BSBDIV601 Diversity Policy and Procedures Project Assignment Sample

• Subject Code : BSBDIV601
• University : Victoria University My Assignment Services is not sponsored or endorsed by this college or university.
• Subject Name : Implement Diversity Policy

Assessment 1- Task 1: Develop and Implement Diversity Policy

1. Keynotes from The Meeting

Cross-cultural communication in the workplace is very essential to have obvious, effectualstatement between co-workers, manager, and executive. Diversity provides every individual equal opportunity and empowerment to individuals for excelling. The benefits are earned by everyone in the workplace by overcoming the challenge of communication in a diversified area. Diversity comes in different forms depending upon roles, races, different cultures, and even migrant workers. The recommendation to the CEO will be to hire people from diversified backgrounds and entertain them without doing any discrimination. The managers and employees must have effective communication skills and systems to rouseoriginality while the portion in a better marketplace. Different groups can develop more pertinent, real messaging for promotion campaigns. the message remains very significant, in spite of the job function in diverse work surroundings.

Costs and Profits

If the policies are implemented a variedplace of work will generate more profits for the company in the form of betteroutput and sales. In a few cases, the initial investment is required in the greater workplace. As an example, here now, if the company will hire people from diverse backgrounds it will help them to progress readily. This will reduce teaching and training time for better communication with new personnel from a dissimilar culture or country.

Flexibility and Suppleness

Employees from diverse backgrounds offer more possible to solve evils and anextralithe work setting. Employees that reflect a wide variety of experience are more likely to give greater option and compensation of diverse backgrounds. Adaptability is such a phase in which the company faces more challenges and thus responds to business environment change.

Diversity in the workplace facilitates employment in all parts of the world. Today, the idea of involving single community people is vanishing the creativity and interest of people to do private-sector jobs. This is being replaced by near hubs to stay in getting in touch with via online communication and email. The challenges faced by organizations in communication include the diversity of people with new means of expression in different ways. The different cultures and backgrounds create confusion and frustration thus loss of productivity. Miscommunication also enforces the stereotypes of existing minorities’further exacerbating tensions, and in the worst causes leaving the company vulnerable to lawsuits.

Diverse surroundings require outstanding listening skills so that every enlightening group communicatesdifferently, and great co-workers and managers will listen to each other before verbal communication. Listening develops the ability to converse more clearly and to better appreciate individuals and groups from different enriching groups. Hence, it saves time and resolves the trouble more easily in adaptive and receptivesurroundings.

Body language betrays what is really to be thought or felt so that positive tools are developed by the professionals and help them understand how real the person feels. The factors such as the layout of the room, messages, and decoration all affect the communication. The complex interaction of factors such as place, facial look, eye contact, stroke, and physical reactions are included in the communication. Body language aids letter, avoid comatose messages, and decipher and react appropriately to other people visual cues. It is found that if the communication is clear then it allows the communicator to communicate well in a wide range of situations and directs to get most out of dealings with others. Questions would be asked according to the requirements so that the listener, as well as the respondent, could have the interest to share their views. This shows that listener is not getting bored, but, participating with full intention.

Active listening techniques would be used to enjoy the information, understand, enjoy, and learn. The listening skills should be improved to make aware effort to hear not merely the words that one more person is saying but, more highly, the complete communication being communicated.

2. Diversity Policy and Procedures

Executive Summary

The company is now in the expansion phase, earlier the company was having 25 staff members but now the administration was thinking to add on better-qualified staff. The strategy that the CEO of the company wants to use is to develop formal diversity policies and procedures as well as an action plan so that company could get a larger pool of staff as well as they can avail more benefits.

Introduction

Australia is the country where the population is divided into Indigenous and non-Indigenous groups of people. The Indigenous group of people is the ones who are Aboriginals or Torres Strait Islanders. These people enjoy less number of advantages from the country in terms of rights and accessibility of services.

Discussion

The data of the Foreign-born Population of Australia 2019, around 30% of the population was born overseas. According to the Australian Bureau of Statistics 2016 census, 52.1% of the Australians were found Christians, 22.6% as Catholics, and 13.3% as Anglican. The age distribution of Australia shows that in 2018, 19.19 percent of Australia's population was between the age group of 0 and 14, 65 percent in 15 and 64, and 15.66 percent was in 65 years and older. Diversity within the business environment promotes equality and inclusion based on colours, ethnicity, race, marital status, nation, parental status, disability, and religious beliefs. A diverse society contributes to Australia's image globally and economic growth by focusing on the migrant population and includes productivity, taxation, labour participation, and revenue benefits. Diversity helps in driving innovation in a way that staff members are hired from diverse cultures and international connections to maximize the markets with a multicultural population. Australian Human Rights Commission also states that people with disabilities should be given reasonable adjustments so that they can do their job well.

The example is the person is appointed for clerical work and having an impairment, so he can be provided with a larger screen to have effectiveness in the word processing tasks. Many theories relate to managing works in diverse backgrounds such as cognitive theory (Kottak, 2015). This theory suggests that creativeness and innovation are the results of men working in a diverse culture. Similar to this, the social identity theory and justification-suppression model relates the positive and negative outcomes of diverse work culture. The indicators such as sustainable development, World Bank reports, and CEA is based upon the political use, symbolic use, tactical use, conceptual use for enlightenment, and instrumental. The laws Legal requirements about workplace diversity are the Age Discrimination Act 2004, Disability Discrimination Act 1992, Racial Discrimination Act 1975, Sex Discrimination Act 1984, and the Australian Human Rights Commission Act 1986. The Age Discrimination Act 2004 relates to the protection of people from age discrimination in employment.

The Disability Discrimination Act 1992 deals with the elimination of discrimination against people with disabilities; the Racial Discrimination Act 1975 promotes equality before the law for all people regardless of race, colour, or national or ethnic origin. Sex Discrimination Act 1984 protects people from unfair action based on genderindividuality, marital status, sexual orientation, marital or relationship status, and breastfeeding. Australian Human Rights Commission Act 1986 gives acompulsion to Convention on the Rights of the Child, Declaration on the Rights of Disabled Persons, and Convention Concerning Discrimination in Respect of Employment and Occupation (ILO 111).

Conclusion

Variety policies and procedures in Australia design services that meet the varied needs of the customers who use lifeline services, help in the development of a broader pool of accomplished andknowledgeable employees, and aid in minimizing career disruption when employees take time out of the place of work. The actions deal with reporting to senior society, ensuring according to the rules of the supremacy committee, and looking for advice and help from different stakeholders (Maffi, 2018).

3. E-mail to CEO

Respected Sir/ Ma’am

As I look back on the other company's reports, it is found that following an inexpensive change is remarkable how much we have talented, not only in the terms of monetary performance but in our steadfast dedication to helping customers, community, and country all over the world, our company has to look after the initiatives in recruiting people.

I am sharing this mail with a sense of pride in our organization. As we sustained the investments we extended our presence in several areas of growth. We broadened our commitment to create an opportunity for jobs and wealth and reduce the gap for Black and White Australians. This would be a good plan to support job and wage growth in communities most in need of capital. I am hopeful about the long-term growth of the company in terms of the economic and political backdrop. This will help in gaining more confidence in creating opportunities to serve our clients. The theme of teamwork and building should be followed to analyze and solve the problems and make stronger the economy for everyone’s benefit.

From this mail, I hope that it helps in ahead capabilities and the way how the varied background will help the group of people as well as the company in growth.

Thanking you

4. Development of Diversity Policy and Procedures

Policy: The Company recognizes respects, celebrates, and promotes the value of cultural diversity and will adopt and implement with a positive force in the organization.

The company engages in ethical, social, and religious dimensions on a fundamental concern for justice and equity and dignity for all human beings. The Service industry will be based on the following points:

• Impartial
• Accountable
• Ethical
• Committed to service
• Ethical

The commitment towards main beliefs of workplace equity and variety in employment includes admiration, value, and credit towards individual differences such as age, gender, cultural background, civilization, family responsibilities, age, disability, religious beliefs, and sexual orientation.

Policies that will be included in the report are:

• Speech and Literacy Policy
• Equal Opportunity Policy
• Employee Code of Conduct
• Strategy on Quality instruction and knowledge

Diversity in the company will also deal with various ways such as education level, socio-economic background, personality, work knowledge, marital status, and socio-economic backdrop. The principles will be relevant to the industry and human resources based on merit, pale, flexible, equity, non-discrimination, and satisfying workplace. The steps would be taken to remove employment bias and uninherited bias faced by women, Aboriginal and Torres Strait Islander people, people from Culturally and Linguistically Diverse (CALD) community, and persons who recognize as gay, bisexual, lesbian, transgender, and intersex.

Objectives of the innovative policies

The objectives are:

• To increase modernism: To be achieved by retaining and employing a workforce from different backgrounds and perspectives. The broad ideas and insights will be included in the development of policy and choicecreation.
• To get a betteroverhaul to customers: This would be done by reflecting the demographic diversity of Indigenous and non-Indigenous populations. This will help the workers understand better so that the employees will feel better and make a payment to improved service.
• To improve the charge working environment: To be achieved by combining the variety of principles into all the aspects of human reserve management at the different stages of staffing. The stages are preparation, assortment and staffing, performance appraisal, leadership and development, wellbeing and protection, and workplace relations. The organization fosters a fulfilling and productive surrounding that is safe, dynamic, and healthy fro staff. The future benefits will comprise savings in recruitment and training costs, as well as the preservation of corporate know-how and knowledge.

The company expresses its identity by welcoming employees-

• Reflecting the ethics
• Demonstrating ethical conduct
• Values and celebrates a diverse culture
• Aim to ensure that all the aspects of employment are taken into consideration.
• Appreciates cross-cultural knowledge

The adjustments should be done for working preparations, equipment, labour method, and the employment surroundings that are essential for the reduction of effects and disability. This ensures staff to perform the workplace activities with effectiveness and efficiency. The modifications for staff will include:

• Job redesign
• Equipment
• Access to work area and buildings
• Recruitment and interview arrangements
• Staff development and training
• Parking and travel arrangements for staff.

The culturally safe environment will include the addressing of physical, intellectual, sensory, neurological, psychiatric, and learning disabilities. Cultural diversity commitment gains sensitivity and ethical recognition of cultural differences. Australia has Indigenous as well as the non-Indigenous population in the country so the commitment is made towards integrating an intercultural and inter dimension into the company by providing research, training, and education sessions.

• Value the multicultural nature of Australia in the company
• Emphasize the worth of artistic diversity and intensification the pledge to cultural completeness.
• Attempts to restore unfair, prejudiced or against the law practices from cultural differences
• Provides a creative, flexible, and creative environment

Strategy execution

To achieve the policy, the company will integrate with the principle of respect and support for cultural diversity.

5. Diversity Action Plan

Responsibilities

Employee responsibilities:

Every staff member is held accountable for upholding the main beliefs of workplace variety and a donation towards the Workplace Diversity Program in the company. 

Every employee must:

• Treat co-workers with courtesy and respect.
• Hold out employment without pestering of others.
• Behaving with integration and a good reputation in the company (Baum, 2015).

To get more information about the harassment, the executive's numbers will be displayed on the board, so that employees could contact in case they face any discrimination or harassment.

Implementation

To achieve the objectives the Board will,

• Annually access the objectives and disclosure development towards getting the outcome.
• Encouragement and support to the employees for workplace suppleness into practice across the association
• Setting measurable objectives to achieve diversity target of Annual report.
• Making the policy available to the public through online mode.
• Active participation of members to develop policies and annual disclosure progress towards achieving their diversity objectives.
• Taking the leadership practices for members and community (Cascio, 2015).

Appendix

• Cultural Diversity Policy
• The Disability Discrimination Act 1992
• The Racial Discrimination Act 1975 (Velten& Lashley, 2018)
• The Human Rights and Equal Opportunity Commission Act 1986
• The Racial Hatred Act 1995

6. Questionnaire

7. Respected Sir/ Ma’am

I am sharing this mail with a sense of pride in our organization. We continued the investments we extended our presence in several areas. We have made the policies and procedures that will help our company to run the discrimination-free environment in the company. This would be a good plan to support job and wage growth in communities most in need of capital. I am hopeful about the long-term growth of the corporation in terms of the economic and political backdrop. This will help in ahead more confidence in creating opportunities to serve our clients. The theme of collaboration and construction should be followed to examine and resolve the problems and strengthen the economy for everyone's benefit.

From this mail, I hope that it helps in gaining capabilities and the way how the diverse background will help the community as well as the company in growth.

Thanking you

Assessment 1- Task 2: Develop and Implement Diversity Policy 

2. Respected sir/ Ma’am

I am sharing this mail with a sense of humility about our company and the workers of our company. With the continuation of our investments earlier described is the extension of presence in several areas. The broadened commitment towards creating opportunities for employment and affluence and reduction in the gap for Black and White Australians is done. This would be a good plan to support job and take-home pay growth in the community most in need of capital (Reiche, Stahl, Mendenhall & Oddou, 2016). The corporation having the strength of 25 staff members could be lifted with appointing new people from the diversified background will increase creativity and productivity. I am cheerful about the long-term growth of the company in terms of the economic and political backdrop. The policies stated will reflect the ethics, aspects of employment, and cross-cultural integration of employees (Miftah, 2016). The policies will ensure state and legislations favouring towards diversifying culture in the workplace. Senior management will be responsible for ensuring that all the policies and procedures are followed effectively. This will help in gaining more confidence in creating opportunities to serve our clients. The theme of collaboration and construction should be followed to investigate and get to the bottom of the tribulations and reinforce the economy for everyone's benefit.

From this mail, I hope that it helps in gaining capabilities and the way how the further processes will be carried out to help the community as well as the company in growth(Barak, 2016).

Thanking you

3. The delivery of presentation included the discussion on Cross-cultural communication that in the workplace is essential to be clear and effective between the co-workers, managers, and executives. Diversity provides every individual equal opportunity and empowerment to excelling. Here, the company was going through the phase of recruiting more people from different diversities. For this, policies and procedures were set up according to the laws imposed in Australia. This included managing the proportion of people based on Indigenous as well as the non-Indigenous population. The company's objective according to the policy is to engage in ethical, social, and religious dimensions on a fundamental concern for justice and equity and dignity for all human beings. The action plan is developed in the organization so that every staff member is held accountable for upholding the main beliefs of workplace variety. The questionnaire is developed to know whether the employees strongly agree, somewhat agree, neutral, somewhat agree, or strongly agree based on responses (Noe, Hollenbeck, Gerhart & Wright, 2015).

4. Revision of policies and procedures

After the delivery of the presentation, the points discussed in the report will be revised based on policies and procedures from feedback. The development of policies states that the staff is happy with the new policy and getting a chance to develop their carrier. Strong points have been included in the questionnaire that fulfils the objective of the company according to the ethical, religious, and social dimensions for justice and dignity for all human beings. The changes would be made in the report according to the CEO's comments. Based on the feedback, the CEO advised to make the changes in revision policy he suggested that the revision policy should be revised every month with the employees and timely actions should be taken. This is the responsibility of HR Manager to conduct this activity. Hence, this would be taken into consideration and relevant steps would be taken.

Respected Sir/Ma’am

I am sharing this mail with a sense of humility about our company and the workers of our company. With the continuation of our investments earlier described is the extension of presence in several areas. The gaps in employment and diversification are focused according to new policies and procedures that the company has thought. The revision of policies and procedures includes the changes according to the staff's convenience according to the different perspectives. The changes have been made in the report as you commented on the previous document. The points have been added and the revised document is attached below for your reference.

Thanking You

Assessment 2- Task 1: Develop and Implement Diversity Policy 

1. The meeting with the CEO advised the changes in policy and procedures for improvement. These were done based on what the employees want from the company's side and adding on the points according to that. The changes will although impact the system of the company with the belief that all the employees are happily working. The gaps would be bridged to hold up on the job and pay expansion in the community that needs more capitalism. Hence, the new policies will help in developing cross-cultural and employment aspects for employees. Collaboration and construction would help in examining the answers to problems and strengthen the economy.

Executive Summary

The information provided by the CEO of the company intended the impacts of policy in the way policies are framed and impact system for happy working employees. However, earlier explained also the gaps are bridged to hold on the job and pay expansion in the community.

Introduction

The unidentified impacts on the society included a high level of discrimination prevalent in the Australian companies between Indigenous groups and the non-Indigenous group. The Indigenous group of people in society is not enjoying all fundamental rights.

Discussion

Although the systems have been developed in Australia still there is lots of discrimination in the country. The employment is left behind with the view that everyone in the companies will not be entertained with mix diversity. The best practices include timely revision of policies according to need patterns. Staff in the organization must be allowed to enjoy and work in the organization. Assistance by staff needed to see that the benefits are provided by the organization. The policies should be transparent and inclusive so that equal opportunities for process modification and feedback systems are provided.

Conclusion

Human Resource department should list down the priorities with the provision of senior managers in case the employees feel complexities in the system. Hence, the policy would be updated based on the strategies (Snell,Bohlander& Morris, 2015). 

Respected sir/ Ma’am

I am sharing this mail with a sense of humility about our corporation. From the discussion on above reports, I got to know the implementation and development plans of the policies. The revision in policies is done to assure that individuals of the country get equal opportunities to participate for recruitment. This will lead to prosperity in the organization and sooner in the whole country if all the organizations follow the same manner. At present, the company was having the strength of 25 staff members could be lifted with appointing new people from diversified backgrounds. This will help developing new plans and productivity. I am showing this concern with positive attitude about the long-term growth of the company in terms of the economic gains. The policies stated in the report will reflect the values, aspects of employment, and cross-cultural background of employees. The policies will ensure state and legislations favoring towards diversifying culture in the workplace. Senior management will be given responsibility for ensuring that all the policies and procedures are followed effectively. This will help in gaining more confidence in creating opportunities to serve our clients. The theme of collaboration and construction should be followed to examine and answer the problems and strengthen the economy for everyone’s benefit.

From this mail, I hope that it helps in gaining capabilities and the way how the diverse background will help the community as well as the company in growth.

Thanking you

The diversity policy would be finalized with the objectives and policies so that the vision and mission of the company could be achieved. Assessment 1 answered all the questions dealing with vision, mission, goals, and policies developed for achieving them. The company engages in ethical, social, and religious dimensions on a fundamental concern for justice and equity and dignity for all human beings. The Service industry will be based on the following points, Impartial, Accountable, Ethical, Committed to service, and ethical. The implementation objectives included an annual review of performances, encouragement, and support of employees so that SMART objectives could be achieved. The leadership practices should be done fairly for families and communities (Shokef &Erez, 2015).

Respected Sir/ Ma’am

I am sharing this mail with a sense of self-importance about our corporation. The broadened commitment towards creating opportunities for job and prosperity and a decrease in the gap for Black and White Australians are done. This would be a good initiative to support job and wage growth in communities most in need of capital. The company could achieve its objectives by working in an ethical manner to fulfill its mission and goals. The policies will ensure state and legislations favoring towards diversifying culture in the workplace. Every individual will be given the responsibilities to carry out recruiting professionals. This will help in gaining more confidence in creating opportunities to serve our clients. The theme of collaboration and construction should be followed to examine and solve the troubles and strengthen the financial system for everyone’s benefit. SMART objectives of the company would be easily achieved in this way.

From this mail, I hope that it helps in gaining capabilities and the way how the diverse background will help the community as well as the company in growth.

Thanking you

Assessment 2- Task 2: Develop and Implement Diversity Policy 

The case study involves the discussion of a large accountancy firm in which the staff members were of the strength 25. This was the company's whole number ranging from senior management staff to administration. The company was located in Sydney, one of the cities in Australia. At this point, the company was thinking of broadening the manpower by recruiting more people. Due to fewer staff members, the company was struggling for the last twelve months. Now, the CEO of the company is deciding to take the initiative to decide upon strategies so that formal diversity policy could be developed and put into action. This will help the company to access the larger pool of staff as well as reap all the benefits of diversity. The legal requirements about workplace diversity are the Age Discrimination Act 2004, Disability Discrimination Act 1992, Racial Discrimination Act 1975, Sex Discrimination Act 1984, and the Australian Human Rights Commission Act 1986.

The Age Discrimination Act 2004 relates to the protection of people from age discrimination in employment (Banks, 2015). The Disability Discrimination Act 1992 deals with the elimination of discrimination against people with disabilities; the Racial Discrimination Act 1975 promotes equality before the law for all people regardless of race, colour, or national or ethnic origin. Sex Discrimination Act 1984 protects people from unfair treatment based on gender identity, marital status, sexual orientation, marital or relationship status, and breastfeeding. Australian Human Rights Commission Act 1986 gives an obligation to Convention on the Rights of the Child, Declaration on the Rights of Disabled Persons, and Convention Concerning Discrimination in Respect of Employment and Occupation (ILO 111).

Respected sir/ Ma’am

I am sharing this mail with a sense of self-importance about our corporation. With the continuation of our investments earlier described is the extension of presence in several areas. The company is now in the development phase as earlier it was having the strength of 25 staff members. Now, they are thinking to lift up by appointing new people from diversified backgrounds will increase creativity and productivity. I am hopeful about the long-term enlargement of the company in terms of financial and political backdrop. The policies stated will reflect the ethics, aspects of employment, and cross-cultural integration of employees. The policies will ensure that the policies are in compliance with state and country legislations. This would be the responsibility of senior management to ensuring that all the policies and procedures are followed effectively. Confidence would be gained by creating opportunities to serve our clients. The theme of collaboration and construction should be followed to examine and solve the troubles and strengthen the financial system for everyone's benefit.

From this mail, I hope that it helps in gaining capabilities and the way how the diverse background will help the community as well as the company in growth.

Thanking you

References for Diversity Policy and Procedures Project

Banks, J. A. (2015). Cultural diversity and education: Foundations, curriculum, and teaching. Routledge.

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Baum, T. (2015). Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism Management, 50, 204-212.

Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill.

Kottak, C. P. (2015). Cultural anthropology: Appreciating cultural diversity. McGraw-Hill Education.

Maffi, L. (2018). Biocultural diversity. The International Encyclopedia of Anthropology, 1-14.

Miftah, M. (2016). Multicultural Education in the Diversity of National Cultures. QIJIS: Qudus International Journal of Islamic Studies, 4(2), 167-185.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource management. Instructor, 2015.

Reiche, B. S., Stahl, G. K., Mendenhall, M. E., &Oddou, G. R. (2016). Readings and cases in international human resource management. Taylor & Francis.

Shokef, E., &Erez, M. (2015). Cultural intelligence and global identity in multicultural teams. In Handbook of cultural intelligence (pp. 195-209). Routledge.

Snell, S., Bohlander, G. W., & Morris, S. (2015). Managing human resources. Nelson Education.

Velten, L., & Lashley, C. (2018). The meaning of cultural diversity among staff as it pertains to employee motivation. Research in Hospitality Management, 7(2), 105-113.

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