This report intends to emphasize board diversity in Aus Accounting and diversity policies being implemented in the organization. In the organization, diversity is implemented in terms of providing the prospects to employees on the grounds of gender, race and minority. The Indigenous Australians reserve at least 11 per cent of the total employees. Aus Accountancy strongly complies with the Australian Human Rights Commission (AHRC), Sex Discrimination Act, the Racial Hatred Act, Disability Discrimination Act, the Racial Discrimination Act and Age Discrimination and many more.
The company employs at least 4 per cent of the employees from overseas to ensure the diverse workplace. More opportunities are created for the freshers and retirement schemes are provided with employees over the age of 50. On the basis of the religion, at least 7 per cent of posts are reserved for the employees on the basis of the religion. 11 per cent of employees are employed in the firm based on disability, 7 per cent for people with a physical disability and 4 per cent for the people with mental disability involving autism spectrum disorder.
Diverse cultural perspectives will inspire the organization to drive innovation. A fair and equitable working environment will help in making sure that the decision-making process is more inclusive. Diversity will contribute to high-quality financial reporting standards. In regard to the business objectives, the diversity programs are helpful in solving team problems in a steadier custom, in anticipating the needs in an enhanced manner and fostering a culture that seeks innovative answers (Feeney and Camarena 2018). The conservative accounting theory existing and potential liabilities pose an incredible influence on the firms. This theory states that the planning for potential liabilities must be done in order to ensure that the adequate cash flow for paying the debt is maintained (Petriwskyj 2018). This theory is applied by the firm in terms of confirming to the diverse workforce to ensure that the monetary resources are effectually maintained through the competitive edge through the organizational diverse workforce.
Since benchmarking is the initial phase of the assessment tool, it assists in the initial assessment of the organizational policies. The key measurement indicator of the effectiveness of the organization will be the completion of the team tasks within the deadlines. With the diverse workforce, it will be beneficial in ensuring that the diverse idea input is provided and the employees cope up with each other to reach the results. The staff also needs to be involved in the benchmarking process so that the critical performance measures are easily adopted. For determining the impacts of the policy implementation, it will be ensured that the stakeholder surveys are conducted. Also, there is an urgent need to ensure that the feedback loop is maintained to ensure that the regularly occurring complaints are evaluated in a regular manner (Ruggs et al. 2020).
The key legal requirements that need to be strictly adhered to while performing the operations are:
A reasonable adjustment is an alteration made in the workplace for allowing the people with disability to work in a productive manner and in a safe way. According to the Equal Opportunity Act 2010, this concept is helpful in providing support to disabled people (Spaaij et al. 2018). Following are the key adjustments that must be incorporated in Aus Accounting for assisting the operations of people with disabilities:
Example diversity policies and procedures
It outlines the overall vision of the organization and emphasizes the contribution of each employee.
It highlights the inclusion policy and the diversified recruitment procedure.
It lays prominence on the career development programs of the employees and ways to evaluate employees fairly.
It will recognize the distinct demographic groups who are disadvantaged. It will emphasize clear reporting procedures.
It elaborates the diversity policies and their applications along with the action plan.
Feeney, M.K. and Camarena, L. 2018. Managerial perceptions of diversity and gender diversity in public organizations. Available at SSRN 3145376.
Petriwskyj, A. 2018. Diversity, inclusion, and the voice of older people: Engagement and decision-making in seniors’ organizations. International Journal of Public Administration, 41,9 pp.671-683.
Ruggs, E.N., Summerville, K.M. and Marshburn, C.K. 2020. The Response to Social Justice Issues in Organizations as a Form of Diversity Resistance. In Diversity Resistance in Organizations, pp. 123-148.
Schiller, M. 2016. Diversity Policy in Practice. In European Cities, Municipal Organizations and Diversity, pp. 157-202.
Spaaij, R., Magee, J., Farquharson, K., Gorman, S., Jeanes, R., Lusher, D. and Storr, R. 2018. Diversity work in community sport organizations: Commitment, resistance and institutional change. International Review for the Sociology of Sport, 53,3 pp.278-295.
Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Accounting and Finance Assignment Help
Proofreading and Editing$9.00Per Page
Consultation with Expert$35.00Per Hour
Live Session 1-on-1$40.00Per 30 min.
Doing your Assignment with our resources is simple, take Expert assistance to ensure HD Grades. Here you Go....