Reference no: EM132961612

BSBDIV501 Manage diversity in the workplace

Assessment Task 1: Knowledge Test

1. Which of the following is correct?
(a) Australia doesn't have a quota system, but many companies choose to set diversity targets.
(b) Australia has a quota system regarding the number of women in management roles. It applies to large companies only.
(c) Australia doesn't have a quota system, but it does have compulsory targets in many areas of diversity.
(d) Australia has a quota system for key under-represented areas such as women, disability and older workers.

2. What is ‘diversity management'?
(a) Diversity management is a collective term used to describe all human resource policies and procedures related to equal employment opportunity.
(b) Diversity management is the name given to the team of employees responsible for establishing diversity aims and objectives.
(c) Diversity management is about recognising and valuing human differences and creating an inclusive environment.
(d) Diversity management is the process of identifying the diverse needs of staff and matching them to the needs of the organisation.

3. Within an organisation, which of the following areas is most affected by the diversity policy?
(a) Administration.
(b) Marketing and promotions.
(c) Human resource or staffing functions.
(d) Finance and accounting.

4. Which of the following places is NOT an appropriate location for a company's diversity policy?
(a) On the company intranet.
(b) In a filing cabinet, in a locked storeroom.
(c) In the employee handbook.
(d) With the owner, manager and/or department manager.

5. Which is NOT true?
(a) Diversity can help capture a greater share of the consumer market, improve customer responsiveness and build better relationships with customers.
(b) Diversity helps improve employee morale, reduce absenteeism and turnover costs.
(c) Diversity increases complaints and conflict, but that is the price to pay for increased productivity and market share.
(d) Diversity can foster creativity and innovation.

6. If your company was concerned about its diversity performance, what would you suggest they do?
(a) Conduct a diversity audit to see how well their diversity policy has been implemented and understood.
(b) Gather data from surveys and the HR database on the breakdown of employee diversity statistics.
(c) Create a diversity council to monitor and review the diversity policy.
(d) All of these answers are correct.

7. 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?
a) Indirect discrimination.
b) Direct discrimination.
c) Covert discrimination.
d) Enculturation.

8. What is statute law?
(a) Statute law is the term given to the process of making legislation in parliament at a state or federal level.
(b) Statute law can also be referred to as common law. It is judge-made law.
(c) Statute law is the term given to legislation made at local council level, such as council regulations.
(d) Statute law is case-based law.

9. 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?
(a) The Privacy Act.
(b) The Workplace Gender Equality Act 2012.
(c) The Australian Human Rights Commission Act 1986.
(d) The Fair Work Act 2009.

10. 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 did not work enough to justify the cost. Without the training, he cannot apply for a promotion or take project opportunities in another department. What could this be an example of?
(a) Allowable discrimination.
(b) Stereotyping.
(c) Direct discrimination.
(d) Indirect discrimination.

11. Jazzercise is a gym for women only. It places an advertisement for a female fitness instructor. Can they do this?
(a) No. It is direct discrimination.
(b) Yes, if they have a special exemption with the HREOC. It is an example of allowable discrimination.
(c) Yes, if they have a special exemption with the HREOC. It is an example of covert discrimination.
(d) No, they cannot do this. It is an example of overt discrimination.

12. What does the term ‘unjustifiable hardship' mean?
(a) 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.
(b) When the organisation makes efforts to accommodate employees with a disability, where all reasonable circumstances are considered.
(c) Where the manager or supervisor has a duty of care to protect their staff from harassment, bullying and discrimination and fails to do so.
(d) Longstanding direct and indirect discrimination that seems to be ingrained in the company.

13. Prejudice, bias and a ‘boys club' mentality can prevent women from achieving high-level management positions. What is this commonly referred to as?
(a) Potential pregnancy.
(b) The merit principle.
(c) An inclusive environment.
(d) The glass ceiling.

14. Under the Disability Discrimination Act, an employer must make reasonable accommodation to employ someone with a disability. Which of the following is true?
(a) You must make reasonable accommodation, even if doing so will result in a large expense for the organisation.
(b) You are exempt from making reasonable accommodation if the disability poses a workplace health and safety risk.
(c) For privacy reasons, the employee does not have to disclose any disability or
condition to the employer if they don't want to.
(d) Making reasonable accommodation is always a difficult and expensive thing to do.

15. A company diversity audit reveals a lack of women in management. What suggestions would you make to improve the efficacy of the diversity policy?
(a) Run a staff meeting and reprimand management for being biased and discriminating against women.
(b) 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.
(c) 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.
(d) Conduct the diversity audit again the following year and hope the statistics have improved.

16. 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?
(a) Conduct training to overcome stereotypes and bias. Support the Pride in Diversity program and establish network support groups for LGBTI employees.
(b) Review the organisation's grievance procedures.
(c) Retrain managers as the problem must be due to poor role modelling.
(d) Run a staff luncheon, encourage employees to communicate effectively and introduce them to someone from the LGBTI community.

17. What could your company do to be more inclusive of age-based diversity?
(a) All of these answers are correct.
(b) Have a policy and strategy for flexible work arrangements made available to all staff.
(c) Encourage all staff to keep up to date with technology and make training available.
(d) Conduct training to identify and break down commonly held stereotypes on age generations.

18. You want to employ someone who can work a rotating roster of weekends and evenings. Which of the following questions abides by EEO?
(a) The job is physically demanding and I'm concerned you'll not be able to manage with the shiftwork at your age.
(b) The job involves being on a rotating roster, which will include some weekends and evening shifts. Can you comply with this?
(c) You mentioned earlier that you were a mum. Who will look after the kids when you work evenings and weekends?
(d) Do you have family responsibilities? How will this impact on your ability to work shiftwork?

19. Which is the legal definition of sexual harassment?
(a) Unwelcome behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.
(b) Repeated behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.
(c) Sexual behaviour that a person would find offensive.
(d) A pattern of sexual behaviour that is unwelcome and offensive.

20. Which best describes the usual order that a grievance procedure takes?
(a) 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.
(b) 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.
(c) Seek immediate support with Fair Work Australia to manage the grievance.
(d) 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.

21. Which of the following is NOT true?
(a) Bullying can include physical and psychological harm.
(b) To prove sexual harassment, you need to demonstrate a pattern of repeated behaviour.
(c) Bullying and harassment often occur in situations where there is a power imbalance between people.
(d) Grievances can be costly and time-consuming for the organisation.

22. Jenna works in stores. She feels intimidated and harassed by a regular supplier. How should her manager handle the situation?
(a) The manager doesn't need to as he only has responsibility to protect her from bullying and harassment from colleagues.
(b) 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.
(c) The manager should ban the supplier and never do business with the company again.
(d) 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.

23. 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?
(a) Run training sessions at least on an annual basis and any time that there is an update on policy and/or legislation.
(b) 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.
(c) Include awareness training during the induction of new employees.
(d) All of these answers are correct.

24. 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?
(a) 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.
(b) It could be seen as general harassment, because Jim is hassling her, but it is not
sexual harassment.
(c) 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.
(d) It would only be sexual harassment if Masie felt offended, intimidated, or humiliated. At this stage, she only feels uncomfortable.

SHORT ANSWERS

SECTION 1: implement diversity policy
Q25: What information would you find in a diversity policy?

Q26: List four legislative Acts that have a direct impact on the information that must be incorporated into diversity management policies and work practices.

Q27: List six grounds or protected areas within antidiscrimination legislation.

SECTION 2: foster respect for diversity in the workplace
Q28: List four things an organisation can do to manage age-based diversity?

Q29: An applicant for a cleaning job is required to fill out a detailed application form and submit it via email along with an electronic copy of their résumé. The applicant has a learning disability making it difficult to fill out the form and so they do not apply. Could this process be a form of direct or indirect discrimination? Explain.

Q30: Legislation requires an organisation to make reasonable accommodation or adjustment to support a person with a disability. Give two examples of this.

Q31: At times, discrimination can be allowable. Give two reasons that can support allowable discrimination.

Q32: Define sexual harassment, identifying the key legal components of the definition.

Q33: What legislation covers bullying in the workplace?

Q34: Identify the key internal steps to a company grievance procedure.

Q35: What avenues can an employee take if they are not satisfied with how the organisation handled the grievance?

SECTION 3: PROMOTE THE BENEFITS OF DIVERSITY
Q36: Discuss four ways by which an organisation can promote the benefits of diversity to its employees?

Q37: Many organisations promote their diversity achievements in external forums. List three based on the benefits of using external forums.

Q38: Give two examples of external diversity forums.

Q39: Provide two examples of how a diverse workforce has enhanced products and services in your organisation, or an organisation you have been a customer in.

Q40: Describe how diversity can be used as a competitive advantage in improving products and services.

Q41: Helping staff get to know each other can help break down stereotypes and create an inclusive environment. Give four examples of how the manager and/or the organisation can do this.

Assessment task 2: Project

Project
You are required to do the following.
• Complete Tasks 1, 2, 3 and 4
• Your report should be presented fully typed, in a short report format, printed copy using the template provided- (Report Template)
• Follow the short report format:
- Cover or title page
- Table of contents
- Introduction
- Body - with headings and numbering systems
- Conclusion
- References: list sources of information and research referenced in text
- Appendix: flow chart of the grievance procedure
• You must read and familiarise self with the Kingfisher Garden Centre diversity policy. This is a fictitious diversity policy developed for this assessment.
• 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. You must also use the research gathered throughout the unit, as directed in the ‘Extend your learning' activities.

Task 1: Introduction and legislation
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.
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.

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.

Task 2: Age, gender and family diversity
• Use the Report Template and complete Task 2.
• Review Kingfisher's diversity policy. How could you improve the diversity policy in the following areas?

4. Age-based diversity
How well does it provide for age-based diversity? How could it be improved?

5. Gender diversity
How well does it provide for gender-based diversity? How could it be improved?

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?

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?

• 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?

Task 3: LGBTI, disability and Aboriginal and Torres Strait Islander peoples
• Use the Report Template and complete Task 3.
• Review Kingfisher's diversity policy. How could you improve the diversity policy in the following areas?

8. LGBTI community
How well does it provide for LGBTI diversity and how could it be improved?

9. Disability
How well does it provide for disability diversity and how could it be improved?

10. Aboriginal and Torres Strait Islander peoples
How well does it provide for Indigenous diversity and how could it be improved?

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?

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?

Task 4: Bullying and harassment
• Use the Report Template and complete Task 4.
• Review Kingfisher's diversity policy. Address the following topic areas.

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.

13. Training needs
Based on the suggestions for improvement you have made in Tasks 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.

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?

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?

16. Reference list

Attachment:- Manage diversity in the workplace.rar