Assessment Task 1_Manage Diversity in the Workplace

Assessment Task 1 – Understanding Diversity

(Individual): Portfolio
Unit Code BSBDIV501
Group:
& Title: Manage Diversity in the Workplace

Student FULL
ATHALIA ANDRIANY 3COS
Printed Name:

Student ID: 20063272

STUDENT DECLARATIONS (upon completion): I declare that no part of this assessment has
been copied from any other person's work, except where due acknowledgment is made in the text, and
no part of this assessment has been written for me by any other person except where such
collaboration has been authorised by the assessor concerned.

Student Signatures:

Date: 31/08/2021

Grade:

Result: S NS

Trainer / Assessor Name: DOMINIC HUGHES SCHOLES

Assessor signature: Date: / /

Assessor’s feedback / date for re-assessment if required:

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 Assessment Task 1_Manage Diversity in the Workplace

Part A – Definitions
1) What is Diversity and how can Diversity impact your workplace?
The concept of diversity includes acceptance and respect. It means understanding
that each individual is unique, and recognizing our individual differences. These can be
along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic
status, age, physical abilities, religious beliefs, political beliefs, or other ideologies
(Harold Andrew Patrick 2012). It can be impactful in the workplace because all those
different people would think in a different way. In addition, it is also beneficial for the
company because with a diverse team comes a diverse way of thinking. This will help
the team to better tackle problems in different perspectives. But there’s also a
disadvantage such as limitations of language that may cause misunderstanding and
miscommunication.

2) Give a brief definition of the following discriminations: age, disability, race, sex
Age = amount of time which someone or something has lived or existed
Disability = a physical or mental impairment
Race = a category of humankind that shares certain distinctive physical traits
Sex = physical differences

3) What are human rights?

Human rights are norms that aspire to protect all people or freedoms that belong to
every person in the world from birth until death. There are many basic human rights
such as:
1. The right to life and liberty
2. Freedom from slavery and torture
3. Freedom of opinion and expression
4. The right to work and education, etc.
For example, kids in poor countries or countries that are experiencing war, they are
not given the opportunities and privileges to get an education. Some of them are
experiencing poverty and some have traumas due to living in warzone. That is why
basic human rights should always be there for everyone without any discrimination.

4) What is equal opportunity?

State of fairness which individuals are treated similarly. The purpose is to give an
equal opportunity of high position to qualified individuals, regardless of their
background, religion, status, circumstances of birth, upbringing, race, sex, ethnicity, or
other attributes such as age, disability, gender, and sexual orientation. For instance, one
of Master Chef Australia’s judges is both a woman and Asian, which is the typical
barrier that is hard to break. This shows Australia is putting effort in giving an equal
opportunity to every citizen despite their backgrounds.

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Part B – This section looks at diversity for a manager

1) Management should proactively aim for Diversity when selecting and recruiting staff.
How can the diversity of your workforce be promoted to enhance the businesses
reputation?
There are a few ways that you can promote diversity in the workplace.
Make an event that celebrate employee differences. Celebrate different holidays and
identities. Highlight your company’s commitment to workplace diversity on your career
site. Including just one simple sentence could mean a world of difference to a potential
diverse candidate.

2) What are the benefits of working with a diverse team of people?

Having a diverse and multicultural workplace brings several advantages.
Researchers have suggested that diversity has enhanced performance by broadening the
group’s perspectives. With this intention, working with a diverse team we could see
how people work in many ways, how they solve problems from many aspects and
perspective. learn a variety of languages and different cultures. Also, working with a
diverse team can inspire creativity and drive innovation.

What skills are required by a manager to effectively lead a diverse workplace?

As a leader in a diverse workplace is very challenging. global leaders must not
only learn the customs, courtesies, and business protocols of their counterparts from
other countries but must also understand the national character, management
philosophies, and mind-sets of the people (Hofstede,1994). Managing diversity means
acknowledging people differences and recognizing these differences as valuable.
Having the courage to respect individual characters, traits and unique attributes can be
affective in leading a diverse workplace.

3) How can a manager initiate and encourage open communication and discussions about
diversity issues? This should include strategies to assist and coach staff in ways to
accept the diversity of customers and colleagues;
Having an open communication can help you to be aware of team problems or
frustrations earlier, collect suggestions to improve your team and to receive on how
your people are feeling. There are several ways to encourage open communication in
your team. By being present, by asking for suggestions, start giving credit where it’s
due, start using different communication forums. managers can invite employees to
generate two or three norms they would like to observe to engage effectively in
conversations about their racial differences. The themes I have encountered most often
when doing this activity are building a safe or brave space, practicing respectful
engagement, and listening actively and being constructive. Companies need to be ready
to adapt and change policies that may be interpreted as obstructions or not helpful for
employees.
Employees need to be aware of how to coexist with a diverse range of people, as
well as be cognizant of cultural sensitivity, to achieve harmony within a diverse
workplace. Sensitivity training can help an organization manage diversity in the

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workplace by helping employees become more self-aware, which plays a vital role in
helping employees understand their own cultural biases and prejudices. Benefits of
sensitivities training such as helps employees examine and adjust their perspectives
about people from different backgrounds, employees can learn to better appreciate the
views of others, show employees what actions are offensive and why they are perceived
as such, teaches employees how to calmly communicate, explains to employees how to
apologize to a co-worker if they have indeed offended them unknowingly

4) How can a manager acquire ideas and information from the diversity in the workplace
to enhance products and service of the business?
Set up a meeting to learn about their cultures and how it can help to attract
customers that are from the same background. Learning about customers’ cultures can
make the customers appreciate us more, since we are trying to learn about their way.
Also, learning their culture is also learning how they think, which can be used as a
marketing strategy.

Part C – This section looks at information about your customer

that would assist you and your staff in determining their needs and
expectations?

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1) List 4 strategies relating to cross cultural communication which would be useful

for employee / customer communication in your organisation.
Cross-cultural communication has become strategically important to companies due
to the growth of global business. Understanding cross-cultural communication is
important for any company that has a diverse workforce or plans on conducting global
business. This type of communication involves an understanding of how people from
different cultures speak, communicate, and perceive the world around them. In 2016,
culture wizard global survey revealed that 68% of respondents reported that cultural
challenges were the biggest hurdle to global virtual team productivity and 18% of
respondents said that their companies have lost business opportunities because of
cultural misunderstandings. there are strategies which would be useful for
employee/customer to communicate.
Practice active listening. It’s important to focus completely pn the speaker, give them
your full attention. If we’re struggling to sense the tone of the conversation looks for
non-verbal in their body language and also share our own body language to show that
we’re listening just like a nod and maintaining eye contact. Be respectful of your body
language and bear in mind that in some cultures personal contact is not acceptable. In
addition to leave the conversation with no misunderstanding on either side.
Be an effective communicator. As well as demonstrating active listening, you need to
hone your communication skills. Just be clear with instructions and if necessary, ask the
other person to repeat to the instructions to ensure they have understood. Be
approachable and open. make it clear employees that they can come to you with any
questions or concerns they might have. Show empathy In your communications with all
employees. It’s important that they feel you are not just listening to their concerns but
really hearing them.
Don’t be judgmental. There will be differences across cultures, and this cannot be
altered. The key is to respect those differences and to work with them or around them.
One of the main principles of effective cross-cultural communication is that there is no
judgement.
Building cross-cultural communication in the workplace can be a challenge, but
creating an environment where your team feels listened to, respected and understood
can be rewarding and importantly could lead to improve productivity and staff retention

2) Within hospitality we need to be adaptable, have awareness and an ability to meet

dietary needs linked to customers that may have personal dietary preferences. How can
your menu be modified to meet different dietary preferences of potential customers?
When you are opening a restaurant. You need to consider which market that you are
targeting. if your potential customers are Asian tourist than you can make your menu
towards spicy food and rice. Or moreover, you can train your staff. They could ask the
customers if they have dietary needs or explain the menu description. They can suggest
something that suitable for them from the menu. Or it’s easier when guests inform of
their dietary needs at the time of booking as we have more time to prepare something
customized. We also should consider about Maintain the integrity of the food and
source fresh ingredients.

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3) Special consideration may need to be applied where customers have specific needs due
to physical constraints.
As a restaurant owner you must consider where customers have specific needs due
physical constraints. It’s necessary to train all the staff ensure all the staff are
knowledgeable. When approaching a customer, be polite, introduce yourself and ask
how you can help. Wait until your offer is accepted before trying to assist someone. Put
in note, not everyone wants to be helped.
Creating a menu should also consider the countries majority religion. For example, in
Indonesia the majority are Muslims they are not allowed to eat pork. So, we need to
adjust the menu towards halal food. The same goes to other religions
A restaurant should provide an environment that is conductive to mobility is a
fundamental aspects of restaurant accessibility. Such as make a wheelchair ramp. Tables
should be no higher than 34 inches and there should be at least 27 inches of clear space
beneath the table to accommodate those who use wheelchairs and scooters. If needed,
chairs or tables should be removed to offer a comfortable space for those using
wheelchairs or scooters.
People who are blind or low vision may need assistance in reading the menu or being
directed to the restrooms and self-serve areas

4) Explain what access / modifications you are required to have in place to meet the needs
of customers with disabilities
One of the modification that restaurant can do to help the needs of customers with
disabilities is paying attention to reach range. For some customers who use wheelchair
and scooters, they are unable to stand, which means the restaurant must modify certain
station to be easily reachable.
Another modification the restaurant can do is make enough room to move since their
mobility is limited. The dining areas should include some accessible seating for
wheelchair and scooter users dispersed throughout the available seating areas.
The restaurant can also offer straws to the customers with disabilities. Some
customers find it hard to lift or hold glasses which is why providing is a great help for
them.

Part D – This section looks at understanding your staff’s needs

relating to diversity
1) What knowledge and information about your staff is required to recruit, select, and
promote equally? This should include skill level and abilities of staff as well as their
responsibilities outside of work, to maintain fairness and equity
When recruiting a new staff, we need to consider a few things such as asking
personal questions, checking their backgrounds and experiences. It is also important not
to judge the candidates by their look or where they are from. In this way, we are making
sure we are judging the candidates equally. Another way is by asking them about what
they do on their leisure time, are they doing any volunteer work or any specific

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campaign that support equal rights and diversity.

2) How can you involve your staff in capturing ideas and information regarding promoting
diversity in the business?
We could capture ideas by make a meeting by all the colleagues, asking them
question so we could receive variety of answer and various of perspective.
Diversity training. Whether we admit it or not, almost all of us carry some form of
bias, unconscious or otherwise. The first step in overcoming our bias is to develop an
awareness, which only achievable through diversity training.
Set-up a mentor programmed. This to courage employee growth, consider setting up
a mentor programme. A mentor proramme can be used to foster the professional
development of every employee, not just those from diverse background. Mentor
programmes give mentees a dedicated individual to talk to should an issue arise while
also providing structured support for career growth.
Educate managers. Inclusive attitudes need to start at the top. Make sure that your
managers understand the importance of workplace diversity and how to support people
from diverse backgrounds. After all, poor management is one of the biggest reasons
employees leave or become unhappy. You also need to empower them by providing the
right resources and helping them to create a culture that celebrates diversity.
Mix up the seating arrangements. It’s easy for people to work and operate only
within their teams. But, this focus can be limiting and obstruct, rather than promote,
innovation. Mixing up seating arrangements, so that tables include member from
different teams, keeps things fresh and allows employees to learn about other whom
they may not work with daily. It also gives employees an opportunity to get a new
different perspective, learn about their coworkers and meet new people.

3) How will you manage disputes, interactions, and personality clashes to maintain a
happy, positive and productive work environment?
Avoid discussing the issue with other colleagues. Many people wo are involved in
personality conflicts recruit allies among their co-workers. This can create polarization
among co-workers and it escalates the situation.
Never respond immediately to the person who is irking you. They know how to push
your buttons and they have done so over a period of time. By not responding
immediately you give yourself some time to think through your response and this pause
may cause the other person to think that you are backing down and they will begin to
deescalate
Focus on the other persons strengths. Remind yourself of the contributions that the
other person brings to you company or your team. When things are going badly, we
have a tendency to focus on what doesn’t work and all of the negatives. Focusing on the
positive helps us to at least get back to a neutral space and look at things a little more
objectively.
Use cooperative communication. Invite them to be a part of the solution and really

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listen to their ideas. If you are unable to communicate either because you are too angry
or the other person is, then walk away gracefully rather than standing your ground and
allowing things to escalate
Reframe the situation. For instance, the individual you are dealing with is screaming
and yelling and wanting to be right instead of becoming annoyed and irritated at their
unprofessional behavior, picture them as a child wearing a diaper and throwing a temper
tantrum. This allows you to take a step back and not engage.

Part E – This section looks at understanding yourself and requires

you to be honest and self-reflective
1) What are your own personal qualities, perception of others, beliefs and attitudes
could dictate your behaviors towards others?
My own personal perception of others, beliefs and attitudes is that I would like to
show a positive attitude towards them, as well as respect for individual differences and
beliefs. As an outgoing and open-minded person, I believe it would be an advantage for
me to adapt myself and work cooperatively with others. From my own experience when
I was working at Gate Gourmet Catering Airport, I found it easier to adapt with others
because of my positive attitude and respecting others’ differences and beliefs.

2) What are some of the ways you would like to modify your approach to work to
become a better role model and a ‘diversity aware manager’?
I am going to do to modify my approach to work to be a better role model by
communicating well with other co-workers. One of the key to build a good relationship

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towards other is by communicating well, and also I will present a great and positive
attitude. I believe we all have a bad day; it is normal for having a bad day. But when
you are having one don’t show it up or bring your problem into the workplace because
your positivity is contagious to people surround you. earn and build trust with others.
To be trustworthy it’s not an instant progress, because building trust need hard work and
takes time. There’s saying trust is like a piece of paper once you’ve ruin it, it wouldn’t
be the same anymore. So, we have to appreciate that trust, because money can’t buy
trust. And also, another way to modify my approach to work is to be punctual and not
postponing any work, and finally, not being judgmental.

References:

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https://en.wikipedia.org/wiki/Equal_opportunity.

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Cross cultural communication. (2018, March 26). Https://Www.Poppulo.Com/Blog/Cross-

Cultural-Communication-Strategies.

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How chefs can deal with dietary requirements. (2017, September 21).

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Kitchen/.

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Promote-Workplace-Diversity.

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Disability.

What are human rights? (n.d.).

Https://Www.Ohchr.Org/En/Issues/Pages/Whatarehumanrights.Aspx.

Nations, U. (2021). Human Rights | United Nations. United Nations. Retrieved 31 August 2021,

from https://www.un.org/en/global-issues/human-rights.

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