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BSBDIV501 Assessment 2 Final
BSBDIV501 Assessment 2 Final
BSBDIV501 Assessment 2 Final
Strategies
1. Staffing Selection: Applicants will be measured based on the skills they have consistent to the requirements of the
work and are prepared in their duties as an Equal Employment Opportunity (EEO) manager and go through formal
evaluation of their abilities.
2. Training: Our Diversity Training for innovators and staff includes a section that tends to the issue of oblivious
predisposition.
Informal Procedure
Activities will rely upon the conditions of the complaint. Conceivable activities include:
• Line-administrator talking about the issue with the single against whom the protest is made.
• Line-administrator working with a meeting between the groups try to define the issue and move ahead.
Formal Procedure
The development contains a formal inspection of the complaint and a select about proper activities and outcomes. In
the main case, this will be comprised by the HR Manager. The inspection includes gathering data about the complaint
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and later making a finding reason on the manageable data. When a finding is made, the HR Manager will make
suggestions about the complaint.
To guarantee harassment
Formal technique: Lodging a lawful grumbling under arrangements, for example, segment 28A of Sexual
Discrimination Act 1984.
Informal technique: Reporting to the board
Policy
Staff will be informed about the strategy through messages or by meetings.
The Restaurant respects persons and qualities their contrasts. It is focused on establishing a workplace that is
reasonable and flexible, advances individual and expert development, and advantages from the capacities of its
assorted labor force.
We motivate candidate from all basics to apply to work at Acumen furthermore, to apply for advancement
openings once utilized by Acumen.
Acumen effectively advances the work of individuals with an inability to mirror the diversity.
Support existing specialists with a weakness so they don't leave the working environment for some
unacceptable reasons.
Task 2
PPT Attached
Task 3
Survey Questionnaire
1. Do you all vote for taking orders on laptops or tablets?
a) Yes b) No c) Don’t know d) Uncertain
2. Should we need to work on the interior of the restaurant?
a) Yes b) No c) Don’t know d) Uncertain
3. Should we work on our menu?
a) Yes b) No c) Don’t know d) Uncertain
4. How can we improve our advertising and marketing campaign?
a) Yes b) No c) Don’t know d) Uncertain
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Complaint Report
Ava
Name(s)
Cook
Position(s)
Details of complaint
Male chef
Persons involved Male colleagues of Ava
Complainant acknowledgement:
I acknowledge that this report accurately records the details of the complaint I have made. Signature: Ava Date:
15th May 2020
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Recommendations (for office use only)
Next steps:
Mark, Manager
3. Email
To:acumen123@gmail.com
From: Manager
Subject: Training session
Respected Sir,
Greeting. This is about the training session that we want to conduct in the workplace. On May 20 th,
2020, Ava a female cook of the restaurant records a complaint about the male chef and other male
staff for discriminating on her gender. So, it is important to conduct the training in the workplace for
guiding them about several legislations about discrimination. Our Diversity Training for staff and
directors and includes a section which addresses the problem of unconscious partiality. The training
includes methods in which staff can build their abilities for overcoming bias and also address the
organizational issues in the company. The workshop will be held by the skilled legislative trainer.
Thank you
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Regards.
Acumen Restaurant
Case study 2
1. Two personal biases are:
Arrogance bias
Personal similarity bias
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