In order to be assessed as Competent (C) in this unit, you need to provide evidence which demonstrates that you can perform the required competencies to the required standard. Competency depends on consistently demonstrating the skills, attitude and knowledge that enables you to complete workplace tasks confidently in a variety of situations.
This unit describes the skills and knowledge required to research diversity and its importance to organisational activity and to draft, plan and implement diversity policy.
It applies to individuals working in organisations with staff and clients from different cultures, races or religions, multiple generations, or where there are other forms of diversity in the workforce.
To attain competence in the unit ‘Develop and implement diversity policy’ you must:
· Successfully complete the Written Questions
· Successfully complete the Case Study
BSBDIV601 Develop and implement diversity policy
Read the instructions below and answer the questions for this part of assessment. After completing this part of the assessment, upload your answer via your student portal for the trainer/assessor for evaluation. Please allow 5 working days for the trainer/assessor to assess your answer. Check your student portal in regards to the outcome of your assessment and possible feedback from your trainer/assessor.
You are to complete the following written questions on developing and implementing diversity policy. Your answers will form part of the evidence gathered for this unit.
You have 2 hours to complete this part of an assessment – Written Questions, which includes a 15 minutes time for reading the questions before the start of this assessment. You are not permitted to write during this period. You will be given 1.5 hour for answering the questions and a 15 minutes reading time to read through your answers before you submit your answer sheets to your trainer for assessment via the student portal.
All of the 7 questions must be answered correctly in order for you to pass the assessment.
This is a closed book assessment to be completed in class. You are not permitted to copy the assessments of other students, taking, helping other students or any kind of cheating.
Use the following tips to help you answer the questions:
· Read each question carefully before attempting to answer it. Check with your trainer/assessor if you are not sure what the question is asking.
· Your response to each question does not need be to be lengthy - you should just aim to provide enough information to answer the question. In most cases, this can be done with just a few paragraphs. Some space has been provided in this document for your answer.
· Use the documentation principles that you have learnt throughout this course to respond to the questions. In particular:
· Write clearly using plain English
· Consider your target audience by ensuring your responses meet the needs of the target audience (in this case your trainer/assessor).
· Remember, all of your answers must be correct in order for you to pass this assessment.
· When answering a question ensure you have written a clear and direct answer with appropriate explanation and examples where applicable to demonstrate your understanding of the topic.
· All the best for your assessment.
1. In order to gauge an understanding of diversity within an organisation an analysis of existing practices and the practices in other organisations should be undertaken. The views of stakeholders should be considered and the organisation’s diversity policy should support business objectives. Describe steps that can be taken to address these points and the benefits in taking these actions.
-The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender,sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Diversity makes teams and organisations more intelligent as people’s distinctive strengths and weaknesses combine to make the whole greater than the sum of its parts. Given the right conditions, diverse teams can also perform more creatively and innovatively than teams of people with similar backgrounds.All employees undergo diversity training. Diversity training encompasses raising awareness about issues surrounding diversity and developing diversitymanagement skills. Diversity management benefits individuals, teams, company as a whole, and customers. They recognise that each employee brings their own unique capabilities, experiences and characteristics to their work. They value such diversity at all levels of the company in all that we do. The leaders of the best practices organizations understand that they must support their employees in learning how to effectively interact with and manage people in a diverse workplace. They recognize that they should encourage employees to continue to learn new skills in dealing with and managing people. They also recognize the impact that diverse clients will have upon the success or failure of an organization, as businesses must compete to satisfy these clients.
2. Organisational diversity has many benefits to an organisation. Outline and discuss the benefits of organisational diversity.
1) Talents, skills and experiences
Individuals from diverse backgrounds can offer a selection of different talents, skills and experiences, that may be of benefit to the organisation and their work performance. Though some crossover of skills can be beneficial when it comes to assisting each other, it’s important to hire people with the appropriate skills to fit each of the roles within the company. A variety of skills and experiences among the team also means that employees can learn from each other.
2) It creates innovation
By working alongside people of different backgrounds, experiences and working styles, creative concepts can be born from bouncing ideas off of each other and offering feedback and suggestions. Whereas one person may be great at generating exciting, out of the box ideas, another individual may have the necessary experience to execute it; so it is essential to play on each individual’s strengths and collaborate with others in the team.
3) Language skills can open doors for a business
Language barriers and cultural differences can often act as a bit of an obstacle for a company who want to expand their business over shores; however by hiring employees who speak different languages it can make it possible for a company to work on a global basis and interact with a broader client-base. Representing a number of nationalities within your company can also help to make it more relatable.
4) It grows your talent pool
A company who embraces diversity will attract a wider range of candidates to their vacancies, as it will be viewed as more progressive organisation and will appeal to individuals from all walks of life. Naturally, as the number of applicants for each vacancy rises, the chances of finding an exceptional candidate increases too! It can also help with employee retention, as people want to work in an environment who are accepting of all backgrounds and promote equality.
5) Improves employee performance
Employees are more likely to feel comfortable and happy in an environment where inclusivity is a priority. Equality in the workplace is important for encouraging workers from all backgrounds to feel confident in their ability and achieve their best. The higher the team morale, the more productive employees are.
3. Conduct research on legislation relating to equal opportunity within your state and write a brief summary on the implications of this law for employers and employees.
In Australia, national and state laws cover equal employment opportunity and anti-discrimination in the workplace. You're required by these laws to create a workplace free from discrimination and harassment. It's important that as an employer, you understand your rights and responsibilities under human rights and anti-discrimination law. By putting effective anti-discrimination and anti-harassment procedures in place in your business you can improve productivity and increase efficiency.
Under the Equal Opportunity Act 2010 External link (opens in same window), employers have a positive duty to take reasonable and proportionate measures to eliminate the following.
Discrimination is treating someone unfavourably because of a personal characteristic protected by the law such as sex, race or disability.
Sexual harassment describes a wide range of unwelcome behaviour of a sexual nature, which could reasonably be expected to make a person feel offended, humiliated or intimidated.
Workplace bullying is repeated, unreasonable behaviour directed towards an employee or group of employees, which offends, humiliates, intimidates or degrades. It is seen as a workplace hazard and can be reported as discrimination.
Should a member of staff lodge a complaint for any of the above reasons, an employer has a responsibility to ensure that a person is not victimised, or treated unfavourably, because he or she has made a complaint or supported another person to make a complaint.
4. Outline five methods that can be used to include positive diversity practices in an organisation.
· Commit to boosting your own cultural competency
Cross-cultural communication is an invaluable workplace skill. Today, more than ever, you’re likely to interact professionally with people from
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