BSBDIV501 Manage workplace diversity

Assessment 2

Project

Identifying diversity issues and managing these effectively in the workplace through
contemporary initiatives and sound procedures

STUDENT NAME:

STUDENT ID: (if applicable)

DOB:

ASSESSMENT DATE:

STUDENT DECLARATION:  I certify that this is my own work.

STUDENT’S SIGNATURE:

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ASSESSOR’S NAME:

ASSESSOR’S COMMENTS:

(if applicable)

 SATISFACTORY  NOT YET SATISFACTORY

BSBDIV501 Manage diversity in the workplace

ASSESSOR’S SIGNATURE: David Delaney

DATE:

BSBDIV501 Manage diversity in the workplace

ASSESSMENT INSTRUCTIONS

This assessment consists of a series of tasks which include

 research of legislation – key aspects, requirements and complaint processes

 identification of current initiatives and the potential for integrating these in the management of a
diverse workforce

 development of a diversity policy which can be implemented in a diverse workplace based on the
values identified from the current projects and based on legal requirements identified

 development of an anti-bullying/anti-harassment policy with clear procedures for informal and

formal complaint stages

You are required to address all tasks set out below. The website link provided is current as of 27
September 2014 including the information relating to current initiatives.

Whilst EEO legislation covers the general aspects related to Equal Opportunity Employment, the
intention of this project is to identify contemporary aspects which would be beneficial for a diverse
team in the workplace. You are encouraged to evaluate current programs and identify which aspects
can be implemented in a sustainable manner in industry.

The link and information provided on the websites are sources of information and all responses you
provide here must be clearly referenced. Policies and procedures must be your own work.

Your trainer will provide you with feedback within agreed timelines as outlined to you.

BSBDIV501 Manage diversity in the workplace

Your Tasks

1. Go to the website https://www.humanrights.gov.au/our-work/legal/legislation and identify the

purpose of the following Acts – what is covered, who does this apply to and what is the relevance
in a workplace?

Here is the purpose of each act and its relevance in the workplace:

 Age Discrimination Act:

The purpose of this act is to promote equality and eliminate discrimination on the basis of age. The act
applies to all Australians, including individuals, businesses, and organizations. In the workplace, the Age
Discrimination Act prohibits discrimination against employees or job applicants because of their age.
Employers are prohibited from setting age limits for employment, using age as a factor in employment
decisions, or creating workplace policies that disadvantage older workers.

 Disability Discrimination Act:

The Disability Discrimination Act aims to eliminate discrimination against people with disabilities and
promote their equal rights and opportunities. The act applies to all Australians, including individuals,
businesses, and organizations. In the workplace, the act prohibits discrimination against employees or
job applicants because of their disability. Employers are required to make reasonable adjustments to
accommodate the needs of employees with disabilities and provide equal access to employment
opportunities.

 Racial Discrimination Act:

The purpose of the Racial Discrimination Act is to eliminate discrimination on the basis of race, color,
descent, or national or ethnic origin. The act applies to all Australians, including individuals, businesses,
and organizations. In the workplace, the act prohibits discrimination against employees or job applicants
because of their race or ethnicity. Employers are required to provide equal employment opportunities
to all employees, regardless of their race or ethnicity.

 Sex Discrimination Act:

The Sex Discrimination Act aims to eliminate discrimination on the basis of sex, marital or relationship
status, pregnancy, or family responsibilities. The act applies to all Australians, including individuals,
businesses, and organizations. In the workplace, the act prohibits discrimination against employees or
job applicants because of their sex or family responsibilities. Employers are required to provide equal

BSBDIV501 Manage diversity in the workplace

employment opportunities to both men and women and cannot discriminate on the basis of pregnancy,
marital status, or family responsibilities.

 Australian Human Rights Commission Act:

The Australian Human Rights Commission Act establishes the Australian Human Rights Commission and
provides it with the power to investigate and resolve complaints of discrimination and breaches of
human rights. The act applies to all Australians, including individuals, businesses, and organizations. In
the workplace, the Australian Human Rights Commission can investigate complaints of discrimination
and breaches of human rights by employers, employees, or job applicants. Employers are required to
cooperate with the Commission's investigations and take appropriate action to prevent future
discrimination.

2. Current projects that have been implemented as part of the national strategies for each of the
following acts can be found on the relevant areas of www.humanrights.gov.au. Review these
current projects and analyse the key factors and campaigns which would be beneficial and could
be adapted for managing a diverse workplace. Which potential benefits for a workplace can you
find in each of these projects?

Here are some more detailed points on how the key factors and campaigns from the current
projects related to each act could be adapted for managing a diverse workplace in the context of
restaurant and hotel management:

 Age Discrimination Act:

The National Seniors Australia campaign provides an opportunity to challenge age stereotypes and
promote the value of older workers in the restaurant and hotel industry. Benefits of employing older
workers include their wealth of experience and knowledge, customer service skills, and reliability. To
adapt this campaign in a restaurant or hotel, managers can promote the benefits of age diversity to
their teams, create opportunities for intergenerational collaboration and mentoring, and provide
training and development programs for older workers.

 Disability Discrimination Act:

The Disability Confident Recruiting campaign can be adapted to create a more inclusive workplace
for people with disabilities in the restaurant and hotel industry. This could involve creating an

BSBDIV501 Manage diversity in the workplace

 inclusive culture, providing reasonable accommodations for employees with disabilities, and
ensuring accessibility in the workplace. For example, restaurants and hotels can provide accessible
menus and signage, wheelchair accessible facilities, and equipment and tools that can be adapted
for use by employees with disabilities.

 Racial Discrimination Act:

The Racism. It Stops with Me campaign can be adapted to promote cultural diversity and
inclusiveness in the restaurant and hotel industry. This could involve promoting cultural awareness
and sensitivity among staff, encouraging open communication and dialogue, and implementing anti-
discrimination policies and procedures. For example, restaurants and hotels can celebrate cultural
diversity through their menus and events, provide cultural sensitivity training for staff, and ensure
that all employees are treated fairly and with respect.

 Sex Discrimination Act:

The Workplace Gender Equality Agency's Gender Equality Strategy can be adapted to promote
gender equality in the restaurant and hotel industry. This could involve promoting gender diversity
and inclusion in management and leadership roles, implementing flexible work arrangements to
support work-life balance, and addressing issues such as sexual harassment and gender pay gaps.
For example, restaurants and hotels can implement flexible scheduling options, offer parental leave
and other family-friendly policies, and create a safe and respectful workplace free from sexual
harassment.

3. Choose 1 of the following options:

a) Review your existing diversity policy in the workplace (if one exists) and compare what is
included to what should be included. Identify what is potentially lacking and which of the
aspects you have researched could be included

b) Given consideration to the requirements you have identified in Question 1 and the positives
you have analysed and identified in Question 2; develop a diversity policy which sufficiently
covers all aspects required to manage diversity in a contemporary, modern workplace which
fosters effective communication and promotes harmony and an inclusive team

Vision statements
 To offer affordable price to the customers.
 To deliver safety and clean food to the customers.
 To engage in charitable doings and provide healthy food.

BSBDIV501 Manage diversity in the workplace

 Responsibilities and accountabilities
 Provided the customers with a pleasant dining experience and quality service.
 Conducted final check of food items prior to serving customers to ensure quality maintenance.
 Ensured the cleanliness of dining area and food items before serving.
 Recruitment and induction practices
 Introduce them to their colleagues, managers and supervisors
 Take them on a tour of your business premises, pointing out important areas such as:

o toilets o fire escapes

o break rooms
o their work area.

Explain employment conditions and policies, including:

 work hours and break times

 pay details, including when they can expect to be paid
 leave entitlements
 probation periods for new staff. Futura Group SIT12 /BSB15 Version 1.0 Page 11 of 14

Training and development opportunities

 Pair new staff with seasoned staff and have the new staff follow, observe, and assist the seasoned
staff for a period of time.
 The observe and assist period can last anywhere from a few days to a week or more.
 If time permits, have them shadow employees in other important positions to give them a better
understanding of how the whole restaurant team works

Anti-bullying, anti-harassment and grievance procedures

Any employee that believes that the actions or words of a fellow employee constitute sexual
harassment or bullyism should report the incident to their immediate supervisor. If the harassment
was committed by the supervisor it should be reported to the next level of management.

The following link may be used as examples for reference:

 Woolworths
 Commonwealth Bank

4. Develop a bullying/harassment policy that can be used in your workplace. The policy needs to
include:

BSBDIV501 Manage diversity in the workplace

(You may access and reference you state WHS legislation or Fairwork for specific requirements in
your state and the following link provides a checklist: Bullying Policy Checklist for employers page
- Comcare)

 The legal requirements set out by law

The legal requirements for bullying and harassment in the workplace are set out under the Fair
Work Act 2009 and the Work Health and Safety Act 2011.

Under the Fair Work Act 2009, employers have a legal obligation to provide a safe workplace for
their employees, free from bullying and harassment. This includes ensuring that there are
processes in place to prevent and address incidents of bullying and harassment.

The Work Health and Safety Act 2011 sets out the legal obligation of employers to provide a safe
and healthy work environment. This includes taking steps to eliminate or minimize risks to the
health and safety of employees, which includes preventing incidents of bullying and harassment.

It is also important to note that each state and territory in Australia may have their own specific
workplace health and safety laws that employers must comply with.

 Examples of what is defined as bullying and harassment and what is not

Bullying:

 Physical or verbal abuse

 Intimidation or threats
 Humiliation or belittling of staff members
 Repeated and unreasonable criticism
 Withholding information necessary for effective work performance
 Deliberately excluding or isolating an employee from work activities
 Assigning meaningless or impossible tasks as a form of punishment
 Spreading malicious rumours or gossip about an employee
 Displaying offensive material, such as racist or sexist images or slogans

Harassment:

 Unwelcome sexual advances, requests for sexual favours or other inappropriate conduct of
a sexual nature
 Making comments or displaying material that is sexist, racist or otherwise offensive
 Physical or verbal abuse or intimidation based on a person’s race, gender, age, religion,
sexuality or other personal characteristic

BSBDIV501 Manage diversity in the workplace

 Using derogatory language, slurs or insults related to a person’s personal characteristics
It is important to note that not all behaviours that may be deemed unpleasant or offensive
necessarily constitute bullying or harassment. For example, reasonable performance
management, constructive feedback, and legitimate disciplinary action are not considered
bullying or harassment.

It is also important to remember that workplace bullying and harassment can take many forms,
and it is important for all staff members to understand what constitutes such behaviour so they
can report it if necessary.

 A clear statement that will outline the processes and procedures to be followed in case of
any incident including the stages of informal and formal procedures

In the event of any incident of bullying or harassment, the following procedures will be
followed:

Informal Procedure:

 Any staff member who believes they have been subject to bullying or harassment, or who
has witnessed such behaviour, is encouraged to report the incident immediately to their
immediate supervisor, HR department, or the designated contact person.

 The supervisor, HR department or designated contact person will provide support to the
staff member and take steps to address the issue informally, including talking to the
perpetrator, providing information on relevant policies and procedures, and offering
mediation if appropriate.

Formal Procedure:
 If the issue is not resolved informally or the staff member prefers to make a formal
complaint, they can do so by submitting a written complaint to the HR department or
designated contact person.

 The complaint will be investigated by an impartial person who has been trained in dealing
with bullying and harassment complaints.

 The investigation will involve interviews with the complainant, the alleged perpetrator, and
any witnesses, and a review of any relevant documents or evidence.

BSBDIV501 Manage diversity in the workplace

 Once the investigation is complete, a report will be prepared outlining the findings of the
investigation and any recommended actions.

 The HR department or designated contact person will provide the complainant and the
alleged perpetrator with a copy of the report and take appropriate action to address the
issue.

Appeal Procedure:
 If the complainant or alleged perpetrator is not satisfied with the outcome of the formal
procedure, they have the right to appeal.
 The appeal will be heard by an impartial person who has not been involved in the initial
investigation or decision-making process.
 The appeal will be conducted in a fair and impartial manner, and the appellant will have the
right to be heard and to present evidence.
 The decision of the appeal will be final.

All staff members are expected to cooperate with any investigation or appeal and to maintain
confidentiality throughout the process. Any staff member found to have made a false or
malicious complaint will be subject to disciplinary action.

 A statement regarding how you will implement this policy in the workplace and ensure
that staff are trained and aware on an ongoing basis, as part of an integrated consultation
process

To ensure effective implementation of this policy and ongoing staff training and awareness, the
following steps will be taken:

Staff Training:
All employees will receive training on this policy and their obligations to report any bullying or
harassment they witness or experience. This training will be provided during the onboarding
process for new employees and as part of ongoing training for existing employees. This training
will also cover the legal requirements and definitions of bullying and harassment as set out by
law.

Reporting Procedures:
The policy will be clearly communicated to all employees and will include a reporting procedure
for any incidents of bullying or harassment. This procedure will outline the steps that employees

BSBDIV501 Manage diversity in the workplace

should take if they witness or experience any bullying or harassment. This will include both
formal and informal reporting mechanisms.

Investigation and Response:

All reports of bullying and harassment will be taken seriously and investigated promptly. The
investigation will be conducted in a fair and impartial manner and will involve all parties
concerned. Appropriate measures will be taken to address any incidents of bullying or
harassment, which may include disciplinary action, counselling or mediation.

Confidentiality:
All reports of bullying or harassment will be treated with the utmost confidentiality. However, it
may be necessary to disclose information in order to investigate the matter effectively or comply
with legal obligations.

Monitoring and Review:

The effectiveness of this policy will be regularly monitored and reviewed to ensure that it
continues to meet the needs of the organization and its employees. This will involve seeking
feedback from employees and making any necessary adjustments to the policy.

Consultation:
As part of an integrated consultation process, employees will be encouraged to provide
feedback and suggestions for improving the workplace culture and preventing bullying and
harassment. This may involve regular meetings, surveys or other feedback mechanisms.

Support and Resources:

Employees who have experienced bullying or harassment will be provided with appropriate
support and resources, such as counselling services or referrals to external support services.

By implementing these measures, we aim to create a safe and respectful workplace culture that
promotes positive relationships and ensures that all employees are treated fairly and with
respect.

BSBDIV501 Manage diversity in the workplace