2 Manage Diversity Assessment 2

Manage-Diversity-1_Assessment-2
Assessment 2 – Written or Oral Questions
1. When scoping workforce diversity, why should you:

• Establish the nature of diversity in the industry sector, community and workplace:
You should establish the nature of your sector because it allows you to embrace the
differences within them. Ensuring you recognize the differences in your community and
workplace and look to the potential that these difference can bring. Many different
industries can attract many different cultures such as construction work attracting a male
based workforce because of the nature of the work being physical. There may be individuals
that have learnt things differently or have applied their skills indifferent situations and
environments. Encouraging and establishing a diverse workforce can enhance the abilities
and knowledge of your own workplace.
• Qualify and quantify the sources of diversity in the industry sector, community and
workplace:
Individuals, regardless of their background, will have the skills and requirements’ that qualify
them for you work needs. It is important to quantify staff resources to make sure you cover
all aspects of your business requirements equitably.
• Research and identify the benefits of having a diverse workforce:

For your organization, or business needs, look to identify and understand the gains that a
diverse workforce can bring. Certain skills, experiences or attributes may be highly positive
within your working environment and can be effective tools for you industry. Individuals
with different language skills can be vital for providing a bridge to clear communications and
to promote cultural understanding and respect in the global market.
• Identify and analyse legislation, regulation and enterprise policy that impacts on
workplace diversity:
Legislation and regulations exists to assist business in fulfilling legal requirements for
workplace diversity. They help to guide employers in the best way to ensure and retain a
diverse workforce. The following Commonwealth Acts provide the general legal framework
to support diversity in the workplace:
• Age Discrimination Act 2004
• Disability Discrimination Act 1992
• Human Rights and Equal Opportunity Commission Act 1986
• Work Health and Safety Act 2011
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984
• Workplace Relations Act 1996
• Public Service Act 1999, Australian Public Service Commissioner's Directions 2013 and
Public Service Regulations 1999 and Public Service Amendment Act 2013;
• Carer Recognition Act 2010;
• Fair Work Act 2009; and
• Workplace Gender Equality Act 2012.
• Research and identify opportunities and barriers to inclusive engagement?

The opportunities of inclusive engagement can be tremendous if carried out correctly and
equitably. When looking to include a diverse workforce, you will need to ensure that all
individuals are correctly instructed and are able to carry out the specific work requirements.
Tasks should be shared equally between all individuals and the objectives made clear.
2. When integrating diversity into workplace operations, why should you:

• Develop and review workplace policies, procedures and planning in accordance with the
scope of diversity:
Workplace policy that advocates diversity in the workplace and inclusive working practices
encourages a healthy work environment for those employees and shows the importance
and value placed on its workforce. This can greatly help an organisation achieve balance and
success in its operations and also a happy environment to work, where the employees want
to stay in.
• Establish where diversity integration meets the needs of the enterprise and diverse
persons : Meeting the need of your staff it’s really important due you staff can greatly
increase my output. It can create a much happier workplace where all employees feel
valued. It shows that our unique abilities and skills can come together for achieving one
purpose and this can help direct competitive natures towards creating and fulfilling work,
rather than against fellow colleagues.
• Review existing policies, plans and procedures to identify areas where diversity can
achieve positive impact:
The areas that will achieve a positive impact on diversity and inclusion practices may vary
depending upon the business industry that you working within. One is that all organizations
can make a positive impact in is with their communications. Making sure that your
communications are clear and open, and are made as needed to all relevant parties is
essential. You could also encourage an open-door policy whereby individuals are encouraged
to discuss work aspects, including diversity and inclusion. Other areas where diversity may
achieve a positive impact include:
-Within the organization culture. This can be positively felt by all employees
-Working in teams. Bringing together diverse members of the workforce can generate
creativity and working solutions previously not thought of
-Skills and learning. Sharing skills and experiences can benefit all employees
-Breaking down barriers to them and us approach.
• Monitor and review workplace processes to guide implementation?
I should monitoring and review workplace processes yet it allows me to check that my
current systems and processes are serving my organization’s needs in all areas. Over time
and with evolving work needs and changes in legislation, my processes may need to be
reviewed and evaluated for efficiency and appropriateness to work requirements.
3. When implementing diversity across the workplace why should you:

• Consult with management and teams to champion the diversity implementation:
I should consult with management and teams to champion the diversity implementation
when implementing diversity across the workplace yet it could help my organization become
more integrated workplace. I will discuss with they the ways in which diversity
implementation can be made. Also I should determinate the resources and costs that will be
needed to carry this out.
• Ensure work teams incorporate diversity processes into work activity:
When implementing diversity across the workplace I should ensure work teams incorporate
diversity processes into work activity otherwise it won’t be implemented. For example, if I
change the processes of the recruitment procedures and the recruitment team is not aware,
then nobody will apply it.
• Establish and enable enterprise and individual support processes:
When implementing diversity across the workplace I should establish and enable enterprise
individuals support processes in a clear way providing flexible working environment.
• Provide for training and coaching in diversity implementation:

Training involves the teaching of new skills and/or behaviours. Diversity training can provide
clear information on cultural awareness, knowledge and skills to apply in various situations
that include diversity and inclusion.
• Promote and model inclusive behaviours

It is important to make the employees feels involved with the company. In this situation they
are more motivated and this means more profit for the company.
4. When reviewing and evaluating diversity in the workplace, why should you:
• Conduct regular reviews of diversity integration with relevant persons:
Because regular reviews of diversity integration with relevant people will help the
organisation to ensure diversity and inclusion practices are maintained and to address any
issues that might have been raised.
• Evaluate workplace diversity against workplace policies, procedures and planning

objectives:
Evaluations should take into account how staff are adjusting and embracing new practices,
whether policy translates correctly into procedures and if your organisation is seeing
improvements. Evaluations may include: Benchmarks that can compare progress against
other organisations that have previously brought in diversity and inclusion initiatives. Impact
assessment, checking that changes to policy have had the required effect up on
organisation’s working environment and employees. Observation, this can be carried out as
direct observation in the workplace or as participant observation, where the observer
becomes involved in the activity to determine its effects (longitudinal studies are
observations carried out over a longer period of time and include using the same factors,
people and circumstances). Peer review, this is where your peers are involved in reviewing
aspects, specifically in a committee situation where financial management may be involved
with the process under review. Well-being monitor, determining how employees have been
affected by the changes that have occurred. Evaluate how a plan has worked against the
original objectives; keep your diversity implementation on the correct course of action.
• Identify and recommended improvements to diversity integration? (3 marks per bullet

point) Assessment 2 total: 51 marks
Making improvements will ensure that work towards achieving organisation’s goals and
objectives. Through refining processes and supporting diversity in the workplace,
organisation can make positive changes to its culture, employee morale and work
production. It can also raise organisation’s profile to show how equality, diversity and
inclusion are valued. In a situation of change, such as implementation of diversity and
inclusion, it may be necessary to make further improvements to policy, procedures or
working processes

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Assessment 2 – Written or Oral Questions

1. When scoping workforce diversity, why should you:

• Research and identify the benefits of having a diverse workforce:

• Research and identify opportunities and barriers to inclusive engagement?

2. When integrating diversity into workplace operations, why should you:

3. When implementing diversity across the workplace why should you:

• Ensure work teams incorporate diversity processes into work activity:

• Establish and enable enterprise and individual support processes:

• Provide for training and coaching in diversity implementation:

• Promote and model inclusive behaviours

• Evaluate workplace diversity against workplace policies, procedures and planning

• Identify and recommended improvements to diversity integration? (3 marks per bullet

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