacity
What are the benefits of having a to approach problems from several angles and come
diverse workforce (at least three)? up with answers is the root of innovation. You are
more likely to come up with original ideas when you
What competitive advantages will a
have a team of people with diverse talents, life
diverse workforce provide (at least
experiences, and cultural backgrounds.
two)?
2. Boost Sales and Revenue: Improving employee
Attach proof of at least two sources morale and engagement is one of the main
of written information for your advantages of diversity in the workplace. Even on its
research. own, this element can increase output and earnings.
Additionally, building a diverse staff can help your
company stand out and attract more customers.
Additionally, you will be able to target varied
audiences from various socioeconomic, cultural, and
racial backgrounds with your marketing efforts since
you will have a better understanding of your target
market.
3. Engage and Empower Your Staff: Diversity in the
workplace has advantages beyond increased brand
awareness and financial success. Creating a diverse
workplace culture may also open up new career
options for your present staff. They get the chance to
experience things from a different angle, gain
knowledge of various cultures, and uncover fresh
methods of doing their jobs. It is a really rewarding
experience that may aid in their career and personal
development.
Benefits for competition that a diversified workforce will bring
are as follows:
1. You should perform financially better: According to a
McKinsey study, businesses with the most diverse
executive boards had an average Return on Equity
(ROE) that was 53 percent greater than that of those
with the least diverse boardrooms.
2. Better commercial decisions: A team that has a
diverse range of backgrounds, viewpoints, and
opinions will often make more thoughtful and reliable
business judgments. People are compelled to take
into account opposing opinions and put more effort

BSBTWK501 Lead diversity and inclusion | 13

 into coming to an understanding.
References:
https://www.questback.com/blog/why-a-diverse-workforce-
gives-you-a-competitive-edge/#:~:text=Increased
%20innovation%20and%20collaboration&text=Research
%20by%20Deloitte%20shows%20that,leads%20to
%20improved%20team%20collaboration.
https://smallbusiness.chron.com/advantages-diverse-
workforce-18780.html

Create a staff engagement survey to Questions asked in the survey:

establish the benefit of a diverse
1. What is diversity according to you?
workforce
2. Do you like working in a diverse environment?
Use any appropriate tool (such as 3. How diverse do you think your company is?
survey monkey) to create the survey. 4. How do you think diversity benefits the company?
5. What could make the diversity management of your
Ask questions (at least five) that
company better?
establish the benefit of working with
diverse people and identify who the
https://docs.google.com/forms/d/e/
diversity champions are.
1FAIpQLSehXr99R_VUjoovtFloki0b2DyOELsOH9y4
Attach proof of your survey to this vV83HnjkQG3nhQ/viewform?usp=sf_link
section of your portfolio.

For the remainder of this assessment, assume that the individuals described in the information
provided in the Simulation Pack (for Section 2 of the Project Portfolio) are part of your chosen work
area.
Use this information whether you’re basing your assessment on your own business or on the
case study business.

BSBTWK501 Lead diversity and inclusion | 14

Complete the table to address diversity challenges and training needs.

Summarise the training needs in your
work area to promote respect for
personal interactions between people
with diverse backgrounds
What are the challenges faced by
those with diverse backgrounds?
Identify staff struggling to work with
diversity.
How does your revised Diversity
Policy apply to each situation?
In the company, the employees need to be trained on
acceptance and its importance. They need to know why
diversity is important in a workplace and why we should treat
all our colleagues with respect and dignity despite our
differences.
It seems that in the company, many of our employees are
being faced with discriminatory stances by their colleagues,
and even customers based on their religion, sexual
orientation, and race.
The revised diversity policy makes it unlawful to discriminate
based on race, sexual preferences, religion, and disabilities
and makes discriminatory actions or words punishable by the
law.

Create a factsheet relevant to your

work area
Include:
● benefits a diverse workforce
● the competitive advantage a
diverse workforce
● link to your staff engagement
survey
● diversity challenges faced
● links to YouTube video clips that
roleplay respectful interaction
between diverse people.
Attach proof of your factsheet to this
section of your portfolio.

BSBTWK501 Lead diversity and inclusion | 15

Draft an email to send your fact sheet
to relevant staff
Attach your draft email to this section
of your portfolio.
Address diversity complaint
How will you address the complaint
according to your organisation’s
policy and procedures?
Attach proof of how you addressed
the complaint (e.g. draft email) to this
section of your portfolio.
Attach:
Dear All,
This is in regards to discrimination that has been happening
to our employees based on their differences in various
aspects.
It is a known fact that diversity in an organization is a very
positive aspect. It shows that our company is a safe place to
work at for all people and is accepting of diversity. Diversity in
a company also brings innovation and improves the
business.
But as of late, there have been some complaints of
discrimination. And the company will not stand for it. Diversity
is beautiful and essential.
A fact sheet is attached to this email showcasing the
importance of diversity in the workplace.
Regards
Diversity complaints will be taken seriously. The discriminator
will be given a warning at first and enrolled in diversity
training and on the second offence, their employment will be
terminated.
Dear Jill,
This is in regard to the complaint that we have received about
you. It has come to our notice that you have been showing
discriminatory behavior toward Jackie due to her sexual
orientation.
Our organization values diversity and tolerates no
discrimination. According to the company policy, you are to
enroll in the diversity training provided by the company to
reflect on and change your discriminatory attitude.
In the case that such behavior is repeated, your employment
at worlducation will be terminated effective immediately.
Regards!
Manager.
Sources of written information (proof) ☐
Survey developed ☐
Factsheet ☐
BSBTWK501 Lead diversity and inclusion | 16
Draft email to staff ☐

Proof of how you addressed the complaint ☐

BSBTWK501 Lead diversity and inclusion | 17

 Section 3: Promote benefits of diversity to clients
Write an article to be published in a media publication (e.g. magazine, external website etc.) that
promotes your organisation’s workforce diversity.
Article title:
Introduction
Provide a description of:
● your organisation
● the diverse team you lead.
Main points
Discuss the benefits of a diverse
workforce provided for your
organisation.
Promote the currency and efficacy
of your Diversity Policy.
Provide an example of how
communication protocols to clients
have been adapted to consider
their diversity.
Diversity at Worlducation
Worlducation is a social organization that works on making
school kids with tablets that help them in their day-to-day
scholarly activities. Our brilliant staff creates software,
resources, and exercises in addition to hardware to further
engage and teach the students.
By adopting artificial intelligence technology that can monitor
each student's progress and adapt to their requirements as they
learn, we want to transform the way that kids learn in the
classroom and provide them with the best possible learning
environment.
Our workforce is a diverse range of people. We have people
working from around all over the world and it only adds to the
beauty and strength of the team at Worlducation.
With a diverse range of people working at the office, we never
run out of ideas. Everyone has a new thought, and a new
perspective to share based on experiences unique to them,
because of the differences between us, because of the
diversity. Because of diversity, our clientele has broadened and
now consists of people having different backgrounds and
abilities.
The diversity policy at worducation is diverse, to say the least. It
touches every form of diversity and makes sure that all of our
employees feel comfortable being truly themselves while
working with us.
We not only take care of our diverse employees but also our
diverse range of customers as well. We ask for their opinions
with surveys and feedback and they are more than happy to
answer our questions so we can improve our service to them.
BSBTWK501 Lead diversity and inclusion | 18
Conclusion
Write one or two sentences to
summarise your article.
Draft an email to refer a client to the
article
Assume that the client, Alicia Allan,
is a married woman who values the
acknowledgement of her marriage
in her salutation (i.e. ‘Mrs’ rather
than ‘Ms’).
Attach your draft email to this
section of the portfolio.
Attach:
Diversity is important to us at Worducation. And we show it to
our employees and our clientele. Worducation hopes to spread
this messege so that everybody realizes how valuable each and
every one of us is in our dissimilarities.
Dear Mrs. Allan,
I would like to refer to you this article titled” Diversity at
Worlducation” that has recently been published. As our valued
customer, we take pleasure in informing you about our recent
occurrences. This happens to be one of them. I hope you enjoy
reading it.
Warm regards.
Manager.
Draft email to client ☐
BSBTWK501 Lead diversity and inclusion | 19