BSBDIV601

Implement Diversity Policy

Explain and Interpret Policy to Key Stakeholders

Take the time to look at your organisational chart and

determine exactly where any diversity responsibilities may lie.

This should allow you to truly decide the connections inside

your association with respect to diversity and likewise
administrative obligations.
 Promote Policy Across the
Organisation Through a Range of
Communication Channels
Promote Policy Across the Organisation Through a
Range of Communication Channels

Open communication to employees, local

communities, media, authorities and shareholders should be
a key component of a diversity policy and stimulates an
organisation to continuously improve its performance in this
regard.
Communication channels may include:

• Face-to-face meetings

• Inclusion in training events

• Internet and intranet

• Posters, leaflets and flyers

• Presentations and speeches.

 Communication Plan

Communications include all written, spoken, and

electronic interaction with association audiences.

A communication plan encompasses objectives, goals,

and tools for all communications.
How to Develop the Communication Plan

1. Conduct A Research-Communication Audit

2. Define Objectives

3. Define Audiences

4. Define Goals

5. Establish A Timetable

6. Evaluate The Result

 Communication Audit

A communication audit is a comprehensive evaluation of an

organisation’s ability to send, receive and share information with
various audiences within as well as outside the organisation,
such as customers and investors, in the case of publicly traded
companies.

This type of audit can be performed to evaluate an organisation’s

external or internal communication effectiveness.
 Identify Intended and
Unintended Impacts of Policy
Implementation
Although a diversity policy is necessary,
organisations must weigh the pros and cons of how the policy
is delivered, and consider how well the policy would be
received.

Diversity brings together many varying points of view

and perspectives, and all people benefit from such exposure,
even if they don’t realize it at the time.

Yet forced diversity is dangerous and can breed

resentment.
When you are considering providing diversity training,
interview several diversity experts and trainers to select one
whom you believe will establish a connection with your
employees.

Diversity training is big business, and many human

resources professionals and consultants put themselves out
as diversity experts.

There are no credentials, certifications or other validation

that applies to diversity consultants that can substantiate
their credibility and effectiveness.

An effective trainer will work to engage participants in

candid, honest discussions about diversity and how it affects
each one of them.

Workers who have been victims of discrimination or

employees with biased views about diverse population may
find it difficult to participate in the training.
Monitor Business Activities, Team Plans and Staff
Performance to Ensure Diversity Policy Is Effectively
Implemented

1. Initial Evaluation

2. New Processes Development

3. New Processes Implementation

4. Secondary Evaluation

5. Policy Formalisation
Implement Diversity Policy

Consultation with Stakeholders Is Vital To The

Acceptance of Policy.

In order to get your policies approved, and used

effectively, it is vitally important to document them
carefully.

Ensure that you clearly illustrate how the processes are

to be implemented, maintained and assessed for
effectiveness.
Ongoing Evaluation

To ensure long-term success, ensure that you conduct

periodic evaluations of the policy over time.

The diversity policy you develop for your organisation

(and any consultation that you undertake) should be
aimed at meeting all objectives.
Formal and Informal Diversity
Meetings

Diversity meetings are a key part of a diversity awareness

program.

Diversity meetings are also one of the best methods to

motivate workers to get diversity out of the classroom and
into the field.

These meetings can be formal or informal and can cover

a variety of topics.
 Review Diversity Policy
Gather and Analyse Information about Diversity, the
Policy and its Implementation

There are many different methods you can use to

collect information to see how the diversity policy and
implementation is putting an impact on the organisation:

• Observe

• Interview

• Use workplace documents and forms

No single method is better than any other.

However, it is important that you choose the method that

will work best to provide the information you need to
collect.

In other words, the type of information you need will

determine the method you use.
When you're clear about what you need, then you can
decide what method is going to give you the 'best'
information that 'proves' or shows something, without a
doubt.

This means information that is:

• Authentic

• Valid

• Reliable

• Current
You may be required to record information as part of your
day-to-day job requirements.

Remember that any information you are required to

collect is important, and can be used as evidence by the
organisation.
So, your information should be recorded:
• In the required format
• Clearly and accurately
• Within the correct timeframe
• According to the policies and procedures of the
organisation
• In line with the organisation's obligations.
Keep in mind that more information does not necessarily
mean you have 'better' information. It is about facts – and
facts can be recorded in a concise way. What's important
is that:
• All of the relevant information is included
• It's easy to understand – someone else could pick it
up and understand what's been recorded.
Consult Key Stakeholders to
Provide Feedback on the Policy
Feedback is essential on many levels. Feedback is not
simply criticism, constructive or otherwise.

Rather, it is a reflection of the perceptions of the person or

group providing it.
Feedback can come in many forms:

• Team question and answer sessions

• Email

• Individual question and answer sessions.

Obviously, feedback can be positive, negative, or neutral

Feedback can be delivered in a number of ways:

• Direct Verbal Feedback

• Indirect Verbal Feedback

• Direct non-Verbal Feedback

In thinking about when feedback is necessary, it’s helpful
to refer to the Deming Cycle, which consists of four
phases: Plan, Do, Check, Act, (PDCA).

Feedback from participants can and should be used at

every phase of a change management implementation
cycle.
PDCA

• Before a Program or Initiative Starts (Plan)

• During the Development of the Program or

Initiative Itself (Do)

• When your Program is Ready to Begin (Check)

• During the Running of the Program (Act)

 Refine Diversity Policy in
accordance with Feedback and
Recommendations
Once you have approval, you can adjust the policy
and begin to consider how you will ensure that all
stakeholders are aware.

You may do well to return to your initial

communication plan and rework it, depending on the
magnitude or degree of change.

Complete a new plan and implement as soon as

practical after the new or adapted policy is approved.
 Summary
Diversity is becoming increasingly common as our
workforce is much more mobile than it ever used to be.
People are willing to work anywhere and so we are
becoming more and more familiar with having a diverse
range of people working alongside us.
An effective workforce can be produced through an
effective policy that outlines the importance of diversity in
the workplace and how the organisation itself is going to
work towards this end goal.