BSBDIV501 Manage diversity in the workplace Assessment Instructions to Students: Student name: Unit description This unit describes the skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation’s diversity policy, fostering diversity within the work team and promoting the benefits of a diverse workplace. It applies to individuals who direct the work of others in teams of variable sizes. They may work with staff from different cultures, races, religions, generations, or other forms of difference in any industry context. TASK a – multiple choice Instructions: Each multiple-choice question has four responses.You are to answer all questions.There is only one right answer. Which of the following is correct? Australia doesn’t have a quota system, but many companies choose to set diversity targets.üAustralia has a quota system regarding the number of women in management roles. It applies to large companies only.☐Australia doesn’t have a quota system, but it does have compulsory targets in many areas of diversity.☐Australia has a quota system for key underrepresented areas such as women, disability and older workers.☐ What is ‘diversity management’? Diversity management is a collective term used to describe all human resource policies and procedures related to equal employment opportunity.☐Diversity management is the name given to the team of employees responsible for establishing diversity aims and objectives.☐Diversity management is about recognising and valuing human differences and creating an inclusive environment.üDiversity management is the process of identifying the diverse needs of staff and matching them to the needs of the organisation.☐ Within an organisation, which of the following areas is most affected by the diversity policy? Administration.☐Marketing and promotions.☐Human resource or staffing functions.üFinance and accounting.☐ Which of the following places is NOT an appropriate location for a company’s diversity policy? On the company intranet.☐In a filing cabinet, in a locked storeroom.üIn the Employee Handbook.☐With the owner, manager and/or department manager.☐ Which of the following is NOT true? Diversity can help capture a greater share of the consumer market, improve customer responsiveness and build better relationships with customers.☐Diversity helps improve employee morale, reduce absenteeism and turnover costs.☐Diversity increases complaints and conflict, but that is the price to pay for increased productivity and market share.üDiversity can foster creativity and innovation.☐ If your company was concerned about its diversity performance, which of the following would you suggest they do? Conduct a diversity audit to see how well their diversity policy has been implemented and understood.☐Gather data from surveys and the HR database on the breakdown of employee diversity statistics.☐Create a diversity council to monitor and review the diversity policy.☐All of these answers are correct.ü Carrie wants to apply for a promotion to Regional Marketing Manager. Upon talking to her manager, she is told that due to the extensive travel the position entails, they prefer to hire a man. What is this an example of? Indirect discrimination.üDirect discrimination.☐Covert discrimination.☐Enculturation.☐ What is statute law? Statute law is the term given to the process of making legislation in parliament at a state or federal level.üStatute law can also be referred to as common law. It is judge-made law.☐Statute law is the term given to legislation made at local council level, such as council regulations.☐Statute law is case-based law.☐ In which of the following Acts of Parliament would you be likely to find legislation regarding conditions of work, such as annual leave, parental leave and the right to request flexible work arrangements? The Privacy Act.☐The Workplace Gender Equality Act 2012.☐The Australian Human Rights Commission Act 1986.☐The Fair Work Act 2009.ü Jeffrey is a carer for his disabled wife. He is semi-retired and works 28 hours a week. He was not included in a training course that everyone else in his department did, as his manager said he didn’t work enough to justify the cost. Without the training, he can’t apply for a promotion or take project opportunities in another department. What could this be an example of? Allowable discrimination.☐Stereotyping.☐Direct discrimination.üIndirect discrimination.☐ Jazzercise is a gym for women only. It places an advertisement for a female fitness instructor. Can they do this? No. It is direct discrimination.☐Yes, if they have a special exemption with the HREOC. It is an example of allowable discrimination.üYes, if they have a special exemption with the HREOC. It is an example of covert discrimination.☐No, they cannot do this. It is an example of overt discrimination.☐ What does the term ‘unjustifiable hardship’ mean? Where employing a person with a disability would be too difficult because they may pose a health and safety risk to themselves or others, or making allowances for them would be too costly.üWhen the organisation makes efforts to accommodate employees with a disability, where all reasonable circumstances are considered.☐Where the manager or supervisor has a duty of care to protect their staff from harassment, bullying and discrimination and fails to do so.☐Longstanding direct and indirect discrimination that seems to be ingrained in the company.☐ Prejudice, bias and a ‘boys club’ mentality can prevent women from achieving high-level management positions. What is this commonly referred to as? Potential pregnancy.üThe merit principle.☐An inclusive environment.☐The glass ceiling.☐ Under the Disability Discrimination Act, an employer must make reasonable accommodation to employ someone with a disability. Which of the following is true? You must make reasonable accommodation, even if doing so will result in a large expense for the organisation.☐You are exempt from making reasonable accommodation if the disability poses a workplace health and safety risk.üFor privacy reasons, the employee does not have to disclose any disability or condition to the employer if they don’t want to.☐Making reasonable accommodation is always a difficult and expensive thing to do.☐ A company diversity audit reveals a lack of women in management. What suggestions would you make to improve the efficacy of the diversity policy? Run a staff meeting and reprimand management for being biased and discriminating against women.☐Set targets for women in management and put out a directive that states that no men are to be promoted until the targets have been achieved.☐Review recruitment and selection procedures for bias and indirect discrimination, establish networking groups for women and suggest setting a target for women in management roles.☐Conduct the diversity audit again the following year and hope the statistics have improved.ü A company diversity audit and review of grievances over the past year reveals a problem with bullying and discrimination against LGBTI employees. How could the organisation show support for the LGBTI community? Conduct training to overcome stereotypes and bias. Support the Pride in Diversity program and establish network support groups for LGBTI employeesüReview the organisation’s grievance procedures.☐Retrain managers, as the problem must be due to poor role modelling.☐Run a staff luncheon, encourage employees to communicate effectively and introduce them to someone from the LGBTI community.☐ What could your company do to be more inclusive of age-based diversity? All of these answers are correct.üHave a policy and strategy for flexible work arrangements made available to all staff.☐Encourage all staff to keep up to date with technology and make training available.☐Conduct training to identify and break down commonly held stereotypes on age generations.☐ You want to employ someone who can work a rotating roster of weekends and evenings. Which of the following questions abides by EEO? The job is physically demanding and I’m concerned you’ll not be able to manage with the shift work at your age.☐The job involves being on a rotating roster, which will include some weekends and evening shifts. Can you comply with this?üYou mentioned earlier that you were a mum. Who will look after the kids when you work evenings and weekends?☐Do you have family responsibilities? How will this impact on your ability to work shift work?☐ Which of the following is the legal definition of sexual harassment? Unwelcome behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.üRepeated behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.☐Sexual behaviour that a person would find offensive.☐A pattern of sexual behaviour that is unwelcome and offensive.☐ Which of the following best describes the usual order that a grievance procedure takes? Raise the grievance with your immediate supervisor. If this is not resolved, or you are unhappy with the result, report the grievance to HR. If the matter is still not resolved, seek support from the Human Rights Commission.☐Ask to have an informal chat with HR and then report the grievance to your manager. If the matter is still not resolved, seek support from Fair Work Australia or the Human Rights Commission.☐Seek immediate support with Fair Work Australia to manage the grievance.☐Try to resolve the problem directly with the person/s concerned. If this doesn’t work, then raise the grievance with your immediate supervisor. If this is not resolved, or you are unhappy with the result, report the grievance to HR. If the matter is still not resolved, seek support from Fair Work Australia, or the Human Rights Commission.ü Which of the following is NOT true? Bullying can include physical and psychological harm.☐To prove sexual harassment, you need to demonstrate a pattern of repeated behaviour.üBullying and harassment often occur in situations where there is a power imbalance between people.☐Grievances can be costly and time-consuming for the organisation.☐ Jenna works in stores. She feels intimidated and harassed by a regular supplier. How should her manager handle the situation? The manager doesn’t need to, as he only has responsibility to protect her from bullying and harassment from colleagues.☐The manager should ask her to keep a diary and record what happens each time she feels harassed, so there is clear evidence to confront the supplier later on.☐The manager should ban the supplier and never do business with the company again.☐The manager should speak to the supplier and clearly state that their behaviour is harassment and must cease. If necessary, talk to the supplier’s manager.ü What is the best way for an organisation to ensure that staff are aware of the company’s policy on harassment and bullying and know what to do if they experience it? Run training sessions at least on an annual basis and any time that there is an update on policy and/or legislation.☐Make the grievance procedure and policy on harassment and bullying available in various forms, such as electronic, hard copy and in various languages, if necessary.☐Include awareness training during the induction of new employees.☐All of the above are correct.ü Masie has been repeatedly asked out by Jim, a colleague. She has said ‘no’ on several occasions, but he still keeps asking. Masie feels so uncomfortable now that she tries to avoid any situation where she might be alone with Jim. Could this be sexual harassment? It could be sexual harassment because it is unwanted, of a sexual nature, and Masie is avoiding Jim, which demonstrates she is not only uncomfortable, but intimidated by the situation.üIt could be seen as general harassment, because Jim is hassling her, but it’s not sexual harassment.☐No. Asking someone out on a date is not sexual harassment. While it might not be a good idea to date colleagues, there is no law against asking someone out on a date.☐It would only be sexual harassment if Masie felt offended, intimidated or humiliated. At this stage, she only feels uncomfortable.☐ TASK B – project This task requires you to review and research current practices in diversity and make suggestions for how the diversity policy for Kingfisher Garden Centre can be improved. Instructions: The following tasks are to completed using the ‘BSBDIV501 – Report template’ located in the ‘Additional Resources’ folder in the LMS. Your report is to be fully typed using an industry standard software package such as Microsoft Word, Excel, PowerPoint, etc. Once complete, submit your assessment via the Learning Management System (LMS). The section below provides information that will assist you with writing your report. You are required to do the following: Complete Sections 1, 2, 3 and 4 in this project. You will be directed to do each section at various times throughout the resource content.Follow the short report format:Cover or title pageTable of contentsIntroductionBody – with headings and numbering systemsConclusionReferences: list sources of information and research referenced in textAppendix: flow chart of the grievance procedureRead and familiarise yourself with the Kingfisher Garden Centre diversity policy located here: http://www.didasko-online.com/kingfisher/human-resources.php. Find the diversity policy in the ‘Additional Resources’ folder in the LMS. To gather ideas, research what major companies are doing to manage diversity. Large companies such as the major banks (Westpac, ANZ and Commonwealth), BHP, PepsiCo, etc., tend to have information on their websites. Also use the research gathered throughout the unit, as directed in the ‘Extend your learning’ activities.Use the checklist provided to ensure you have submitted everything. Do not submit your work until you have completed all parts of the checklist. Section 1: Introduction and legislation Step 1. Introduction Write an introduction to the report. Clearly identify the purpose of the report and what the report aims to achieve.Include a definition of diversity and comments on the benefits of diversity in the workplace. Step 2. Legislation 2.1 Relevant legislation Make a list of the applicable federal and state/territory legislation. 2.2 Protected attributes Include a list of all the protected attributes or grounds for discrimination. Step 3. Discrimination Create a statement about Kingfisher Garden Centre’s position on discrimination and define the term discrimination. 3.1 Direct discrimination Provide a clear definition of direct discrimination and provide examples to clarify understanding. 3.2 Indirect discrimination Provide a clear definition of indirect discrimination and provide examples to clarify understanding. 3.3 Adverse actions Explain what ‘adverse actions’ means and provide examples to clarify understanding. 3.4 Allowable discrimination Explain how sometimes discrimination is allowable. Give examples that relate to the Kingfisher Garden Centre to clarify understanding. Section 2: Age, gender and family diversity Step 4. Age-based diversity How well does it provide for age-based diversity? How could it be improved? Step 5. Gender diversity How well does it provide for gender-based diversity? How could it be improved? Step 6. Parental support, including supporting women returning to the workforce after maternity leave How well does it provide for family-based diversity? How could it be improved? Step 7. Work/life balance State Kingfisher’s policy stance on work/life balance and any supporting policies and procedures.What strategies should be implemented to support work/life balance? NOTE: Ensure you address strategies that could support the policy. For example, if you say Kingfisher values work/life balance, what strategies will you put in place to achieve this? Section 3: LGBTI, disability and Aboriginal and Torres Strait Islander peoples Step 8. LGBTI community How well does it provide for LGBTI diversity and how could it be improved? Step 9. Disability How well does it provide for disability diversity and how could it be improved? Step 10. Aboriginal and Torres Strait Islander peoples How well does it provide for Indigenous diversity and how could it be improved? NOTE: Ensure you address strategies to support the policy in the areas in 8, 9 and 10. For example, Kingfisher has a scholarship program for Indigenous people. How can the company encourage an uptake of this? Step 11. Recruitment and selection 11.1 Recruiting employees How can Kingfisher aim for diversity in recruiting (attracting applicants) and promoting employees? 11.2 Selecting employees What strategies can be put in place to prevent discrimination and bias in the selection process? Section 4: Bullying and harassment Step 12. Bullying and harassment 12.1 Definitions Write a clear definition of bullying and sexual harassment. Provide employees with links to websites for where they can go for support and further assistance if they feel they have been bullied or harassed. 12.2 Grievance procedures How could Kingfisher’s current grievance procedure be improved? Create a flow chart on the grievance procedure and include it in the Appendix. Step 13. Training needs Based on the suggestions for improvement you have made in Section 1, 2, 3 and 4, write an overview of the training needs Kingfisher employees will have. Include suggestions for how these training needs will be met, taking into consideration the different needs of your employees. This can be presented as a table. Step 14. Promoting diversity 14.1 Promoting diversity to staff How would you promote the benefits of diversity and communicate any updates to a diversity policy to staff? Explain. 14.2 Promoting diversity externally Besides the AHRI awards, what other external forums could be used to promote Kingfisher’s diversity success and further enhance the benefits of diversity in the workplace to the broader society? Step 15. Conclusion Now that you’ve got a good understanding of what should be in a diversity policy, reflect on Kingfisher’s policy.What areas were neglected, or not adequately addressed?What are the benefits of having a policy on managing diversity?What have you learnt from doing this report and studying this unit? Important! Once you have completed your report, proofread it and check that your reference list (sources of research) has been included.You must also update the table of contents. To do this in Microsoft Word, follow these steps:Click on the table of contents. It will turn grey and a small tab will appear at the top of the table that says ‘Table of’. Click on the ‘down arrow’ next to it. It will give you the menu option ‘update table’.Click on ‘update table’.Select ‘update entire table’ and press ‘ok’.The table of contents will now reflect the correct page numbers. If using ‘Apache OpenOffice’, ‘Google Docs’, ‘AbiWord’ or other apps, please refer to the application’s help files for relevant instructions to create the table of contents. Complete the checklist provided to ensure you have completed everything.Save and submit your report to the LMS. Learner practical checklist To be completed by the student.This is a tool to assist you when submitting your assessment tasks. You must complete the following tasks for this assessment:Completion statusYesNoDeveloped a report using the report format template provided which includes: Cover or title pageTable of contents IntroductionBody – with headings and numbering systemsConclusionReferences: list sources of information and research referenced in textAppendix: flow chart of the grievance procedure ☐☐Section 1: Introduction and legislation Written an introduction to the report that clearly defines the report aim and purpose.☐☐Identified key features of current legislation. Made a list of the applicable federal and state/territory legislation.Created a statement about Kingfisher Garden Centre’s position on discrimination and adverse actions.Included a list of all the protected attributes or grounds for discrimination and a clear definition of direct, indirect and allowable discrimination, providing examples to clarify understanding. ☐☐Section 2: Age, gender and family diversity Provided feedback and suggestions for improvement to the diversity policy in the following areas: Age-based diversityGender diversityWork/life balanceParental supportRecruitment and selectionIncluded strategies to support policy developments. ☐☐Task 3: LGBTI, disability and Aboriginal and Torres Strait Islander peoples Provided feedback and suggestions for improvement to the diversity policy in the following areas: LGBTI communityPeople with a disabilityAboriginal and Torres Strait Islander peoplesIncluded strategies to support policy developments. ☐☐Recruitment and selection Identified how to aim for diversity in recruitment process (attracting applicants).Identified strategies to put in place to prevent discrimination and bias in the selection process. ☐☐Task 4: Bullying and harassment Defined bullying and sexual harassment and provided website links for where you can go for further support and assistance. Discussed how the current grievance procedure could be improved.Created a flow chart on the grievance procedure and included it in Appendix 1.Written an overview of the training needs and identified how these training needs will be met, taking into consideration the different needs of your employees.Addressed how to promote the updated diversity policy to staff.Identified external forums to promote Kingfisher’s diversity success. ☐☐Conclusion Written a clear conclusion addressing the following questions: What areas were neglected, or not adequately addressed? What are the benefits of having a policy on managing diversity?What have you learnt from doing this report and studying this unit? ☐☐ Practical checklist To be completed by the assessor. Learner’s name: Did the learner successfully demonstrate evidence of their ability to do the following?CompletedYesNoDeveloped a report using the report format: Cover or title pageTable of contents IntroductionBody – with headings and numbering systemsConclusionReferences: list sources of information and research referenced in textAppendix: flow chart of the grievance procedure ☐☐Produced a report that is accurate in detail, clear in meaning and complete.☐☐Section 1: Legislation Identified key features of current legislation. Made a list of the applicable federal and state or territory legislation.Created a statement about Kingfisher Garden Centre’s position on discrimination and adverse actions. Included a list of all the protected attributes or grounds for discrimination and a clear definition of direct, indirect and allowable discrimination, providing examples to clarify understanding.☐☐Section 2: Age, gender and family diversity Used analytical skills to determine how to make intelligent applications of the diversity policy. Provided feedback and suggestions for improvement to the diversity policy in the following areas: Age-based diversityGender diversityWork/life balanceParental supportRecruitment and selectionIncluded strategies to support policy developments. ☐☐ Section 3: LGBTI, disability and Aboriginal and Torres Strait Islander peoples Used analytical skills to determine how to make intelligent applications of the policy. Provided feedback and suggestions for improvement to the diversity policy in the following areas: LGBTI communityPeople with a disabilityAboriginal and Torres Strait Islander peoples Included strategies to support policy developments. Recruitment and selection 1. Identified how to aim for diversity in recruitment process (attracting applicants). 2. Identified strategies to put in place to prevent discrimination and bias in the selection process.☐☐Task 4: Bullying and harassment Demonstrated knowledge of formal and informal complaints procedure. Helped others to see the benefits of diversity and used ideas from diversity to contribute to a competitive advantage. Reflected on and reviewed own prejudices. Defined bullying and sexual harassment. Created a flow chart on the grievance procedure and included it in the Appendix.Wrote an overview of the training needs and identified how these training needs will be met, taking into consideration the different needs of their employeesAddressed how they will promote the updated diversity policy to staff.Identified external forums to promote Kingfisher’s diversity success.☐☐Written a clear conclusion addressing the following questions: What areas were neglected, or not adequately addressed? What are the benefits of having a policy on managing diversity?What have you learnt from doing this report and studying this unit?☐☐ Assessment result: Task A – Multiple choice: Satisfactory ☐ Unsatisfactory ☐Task B – Project: Satisfactory ☐ Unsatisfactory ☐ Overall Outcome:Competent☐Not Yet Competent☐Assessor’s feedback or additional comments to the learner: Assessor signature: Date:
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