Part B: Diversity report

Overview & Introduction

Over the past week there have been some critical diversity issues in my team. Therefore, the
HR manager requests me to analyse the recent diversity issues and implement changes to the
current diversity policy to address these. In doing so, I will establish and foster diversity
within my team and illustrate the benefits of these diversity changes. And this report will try
to fix those diversity issues.
Backgrounds
BizOps Enterprises currently has 150 stores Australia-wide, seven warehouse facilities and a
head office. Presently, there are a number of diversity issues in the IT department that need
attention:
-One of new IT members has strong religious belief and has hard time accepting to with
another team member who is a gay.
-An activity staff neglected to find out whether team members had any dietary requirements.
-On an IT team activity day, several physical games were played. These activities did not
cater for Danielle.
Report details
-Current diversity policy:
The organization is obliged to formulate policies and procedures on the basis of legislation on
human rights, equal opportunities, harassment and anti-discrimination, to guide management
and staff to manage diversity in the workplace. The organizational philosophy and objectives
of diversity management are reflected in the diversification policy. Diversity policy goals
include treating everyone with respect and dignity, and provide a safe, safe and healthy
workplace, make based on fairness and justice of hiring and promotion decisions, such as
attaches great importance to the diversification of labour and the elimination of
discrimination. The program specifies how organizations can achieve their goals of
diversification. Violations of organization diversification policy management program
examples and action of promoting diversity, including dealing with irregularities, complaint
management, review policies and procedures to manage diversity, promoting the diversity of
the diversity and human in the field of management diversity related training. In addition, the
organization must abide by the commonwealth and state/regional legislation related to anti-
discrimination, equal opportunity, bullying and sexual harassment. The organization is
obliged to take positive, reasonable and modest measures to eliminate discrimination, sexual
harassment and victimization. Ignorance is not an illegal guarantee.
-Diversity requirements:
Diversification policies need to be regularly updated to ensure that it is current and as
effective as possible. Requirements include the following checks.
1) Accessible
Ensure that policy is accessible. The document can be downloaded from the organization's
intranet, a document displayed in a prominent location or on a display panel, a brochure for
the public, and an induction guide or organization resource guide for employees and parts.
2) Up-to-date
Diversification policy may be the responsibility of managers, human resources managers
and / or other managers. Specific tasks may include ensuring that all employees access the
documentation and, as required, record all employees are introduced into the policy and when
they receive training, or training policies and procedures to update or review, review the
documents to ensure that the currency and relevance, if legislation Changes, due to the
reorganization of the organization, if the loopholes are found to be incompatible, as a result of
the application, to improve readability and usability, as the benchmark for other policy and
maintenance document version control, so the current version is always used.
-comply with workplace
Diversity, remuneration and nomination committee will regularly review the company's
diversity policy each year will report to the board of directors and make appropriate
recommendations for the development of quantifiable goals to assess the company's
performance in hiring, hiring and retaining, Candidates, including the board and senior
management, especially the proportion of women employed in the company, the proportion
of women employed by the company at the board and senior management level; developed
measurable goals to assess the company's performance in such a goal Recruitment, hiring and
retention of all positions of different candidates, including the board and senior management,
especially the proportion of women employed by the company, the company's recruitment
and employment process for all levels of diversity (including board and senior Management).
-Implementation
First, hold a meeting to explain the content of diversity policy. There are a number of
strategies that can be used to ensure that policies effectively promote and understand their
obligations and procedures. Such as induction plans, information meetings, official reports
and staff meetings. Second, make sure that IT staff can understand policies clearly and
comprehensively. Such as allowing questions, seeking feedback and asking questions. Third,
the promotion of policies to ensure that IT managers to employees and each employee's
effective promotion should take these diversified policies. For example, provide a copy
around the workplace and organize the display on the bulletin board (physical and electronic).
As a member of managers team, we are fully responsible for following policies, procedures
and legislative requirements. Firstly, managers have to know the legislation they have to
comply with, understand all aspects of the diversity policy and supporting documentation
have sound analytical skills to determine how to apply the policy when hiring and promoting
staff, allocating overtime, managing complaints and disseminating information.
Finally, when applying the diversity policy in the workplace, managers need to be aware of
how to proactively comply with the policies and how to avoid noncompliance.
-Resourcing
Discussion forums where new ideas for products and improvements to customer
service are put forward and debated
 SWOT analysis sessions to identify where there are opportunities to increase the
organizations competitive advantage and its strengths and weakness
Discussions at inductions
Team meetings
-Selecting staff and recognized about sex discrimination requirements
Advertising - Putting ads on as many potential applicants as possible, limiting ads to trade
journals may put some people at a disadvantage because many of the ads are on the Internet.
When drafting job descriptions and job advertisements, you must ensure the accuracy and
amount of advertising. Use an inclusive language to avoid any prejudice. In addition,
companies should respect privacy. In the selection and recruitment process, there must be no
sex discrimination, because everyone has equal access to the job. Indeed, some work is only
suitable for a gender, but most of the work is open for both sexes. Therefore, BizOps should
welcome both men and women, who should pay close attention to picking and recruiting staff
so that they can hire the most suitable person for the relevant positions.
-Complaints procedures
Formal complaints procedures
A formal complaint procedure may involve an interview with relevant witnesses (such as a
contact ocer, union delegate, legal representative or supportive colleague); a formal report
prepared by the HR manager; and/or referral of the matter to the organizations legal
representativeorrelevantstate/territoryanti-discriminationagency.
Informal complaints procedures
A staff member may just want the inappropriate behavior to stop and is happy to use
an informal approach. A resolution of the issue is worked out quickly and easily.
The individual may want to deal with the situation themselves by approaching the
person harassing them and just want advice before proceeding.
The harasser may admit that the complaint is founded in truth and make an acceptable
apology to the individual.
A manager may witness an instance of unacceptable behavior (without a complaint
being received) and counsel the people involved.
-Informative report
The information reported has to be informative so that the staff could not be misled. Besides,
the current issue can be solved only if the information is informative. In addition, informative
information could provide sufficient materials when the report used in decision making.
-current legislation

One of new IT members has strong religious belief and has hard time accepting to with
another team member who is a gay. Which against the Sex Discrimination Amendment
(Sexual Orientation, Gender Identity and Intersex Status) Act 2013 (Cth) (SDA
Amendment Act) inserts these new grounds into the Sex Discrimination Act
1984 (Cth) (SDA).From 1 August 2013 it will be unlawful to discriminate against a
person on the basis of sexual orientation, gender identity and intersex status under
federal law. Same-sex couples are now also protected from discrimination under the
 definition of marital or relationship status. These new protections will particularly
apply to lesbian, gay, bisexual, trans, gender diverse and intersex people.

An activity staff neglected to find out whether team members had any dietary
requirements. The primary statute in this area is Title VII of the Civil Rights Act of
1964. Title VII prohibits private employers from discriminating on several bases,
including race, color, religion, sex, or national origin. Various state laws also prevent
discrimination. The courts have recognized various forms of prohibited discrimination,
including disparate treatment, disparate impact, and a hostile environment.

On an IT team activity day, several physical games were played. These activities did not
cater for Danielle. Which against The Disability Discrimination Act 1992 has as its
major objectives toeliminate discrimination against people with disabilities

-Analytical skills for application of diversity policy

Locate and review diversity policy.

Communication skills to:

-Explain and promote the benefits of diversity.
-Negotiate differences between staff.
-Relate to people from a range of backgrounds

Determine its application to the specific work context.

Institute actions to ensure that the diversity policy is understood and implemented by
relevant parties

Provide feedback and suggestions for improvement to ensure currency and efficacy of
diversity policy
Summarise
The report analyses the current diversity issue on workplace.
Diversification policies need to be regularly updated to ensure that it is current and as
effective as possible.
How to make the diversity policy complies with current workplace situation.
Implement diversity policy and decide relevant procedure.
Resourcing from making diversity policy.
Selecting staff and recognized about sex discrimination requirements.
The principle of informative report
Relevant legislation with diversity policy
Analytical skills for application of diversity policy
Conclusion
As a manager, we need good communication skills, and we need to need to provide a wide
range of training to help team members and others solve the problem. For example, we have
the capacity to explain and promote the benefits of diversity and to work with people from a
variety of backgrounds and to identify diversity training needs. Depending on the nature of
our organization, there are two types of training that may be valuable. One can be general or
specific cultural ability. In general, it refers to the ability to communicate effectively with
people of different cultural and socio-economic contexts and the ability to interact effectively
with a particular cultural group by understanding its historical and cultural knowledge as a
basis for the development of skills and the ability of these cultural groups People
communicate and communicate effectively.
According to the conflict resolution procedures, conflict resolution procedures should be:
The manager will listen attentively and attempt to work with the employee and/or the
employees representative to come up with a mutually agreeable outcome. If the issue(s)
cannot be resolved and/or it is inappropriate for the manager to deal with the problem, it is to
be referred to a more senior manager. The senior manager will listen attentively and attempt
to resolve the issue with the employee and/or the employees representative to come up with
a mutually agreeable outcome. If a resolution is not forthcoming, then the matter is to be
referred to top-level management. Always ensure to respond to complaints of bullying or
harassment.
There are also considerations: Firstly, for example, staff who have overseas business
experience and contacts, and who speak different languages and understand different cultures
and traditions. Secondly, women and men who have experienced discrimination because of
age or gender will have right to complain. Thirdly, people with disabilities and those people
who think differently should be treated. Contributions made by staff may have a positive
effect on productivity, the types of products being developed and customer service, all of
which adds to the organisations reputation and advantage over its competitors

Diversification can be seen as part of day-to-day operations and organizational culture, not
individual issues. Companies that are recognized as the best employer rewards usually allow
employees to enjoy good working life balance and flexible employment conditions. Any
arrangement is a good way to meet the diverse labor force. Happy and harmonious working
atmosphere is also highly appreciated. When opportunities arise, managers should help
organizations promote organizational diversity in internal and external forums to improve the
organization's image and reputation.

Continued promotion of diversity within the organization sends a strong message to

employees that their commitment to diversity is real and that diversity is important
throughout the organization. Employee entry is an important opportunity to discuss diversity
issues and promote organizational policies and their benefits. This information can be
repeated on a regular basis through staff meetings, review training, team meetings and
performance appraisal.

Benefits of Workplace Diversity:

Improve the morale of employees
Employees feel safer.
Flexibility to adapt to religious holidays.
Increase access to broader markets, including overseas opportunities.
Demonstrating commitment to diversity enhances the organization's position and
builds community trust.
.