Manage Diversity in the Workplace - Assessment 1

A1. Marriage, pregnancy, racism, sexism, age and disability are few prohibited areas associated with the discrimination of the company which must be addressed in order to promote diversity policies.

A2. Promotion policy, anti-harassment policy and recruitment policy.These examples of policies will help to cover various aspects of the operations in business which is potentially affected by the diversity of environment at workplace.

A3. During Induction Program

A4. A diverse ratio associated with the workforce of employee and providing training (Forbes Coaches Council, 2020).

A5. One should report to the HR of the company.

A6. The reputation of the company will be deteriorated.

A7. Creativity and productivity will be enhanced along with the reputation of the company.

A8. Diverse team training, motivational sessions along with the team building activities can encourage the workers to resolve cultural differences (Forbes Coaches Council, 2020).

A9. Non-verbal behavior, cultural stress quotes like turbans and restriction off what can be consumed and at what time(Equal Opportunity Commission, 2020).

A10. Rules must be formulated in such a way that it was not intervene in the atmosphere of the workplace and do a girls must be educated to understand each other's culture.

A11. Employer

A12. Unlawful behavior at workplace

A13. Diversity training and creation of friendly policies

A14. Diverse perspectives of various cultures will help to drive creativity and innovation at workplace.

A15. 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(Equal Opportunity Commission, 2020).

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

A16.Unbiased mind and prompt follow-up(Treace, 2012).

A17. Discrimination on the basis of disability, race, sexual harassment at workplace and bullying

A18. Email must be sent, employee must be asked to share their experience, interrogate the accused and investigate (Treace, 2012).

Manage Diversity in the Workplace - Assessment 2

A1. Age discrimination act will protect the discrimination of employees on the basis of their age where they are subjected to the unlawful treatment. This act is important in order to protect the discrimination on the basis of age at workplace.

Disability discrimination act protect the disabled employees from getting discriminated because of their disability. This act is important as it provides protection to the workers who are disabled so that they are not being unlawfully treated in the organization.

Racial discrimination act provides protection to all the workers on the basis of their skin color, race, ethnicity and caste at workplace.

Sex discrimination act protects the discrimination of the workers on the basis of their gender for marital status which is inclusive of the status of the pregnancy of the women. This act is important in order to avoid any unequal treatment provided to the women at workplace.

The Australian Human Rights commission defines as to what is the outline of discrimination. This act will determine whether a particular situation can be perceived as a matter of discrimination or not(Australian Human Rights Commission, 2012).

A2. It is a matter of pride that this company works in order to formulate various policies which promotes the diversity of the environment at workplace. It is important to understand that atmosphere plays a significant role in reflecting the beliefs and values of a united workforce. In order to boost up the environment and atmosphere in the organization it is very important that the policies must be formulated in such a way that it must be strict enough against any form of bullying in the premises of the office (Bentley University, 2015). Apart from formulation strict implementation with zero tolerance policy is must. Policies must be formulated which will protect discrimination of the workforce on the basis of their disability, gender, race, color, etc. Under any circumstances if a bullying is reported then strict actions must be taken under The Age Discrimination Act of 2004, Racial Discrimination Act 1975, Disability Discrimination Act 1992, Sex Discrimination Act 1984 or anything which is related to it. It is important to understand that bullying can be committed under various ways and it is the responsibility of the organization to go into the depth of the matter.

Under any situation when issue of bullying or discrimination is put forward then it is the responsibility of the Human resource department toanalyze the entire situation. Under any situation all circumstances where a person is found guilty then he or she must be terminated on an immediate basis following a legal suit against the person(Australian Human Rights Commission, 2012).

References for Manage Diversity in the Workplace 

Australian Human Rights Commission.(2012). Legislation. Retrieved from https://humanrights.gov.au/our-work/legal/legislation

Bentley University.(2015). 7 ways to promote diversity in the workplace. Retrieved from https://www.bentley.edu/news/7-ways-promote-diversity-workplace

Clarke, L. (2020). 8 amazing benefits of cultural diversity in the workplace. Retrieved from https://inside.6q.io/benefits-of-cultural-diversity-in-the-workplace/

Forbes Coaches Council.(2020). 12 effective ways to educate employees on diversity. Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2018/06/28/13-effective-ways-your-organization-can-educate-employees-on-diversity/#1114f54b56ab

EOC.(2020). Cultural differences in the workplace. Retrieved from https://eoc.sa.gov.au/index.php/about-equal-opportunity/employment/work/cultural-differences-workplace

Treace, J. (2012). 4 easy steps for handling complaints. Retrieved from https://www.inc.com/john-treace/how-to-handle-customer-employee-complaints.html

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