BSBTWK501 LEAD DIVERSITY AND INCLUSION

Student Full Name

Preferred Name

Unit code

BSBTWK501

Unit Name

LEAD DIVERSITY AND INCLUSION

Trainer/Assessor

Due Date

Assessments due dates are reflected in the Moodle or as per instructed in class

Assessment for this Unit of Competency/Cluster

Details

ASSESSMENT 1

SHORT ANSWER QUESTIONS

ASSESSMENT 2

REPORT- REVIEW DIVERSITY POLICY

ASSESSMENT 3

PRACTICAL OBSERVATION (PRESENTATION)

ASSESSMENT 4

PROJECT- REVISE DIVERSITY POLICY, FOSTER RESPECT AND PROMOTE BENEFITS OF DIVERSITY IN THE WORK

Attempt Number

Student to highlight correct attempt number. Assessors to adjust if not correct or entered.

By due date or before

Corrections to be made within 2 weeks

? 1

? 2

? 3

Assessments must be your OWN work. Fees will apply if proven and an alternate assessment may be given.

Current Grade of this assessment

o S

o NYS

o RE

o NS

o PTC

o RS

o W

S = Satisfactory, NYS = Not Yet Satisfactory, RE = Reschedule due to no attendance, NS = No Submission received,

PTC = Practical to be completed, RS = Re-sit practical, W = Withdrawn from unit,

Feedback / Comments

What will be assessed

You will be assessed based on your knowledge on the following concepts:

? Locating and reviewing organisational diversity policy

? Revising diversity policy and incorporate improvements

? Identifying training needs to promote respect for difference in personal transactions

? Identifying staff struggling to work with diversity and implement measures to support working with diversity

? Develop processes to demonstrate benefits of working with various diverse groups

? Addressing workplace diversity complaints according to organizational policies and procedures

? Promoting organizational workforce diversity in external forums

? Identifying role of diversity in gaining a competitive advantage for the organisation

? Supporting organizational efforts to champion diversity

? Implementing Strategies to improve awareness of challenges experienced by individuals from diverse groups in the work team

? Following procedures for handling complaints for harassment allegations

? Leading diversity and inclusion initiatives for an organization or work area

? Promoting the benefits of diversity to others both internally and externally

? Identifying the benefits and competitive advantage of a diverse workforce

? Relevant legislations relating to diversity such as Age, Disability, Racial and Sex discrimination as well as Human Rights and Equal Opportunity

? Identifying, analyzing, and evaluating complex texts to determine particular diversity requirements

? Collating ideas and information from various sources

? Preparing factual and informative documentation to suit purpose and audience

? Recording investigation findings according to organizational and legislative requirements

? Taking responsibility for following policies, procedures, and legislative requirements

? Seeking to improve policies and procedures to better meet organizational goals

? Selecting, implementing, and seeking to improve protocols governing communications to clients and co-workers in a range of work contexts

? Collaborating with others to achieve shared goals

? Interacting effectively with people from diverse backgrounds

? Accepting responsibilities for planning and sequencing complex tasks and workload, negotiating key aspects with others

? Using analytical skills to decide on appropriate application of diversity policy in a range of complex situations

? Investigating new and innovative ideas as means to continuously improve work practices and processes

Place/Location where assessment will be conducted

Alliance College/ Workplace

Resource Requirements

Alliance College - Online Resource Center

Legislation, regulations, and codes of practice for managing diversity

Instructions for assessment including WHS requirements

Answer the questions on the following pages and upload this assessment and all other supporting documents to Alliance College - Online Resource Center (within this unit)

Follow any instructions given by trainer in regards to WHS procedures.

Performance objective

In this assessment task, you will need to demonstrate your skills in updating the Diversity policy based from your analysis of its currency and efficacy, addressing diversity related complaints using the companys policy and procedures, identifying diversity issues and staff struggling to work in a diverse team and formulating strategies to improve awareness of Diversitys benefits in the internal and external forum, using communication platform to show support in organizational efforts to champion diversity.

Due Dates

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details.

INTRODUCTION:

This part of the Assessment will now require you to INCORPORATE THE CHANGES THAT YOU HAVE SUGGESTED IN ASSESSMENT 2 and presented in ASSESSMENT 3 on how to improve the Diversity Policy.

INSTRUCTION:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. INCORPORATE ALL IMPROVEMENTS IN THE DIVERSITY POLICY using the checklist used for assessing currency and efficacy of the Diversity Policy and the feedback form that you have completed in Assessment 2.

2. REVISE YOUR COMPANYS DIVERSITY POLICY (Your own workplace or Simulated Case Scenario) using the template provided below.

Note: You do not need to revise the parts or sections of the Diversity Policy if you think they are current and existing based on your Diversity Policy Checklist.

3. HIGHLIGHT THE PARTS OF DIVERSITY POLICY that you have REVISED/UPDATED.

POLICY AREA

POLICY NUMBER

EFFECTIVE DATE

REVIEW DATE

RELATED FORMS/ DOCUMENTS

VERSION CONTROL

Version

Date effective

Approved by

Amendment

AIM | PURPOSE OF THE POLICY

POLICY STATEMENT

SCOPE

APPLICATION

DEFINITION OF TERMS

LEGISLATIVE AND REGULATORY CONTEXT

GENERAL GUIDELINES

KEY ROLES AND RESPONSIBILITIES

CONSEQUENCES OF BREACHES

MONITORING AND REVIEW

FEEDBACK PROCEDURE

*Please see ANNEX A For the COMPLAINT PROCEDURE*

COMPLAINT HANDLING PROCEDURE

CONTACT PERSON

For any discrimination and harassment related complaints the first contact person is either the immediate supervisor or the Human Resource Manager.

The contact person should not be the same person who is responsible for investigating or making decisions about a complaint

DUTIES AND RESPONSIBILITIES OF CONTACT PERSON

The contact person should:

Be available to listen to an employees concerns about discrimination or harassment

Not form a view of the merit of any allegations

Provide information about the internal complaint process

Advise the person that in some situations where serious allegations are raised for example, allegations that may expose the organisation to legal liability the issue may need to be reported to management and dealt with as a formal complaint

Where appropriate, provide support for a person if he or she wants to try and resolve the issue personally

Provide information about available support services, for example, workplace counselling services

Outline other options available to the person, such as lodging a complaint of discrimination or harassment with an external agency

INFORMAL COMPLAINT RESOLUTION

In some situations, it may be appropriate to consider early resolution of an initial complaint without undertaking an assessment of its merit.

This approach may be useful where:

The complainant indicates a desire to sit down and discuss the matter with the respondent informally and this seems appropriate in the circumstances

The information on hand supports a view that the complaint has arisen from a misunderstanding or miscommunication

The behaviour being complained about is not serious and does not appear to be discrimination or harassment, as defined by the organisations policy.

Early resolution may involve:

A direct private discussion between the complainant and the respondent

An impartial third person conveying information between those involved

An impartial third person helping those involved to talk to each other and find a solution.

In some situations the impartial third person may need to be someone external to the organisation, such as a professional mediator.

FORMAL RESOLUTION

If a person wants to proceed with a formal complaint about discrimination or harassment, or if this is considered to be the most appropriate course of action, the following steps are recommended.

a. Obtain information from the complainant

The person handling the complaint (the complaint officer) should:

Provide information about the complaint process, potential outcomes, options for assistance/support and protections from victimisation

Ensure the allegations are documented, either by the complainant or the complaint officer

Explain that the process is confidential, what this means and why it is important

Explain what records of the complaint will be kept, for how long and where

Explain the action that may be taken if the complaint is found to be vexatious or malicious

Ask the complainant to provide relevant documents or details of witnesses that may support the allegations.

Where there is a concern about supporting information being destroyed or compromised, the complaint officer should try to obtain this information before taking any further action.

b. Advise the respondent about the complaint

The complaint officer should:

Advise the respondent that a complaint has been made against him or her and provide as much information as possible about the allegations and supporting information (where applicable)

Confirm that he or she will be given the opportunity to respond to the allegations in writing or through an interview

Provide information about the complaint process, potential outcomes, and options for assistance/support

Explain that the process is confidential, what this means and why it is important

Explain what records of the complaints will be kept, for how long and where

Explain that it is unacceptable to victimise someone who has made a complaint.

c. Assess the information

If the respondent confirms that he or she did what is alleged to have occurred, and if this behaviour would be considered discrimination or harassment as defined in the organisations policy, the next step is to consider an appropriate outcome (see below).

It is recommended that the respondent is provided with the opportunity to comment on any proposed decision and outcome before a final decision is made.

If there is disagreement about what happened, the complaint officer should consider whether there is other information that will help to determine what happened. It is generally understood that the person making the decision should be satisfied that it is more probable than not that what is alleged to have happened did happen.

Given the nature of discrimination and harassment, there may often be no direct witnesses or documents to support the complainants version of events. This does not mean that the allegation is untrue. In these situations, the complainant should be given the opportunity to comment on the information that has been provided by the respondent and to provide any other information to support his or her allegations before a final decision is made

OUTCOME FROM THE PROCESS

a. Where the allegations are admitted or substantiated

Outcomes for the respondent may include:

Disciplinary counselling

An official warning

A requirement to attend discrimination and harassment awareness training

A requirement to provide a formal apology to the complainant

Disciplinary action (e.g. Demotion, transfer, suspension, probation, or dismissal)

Participation in mediation to restore relationships in the workplace.

Outcomes for the complainant may include:

Re-crediting of any leave taken as a result of the discrimination or harassment

Supportive counselling

A change in the work environment, as requested, for example, a change in work teams or location

Participation in mediation to restore relationships in the workplace.

It is important that the complainant is provided with general information about the outcome of a complaint, as this may affect their decision to pursue the matter with an external agency. The level of detail provided should be balanced against the need to respect the privacy of the respondent.

b. Where the allegations are not admitted or substantiated

Where allegations have not been admitted or substantiated, it may still be appropriate for the employer to take some action as a result of the complaint. For example, it may be appropriate to:

provide refresher training for all staff regarding appropriate workplace behaviour,and/or

re-issue the discrimination and harassment policy or code of conduct to all employees.

If such action is taken, it is important that it is not done in a way which could be seen as singling out or punishing the respondent, especially where there has been no finding that he or she has breached the organisations policy or code of conduct.

https://humanrights.gov.au/our-work/employers/good-practice-guidelines-internal-complaint-processes

INTRODUCTION:

This part will require you to demonstrate your knowledge and skills in ADDRESSING DIVERSITY COMPLAINTS from your organization by FOLLOWING THE COMPLAINT HANDLING POLICY AND PROCEDURE in your workplace.

INSTRUCTION:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. Read the COMPLAINT HANDLING POLICY and PROCEDURE from your own workplace or simulated case (Annex A in the Diversity Policy)

2. Read the COMPLAINT OF ONE STAFF below about a Diversity issue in the workplace

3. Using the Complaint Handling Policy and Procedure of your own workplace or simulate case, address the complaint by SENDING AN EMAIL to the staff explaining the Complaint Handling Policy and Procedure.

4. Include in your e-mail the FORMAL and INFORMAL Complaint Procedure.

ELAINE

Elaine is a Senior Guest Service Agent in a Hotel. She is 27 years old, student, completing her Bachelors in Marketing in Adelaide, South Australia. She is from Zimbabwe but has advance English and can communicate well with colleagues and customers.

She joined the company almost two years ago as a housekeeping staff and was offered to take the role of Senior Guest Service Agent due to her previous experience in the same role back in her country and excellent work performance.

She sent an e-mail to the Human Resource Manager complaining about her co-worker for workplace harassment.

(Source: https://requestletters.com/home/writing-a-complaint-letter-about-workplace-harassment)

https://www.123rf.com/photo_43189501_vector-user-icon-of-black-woman-in-business-suit.html

EMAIL TEMPLATE

From: ex.humanresource@aph.com.au

To: ex. Elaine@aph.com.au

Date: Within Assessment Period

Subject:

Message:

CONTENT

The content of the e-mail should include

Reply to Elaines email and explain what the Complaint Handling policy and procedure relevant to her complaint

Discussion of the FORMAL and INFORMAL Procedure

Answer should be relevant to your organization/simulated case scenario Diversity Policy

WRITING STYLE/ MANNER

The e-mail should be written in a professional, clear manner using simple and non-discriminating language

Use of appropriate style of writing to fit purpose and audience

FORMAT

Student should use the following sequence in the email

Salutation- Dear Mr/Ms

Introduction- purpose of your e-mail

Body (Explain what she needs to do, what the company will do about her complaint, what are the procedures that will be followed etc)

Valediction- Yours Truly/ Sincerely/ Respectfully,

Signature: Senders Name

Title/Position:

Enclosure: Name of Documents attached if any

Include:

Formal Complaint Procedure

Informal Complaint Procedure

INTRODUCTION:

This task requires you to IMPLEMENT STRATEGIES TO IMPROVE AWARENESS OF CHALLENGES experienced by individuals from diverse groups in the workplace.

After the INCIDENT THAT HAPPENED TO ELAINE IN TASK 2, you realized that you should implement strategies to improve awareness of challenges experienced by Individuals from diverse group in the work team. You are thinking of writing an educational newsletter about workplace bullying/ discrimination.

INSTRUCTIONS:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. WRITE ONE (1) EDUCATIONAL NEWSLETTER FOR YOUR OWN WORKPLACE OR FOR THE SIMULATED CASE SCENARIO- ALLIANCE PRIME HOTEL, that discusses the following:

Diversity challenges experienced by individuals at work (Ex. Bullying/ Discrimination)

The effects of these Diversity issues to the Employee and the Company

The role of employees and the company in ensuring that this does not happen in the workplace

2. COMPLETE THE TEMPLATE below

CHALLENGES EXPERIENCE BY INDIVIDUAL IN THE WORKPLACE

Student should choose one (1) Diversity Challenge experience in the Workplace that will be the topic of the Newsletter

STAFF EDUCATIONAL NEWSLETTER

The newsletter should discuss the following:

Diversity Issues in the workplace

The effects of these Diversity Issues to the Employee and the Company

The role of employees and the company in ensuring that this does not happen in the workplace

Newsletter should be written in a clear, concise, fair, and non-discriminating manner

INTRODUCTION:

This task will require you to IDENTIFY TRAINING NEEDS THAT PROMOTES RESPECT for difference in personal interactions in the workplace based on the given scenario below.

INSTRUCTION:

*NOTE: YOUR ANSWER FOR THIS TASK WILL BE BASED ON THE SCENARIO GIVEN BELOW *

1. READ THE SCENARIO provided below

2. IDENTIFY TRAINING NEEDS that will promote respect for differences in personal interactions by answering the following questions below.

3. ANSWER THE FOLLOWING QUESTION below

ALLIANCE PRIME HOTEL has recently recruited the following employees in the past six months and the Human Resource Manager had asked their respective Managers about their performance.

The following information from their Managers were reported.

RESTAURANT DEPARTMENT

2 FOOD AND BEVERAGE ATTENDANTS (F&B ATTENDANTS)

Female, Indian, Single, 20 yrs. Old, student taking up Certificate in Commercial Cookery, used to work in an Indian Restaurant but first time to work with diverse culture, English is not her first language.

She is good at work, but She is not familiar with other cultures and at times have conflicts with other staff due to differences.

She complaints about why other staff are allowed to have breaks to do their prayers, and She ends up doing the job for them.

SIMRAN

https://www.vectorstock.com/royalty-free-vector/indian-woman-icon-simple-style-vector-13213910

Male, from Pakistan, Muslim religion, Single, 30 yrs. old, used to work in a winery where most employees are Male, English is not his first language.

He needs to say his prayers everyday as his religious ritual. This is normally during dawn, sunrise, afternoon, midday, after sunset and nighttime.

He has a hard time working with female employees, as He thinks they talk a lot and work less.

CHARLES

https://pngtree.com/so/muslim-icon

FRONT OFFICE DEPARTMENT

2 HOUSEKEEPING STAFF

Female, Filipino, Married, 35 yrs. old, used to work with other Hotels as Housekeeping staff, English is not her first language, her personality is a bit shy as She does not speak English fluently.

She seldom socializes with other employees.

She recently complained that some staff are picking on her because of her English.

ANITA

https://iconbros.com/icons/filipino_2

Australian, Single, 25 yrs. old, used to work in a Caravan Park doing housekeeping jobs prior to working with Alliance Prime Hotel. English is his first language. Sunny is discreet with his personal affairs.

He was recently seen going out with another man, by one of the housekeeping Staff.

He recently complained to his Manager that some of the male employees are now avoiding him and He suspects it is because they found that He is gay

SUNNY

https://thenounproject.com/icon/hotel-employee-2399984/

Identify at least TWO (2) DIVERSITY ISSUES in the workplace based on the scenario that needs to be addressed.

Criteria

Student should identify two (2) diversity issues in the workplace

Diversity issues are problems or conflicts due to issues on age, gender, religion, race, disability, sexual orientation etc.

1.

2.

Based on the Diversity Issues identified, write at least TWO (2) TRAINING TOPICS that you will conduct to promote respect, diversity, and inclusion in the workplace

Criteria

Student should identify two (2) training topics that will be conducted

Students need to write the Training topics or Titles

Topics or Titles should be related to promoting respect, diversity and inclusion in the workplace

1.

2.

Identify at least TWO (2) TRAINING METHODS that you will use relating to promoting respect, diversity, and inclusion in the workplace

Criteria

Student should identify two (2) TRAINING METHODS

Students need to write the TRAINING METHODS that will be used to promote respect, diversity, and inclusion in the workplace

1.

2.

INTRODUCTION:

This task will require you to demonstrate your skills in IDENTIFYING STAFF THAT ARE STRUGGLING IN THE WORKPLACE DUE TO DIVERSITY ISSUES and implement measures on how to support them to overcome these diversity challenges.

INSTRUCTION:

*NOTE: YOUR ANSWER FOR THIS TASK WILL BE BASED ON THE SCENARIO GIVEN IN TASK 3 *

1. Using the scenario in Task 3, IDENTIFY AT LEAST ONE (1) EMPLOYEE THAT IS STRUGGLING to work with diversity in the workplace

2. COMPLETE THE TRAINING PLAN below to implement measures on how to support staff with working in a diverse workplace

TRAINING PLAN

NAME OF EMPLOYEE

Student to write one (1) employee that is struggling to work in a diverse team

DEPARTMENT

Student to write the name of the Department under which the employee is working

TRAINING TITLE

Student to write one (1) Topic/ Title of the Training that will be conducted (Ex. Cultural Awareness Training)

TRAINING TOPICS

Student to write a short description of what will be discussed in this Training

RESULTS EXPECTED FROM THE TRAINING

Student to write at least one (1) result that will be expected in the Training (What do you wish to improve in the employees attitude/performance/ behaviour?)

TRAINING METHOD

Student to write one (1) method on which the training will be conducted

DATE OF TRAINING

Student to write when the training is scheduled

PERSON RESPONSIBLE

Student to write who is the person responsible for this Training

INTRODUCTION:

This task will require you to demonstrate your skills in developing a process to demonstrate the benefits of working with various diverse group and promote the role of diversity in gaining competitive advantage for the organization.

INSTRUCTION:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. You are required to DEVELOP TWO (2) POSTERS that will be placed in your companys bulletin board as an on-going process of promoting benefits of diversity and its role in gaining competitive advantage

2. POSTER 1- should demonstrate the BENEFITS OF WORKING WITH VARIOUS DIVERSE GROUP

3. POSTER 2- should describe/ identify the ROLE OF DIVERSITY IN GAINING COMPETITIVE ADVANTAGE for the organisation

POSTER 1

BENEFITS OF WORKING WITH VARIOUS DIVERSE GROUP

Criteria

Student should discuss the benefits of working with various diverse group in the poster

The poster should have a good visual presentation- text are readable, proportion, used pictures, graphics, icons as necessary

The poster should be written in a clear, concise, fair, and non-discriminating manner

Paste the poster below, or at the end of this Assessment as Annex.

POSTER 2

ROLE OF DIVERSITY IN GAINING COMPETITIVE ADVANTAGE

Criteria

Student should discuss the Role of Diversity in gaining Competitive Advantage in the poster

The poster should have a good visual presentation- text are readable, proportion, used pictures, graphics, icons as necessary

The poster should be written in a clear, concise, fair, and non-discriminating manner

Paste the poster below, or at the end of this Assessment as Annex.

INTRODUCTION:

This task requires you to PROMOTE YOUR ORGANIZATION AS A DIVERSE COMPANY IN AN EXTERNAL FORUM/ outside your organization.

INSTRUCTIONS:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. PLAN ONE (1) EVENT/FUNCTION/PROMOTION for your own workplace or for the Simulated Case Scenario- Alliance Prime Hotel, that can help promote the benefits of diversity within your business.

2. COMPLETE THE ACTION PLAN below on how you will promote Diversity in an EXTERNAL FORUM.

ACTION PLAN TO PROMOTE DIVERSITY IN EXTERNAL FORUM

TYPE OF ACTIVITY:

Student to identify ONE event/function or promotional activity that promotes diversity in the workplace

DESCRIPTION OF THE ACTIVITY:

A short description of the event/function or promotional activity

Discuss what will happen in the Activity

DATE OF ACTIVITY:

Date should match the celebration/ activity dates (Ex. Chinese New Year, Diwali Festival etc.)

COST OF ACTIVITY:

Cost of activity should be realistic

RESOURCES REQUIRED:

Resources required may pertain but not limited to human, physical, technological resources

DIVERSITY BENEFIT PROMOTED:

A brief description of what Diversity benefit is being promoted (Ex. Improve reputation of the organisation)

INTRODUCTION:

This task will require you to DEMONSTRATE YOUR SUPPORT IN YOUR ORGANIZATIONAL EFFORT TO CHAMPION OR PROMOTE DIVERSITY using suitable mediums of communication.

INSTRUCTIONS:

? For Learners Using OPTION 1- OWN WORKPLACE and OPTION 2- SIMULATED CASE SCENARIO

1. CHOOSE ONE SOCIAL MEDIA PLATFORM (Ex. Facebook, Instagram, LinkedIn, Twitter etc.) that you will use which can help promote the benefits of diversity within your own workplace or the Simulated Case Scenario

2. CREATE ONE SOCIAL MEDIA POST (on the platform of your choice) that will help promote the benefits of diversity for your own workplace or the Simulated Case Scenario. Use pictures, graphics, texts, logos, icons as necessary.

3. USE THE ACTION PLAN TEMPLATE below.

ACTION PLAN TO SUPPORT ORGANISATIONAL EFFORTS TO CHAMPION DIVERSITY

SOCIAL MEDIA PLATFORM USED

Student to tick one Social Media Platform that you will use

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OTHER SOCIAL MEDIA PLATFORMS

DATE OF POSTS

Student can explain the dates via the ff: every Monday from DD/MM/YY to DD/MM/YY

COST

Student to write how much is the expense or cost related to this post

PERSON RESPONSIBLE (POSTING/ MONITORING)

Student to write who will be responsible in posting and monitoring the post

SOCIAL MEDIA POST

Student should write the content/ message of the social media post below

The social media post should be written in a clear, concise, fair, and non-discriminating manner