bsbdiv501(bsb50215) presentation 1
TRANSCRIPT
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PRESENTATION OUTLINE
At the end of this lesson you will be able to:
• Locate and review your workplace diversity policy
• Determine diversity policy application to work context
• Ensure diversity policy is understood and implemented
• Provide feedback and suggestions for improvement
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FINDING LOCATION OF DIVERSITY POLICIES IN ORGANISATIONS
• You will need to locate your organisations diversity policy through the
following sources:
• Intranet- a business’s computer network that uses share information,
operational systems, or computing services within an organisation. Most
organisations will use the intranet to store information for staff to
access policies and procedures.
• Policies and procedures manual- clarify what your organisation
wants to do and how to do it. Policies are clear, simple statements of
how your organisation intends to conduct its services, actions or
business. They provide a set of guiding principles to help with decision
making.
• Staff handbooks-employee manual or staff handbook, is a book
given to employees by an employer. Usually, the employee handbook
contains information about company policies and procedures.
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IMPLEMENT DIVERSITY POLICY• Australia is largely a multicultural society, below is a table which
demonstrate the top 10 birth locations of the Australian population –
consider the diversity of employees in your workplaceCountry of Birth Persons Proportion of all overseas
bornMedian age Sex ratio
‘000 % Years
United Kingdom 1101.0 20.8 54 101.7
New Zealand 483.4 9.1 40 102.8
China 319.0 6. 35 79.8
India 295.4 5.6 31 125.2
Italy 185.4 3.5 68 104.7
Vietnam 185. 3.5 43 84.6
Philippines 171.2 3.2 39 60.6
South Africa 145.7 2.8 39 96.9
Malaysia 116.2 2.2 39 83.5
Germany 108.0 2.0 62 90.6
Born elsewhere overseas 2183.8 41.2 44 95.6
Total overseas born 5294.2 100 45 96.1
Excludes Special Administrative Regions and Taiwan Province.
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LOCATE AND REVIEW YOUR WORKPLACE DIVERSITY POLICY
• A Diversity Policy is an important document
• It provides the framework for managing diversity and making
diversity based decisions,
• Expresses the stated value of diversity the organisation holds
• To make intelligent applications of the workplace diversity policy a
person needs to have effective analytical skills
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LOCATE AND REVIEW YOUR WORKPLACE DIVERSITY POLICY• Workplace diversity relates to any form of difference, such as:
• Diversity also relates to other areas in which people are different, such as
educational level, life experience, work experience and socio-economic
background
• Workplace diversity involves recognising the value of individual differences and
managing these in the workplace
• Your diversity policy can be found in many places including: operations
manuals, policy and procedure manuals, intranet or by asking a supervisor
• Ability, aptitude and disability• Age• Culture• Ethnicity• Gender• Language • Marital status
• Family arrangements• Nationality• Personality• Race• Religion• Sexuality
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LOCATE AND REVIEW YOUR WORKPLACE DIVERSITY POLICY
The key Diversity legislation in Australia is the Anti-discrimination
legislation which follows the federal Acts. These include:
Sex and Age Discrimination
Amendment Act 2011
Disability Discrimination and
Other Human Rights Legislation Amendment
Act 2009
Fair Work Act 2009
Work Healthy & Safety Act 2011
Disability Discrimination
Amendment Act 2005
Equal Opportunity for Women in the
Workplace Act 1999
Human Rights and Equal Opportunity
Commission Act 1986
Racial Discrimination Amendment Act 1980
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LOCATE AND REVIEW YOUR WORKPLACE DIVERSITY POLICY
• Together, they prohibit discrimination on the basis of:
Sexual preference
Political opinion
Race and ethnicity Sex
Social origin
Trade union activities Religion
Parental status
Family responsibilit
y
Irrelevant medical record Age Breastfe
eding
Marital status
Nationality
Gender Colour
Carer status
Disability
Irrelevant criminal history
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DETERMINE DIVERSITY POLICY APPLICATION TO WORK CONTEXTTo maintain competitive advantage in a global economy organisation’s need to
capture ideas and information from a diverse workforce. Benefits of workforce
diversity can include:
• Lower recruitment and training costs – employees feel welcome and stay
longer in their employment, poor management is associated with increased
staff turnover and absenteeism
• Encourages new ways to approach challenges, innovative suggestions and
decisions, creative problem solving processes, increased flexibility and market
responsiveness
• Diverse teams may produce better decisions, engage in more robust debate,
and generate more and better ideas than teams of people with similar
backgrounds
• A multicultural workforce can provide access to new markets and help develop
internationally successful products and services
• The value of a diverse workforce lies in how effectively it is managed
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
• To gain many of the advantages of a diverse workforce, it’s
necessary to promote the organisation’s diversity to internal and
external audiences
Internal means of promotion include:• Business meetings• Newsletters• Bulletins• Staff meetings• Staff updates• Staff training• Staff induction
External means of promotion include:• Conferences and seminars• Professional networks• Organisation website• Social media• Branding and image
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
• There are several
benefits for
promoting
organisational
workforce
diversity:
Benefits
To enhance and
organization's reputation and image
To attract quality
candidates
To expand market
growth and develop new
marketsTo get new ideas from your diverse
workforce to enhance products
and services
To improve relationships with suppliers and providers
To contribute to your
organisation’s competitive advantage
To compete in a global
market
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTEDDisability refers to:
• Total or partial loss of the person’s bodily or mental functions
• Total or partial loss of a part of the body
• The presence in the body of organisms causing disease or illness
• The presences in the body of organisms capable of causing disease or
illness
• The malfunction, malformation or disfigurement of a part of the
person’s body
• A disorder or malfunction that results in the person learning from a
person without the disorder or malfunction
• A disorder, illness or disease that affects a person’s thought
processes, perception of reality, emotions or judgment or that results
in disturbed behaviour
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Family Responsibilities
• Means responsibilities of the person to care for or support:
• A dependent child of the person
• Any other immediate family member who is in need of care
and support
• ‘Dependent child’ means a child who is wholly or substantially
dependent on the person
• ‘Immediate family member’ include:
• A spouse of the person
• An adult child, parent, grandparent, grandchild or sibling of
the person or of a spouse of the person
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Gender and Sex
Sometimes it is hard to understand exactly what is meant by the
term gender, and how it differs from the closely related term sex
• Sex refers to the biological and physiological characteristics
that define men and women
• Gender refers to the socially constructed roles, behaviours,
activities, and attributes that a given society considers
appropriate for men and women
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Irrelevant Criminal Record
• The relevance of a job applicant’s or employee’s criminal record
should be assessed on a case-by-case basis against the inherent
requirements of the work he or she would be required to do and
the circumstances in which it has to be carried out
• A criminal record should not generally be an absolute bar to
employment of a person
• Only where the nature of the offence indicates a real likelihood of
re-offending, or where there is a genuine need for someone not to
have a criminal record, should a criminal record be relevant to a
person’s employment or their ability to access a service
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Parental Status
• Parental status means the status of being a parent or childless
• A parent can include a step-parent, adoptive parent and foster
parent
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
It is important to
manage diversity
effectively to reap its
benefits.
Embracing everyone’s
differences, whilst
creating a common
team culture takes a
conscious decision
and a commitment to
maintaining focus on
non-discriminatory
actions.
Poorly managed diversity
Well managed diversity
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Understanding discrimination is crucial to Diversity Best Practice.
Discrimination can be overt or covert. Neither are acceptable.
• Overt Discrimination: clear, direct discrimination on the grounds
of race, sex, parental status etc.
• Covert discrimination: more subtle and difficult to spot. Basing
employment decisions on:
• Characteristics of some members of disadvantaged groups
• Characteristics that are incorrectly or unfairly associated with
people of a particular group (stereotyping)
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Direct Discrimination
Under the Equal Opportunity Act 2010 direct discrimination occurs if
a person treats, or proposes to treat, someone unfavourably because
of a personal characteristic that is protected by law
Direct discrimination can be either overt or covert
• Over direct discrimination: a clear statement of refusal to hire
from a disadvantaged group
• Covert direct discrimination: a consistent failure to hire from a
disadvantaged group
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTEDIndirect Discrimination
• Under the Equal Opportunity Act 2010 Indirect discrimination will occur
where a person imposes, or proposes to impose, a requirement,
condition or practice that has, or is likely to have, the effect of
disadvantaging people with a protected attribute, and that is not
reasonable.
• Indirect discrimination occurs when policies or practices appear on the
surface to be neutral, but when applied in the work environment have
an adverse effect on a disadvantaged group
Indirect discrimination is often less obvious
• Sometimes a policy, rule or practice seems fair because it applies to
everyone equally, but a closer look shows that some people are being
treated unfairly, some people or groups of people, are unable or less
able to comply with the rule or are disadvantaged because of it
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ENSURE DIVERSITY POLICY IS UNDERSTOOD AND IMPLEMENTED
Systemic Discrimination
• Is left behind when the obvious types of discrimination have been
removed from policies and procedures
• The longstanding direct and indirect discrimination embedded in
the culture of the organisation
• Needs to be identified and removed by individual managers by
applying policies fairly
• Involves a pattern or practice, policy, or class case where the
alleged discrimination has a broad impact on the industry,
profession, company or geographic area
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PROVIDE FEEDBACK AND SUGGESTIONS FOR IMPROVEMENT
Feedback provides opportunities to clarify expectations, adjust goal
difficulty, and gain recognition. It's important to provide benchmark
opportunities or targets, so individuals can determine for themselves
how they're doing.
These regular progress reports, which measure specific success along
the way, are particularly important where it's going to take a long
time to reach a goal.
In these cases, break down the goals into smaller chunks, and link
feedback to these intermediate milestones.
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PROVIDE FEEDBACK AND SUGGESTIONS FOR IMPROVEMENT
How does workplace diversity fit into the wider organisation
Workplace diversity principles should be integrated with and
underpin all aspects of human resource management, such as
planning, selection and recruitment, performance appraisal, training
and development, occupational health and safety and workplace
relations. For example, an agency's certified agreement and AWAs
should reinforce its commitment to diversity and should incorporate
flexible working conditions to allow employees to balance their work
and other responsibilities.
Workplace diversity strategies help to build the organisation's
relationship with:The community
Enhance the contribution of its employees
Improve the quality of its programs,
products and service
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PROVIDE FEEDBACK AND SUGGESTIONS FOR IMPROVEMENTProviding feedback is an important but often under-utilised aspect of
employee motivation and development. Particularly in Australian business
culture, sensitivities over giving and receiving either praise or criticism
have often inhibited managers from providing sufficient feedback.
To be most effective, feedback is provided with reference to established
performance expectations or goals. Without feedback, an employee may
remain unaware of how their behaviour meets or falls short of
performance expectations, and they are unlikely to make changes.
Positive feedback, which identifies and recognises specific good work and
high levels of achievement, is a powerful motivational tool, particularly
when it is well timed and provided genuinely and sincerely. Being specific
and descriptive with positive feedback provides clarity in promoting
desired behaviours or achievements and communicates the sincerity of
your appreciation.
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PROVIDE FEEDBACK AND SUGGESTIONS FOR IMPROVEMENT
Feedback
Formal
Performance reviews
Sandwich method
Team updates
Casual feedback
Informal
Peer to peer
One-on-one sessions
Compliments
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PRESENTATION SUMMARY
Now that you have completed this presentation you will know about:
• Locate and review your workplace diversity policy
• Determine diversity policy application to work context
• Ensure diversity policy is understood and implemented
• Provide feedback and suggestions for improvement