Contents

Section 1: Review diversity requirements and Diversity Policy 4

Section 2: Foster respect for diversity in your work team 9

Section 3: Promote benefits of diversity to clients 12

BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 Student name:

Assessor:

Date:

Workplace this assessment

is based on:

Chosen work area:

Organisational goals:

BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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 for:
(summarise at least one legislation, one regulation or one code of
practice)

Age discrimination The Age Discrimination Act 2004 (Australia) forbids age discrimination in
the workplace and other public spheres. It guarantees the equality of
rights and opportunities for individuals of all ages.

Disability discrimination
The Americans with impairments Act (ADA) forbids discrimination against
people with impairments in the workplace, on public transit, and when
obtaining public services, among other spheres of society. In order to
guarantee that those with disabilities have equal opportunities, it requires
appropriate adjustments.

Racial discrimination The United States' Civil Rights Act of 1964 forbids discrimination on the
grounds of race, colour, religion, sex, or national origin in the workplace
and other public spheres. It seeks to guarantee everyone, regardless of
colour or ethnicity, equal opportunity and treatment.

Sex discrimination People are protected against discrimination on the basis of sex, gender
reassignment, or marital status under the United Kingdom's Equality Act
2010. It guarantees that everyone, regardless of gender identity or
expression, will receive the same treatment and opportunity.

Human rights A foundational document that outlines essential human rights, such as
the right to equality and non-discrimination, is the Universal Declaration of
Human Rights (UDHR). It provides a foundation for numerous
international agreements and treaties that attempt to safeguard human
rights everywhere.

Equal opportunity The Australian Human Rights Commission was established by the
Australian Human Rights Commission Act of 1986. Its aim is to safeguard
and advance human rights in Australia, particularly by eradicating
discrimination and advancing equal opportunity for all.

BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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Complete the table to describe workplace policies and procedures associated with diversity.
Summarise your organisation’s
existing Diversity Policy
Discuss the key features of the
policy.
Attach proof of the policy and
procedure to this section of
the portfolio.
Summarise any other policies and
procedures in your organisation
that address:
● complaints procedures
● protocols governing
communication with clients
and co-workers
● 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
diversity policy: The Diversity Policy of our organisation is to
promote an inclusive work environment in which each employee
is treated with dignity, respect, and equal opportunity. The
promotion of diversity and inclusion through hiring, training, and
development initiatives, the outlawing of discrimination based on
protected characteristics, and the provision of assistance and
accommodations to guarantee the success of every employee
are important components.
complaints procedures:Our company has set up clear channels
for workers to file complaints about harassment, discrimination, or
other problems they may have at work. These protocols specify
how complaints should be reported, how inquiries will be looked
into, and what will be done to address and promptly resolve them.
protocols for communication:Communication protocols with
clients and coworkers place a strong emphasis on courteous and
inclusive relationships. These standards provide rules for clear,
concise communication that take cultural sensitivity, active
listening, and other factors into account. They also cover
confidentiality, proper routes of communication, and upholding
professionalism in all dealings with clients and coworkers.
providing policies and procedures: In order to continuously
enhance the organization's operations, employees are urged to
offer input on the policies and procedures that are currently in
place. Employees can provide their ideas and suggestions for
improving diversity, inclusiveness, and general workplace
effectiveness through surveys, suggestion boxes, and frequent
meetings. Management carefully considers and evaluates this
input before making any necessary modifications or revisions to
policies and procedures.
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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?).
BSBTWK501 Lead diversity and inclusion
The policy ensures that all workers are treated equally and fairly,
regardless of their background or personal traits, and it applies to
my work area. It encourages inclusivity and diversity in hiring,
training, and project assignments, creating a happy, encouraging
work atmosphere where each person may share their own skills
and viewpoints.
Yes, the policy complies with applicable laws that prohibit
discrimination and equal opportunity in the workplace, including
the Equality Act. In addition, it takes into account rules of conduct
pertaining to inclusion and diversity, guaranteeing adherence to
legal requirements, and fostering an environment at work that
respects the rights of every person and values diversity.
The policy highlights proactive steps to address prejudice, foster
cultural awareness, and foster a supportive work environment,
which follows contemporary best practices in diversity and
inclusion management. To guarantee that the policy stays in line
with changing best practices and new problems in diversity and
inclusion management, frequent revisions and reviews are
required.
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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.
BSBTWK501 Lead diversity and inclusion
The strategy has been successful in creating an inclusive working
culture and raising awareness of diversity. But there's still space
for improvement when it comes to addressing the difficulties faced
by members of different groups and making sure that everyone
has equal access to opportunities for professional growth and
career advancement. Furthermore, in order to determine the
impact of the policy and make the required modifications in order
to get the intended results, continuous assessment and feedback
systems are required.
1. Improvement of Protocols Overseeing Communication: - To
guarantee successful communication and foster long-lasting
relationships, develop precise standards for client communications
that place an emphasis on cultural sensitivity, attentive listening,
and polite participation.
- Conduct workshops or training sessions for staff members on
cultural sensitivity and effective communication strategies to
improve relationships with clients from a variety of backgrounds.
2. Enhancement of Communication Protocols with Coworkers: -
Create regular forums or diversity discussion groups where staff
members can freely discuss their experiences, viewpoints, and
worries about diversity and inclusion. This will improve
communication protocols within the company.
- Promote intercultural cooperation and team-building exercises to
cultivate empathy, respect, and understanding among coworkers
from different backgrounds.
3. Modification to Comply with Law and Best Practice
Requirements: Perform a thorough analysis of the policy to make
sure it complies with the most recent legal, regulatory, and best
practices standards for managing diversity and inclusion. To
ensure the policy remains relevant and effective over time,
establish a mechanism for periodic updates and revisions based
on modifications to legal standards, new research, and input from
stakeholders.
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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).
BSBTWK501 Lead diversity and inclusion
Our organization's Chief Diversity Officer (CDO) is the boss I will
be meeting with. Their experience in implementing strategies to
promote diversity and develop inclusive workplaces is
considerable, and they have a strong foundation in diversity,
equity, and inclusion (DEI) projects. Being a part of the LGBTQ+
community and a person of colour, they offer a distinct viewpoint
to DEI initiatives and are dedicated to promoting constructive
change inside the company.
The CDO is a member of the LGBTQ+ community and identifies
as a person of colour. They've worked in a variety of
organisational environments, supporting diversity and inclusion
and standing up for underrepresented groups. Their approach to
DEI programmes is informed by their different backgrounds and
personal experiences, which enables them to effectively remove
systemic hurdles and offer fair opportunities for all employees.
In light of the CDO's varied backgrounds, I will make sure that all
communications are carried out with courtesy and inclusivity. This
entails speaking inclusively, paying attention to what they have to
say, and being aware of any potential cultural sensitivities or
nuances. In order to make sure that their voice is heard and
respected during our conversation, I will also give them plenty of
time to share their opinions and experiences.
The CDO gave insightful remarks about the organization's present
level of diversity and inclusion throughout the meeting. They
emphasised the need to address systemic prejudices and
integrate intersectionality as key areas for improvement in the
Diversity Policy. We reached agreements on a number of
suggested modifications, such as the creation of focused training
courses on unconscious prejudice and microaggressions, the
deployment of employee mentorship programmes for
underrepresented groups, and the creation of diversity measures
to monitor advancements over time. Following our conversation,
the Diversity Policy will now have a greater focus on
intersectionality, specific actions to address systemic prejudices,
and improved accountability methods to guarantee that DEI tactics
are implemented successfully.
1. Take intersectionality into account: Make sure the diversity
policy takes into account the intersecting identities and
experiences of employees, taking into account things like
socioeconomic background, gender, race, and sexual orientation.
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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Revise Diversity Policy
Attach your revised Diversity
Policy to this section of the
portfolio.
Highlight the changes (e.g. using
a different font colour or a
highlighting tool).
Attach:
Section 2: Foster respect for diversity in your work
team
Complete the table to determine the benefit of diversity on your work area.
BSBTWK501 Lead diversity and inclusion
2. Put specific programmes and efforts into action: Create
initiatives like mentorship programmes for underrepresented
groups, training on unconscious bias, and diversity metrics to
monitor progress in order to eliminate systemic prejudices and
encourage inclusion.
3. Strengthen the accountability protocols: Provide explicit
accountability procedures, such as periodic DEI assessments and
reporting, to guarantee that the company stays dedicated to
achieving its diversity and inclusion objectives.
Include Input: Consider input or recommendations from staff
members, stakeholders, or diversity and inclusion specialists.
Address Gaps: Determine any areas, such as encouraging
intersectionality, addressing unconscious prejudice, or offering
assistance to underrepresented groups, where your current policy
may be deficient or reinforced.
Revise the Wording: Make sure that the policy's wording is
courteous, inclusive, and represents the most recent best
practices for managing diversity and inclusion.
Boost Accountability: Clearly define roles and duties related to
putting the policy into action and enforcing it, as well as the
procedures for reporting and handling instances of harassment or
discrimination.
Provide Resources: Provide details on the training courses, tools,
and networks of support that staff members can access to
encourage inclusion and diversity in the workplace.
Original Diversity Policy ☐
Meeting with superior (if relevant) ☐
Revised Diversity Policy ☐
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 Research benefits and competitive
advantage of diverse workforces
What are the benefits of having a
diverse workforce (at least three)?
What competitive advantages will a
diverse workforce provide (at least
two)?
Attach proof of at least two sources
of written information for your
research.
BSBTWK501 Lead diversity and inclusion
1. Greater Innovation: Diverse teams bring people together
who have different backgrounds, experiences, and points of
view. This diversity of viewpoints encourages creativity and
innovation, which results in the creation of more inventive
products and solutions. (Source: "How Diversity Can Drive
Innovation" in the Harvard Business Review)
2. more Problem-Solving: Because diverse teams approach
problems from several perspectives and provide a range of
insights and solutions, they are more suited to address
difficult problems. A wider range of viewpoints promotes more
thorough decision-making and problem-solving procedures.
(Source: "Diversity Wins: How Inclusion Matters" by
McKinsey & Company)
3. Increased Employee Engagement: When diversity is
represented at work, employees feel appreciated and
involved. A varied workforce fosters an inclusive and
respectful culture, which raises the bar for employee
engagement, satisfaction and retention.
Access to a Broader Talent Pool: Employers may draw and
keep top talent from a greater variety of backgrounds and
experiences by having a diverse staff. Having access to a
wider pool of people improves the organization's capacity to
attract top talent and foster innovation and expansion.
2. A deeper comprehension of varied markets: Employers
with a diversified workforce are able to better understand the
wants, tastes, and markets of their varied clientele. With the
use of this knowledge, businesses can better target and
interact with a variety of consumer segments, giving them a
competitive advantage in the market.
Harvard Business Review:
https://hbr.org/2013/12/how-diversity-can-drive-in
novation
McKinsey & Company -
https://www.mckinsey.com/featured-insights/diver
sity-and-inclusion/diversity-wins-how-inclusion-mat
ters
Deloitte -
https://www2.deloitte.com/content/dam/insights/
us/articles/4209_Diversity-and-inclusion-revolution
/DI_Diversity-and-inclusion-revolution.pdf
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 Create a staff engagement survey to
establish the benefit of a diverse
workforce
Use any appropriate tool (such as
survey monkey) to create the survey.
Ask questions (at least five) that
establish the benefit of working with
diverse people and identify who the
diversity champions are.
Attach proof of your survey to this
section of your portfolio.
. Do you think that having a variety of viewpoints helps our
team solve problems more effectively?
Do you have any particular examples in mind of how diversity
has sparked creativity or innovative ideas at work?
Do you think that having a varied workforce improves our
company's capacity to recognise and meet the needs of a
wide range of clients?
In our company, who do you think is a champion for diversity?
(Please state role and name.)
What other ways do you think we can use diversity to help
our team succeed and grow?

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 RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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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?
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
To encourage respect for interpersonal interactions between
individuals from different backgrounds, training is required. To
promote inclusive and courteous interactions at work, this
entails developing cultural understanding, improving
communication skills, and eliminating unconscious biases.
People from different origins may encounter difficulties at
work such as discrimination, microaggressions, stereotyping,
and a sense of exclusion or marginalisation. They might also
have trouble overcoming linguistic obstacles, cultural gaps,
and a lack of visibility or representation in leadership roles.
Employees that find it difficult to collaborate with diversity
may act in ways like being resistant to change, saying hurtful
things or making jokes about other people, making biassed
decisions, or excluding people because of their origins. They
might also exhibit insensitivity or a lack of knowledge of
problems impacting people from different backgrounds.
The updated Diversity Policy offers recommendations and
resources to help staff members who are having a hard time
adjusting to diversity as well as individuals from a variety of
backgrounds. It highlights how crucial it is to provide cultural
competence training, encourage inclusive behaviours, and
create a welcoming workplace where everyone is treated with
dignity and respect. In order to guarantee accountability and
a timely settlement, the policy delineates the repercussions
for discriminatory conduct and promotes the reporting of
events.
increased creativity and invention as a result of varied
viewpoints and experiences. Improved ability to solve
problems by drawing on a larger variety of skills and
perspectives. - Enhanced morale and engagement among
staff members, which raises retention and productivity.
enhanced capacity to draw in and keep excellent personnel
from a variety of backgrounds. Improved customer
satisfaction and loyalty through an awareness of and
reflection of the various demands and preferences of the
consumer base.
https://www.google.com/url?sa=i&url=https%3A%2F%2Fpeo
plepulse.com%2Fsolutions%2Fstaff-engagement-surveys%2
F&psig=AOvVaw2yf4C2V61aGJJiyxWvJzGm&ust=17109831
68768000&source=images&cd=vfe&opi=89978449&ved=0C
AUQn5wMahcKEwiQ98WR04GFAxUAAAAAHQAAAAAQBA
prejudice and discrimination at work. - Insufficient diversity
and representation. - Barriers to communication arising from
cultural disparities.
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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.
BSBTWK501 Lead diversity and inclusion
Respectful Interaction in a Diverse Workplace
Effective Communication Across Cultures
To:alkab2614@gmail.com
Subject: Reviewing the Significance of Diversity in the
Workplace
dear Team,
I hope you are doing well. I wanted to share a factsheet with
you as part of our continuous efforts to support diversity and
inclusion in the workplace. It highlights the advantages of
having a varied workforce and the significance of polite
interactions between people from different backgrounds.
The numerous benefits of diversity are discussed in this fact
sheet, which includes improved problem-solving skills, more
employee engagement, and increased innovation. In addition,
it discusses typical difficulties that members of different
groups encounter and offers tools—like a staff engagement
survey and YouTube video clips—to bolster our dedication to
fostering an inclusive workplace.
I kindly request that you allocate some time to peruse the
factsheet and interact with the available materials. As we
strive to create a work environment where everyone feels
appreciated, respected, and empowered to share their
distinct viewpoints and skills, your cooperation and
understanding are essential.
I appreciate you taking the time to consider this crucial issue.
Do not hesitate to contact us if you have any questions or
would like further information.
Warm regards,
vidhi.
Acknowledge the issue as soon as possible and reassure the
complainant that it will be looked into in great detail.
- Carry out a fair and unbiased investigation, interviewing
those involved and acquiring pertinent evidence.
If the complaint is verified, take the proper disciplinary action
in line with company guidelines and any relevant legal
requirements.
- Assist the complainant with resources and support and take
action to stop such occurrences from happening again in the
future.
RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 Attach: Sources of written information (proof) ☐

Survey developed ☐

Factsheet ☐

Draft email to staff ☐

Proof of how you addressed the complaint ☐

BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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.
BSBTWK501 Lead diversity and inclusion
at Indian asian grocers, We take great satisfaction in creating
an inclusive and diverse work environment. Being the team
leader for a varied group of people, I have personally seen the
enormous advantages of accepting individuals with different
origins, experiences, and viewpoints.
Advantages of a Diverse Workforce: Our organization's
productivity, creativity, and innovation have all benefited from
our embrace of diversity. Because of the variety of perspectives
and ideas that our various team members bring to the table, our
problem-solving and decision-making processes are stronger.
Furthermore, diversity encourages employees to feel engaged
and part of the team, which boosts morale and increases
retention rates.
The effectiveness and currency of our diversity policy:
The Diversity Policy of our company is a real, breathing
commitment to fostering an inclusive workplace where everyone
is treated with respect and worth. It is not merely a paper
document. To make sure it complies with the most recent
regulatory requirements as well as best practices, we evaluate
and update our policy on a regular basis. By means of
continuous training and educational programmes, we enable
our staff members to advocate for diversity and confront
prejudices.
Modifying Communication Procedures in Light of Diverse
Clientele:
Offering a range of language options and communication
channels to suit diverse requirements and preferences is one
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 way we modify our communication protocols to account for the
variety of our clientele. We work hard to make sure that every
interaction is courteous and inclusive, whether that means
offering virtual meetings for clients with accessibility needs or
providing printed documents in different languages.

BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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 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:
BSBTWK501 Lead diversity and inclusion
Conclusion: Embracing diversity is not only a moral requirement
but also a competitive advantage in today's ever changing
corporate scene. At Indian asian grocers, we're dedicated to
utilising diversity's potential to promote inclusivity, spark
creativity, and ultimately lead to success.
To:aliciaallan@gmail.com
Subject: Indian asian grocer's article "Embracing Diversity: A
Must-Read"
Greetings Mrs. Allan,
I trust this email finds you in good health. I wanted to share a
recent article from [Media Publication] titled "Embracing
Diversity: The Key to Success at [Organisation Name]" with
you. I think this post is enlightening and motivating for anybody
who appreciates variety and inclusiveness.
By clicking on this link, you can read the article: [Link to Article].
Please don't hesitate to contact us if you have any queries or
would want to talk about how our company might support your
diversity and inclusion programmes. We are grateful for your
relationship and eager to stay of service to you.
Sincerely,
vidhi
manager
Indian asian grocers.
Draft email to client ☐
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BSBTWK501 Lead diversity and inclusion RTO No: 45620 CRICOS No: 03857D Version No 2.0 Date:04042023
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