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Family Name: Given Name:

ANGULO IBARRA CINTHIA ALEXANDRA

Student ID: Course:

S40064807 DIPLOMA OF LEADERSHIP AND

MANAGEMENT

Subject: Trainer’s name:

MANAGE DIVERSITY 1 NIDHI DHIMAN

Declaration: I certify that this assignment is entirely my own work. I have provided full referencing to
the work of others. The material in this paper has not been submitted before.

IMPORTANT – READ THIS FIRST

PLAGIARISM: You must compose your answers in your own words. Simply pasting text from the
Internet OR the APC workbook may result in a failing grade. It is better to write your own thoughts in
your own words – even if your English is not perfect – rather than copy word-for-word the thoughts of
someone else.

SUBMITTING IDENTICAL ANSWERS: You may discuss your assessments with other students, but
submitting identical answers to other students may result in a failing grade. Your answers must be
yours alone.

TUTORIALS: Tutorials are run every week to help you answer the assessments. The schedule for
tutorials will be announced during the first week of term. You are urged to attend the tutorial that
pertains to your online subject.

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ASSESSMENT 1

BSB51918
Course Name
Diploma of Leadership and Management

Subject/module Manage Diversity 1

Assessment method Written Assessment

Weighting 50%

BSBLDR504
Units of Competency
Implement Diversity in the Workplace

Instructions
1. Assessments should be completed as per your trainer’s instructions.
2. Assessments must be submitted by the due date to avoid a late
submission penalty.
3. Plagiarism is copying someone else’s work and submitting it as your
own. You must write your answers in your own words and include a
reference list. A mark of zero will be given for any assessment or part of
an assessment that has been plagiarised.
4. You may discuss your assessments with other students, but submitting
identical answers to other students will result in a failing grade. Your
answers must be yours alone.
5. Your trainer will advise whether the assessment should be digitally
uploaded or submitted in hard copy. Assessments that are digitally
uploaded should be saved in pdf format.
6. You must attempt all questions.
7. You must pass all assessments in order to pass the subject.
8. All assessments are to be completed in accordance with WHS regulatory
requirements.

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Assessment 1 – Written Assessment

1. Perform a review of diversity and how this currently stands within your
workplace.
Your review should include:
• Identifying diversity and how this can be improved for your workplace,
industry sector and community
Our society is made up of a diverse population; people come
from different places and have different cultures. Enabling
diversity in the working environment allows employers to recruit
a quality workforce from different backgrounds. Therefore, it is
very important to establish the nature of diversity and
understand that diversity means that each individual brings
his/her own culture, religion, customs together to produce a rich
and varied society, industry, community or workplace.

Diversity also provides benefits such as different language skills,

helping the company offer products or services internationally
and provide exceptional customer support. Having a diverse
workforce and working environment increases creativity because
workers from different backgrounds will approach problems and
projects in different ways. When a company has applications
open to all cultures and nationalities, it also allows organisations
to recruit the best talent and quality workforce.

• Including legislative requirements that are relevant to diversity

- The Fair Work Act 2009
This Act establishes requirements for organisations on equal work
practices to be applied within the company and among the
workforce. It offers a guide on unfair dismissal laws, protections
for employees and obligations of employers, and other best
practices related to the organisation.

- Workplace Gender Equality Act 2012

This Act promotes gender equality in the workplace and the equal
participation of women in roles at work with equal pay as men.

- Age Discrimination Act 2004

This Act ensures that individuals do not receive unfair treatment
because of their race, colour, descent, nationality, or ethnicity in
different areas of the working environment.

- Australian Human Rights Commission Act 1986

This Act seeks to make provision in relation to human rights and
in relation to equal opportunities in the workplace and work
environments.

- Disability Discrimination Act 1992

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This Act looks to protect disabled individuals based on their

disabled status. It ensures they are considered fairly in terms of
employment, education and recruitment.

- Racial Discrimination Act 1975

This Act protects individuals from being discriminated because on
their race, colour, descent, nationality or ethnicity. It promotes
equality and under this act it is illegal to discriminate or neglect a
person because of their race, colour or origin.

- Sex Discrimination Act 1984

This Act promotes equality between men and women, especially
in the workplace. It protects individuals in Australia from unfair
treatment because of their sex, sexual orientation, gender
identity, intersex status, marital or relationship status, pregnancy
and breastfeeding.

• Reviewing current workplace processes

It is important to review current workplace processes in order to
have full understanding on where diversity and inclusion in the
workplace should be included. Workplace processes look to
provide efficient working methods for the team members of the
organisation to use and form the structure and guidance to carry
out their work tasks. Current workplace processes need to be
understood by everyone. Processes may be different between
departments but they should have a consistent process for
working. Processes may include work and staff briefings, work
scheduling, how to perform tasks in the workplace, the correct
use of equipment and machinery, maintenance of equipment and
work area, record keeping and administrative processes.

• How diversity can improve the workplace

When a company has a workforce with diverse language skills, it
can help the company sell products or offer services
internationally and provide exceptional customer support.
Another advantage is that diversity can increase creativity
because workers from different backgrounds will approach
problems and projects in different ways. Having a diverse
workforce helps the organisation reach more customers of
different cultures and nations because the workers can relate to
them. It also enhances mutual respect among different cultures
and it eliminates discrimination in the workplace. When you have
a diverse group of workers in your organisation it is important to
make them feel comfortable, safe and to create a sense of
belonging within the organisation.

• How diversity can be championed within the workplace

It is important to consult with teams to champion the diversity
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implementation in order to appropriately discuss the ways in

which diversity implementation can be made so it is effective in
the organisation. The teams may include managers, supervisors,
WHS team members or any other people that are able to carry
out the role responsibly and can promote the profile of diversity
and inclusion, maintain inclusive practices, model appropriate
behaviour for inclusion, assist and guide employees through
inclusivity and help the company throughout the transition of
change.

• The potential barriers to inclusion within your workplace and business

industry
Barriers need to be recognised and eliminated or minimised in
order to ensure that inclusivity does not impact negatively in the
workplace. Some potential barriers to inclusion may be that the
business industry may resist to changes in the organisation. Some
of these changes may include communication and cultural
challenges, changes to the current policy, procedures and working
practices. Business need to make sure that all changes in policies
and procedures are well monitored to ensure the effective
management of diversity and inclusion in the workplace, successful
integration of diversity in the workforce and allow a reasonable
amount of time for transition to take place.

• The inclusive behaviour that could be introduced within the workplace.

It is important to be a role model on inclusive behaviour because it
sets the example for others who might not know how to adjust to
the new policies and practices. Employees can see that the
management is implementing diversity and inclusion and as a role
model you can assist in promoting team members to use the same
behaviours. Inclusive behaviours that could be introduced within the
workplace may include positive interaction with individuals,
recognising and acknowledging others, showing respect at all times,
looking at the capabilities and attributes of a person, understanding
and accepting that there are differences and showing tolerance of
others.

2. Detail a plan for how diversity can be integrated into workplace operations
This should include:
• Reviewing policy and procedures
Policies and procedures function as a regulator for the organisation
in all its business operations and they provide the guidance and
legal requirements for working processes and procedures. It is
important to review these policies and procedures in order to
enhance diversity in the workplace and apply inclusive practices
that may encourage a healthy work environment for its employees
and show the importance and value placed on its workforce.

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Policies and procedures should be reviewed by the relevant

organisation staff, in order to ensure that all relevant people are
able to check and review the required policy. After they have been
reviewed, it is important to check if there are any suggestions for
changes in the policies; if not, they are ready to be implemented.

• How policy and procedures can support diversity implementation

Organisational policies and procedures can support diversity
implementation by enhancing diversity in the workplace and
inclusive working practices. As a result, these policies promote a
healthy working environment for its employees and show the
importance and value placed on its workforce. Therefore,
developing, implementing and complying with workplace policies
and procedures may show and encourage balance success and
can improve work productivity and diversity workplace
operations.

• The strategy, or strategies, that you would choose to use

In order to support diversity implementation it is important to make
sure that the strategy chosen for integration meets the needs of the
organisation and fulfils any specific needs of the employees.
Because of this, strategies to be used for diversity implementation
may expand the potential of the organisation and its staff. Investing
in the community and creating diversity and inclusion awareness is
also important so that when the company implementing diversity it
is well accepted not only in the workplace but also in the community
where the organisation lies.

• How you can guide diversity implementation in the workplace

It is possible to guide diversity implementation in the workplace
through legislative requirements that are relevant to diversity
and through work processes and systems which seek to provide
efficient working methods for the employees of the organisation
to use. Workplace processes seek to provide efficient working
methods for the team members to use and carry out working
tasks. Current work processes may include organisational
policies and procedures, work and staff briefings on how to
perform work tasks, the appropriate use of equipment and
machinery, maintenance of equipment and work area, record
keeping and administrative processes.

• Training, coaching and support processes.

In order to promote and model inclusive behaviours it is
important to implement training for diversity in the workplace;
this involves teaching new skills and behaviours. Diversity
training can provide clear information on cultural awareness,
knowledge and skills to apply in different situations that include
diversity and inclusion. This can help change wrong concepts and
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empowers individuals to adopt a more confident approach in an

unknown situation that might be out of their control. Diversity
training may include training in legislation relevant to issues of
diversity, as well as respectful use of language, contact officer
training, coaching and mentoring, leading a diverse workforce,
team building across cultures, respect and inclusion in the
workplace.

– END –

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