Reference no: EM132996087
BSBDIV601 Develop and implement diversity policy
Assessment 3 - Project 2 - Implement and monitor diversity policy
Part A - Prepare communication plan Scenario
This is a continuation of the scenario from Assessment 2.
You have commenced the implementation of the Diversity Policy and Diversity Action Plan prepared in Assessment 2.
Task
Prepare a communication plan to communicate the Diversity Policy and Action Plan to all affected stakeholders, including:
• current staff
• future staff
• contractors and clients
Use the template in Appendix C to prepare the plan.
Part B - Role play: Present diversity policy and action plan to staff
This is a continuation of the scenario in the previous part.
Make a presentation to all senior management of Soft-Authent to inform them of the new Diversity Policy and Diversity Action Plan.
During the presentation, you must:
• introduce the purpose of the presentation
• explain the policy and action plan in detail to the members of senior management staff, and how it will affect current and future staff
• explain the benefits of the policy
• explain the communication plan you have developed for the policy
The time limit for the presentation is 5 minutes.
You may use Microsoft PowerPoint to prepare presentation slides. This is a role play. You are the HR Manager.
Your assessor will organise a group of your classmates to play the role of the senior management staff of Soft-Authent.
Scenario
This is a continuation of the scenario from the previous part.
It is now a year since Soft-Authent implemented the Diversity Action Plan.
The organisation had set the following targets for ensuring workplace diversity:
• Increasing female representation
• Creating employment opportunities for indigenous Australians
• Supporting employees or potential employees with disabilities
• Increasing participation by employees of Asian/ CALD backgrounds
• Promoting age diversity
• HR initiatives - retention
Results of the monitoring
Recently the business undertook an assessment all of its divisions and a range of internal and external stakeholders, including employees, customers, government, investors, peers and suppliers.
Quantitative and qualitative data was obtained to assess the effectiveness of the diversity program through sources such as employment statistics, customer insights, employee surveys, review of strategic plan, priorities and targets, traditional and social media reviews.
The Business Information data revealed the following:
• Increased resources were allocated to identify and develop high potential women; as a result, the organisation currently has a total staff of 50, and employs 18 women.
• The average turnover for the past six months has been 6% for both women and men.
• Gender-based pay discrimination is not part of Soft-Authent's remuneration system.
• Improvements in the working environment and organisational culture that result from workforce diversity policies has reduced the incidence of direct and indirect discrimination, therefore costs of litigation and dispute resolution have decreased.
• Reduced labour turnover and higher retention rates have resulted in lower recruitment and training costs for company.
• Improvements in the working environment and culture have reduce absenteeism.
Employee feedback obtained through formal surveys, informal feedback and conversations indicated that a majority of the staff believed that:
• People of diverse backgrounds work in all levels and departments of the organisation
• Diversity is seems to be a goal in recruitment strategies
• There is equity in employment actions and systems
• The business employs people irrespective of their age, based on their experience, merit and suitability for the job
• Employee issues are raised and heard with respect and honesty, and are resolved in an effective, timely manner
• Organisational issues and personnel grievances are resolved effectively with active, appropriate input and participation from all levels
• Managers are trained, assessed, held accountable and rewarded for managing people of diverse backgrounds effectively
Some of the suggestions for improvement that emerged from these surveys include:
• Diversity strategies should be made integral to organisational strategic plan and objectives
• People of diverse backgrounds should be included in all levels and in all departments of the organisation
• Representation of women in executive and management roles should be improved
• Hiring and retention of high potential females should be made a key performance indicator for senior management
The following are the results of the traditional, online and social media reviews:
• Its employees, clients, and other stakeholders view soft-Authent as an ethical player in its professional area and in the community where it is located
• The organisation's products and outputs reflect a broad and diverse client base and partner network
Information about Board of Directors
• The membership composition of the Board of Directors is skewed in terms of gender, discipline, cultural background and professional expertise. None of the members of the current board has gender and diversity expertise.
• As part of its strategic planning function, the Board is required to assist the organisation in aligning gender and diversity initiatives to its core work and strategic goals. The Board can achieve this by emphasising that gender and diversity goals and outcomes are also high priority goals of the Board.
• The board has been discussing setting a key performance indicator for the retention of high potential females to the management; this will improve the representation and retention of women in executive and management roles.
Part C - Monitor and report on implementation of diversity policy
You are now required to monitor the reported information to determine efficiency of policy.
You must read and analyse Soft-Authent's information about diversity, the policy and its implementation and:
1. Analyse the quantitative and qualitative information from the scenario above and compare it to the business' objectives given in the scenario in Assessment 2.
2. Identify the impacts of policy implementation by asking questions such as:
a. In overall terms is the Diversity Policy and Action Plan ‘fit for purpose' - that is, usable and workable?
b. Does the policy and plan adhere to legislative requirements?
c. Did the implementation help the business meet its objectives?
d. Did the implementation realise all the expected benefits that were identified?
e. Did the implementation meet the CEO and COO's expectations?
f. Did the implementation have unintended impacts on the business or breaches of legislative requirements?
g. What 3 actions can you recommend to address issues identified in this analysis?
3. Prepare a report for the management team covering the above assessment. In this report, you must include your analysis of the information above, and make recommendations for changes to the policy, based on your evaluation.
Your report should be no longer than 800 words.
Part D - Role play: Provide feedback to stakeholders on policy implementation and revise policy
Scenario
This is a continuation of the scenario in the previous part.
As part of your role, you are required to provide feedback to the CEO of Soft-Authent on the impact of the implementation of the Diversity Policy and the Diversity Action Plan in the last one year.
Task
1. Conduct a meeting with Soft-Authent's CEO, Brent Halliday, to:
• explain the purpose of the meeting
• provide feedback on the implementation of the policy
• discuss your recommendations for changes to the policy
• seek approval to make the recommended changes to the policy
• conclude meeting by summarising all the inputs from CEO, and identifying the revisions you will make to the policy
• make notes of the CEO's inputs during the meeting This is a role play.
Your assessor will play the part of Brent Halliday.
2. Revise diversity policy to reflect the changes agreed with the CEO, and the additional inputs from CEO.
Attachment:- Develop and implement diversity policy.rar