1. List and explain the objectivity of anti-age discrimination legislation within a workplace.

Each and every organisation must comply with common and state/ territory legislation
relating to anti-discrimination, equal opportunity, bullying and sexual harassment. Each
organisation should take reasonable and appropriate step to eliminate, discriminations,
sexual harassment and victimization. Anti-age discrimination legislation act 2004 defines that
all the workers should not be treated less favourably on the grounds of their ages. The
objective of this act is to eliminate as far as possible discrimination against person the base of
age factor in all area of the work.
2. List the current legislation in relation to racial discrimination and outline the key features as
they relate to employment.
Racial discrimination is not acceptable in the workplace. It occurs when an employee is treated
less favourably or they are not given the same opportunities as others for reason of their race,
the country, where they were born, their ethnic origin or their skin colour. The Racial
Discrimination Act 1975(RDA) does not allow to discriminate against any employee because
of their race, colour, descent, national origin or ethnic origin or immigrant status.
This act protects from the discrimination when putting advertisement of job, during
recruitment and selection process even while deciding about the training, transfer, promotion
opportunities and also in the terms, conditions, and termination of the employment on the
basis of their race.
This act also protects the employee from being treated unfairly in the workplace because of
their race, nationality, or ethnic origin, colour.
3. Outline the key features of the Disability Discrimination Act 1992 as they relate to
employment and explain whey you can access this information.
Disability Discrimination is not acceptable in any organisation in Australia. It occurs when a
person is treated less favourably or not given the same chance or opportunities as other
employee in the same condition because of their disability. For example, supermarket
withdrew an offer of employment when an employee disclosed her disability at a pre-
employment medical test. The Disability Discrimination Act 1992 suggest that it is not
acceptable to discriminate employee in the workplace because of the his or her disability. It
protects the people with temporary or permanent disabilities such as physical, sensory,
intellectual, learning and psychosocial disabilities, diseases or illness, medical condition and
work-related injuries. This Act protect the people from being discriminated in employment
from
 The hiring process such putting ads, doing interview and other selection process
  Decision made on the candidate who will get employment
 Offers of employment such as payrate, working hour and leave (annual leave, sick
leave)
 Promotions, transfer, training or other benefits associated with the job
 Firing or any other detriment such demotion or promotion

4. List the current legislation in relation to sex discrimination and outline the key features as
they relate to the employment.
Sex discrimination occurs in the workplace when some employee is preserved less favourably
than the other employee of opposite sex would be treated in the same or similar condition.
Such as not giving employment to the women because owner thinks that she is not suitable
for traditionally male workforce. Paying less salary to women than men for the same job. So,
The Sex Discrimination Act 1984 protects employee to discriminate against a person because
of their sex, gender identity, intersex status, sexual orientation marital or relationship status
family responsibilities. This act prevents people being discriminated from when advertising
jobs, during recruitment and selection process when making deciding about training, transfer
and promotion opportunities, and in the terms, conditions and termination of employment.
5. List the current legislation in relation to equal opportunity and outline the key features as
they relate to employment.
In today’s business world, many organisations follow the diversity which means workforce
from different background. Diversity may include people of different ethnicity, age group,
sexual orientation, religious belief, work experience, educational background and so on. Equal
opportunity Act 2010 encourages identification and eliminate discrimination, sexual
harassment and victimisation and their causes and to promote and facilitate the progressive
realisation of equality. This law gives equal opportunity to grow or participate in the
workplace. Equal opportunity act believes on competitive and merit-based recruitment,
selection and promotion practices to all the workforce and provide training and development
to all the employees.
6. List the current legislation in relation to human rights and outline the key features as they
relate to employment.
According to the Australian Human rights commission Act 1986, it is not acceptable to
discriminate against people because of their colour, race, sex, religion, political opinion, social
origin, medical record, impairment, marital status, age, nationality, mental, intellectual or
 psychiatric disability, nationality, physical disability, sexual preference. The key features are
respecting each together and going. Providing training, development or opportunities to every
employee. Merit based recruitment and selection process who possess skills, knowledge and
experience that best matches the job description.

7. Referring to the legislation you have researched in the previous six questions, explain how
you can address you own prejudices and demonstrate respect for others who may be
different to yourselves. Give at least two examples.
First of all, it is very critical factor to understand the value, culture and moral of others and
giving respect to them as well as acknowledge them. Not putting pressure and making them
feel comfortable at the workplace and not judging them based on the sex, age, religion,
disability, nationality.
Employee with disability
Organisation may have some employee with disability. We need to show respect towards
them. We should not discriminate on the basis of the disability. Some of following steps helps
to avoid discrimination and demonstrate respect to others.
 Greeting them same as other employees
 If they need assistance, go ahead and offer the help but do not take any action unless
they permit you
 Avoid unnecessary touch to the wheelchair which make another feel mistreated.

Employee with different background

Every person has different view, value toward the different culture, religion, nationality. But
make other employee comfortable, never discuss on the belief. You should participate in
cultural harmony program. Such some of Asian food may not be preferred by Australian
people but never try to complain such as disgusting food. Respecting each other culture makes
the workplace better.

8. Explain how you as employee, will support the company you work for (now or in the future)
to value and embrace diversity.
Diversity in the workplace is creating an inclusive work environment that accept each
individual difference, embraces their experience and provide opportunities for all the
employee to achieve their full potential. As an employee I will always support the company to
 value and embrace diversity by following standing up against discrimination, if I see or
experience discrimination, I will raise voice or complain, appreciate the person for their
strength, hard work, ensuring that every employee is treated equally and dignity. I will ensure
every one is included in team discussion and decision. Respecting or treating all employee
equally. Telling the top manager to ensure company’s mission and goals are clear to employee
of all cultures and generations.

9. Outline an informal procedure you could follow to quickly and satisfactorily resolve a
complain of discrimination in the workplace to avoid escalating.
Here are following steps to follow to quickly and satisfactorily resolve complain of
discrimination in the workplace
 A worker or relevant representative should meet to the line manager or supervisor
directly to raise about the discrimination and find out the solution.
 The line manager will listen to the both parties for the possible mutually agreeable
outcomes.
 If the problem was not resolved then it is taken to the senior manager.
 The senior manager will listen to the issue carefully and try to solve the complaints
along with the employee or employee representative resulting into the mutual
agreeable outcomes.
 If the resolution is solved then it is taken to the top-level management level.

10. Outline a formal procedure a company should follow in the case of a serious or escalated
complaint related to diversity.
If there occurs serious complaint related to diversity in the workplace, the complaint should
be made in writing. Managers must ensure that organisation incident reporting procedures
are followed. This also allow to meet the requirement under WHS and initiating risk managing
procedures. A serious complaint process and procedure involve the taking an interview with
the relevant witness for example a contact officer, union delegate, legal person or colleague,
or formal report made by Human resource manager or referred to the organisation legal
person or territory ant-discrimination agency. A complaint form must contain the complaint
name, date and description of the incident, the name of the alleged person and action already
taken, after that reviewing the incident, organisation must conduct a review of what occurred
and how the complaint was done. Training for the investigation of incident, managing the
complaint should be available through the training organisation and appropriate agencies.

https://eoc.sa.gov.au/resources/discrimination-laws/australian-laws/australian-human-
rights-commission-act-1986

https://www.humanrights.gov.au/sites/default/files/GPGB_disability_discrimination.pdf
https://www.humanrights.gov.au/our-work/employers/racial-discrimination