Manage Diversity in the Workplace


  • Sex
  • Race
  • Age
  • Pregnancy
  • Disability
  • Marriage and civil partnership


  • Recruitment policy
  • Training policy
  • Management and promotion policy

Question 3

Staff should be made aware of the diversity policy during induction.

Question 4

A company can promote the diversity policy by acknowledging differences by creating a diverse ratio of employee workforce and by offering implicit bias training rom everyone (Bentlry University, 2015).

Question 5

In such cases, one should notify Human Resources for loops in the policy and if no action is taken then the company can be reported.

Question 6

This will not only chase away a potentially good candidate but also ruin the reputation of the company.

Question 7

  • Improved and enhanced creativity
  • Improved company reputation (Clarke, 2020)

Question 8

  • Host team building activities as a type of training
  • Develop diverse teams
  • Encourage employees to celebrate each other (Forbes Coaches Council, 2020).

Question 9

  • Cultural/religious stress codes (such as turbans and head scarfs, etc.)
  • Customs such as restrictions on what foods can and cannot be consumed (limits lunch-time interaction among diverse groups)
  • Non-verbal behavior such as hugs and handshakes which are not permitted between males and females in some cultures (Equal Opportunity Commission, 2020).

Question 10

One can establish clear cut rules and regulations in the workplace that should not interfere with the workplace atmosphere. Also, educate each other about cultural differences to help gain a better understanding of the core issue.

Question 11

The employer

Question 12

Unless they can prove that there is a company policy against the unlawful workplace behavior.

Question 13

  • Create diversity friendly policies
  • Provide diversity training

Question 14

Diverse cultural perspectives can inspire creativity and drive innovation

Question 15

Age Discrimination Act 2004 – protects younger and older people from unlawful treatment on the basis of their age

Disability Discrimination Act 1992 – protects against discrimination on the basis of a disability

Racial Discrimination Act 1975 – protects against discrimination on the basis of ethnic extraction, skin color, descent, national origin, etc.

Sex Discrimination Act 1984 – protects against discrimination on the basis of sex, marital status or pregnancy

Australian Human Rights Commission Act 1986 – established the Australian Human Rights Commission, gives it powers and defines discrimination

Question 16

  • Listen with an open and unbiased mind
  • Follow up promptly (Treace, 2012).

Question 17

  • Sexual Harassment
  • Bullying
  • Racial discrimination
  • Disability discrimination

Question 18

  • Send out a formal email with the victim for a meeting
  • In the meeting, ask the employee to share the experience as I record it.
  • Repeat the process with the accused
  • Investigate

Manage Diversity in the Workplace - Assessment 2

1. Age Discrimination Act – This protects employees of all ages from discrimination and unlawful treatment on the basis of age. It is relevant in the workplace to avoid age discrimination when it comes to issues of treatment of each other as well as promotions.

Disability Discrimination Act – Protects disabled employees from being discriminated against on the basis of the disability. This law addresses people of disability of all ages and protects them from issues such as employment or promotion discrimination on the basis of their disability

Racial Discrimination Act - Protects individuals of all ethicalities, skin color, origin, etc. from employment and promotion discrimination as well as general racial discrimination in the workplace

Sex Discrimination Act - Protects individuals against discrimination on the basis of gender, marital status or status of pregnancy. A company cannot deny employment or equal treatment of any individual in this basis. This act also makes sexual harassment unlawful.

Australian Human Rights Commission Act–This act gives the Australian Human Rights Commission the power to define discrimination. Hence, is has the sole authority to perceive a situation as discriminatory or not. (Australian Human Rights Commission, 2012).

2. It is with great pride that this company boasts the diversity as it reflects to ensure the workplace environment and atmosphere reflects our beliefs and core value system of a united team, have a zero tolerance policy against any form of bullying on the office premises. Bullying on the basis of age, race, sex, and disability is taken very seriously. Any form of bully such as passing rude comments, social exclusion, making rude faces, etc. are punishable under the Age Discrimination Act 2004, Racial Discrimination Act 1975, Sex Discrimination Act 1984, and Disability Discrimination Act 1992, respectively.

Any information received regarding any form of bullying and discrimination in the workplace will be treated seriously and thoroughly followed up by Human Resources. Additionally, if it is found guilty, the culprit’s contract will be terminated with immediate effect followed by a lawsuit. Bullying and discrimination is highly discouraged. We promote teamwork and a friendly and inclusive work environment for all.

References for Manage Diversity in the Workplace

Australian Human Rights Commission.(2012). Legislation. Retrieved from

Bentley University.(2015). 7 ways to promote diversity in the workplace. Retrieved from

Clarke, L. (2020). 8 amazing benefits of cultural diversity in the workplace. Retrieved from

Forbes Coaches Council.(2020). 12 effective ways to educate employees on diversity. Retrieved from

EOC.(2020). Cultural differences in the workplace. Retrieved from

Treace, J. (2012). 4 easy steps for handling complaints. Retrieved from

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