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BSBDIV601
Develop and implement Diversity
Policy

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Tableof Contents
Assessment 1................................................................................................................................ 3
Assessment 2................................................................................................................................ 9
Part A ......................................................................................................................................9
Part B..................................................................................................................................... 10
References ................................................................................................................................. 13

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Assessment 1
Question 1
Diversity policy implementation in the organization and provide the company benefits and
the different types of success into a different section or the department. The diversity policy
management in the organization will help the company to generate different business
operations and reach the level of succession (Kapiszewski, 2013). The benefits of increasing
the diversity policy implementation in the organization are like this improve the and increase
the creativity in the organization and then this gives birth the innovation into the company
and develops the new ideas. This will lead the market and makes a place in the company.
Also, this policy helps the company to solve the problem in a faster manner (Kapiszewski,
2013).
Question 2
Contemporary diversity theory is based on the development of the organization and this
affects all the sections and the department of the organization. The contemporary theory
includes the psychosocial theory that examines the employee's work process and their mental
balance in the organization. The thing that is need to be considered while implementing the
contemporary diversity theory. In this theory maintenance, they examine the companies'
multicellular activities and their working policy (Vink, et al., 2013). The motive behind this
policy mentioned in the organization is to make things better in the company and this will
impact the organizational cultures in both current and future policy (Vink, et al., 2013).
Question 3
The meaning of diversity in the organization considers all the differences between the
employee's behavior or the religion and the cultures also, the beliefs these are the things
which create the conflicts in the working policy of the organization. The meaning and the
reason the organization management create or generate the diversity organization in the
company to maintain the balance between all the employees and the organization. The
diversity policy maintains equality in the organization between the companies members and
all the other subordinates of the organization. This will make the people comfortable around
each other members of the organization and maintain the working environment of the
organization.

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Question 4
Code of conduct- from all the employees it has been expected from them that they must
follow the basic code of conduct for the organization. It is one of the common policies within
the organization. The employee must follow the code of conduct it does not matter which
culture they belong to.
Recruitment policy- it is the statement on how the organization hires its employees. When
there is a recruitment policy within the organization then it does not matter which religion
they belong to.
Non-smoking policy- when the person hired in the organization. Then they must follow the
non-smoking policy. They must smoke within the workplace.
Health and safety policy- of the employees within the organization will get equal safety and
they will also get the health benefits from the country. It does not matter whether the
employee belongs to Australia or other replace (Li, et al., 2021).
Question 5
Some of the organization practices/ operations which can be linked to diversity are-
1) There is a need for creative people when the organization needs to do innovation. If the
group of people consists of different people, who belong to different cultures, different
religious backgrounds, and different beliefs. It is helpful for the organization to do
innovation and resolve the issues fastly.
2) Creating the company branding- from the different cultural backgrounds if the
organization recruits the employees then it creates a positive impact on the customers who
belong to different backgrounds and the word of mouth they purchase repeatedly. These types
of customers also influence others to make the purchase.
3) Total quality management- it is a continuous process. This process is used to reduce and
detect the issues in the streaming supply chain, eliminating the manufacturing issues and
improving customer experience (Zhang, et al., 2021).
Question 6

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Barriers Impact on employee performance
Different attitudes of the employees When within the workplace the
employee’s attitude is different then it
impacts the performance of the
employees. Different employee’s
attitude leads to minimizing in the
employee’s performance.
Differences of languages When in the person employees are
from a diverse work culture then there
are also language differences. These
gaps lead to the miss communication
or conflicts sometimes. So it can lead
to a decrease in the employee’s
performance.
Lack of the employee engagement As in the workplace, the employees
come from different backgrounds then
different beliefs are followed by them.
There are many times when the
different beliefs are not accepted by all
the employees so it can be lead to a
reduction in the employee’s
engagement (Ayoubi, et al., 2020).
Question 7
Some pieces of legislation in Australia which promotes/ advocates and protects diversity
within the workplace are-

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1) Racial discrimination act 1975 promotes equality before the law for all people regardless
of color, race, ethnic origin, and national origin. The purpose of the legislation is to protect
the employees from diverse places.
2) Australian human rights commission act 1986- it is the act that provides the procedure by
which human rights commissioners can investigate that everyone in the organization is
equally treated. The purpose of the legislation is to investigate the infringements of
Australia’s anti-discrimination legislation about the federal agencies.
3) The fair work act 2009
The purpose of the legislation is to introduce a national system of workplace relations that
sets minimum standards and employees' conditions and for the employee and employer, it
provides the legal framework.
4) Disability discrimination act 1992- this law is helpful to make the unlawful to discriminate
against the person in the various areas of employment, using services, or accessing the public
places (Roberson, 2019).
Question 8
There are various potentials benefits of diversity to an organization are-
 Organizational morale is increased.
 It helps to create and effectiveness and efficiency of the organization.
 employee’s productivity is increased
 It helps to increase the employee’s creativity.
 There is a higher engagement of the employees (Ibrahim, et al., 2018).
Question 9
Strategy to promote
diversity in the
Benefits to employees Benefits to the
organization

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workplace
The workplace must be
created diversity-friendly
Without any kind of
hesitation, employees
can work freely.
Organization revenue
will increase as
employees’ productivity
will increase.
For the outsider, a
training session can be
arranged
Outsiders’ knowledge
and skills will be
increased.
Beneficial for the
organization as higher
productivity can be
achieved.
Employees can be
offered flexible
workplace (Roberson,
2019).
The employee’s
productivity will
increase.
Employee engagement
will increase.
Question 10
Describe how a Diversity Policy should be implemented and reviewed.
There are some of the ways which must be followed to implement and review the diversity
policy-
First of all, there is a need to create friendly policies- existing workplace policies must be
reviewed with the help of the diversity lens. Flexible schedules can be offered, options must
be left, etc.
Employee benefits reassess- existing employee benefits can be reviewed with the diversity
lens as well.
Diversity training must be provided- for discussion of the topics meetings can be conducted.
A dedicated place and time must be provided.

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Diverse mentorship must be established- one on one diverse mentorship must be established.
the pairs can be made of a mentor and a mentee.
A diverse team must be built- within the workplace the make sure that diverse groups must be
created for the working teams. Diverse teams must be created and to work together they will
be provided with the opportunity.
Efforts must be measured- diversity initiatives must be measured to track the success and
eventual bottlenecks can be found. Goals are set and it must be decided to improve which
metric and to see the progress they will be tracked.
Regular meetings can be conducted to review the diversity policies. Feedback from the
employee can also be taken (Cletus, et al., 2018).

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Assessment 2
Part A
Report
Introduction
This report is prepared for the organization which has been operating for a short period. At
the start of the organization, there were only 5 employees. The business has increased rapidly
in the last 12 months and the organization has also taken over 26 employees. Therefore the
workforce becomes sufficiently diverse. So there is a need to develop a specific diversity
policy. So the research was conducted. It will help to develop the policy and for
implementation in can be prepared (Chen, et al., 2021).
Brief
The research will be conducted which will enable to development of the diversity policy. The
diver policy will be developed as it makes the that the organization employees must not be
judged regardless of their sex, color, religion, nationality, and social class. In the research, the
employees will be monitored and employees' viewpoints about the diverse workforce will
also be asked.
The source of the information which will be used for conducting the research is journals
articles, feedback from the employees, government websites, and various experienced
personnel.
The information which has been collected after the research will be very crucial for the
development of the diversity policy. With the help of research, benefits can be analyzed and
issues can also be identified and how the identified issues can be resolved is also analyzed. It
will help to know which points need to be included in the policy.
In the research and the policy development processes, all the stakeholders will be involved
(Liu, et al., 2021).
The procedure followed to develop and for policy implementation
To develop and implement the policy some of the steps which will be followed are-

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 Requirements will be studied.
 The result of the research and risk assessment will be taken into an account.
 Documents will be optimized and aligned,
 The document will be structured
 Documents will be written
 Documents will get approved for the senior management
 To the employees, training will be provided and they will be made aware of the
diversity policy (Mousa, et al., 2020).
To senior management, the importance of the diversity policy will be discussed and the will
be explained the research outcomes.
Part B
The diversity policy will help the organization and support compliance with the relevant
legislations of the organization. The legislative compliance policy implementation in the
organization is support the companies members and their subordinates to make or generate
good decisions for the better development of the organization (Jin, 2017). The compliance
element in the diversity policy is focused on the cultures and controls the risk appearance
from the cultures and the beliefs of the people in the organization. Therefore the legislative
element in the organization manages the rules and the regulations of the organization and this
also provides the framework to the company to manage the organization settlement. As the
management of the organization this the duty of the management team to get feedback from
the stakeholders of the organization to improve the working policy of the organization.
Seeking the feedback of the stakeholders of the organization helps the company to find out
their lack point and based on this they have to improve their working policy and the
environment of the organization (Jin, 2017). As the management, this is an important thing
for the better development of the organization. There always be a link connection between
the other policy and the diversity policy of the organization.

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This is important to maintain the relationship between the intended diversity policy and the
other policies. The diversity policy in the organization is focused on equality in the
organization and maintaining an equal balance between the colleagues and the other
subordinates because of this the working policy of the organization is maintained and the
results will come out positively. The other police which are generated by the organization are
also related and connected to the development of the organization and this is the reason
behind these policies they connected and they all have the same motive to development of the
organization and improve the working policy and the other sectors of the organization. The
diversity policy supports the applicable legislation because before the company develops the
policy in the organization they maintain all the important and applicable legislation in the
organization to improve the working environment. The anticipated outcomes of the diversity
policy in the organization or related to the company issues solve in this and all the problem
will be considered the serious issues in the organization and this is the outcomes of this
policy all the problems will be solved in this policy this is the motive of the management
team of the organization. The unintended outcomes of the development of the policy are will
be diving and identified into three characteristics and these are knowability and the value
also, distribution of the policy, and the information of the organization. The organization
management team and the marketing policy development department also, the finance
departments all are involved in the development of the actions plans. The methods are used to
inform the stakeholders about the policy during the development and after that based on the
information they implement the policy in the organization. The communication method will
be used in the organization to inform the stakeholders about the policy and development of
the plan before implementing it in the organization. After the procedures to followed and
implement the policy is starting from the research and understanding the organization data
and after that examine the working policy of the company department and they will analyze
the data and then make a plan for the future development of the organization and after that,
the policy procedures development will be implemented in the organization. The issues
which may be created or encountered during the implementation of the policy in the
organization. The other competitors and their working policy and the miscommunication and
the misunderstanding between all the departments of the organization will create issues while
implementing the policy. The impact measurement of the policy in the organization will be
calculated based on the results of the company and the feedback and the working report of the
organization will describe the impact of the policy in the company and the measurement of
the policy. The acceptance of the policy will be measured based on the company performance

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and the result of the diversity policy and the other procedures of the organization. The
success measurement of the organization of the implementation.
The result and the feedback of the organization will describe the success of the
implementation of the diversity policy in the organization(Al-Omari, et al., 2012). The
diversity policy measurement describes the company performance and the other section
development stories and the work progress of the employees. The company results and the
working policy review are based on the employees and the feedback report from the
customers and the stakeholders of the organization. This will describe the successful
implementation of the story. During the implementation of the diversity policy in the
organization, the consultancy with the stakeholders of the organization is important because
this will help the company and improve the working policy of the organization. The meeting
and the advice taken from the stakeholders of the organization and based on their feedback
the policy will be implemented and the process will be set up according to their advice
because they know the merits and the demerits of the organization (Al-Omari, et al., 2012).
This is the reason the consult with the stakeholders for the process implementation of the
diversity policy is important. The advice of the stakeholder related to the diversity policy and
the process which is going to be changed in the organization and they are going to implement
the new working policy they have to take advice from the stakeholders of the organization.

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References
Al-Omari, A., El-Gayar, O., & Deokar, A. (2012, January). Security policy compliance: User
acceptance perspective. In 2012 45th Hawaii International Conference on System
Sciences (pp. 3317-3326). IEEE.
Chen, X., Zhu, L., Liu, C., Chen, C., Liu, J., & Huo, D. (2021). Workplace Diversity in the
Asia-Pacific Region: A Review of Literature and Directions for Future Research. Asia Pacific
Journal of Management, 1-25. https://link.springer.com/article/10.1007/s10490-021-09794-6
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges
of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal
of Business and Public Administration, 9(2), 35-52. https://sciendo.com/pdf/10.2478/hjbpa-
2018-0011
Jin, M., Lee, J., & Lee, M. (2017). Does leadership matter in diversity management?
Assessing the relative impact of diversity policy and inclusive leadership in the public
sector. Leadership & Organization Development Journal.
Kapiszewski, D., & Taylor, M. M. (2013). Compliance: conceptualizing, measuring, and
explaining adherence to judicial rulings. Law & Social Inquiry, 38(4), 803-835.
Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management
perceptions, workplace happiness and organisational citizenship behaviour. Employee
Relations: The International Journal. https://sci-hub.hkvisa.net/10.1108/er-10-2019-0385
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-
88. https://sci-hub.hkvisa.net/10.1146/annurev-orgpsych-012218-015243
Sallabank, J. (2012). Diversity and language policy for endangered languages.
Vink, M. P., Prokic‐ Breuer, T., & Dronkers, J. (2013). Immigrant naturalization in the
context of institutional diversity: policy matters, but to whom?. International
Migration, 51(5), 1-20.

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Zhang, H., Slawski, M., & Li, P. (2021). The benefits of diversity: Permutation recovery in
unlabeled sensing from multiple measurement vectors. IEEE Transactions on Information
Theory.