BSBDIV601 Develop and Implement Diversity Policy Assessment Answer

Introduction

West Water benefits more than 1 million occupants and 40,000 organizations, over some of the quickest developing and most assorted rural areas in Australia. The organization that you work for, Water West is a huge association in Melbourne with around 900 full-time equal staff. The staff populace is similarly isolated among females and males however the females hold positions that are generally held by females. Guys are additionally in generally male-commanded positions including the majority of the exchanges jobs, senior administration, bookkeeping, data innovation, and building. In this assignment, we have investigated the research and policy development project and implementation of the diversity policy. The review of this diversity policy as making a recommendation for changes and improvements is also described in this assessment. Further, we have discussed knowledge of implementing and monitoring diversity practices and the legal framework that applies to Australian workplaces, and the major projects which we have done.

Assessment Task 1: Research and policy development project

Research Report

In this research report, we have discussed the diversity policy. In recent years, the investigation on diversity has jumped towards inclusion. The inclusion in the world of diversity has generated its place in recent areas of exploration. This will helps in improving the firm’s performance and it is essential that the West Water organization can no longer choose to ignore it. The examination of the diversity policies, reviews, action plans is undertaken in the diversity of the West Water organization. They pay our most profound regards to the customary overseers’ past, present, and future(Young, 2016). They are effectively looking for articulations of enthusiasm from Aboriginal and Torres Strait Islander candidates to empower us to manufacture a solid ability database of different hopefuls.

Diversity policy 

The West Water accomplishes to assure diversity & remove all forms of unfairness and handshakes all people are disrespect of nationality, choices of the way of living, trust, sexual adjustment, feminine character. They are deliberate about confirming that their manpower and their managers follow the diversity of the organization they deliver. They are aligning individually opposite to the bull’s eye in the distance of that territory along with the gender equalized workforce and guidance team by 2019-20. They recognize then proceeded with social, social, and otherworldly associations that Aboriginal individuals have with the grounds and waters, and perceive and esteem that the Traditional Owner gatherings have thought about and secured them for a great many ages. They are assured of giving a broad office place, with behavior & actions being compiled by employee lead work teams. By our re-agreement activity plan, they need to provide to a community that praises and takes care of the continuous educational &devotional network of Aboriginal &Torres Strait Islander persons to the land and water transports.They need you to bring your ‘entire self’ to work, so they celebrate social occasions with our kin. The West Water consciously recognizes the Traditional Owners of the terrains and waters whereupon they work and work, the general population of the Kulin Nation.

Action plan

West Water built up a Reconciliation Action Plan as we are enthusiastic about supporting all networks inside the areas we serve. We are especially cognizant of the vital social furthermore, profound associations that Aboriginal individuals need to grounds and waters and we are focused on guaranteeing that this mindfulness is implanted in the overall dimensions of our association. They have created a Reconciliation Action Plan (RAP) so as to help control this responsibility further. A RAP will give an instrument for West Water to not just advance more noteworthy comprehension and acknowledgment of the social and social hugeness of water, yet to effectively encourage our significant connections and organizations with Aboriginal and Torres Strait Islander Networks and Traditional Owners, and to give work and business open doors for nearby Native people groups and their networks. Further, the Victorian State Government’s Water for Victoria strategy requests that City West Water incorporate Aboriginal values and conventional environmental learning in water arranging (Moser, 2012). City West Water submits through this Compromise Action Plan to genuinely actualize Water for Victoria’s vision for Aboriginal commitment. Our Managing Director and Executive Leadership Group champion the duty to our Compromise Action Plan over the business furthermore, our Reconciliation Action Plan working gathering is spoken to by individuals from staff including:

General Manager, Customers and Community General Manager, People and Capability Condition and Heritage Specialist, Interchanges Manager, Senior Environmental Specialist, Senior Environmental Officer, Legitimate Counsel, Contracts and Procurement, Solid Urban Habitat Operations Officer, Outer Aboriginal Representative, One individual from our RAP working gathering is a Native individual.

Questionnaire 

1. Are you Male or Female?
2. Are you of Aboriginal or Torres StraitIslander origin?
3. In which country were you born?
4. Do you have an ongoing disability?
5. Please indicate the nature of your Disability?
6. Does your disability require adjustments in the workplace by your employer?
7. Please describe the adjustments your employer needs to make to your workplace and indicate which of these have been provided?
8. If you provided the above answer would you like this information to be made available to appropriate staff so any adjustments can be put in place and maintained?

Evidence of consultation

Based on our study of the reports and our knowledge as consultants, the core functions of consultation likely involve:

1. Progress training
2.  Problem resolving performance obstructions
3.  Case foothold
4.  Accountability
5. Expertise skill-building
6. Convenient treatment conversion
7.  Preparation for sustainability

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Assessment Task 2: Implement the diversity policy project

Presentation

Diversity Steering Committee to support assorted variety also, incorporation and management the execution of activities.

Transparent detailing of advancement and targets will be created the organization with our individuals.

Annual Diversity and Inclusion statistics to get it how our workers mirror the network we serve and to guarantee our concentration and exercises are ideal serving the necessities of our various representatives. An ongoing audit of approaches and strategies are done to bolster the decent variety of our workforce (for instance, adaptable work practices and sex-adjusted waitlists).

They have created a Reconciliation Action Plan (RAP) so as to help control this responsibility further.

This Diversity and Inclusion Strategy will be investigated for its continuous pertinence and its arrangement to the more extensive hierarchical and industry necessities on a yearly premise. A consequent procedure will be created in 2020.

Please describe the adjustments for employer needs to make to your workplace and indicate which of these have been provided.

Feedback report

It has been understood that the implementation of the diversity policies in an organisation is very beneficial and helpful. This will provide a clear growth and stable working environment for the workers. The understanding has also gained in regards to the diversity policy is that the Aboriginal or Torres Strait Islander origin people will be able to get the opportunities as well as the equal chance to attain growth and success.

Intranet Article

West Water diversity Policies

West Water’s article on assorted variety in the working environment for The Multicultural Advantage gives a diagram of decent variety and quickly separates both the advantages and difficulties of decent variety(Percy, 2018). The article likewise prescribes ventures for accomplishing and keeping up a decent variety in the work environment and recommends answers for it.

Three key focuses we like from Diversity in the Workplace: Benefits, Challenges, and Solutions

• An organization’s prosperity and intensity regularly rely on its capacity to grasp assorted variety and understand its advantages.
• Organizations must try to make the social assorted variety of quality. Social assorted variety presents difficulties when biases, contrasts in understandings, and miss-communication happen.
• Assorted variety drives benefit in light of the fact that various workforce manufactures trust in your image with a different target advertise, decreasing turnover and truancy, and inciting development (Ng & Sears, 2012).
• The organization must effectively survey their treatment of working environment assorted variety issues.
• Organizations must work to defeat perceptual, social, and language hindrances for their assorted variety projects to succeed.

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Assessment Task 3: Review the diversity policy project

Brief

Clear up the Benefits: Emphasize to the workers how decent variety benefits the company, and how that ultimately benefits every representative.

Make an Evaluation Form: As per Percy, 2018, A structure enables you to utilize similar assessment criteria for all competitors, which decreases the likelihood of interposing individual preferences.

Make Use of Current Staff: This makes a stream of various hopefuls, and can likewise decrease your enlisting costs.

Augment Your Recruiting Base: Use other enlisting channels to extend the base, including web worksheets, which anybody with Internet access can see.

Updated policies

• Communicate transparently with partners, including clients and representatives, to guarantee this strategy is promptly open and incorporated into all Induction materials.
• Establish targets and report consistently against these objectives to consider ourselves answerable.
• Support adaptable working through the arrangement of toolboxes to all representatives and chiefs and guarantee industry best practice concerning individual adaptable work game plans (Riccucci, 2018).
• Collaborate adequately to impact and make a comprehensive and impartial water industry.
• Review and refresh our frameworks, approaches, and systems to guarantee we diminish and effectively oversee cognizant and oblivious inclination.
• Ensure we source competitors from a wide scope of ability pools and maintain sexual orientation balance overall enrolment forms.

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Assessment Task 4: Case studies

Case study 1: Valarie

Valarie is employed as a receptionist and has just recently converted to Judaism. Her new husband follows the Jewish faith and converting was something she felt was really important to her new relationship. Valarie has requested to leave work early on Friday afternoons to observe Sabbath. She has stated that she will ensure she will take responsibility to catch up with any missed work and time (Rowe, 2014). The company does not currently have flexible working arrangements. Valarie has been employed with her company full time for three years.

Question 1: What issues do you need to consider in response to this request?

The main issue is the racism that is adopted by her to maintain their religious cultures and responsibilities.

Question 2: What are the legal requirements?

The legal requirements are flexible arrangements of working are required and full-time hired employment needed.

Question 3:What might the benefits be to the business of approving this request?

The benefits to the business of approving this request are flexible working adjustments and full-time employment for three years can be considered.

Case study 2: Muhamad 

You have observed that Muhamad, a Muslim staff member, never shakes hands with female clients. You are concerned that this will impact on his relationships. You are considering asking him to shake the female client’s hands.

Question1: What issues do you need to consider in this case?

The issues that are being considered in this case are to asking him to shake the female client’s hand.

Question 2: What are the legal requirements?

The legal requirements are their equality rights among them. It is their personal choice to shake a hand or not with each other (Tsang, 2013).

Question 3: As Muhamad‘s manager, how should you deal with this issue?

As a manager, I would like to do proper screening of the issue and then come to the results.

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Case study 3: Delores 

A staff member, Delores, has approached you with a request not to have to deal with a particular customer because they feel that the customer is acting with racial hatred toward her.

Question 1: Can Delores refuse to deal with a customer on these grounds?

No, he cannot refuse to deal with a customer on these grounds.

Question 2: What are the legal requirements?

The legal requirements are that they know the laws of racial discriminations like race, caste, religion, nation, ethnic origin, etc.

Question 3:As Delores‘s manager, how should you deal with this issue?

As a manager, I should take care of the issues and be aware of these laws and legislation to take a side of my employee Tsang, E. W. (2014). So, he does not feel guilty in front of customers.

Case study 4: Jackie 

At lunch, your colleague, Jackie, expresses concern to you. She has recently disclosed her sexuality to your team leader, Kelly, who she has always gotten along well with. Kelly was surprised and stated that she has a strong moral objection to lesbians and gay men. Kelly also expressed her feelings that it was not acceptable and requested that Jackie not speak of her sexuality again. Jackie feels as though Kelly has excluded her from general office conversations and work discussions since and doesn’t know what to do.

Question 1: Was Kelly’s response acceptable?

No, Kelly’s response was not acceptable.

Question 2: What are the legal requirements?

The legal requirements are granting autonomy, the privacy of individuals to make decisions about sexuality, and protections relating to equality and non-discrimination.

Question 3: As a Manager, how should you deal with this issue?

As a manager, I should deal with the issue by understanding the varied operation laws in relation to sexuality and then after dealing with the outcomes. I should keep aware of the people with these laws and regulations (Rowe, 2014).

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