BSBDIV601 Develop and Implement Diversity Policy

Assessment Task 1

Question 1

Consulting with the stakeholder is important to ensure that all the areas of the organisation come under the strategic plan and to avoid the complexity in the area of non-performance on the workforce or any party in the organisation. Stakeholders give a different point of view and may help in identifying the key points for the improvement of the policy on diversity. There is a vested interest of the stakeholders in the organisation and are liable if the areas of diversity are not implemented. (Abdul, Ridha, Atyah, 2016). Anyone who has interest in the organisation can be its stakeholder. The main stakeholders of the organisation involve the staff networks, trade unions as well as specialist staffs who are hold responsible for the management of the internal as well as the external affairs. The con tractors as well the consultants who cover areas like communication, human resource management as well as media can also be the stakeholders. (Korac-Kakabadse, 2019). While creating the plan of diversity policy, the shareholders must be informed about the overall approach which includes, the assessment which covers the diversity audits, benchmarks, developing as well as implementing process, evaluating the process.

Question 2

The competitiveness as well as success of an organisation is influenced by its potential to realise as well as embrace the effects of the diversity. Research in diversity has showed clear advantage for the workforces that is fostering creativity as well as innovation, more diverse and are being able to solve the problem in a better way, make the individuals feel more valued and are being capable of reaching an even large client bases along with other advantages. (Villesèche, Muhr and Holck, 2018). The need as well advantage of diversity is known by a successful organisation and they are ready to promise for the proper implementation of change in relation to the business. Knowing the advantages will help the organisation to develop as well as implement the diversity policy. The benefits of the diverse policy include:

• Adaptability- Organisation having a diverse workforce helps in offering a huge variety of solution to the issues in service, sourcing as well as resource allocation. People from different cultures as well as background can bring their own talents as well as experience in giving ideas which are flexible in identifying as well as adjusting to change the market as well as the demand of the customer.
• Increased range of service as well as recruitment pool- A large group of collection of experience as well as skills gives permission for an open as well as better service on a global scale. These skills involve speaking many languages as well as understanding of culture. People feel that they are valued more when they are given some extra consideration.
• Different viewpoints- A workforce is said to be diverse when individuals feel able as well as comfortable in expressing the point of view from a wide range of ideas, experience as well as talent. Having a high mix of people helps getting more views as well as ideas which is to be considered. It means that the business strategy requirements can be met in an effective way knowing that the objectives have been brought by people with different view point.
• Empowerment of individuals- Organisations encouraging as well as implementing the diversity in the right way inspires their employees through making them feel valued as well as heard. They have high chances to stay within the organisation. This will give them advantage from their experience as well as training.
• Reputation- Being an organisation which meets the duty because of diversity, enhances the positive image of the organisation along with the preventing unnecessary as well as costly cases of differentiation.

Question 3  

While one might start working on the creation or the improvement of the policy for diversity, it is important to consider the various laws as well as legislation in the place which is relevant for the creation of the diversity policy. Having a better knowledge of the legislation in place can be helpful for the creation of full as well as thorough operation of the policies and the procedures to help in the development of a diverse policy and it may help in the identification of the possibilities which are overlooked at time. (Gyapong, et al., 2019). Bearing with this legislation is important and it should be kept in mid while an organisation develops its diversity policy as well as referencing. It helps the people in the organisation to have a better understanding about the diversity policy and also prevents any kind of discrimination. (Lambert, 2016). Much more can be added to a comprehensive, full as well as a good quality of the diversity policy other than just including the legislation.

Question 4

Five ways through which the diversity practice can be included in an organisation are as follows:

• By understanding as well as appreciating the interdependence of different environment, people as well as culture.
• Practicing the idea of mutual respect for the ideas, experiences as well as the quality that id different from the own.
• Identifying that cultural, personal as well as institutionalised differentiation develops advantages as well as privileges for some time during the creation of disadvantage for other people. (Taylor, 2018).
• Working with each other through differences in order to remove the discrimination and creation equal opportunities for all the people.
• Keeping an understanding that diversity involves the method of knowing and ways of being.

Question 5

Diversity can be acknowledged in the following five ways:

• By demonstrating the organisation’s commitment to the diversity
• Indicating diversity as a part of the overall strategy of the organisation.
• Announcing diversity as the focal point to the shareholders and others.
• Forming a part of the company’s strategy.
• Emphasising diversity and including it in the areas of training as well as development.

Question 6

Form a task group- The task force helps in promotion of a wide understanding as well as appreciation of diversity engendering in staffs and employees the wisdom of listening and respecting voices as well as different from their own.

Prepare for policy development- Strategy as well as development of policy includes the planning how to develop draft as well as prepare for the enactment of the policy.

Management reviews the policy- Managing the reviews of the policy is a deliberate effort made to hire diverse support as well as talent in an organization which values as well as protect the employees equally.

Communicate the policy- The diversity policy can be communicated through expanding cultural understanding, being aware of one’s own influence, being respectful, being receptive.

Implement the policy- Diversity policy can be implemented by stopping to follow the stereotypes of the society, sharing the process of decision making, educating the employees, promoting flexibility, respecting different career roles.

Question 7

The drafting policy should be review after it gets drafted for the organization’s relevance in order to ensure that the same guidelines of the region is met and also the present date, because they apply to another organization. There may be variation in the different application as well as structure but the framework and the policy should have no variation. The relevance of the diversity policy should be particular with the organization’s need and also to the employees or the shareholders of the particular organization. Diversity policy is drafted by every organization according to their situation. But the application as well the laws are common for all. If there is a lack of agreement on the drafted policy then the diversity policy can be revised.

Assessment Task 2

Part A

Bayside call centre indentifies the importance of diversity as well as the competitive advantage is also valued by them which is obtained through a diverse workforce at every level of the company. Different perspectives that arise from different diversity are encouraged by the Bayside call centre. It encourages a business that is productive, innovative, competitive as well as responsive and there is a creation of the value for their customers as well as the stakeholders. The main objective of the Bayside call centre is that the appointments, advancement options as well the recruitment should be done according to a person’s competence, merit and qualifications. This should never be limited, influenced or affected by discrimination. The company believe that there should be no barrier which can prevent this from happening.

The diversity policy of Bayside call centre is designed to:

• Articulate the meaning of diversity to the company.
• Considering diversity in wider terms rather than just gender diversity.
• Considering planning for the future needs of the workforce.
• Agreeing on the things that can be achieved while the development of the diversity policy.

Legislation, Codes Of Practice And National Standards To Be Addressed In The Policy As It Relates To Bayside Call Centre

When there is an update required in the policy, or there is a requirement of the improvement in the policy, it is important to take into consideration different legislation as well as the laws which is relevant for the creation of an updated policy. Having a great understanding as well as knowledge of the legislation will help the Bayside call centre to identify policies which may had been overlooked. (Hossain, et al., 2019).

The following legislation will cover the Bayside call centre’s diversity and will also provide an equal opportunity.

• The Australian human rights commission act
• The sex discrimination act
• The racial hatred act
• The age discrimination act
• The racial discrimination act
• The disability discrimination act
• State based anti- discrimination and WHS laws
• The workplace gender equality act 2012
• The fair work act and national employment standards (NES)

It is compulsory to keep in mind the above mentioned legislation while developing a diversity policy as well as referencing. It will help every person in the organisation to have a complete understanding of the diversity and it will stop discrimination.

Identify Benefits Of Diversity To Strategic And Business Objectives Of Bayside Call Centre

The competiveness as well as the success of Bayside call centre depends upon its ability to realise as well as embrace the effects of diversity. Some research on the diversity proves that it has clear advantages or benefits for those workforce which are diverse, fostering innovation as well as creativity, are being able to solve the issues in a better way, giving more value to the people and successful in reaching a large base of clients. Bayside call centre understand the need as well as benefit of diversity to their company. The knowledge of these benefits will help them to develop and implement their diversity policy. Some of these benefits are:

• Adaptability- Bayside call centre have a diverse workforce that cab be able to offer a great range of solutions for their allocation of resource, service as well as sourcing. Because of the diverse background, people can use their talent along with experience while suggesting the ideas which are flexible in identifying as well as adapting to the market changes and the customer demands.
• Increased service range and pool of recruitment- A huge collection of skills and experience permits an even more open as well as better service on an international scale. The skills may include speaking various languages and understanding of the culture. Extra consideration make people feel more valued.
• Different point of view- Since there is a diverse workforce in Bayside call centre, it feels comfortable to view point from a huge pool of ideas, experience as well as talent. Having a huge mix of people brings in more ideas along with views that can be taken into consideration. It means that the strategy of business can be more effective when the tactics and objectives have been coming from people with different culture.
• Individual empowerment- When the diversity is implemented and encouraged properly, it inspires the employees of the company as they feel more valued as well as heard. The employees are given motivation to work to the highest abilities and it makes them more loyal to the organization. (Mazibuko and Govender, 2017). Loyalty feeling makes the staff stay in the organization for a longer period of time. It will benefit from their training as well as experience.
• Reputation- When an organisation meets its duty towards diversity, it enhances its positive image in the society with the public, workforce and the share holders and also prevents costly as well as unnecessary cases of discrimination. (Sharma, 2016).

The business objectives of Bayside call centre are as follows:

• Plans and goals of their business
• Providing better customer services
• Increasing their service pool
• Recruiting as well as training new staffs
• Improving productivity and efficiency
• Future statements of direction
• Vision as well as mission statement

Access The Policies From Other Similar Organisations To Gain Ideas And Knowledge Of Best Practice

While creating the plan of the diversity policy, it is beneficial to have a look at the diversity policy of a similar organization in order to see if the organization can learn from the steps taken by them. ( Gray, 2020)

The following things can be taken into consideration while doing so:

Strategy

• Require assessment which covers the audits of diversity, benchmarks and many more
• Are there ways of development as well as implementation?
• Can there be an evaluation of the process used by them?

References

• Are there case studies of leading best practices?
• Whether the requirement and advice of the share holder taken by them
• If the examples of the previous diversity policy demonstrated by them
• Examples of benchmark
• Have the research that can be used undertaken by them
• What are the legislation and compliance followed by them?

This can assist the Bayside call centre to gain a clear understanding of the best practice in relation to the industry diversity, Having a look at the similar organization’s policies can allow Bayside call centre to improve as well as consider the aspect of policy they have overlooked. (Lynch, 2017).

Part B

Drafting a New Diversity Policy

The Bayside call centre’s understanding of diversity as well as their previous research of the policies of other organisation can help them to draft a diversity policy.

• A diversity policy will cover:
• The advantages of identifying diversity
• Practices of human resource
• Main problem of diversity in the organization
• Policies that will commit to the organization
• Legislation followed by the organization
• Action that is proposed
• Reasonable adjustments
• The following points should be considered before drafting a diversity policy
• The existing practices must be analysed
• Information related to diversity must be collected
• The potential benefits of the diversity must be identified
• Analysis must be done with respect to the objectives of the business
• The stakeholders must be consulted for their requirements
• Policies from similar organisation must be accessed
• Review relevance to Bayside call centre

After getting all these information, the very first step for drafting the diversity policy would be choosing an appropriate template for the policy that will make sure that the policy is going to cover up all the required aspects which was identified through the research. Many template examples can be used. The draft policy generally covers the main area or provides the basic headlines. It is the detail which is relevant to Bayside call centre’s particular situation or policies which will vary. (Fine, Sojo and Lawford‐Smith, 2020). The example of suitable heading while drafting a diversity policy are- the statement of policy, application of the policy, laws that governs, background, strategies as well as practices, commitment or objectives, implementation, monitoring, reporting, regulations, references, appendix. The prelude of the draft may include definitions, examples and aims.  

Consulting the share holders for getting feedback on the draft policy is a good way for getting input as well as added direction. More options an organisation gets for input as well as advice, the better will the policy be and it will be more efficient to engage all the share holders as well as the employees. There is a high chance that the shareholders will be able to provide a different insight on the structural as well as the cultural barriers linked with the organization. (Gould, Kulik and Sardeshmukh, 2018). They can also provide the guidance on implementation by a hands-on experience support base of reference. There can be many barriers that can be addressed by the share holders to the introduction of the policy, provision of experienced recommendations and they can even address the short term as well as long term action plan. Bayside call centre must consider workshops with some shareholders, leadership forums, meetings of strategy as well as consultation among the different sectors of the shareholders. The external share holders can too be the members of other boards as well as advisory panels. All these practices provide different support level and views. (Endraswati, 2018).  Various consultations have various benefits. There maybe in-depth feedback provided by the workshop, but feedback as well as meetings are of a low budget as also consumes less time. The shareholders must be provided with a credible as well as compelling model of diversity, like an opinion, a report, a detailed analysis, a template and an implementation solution. The shareholders must in return articulate what exactly is needed to be implemented with respect to the diversity policy. (Guillaume, et al., 2017). The strength of relationship with the shareholders along with the overall knowledge of the organization is invaluable while seeking reviews of implementation from the third party like the diversity policies.

The relationship as well as links with the policies which is related to the diversity policy can show great variation depending on the organization. Some of the policies that support diversity are stated below:

• Codes of conduct
• The prevention of racism policy
• Prevention of discrimination as well as policy of harassment
• Aboriginal as well as Torres Strait islander employability policy
• Prevention of sexual harassment policy
• The recruitment as well as selection policy
• Professional development policy
• Occupational health as well as safety policy
• Employee retention strategies policy

When there is a comparison of link between other policies of organization as well us the company’s diversity policy, (Ozturk and Tatli, 2016) the connection will most probably be a policy which consist of- References in order to maintain a high level of integrity and honesty, Making relationship with others with the use of courtesy as well as respect as the main element, making sure that all the members of the organization are treated equally, (Gould and Sardeshmukh, 2017). references in order to take the personal as well as professional responsibility for the actions.

Part C

The Action Plan

Development of the action plans helps in making the strategy clear for the implementation of the policy, the aims as well as the intention to achieve the objectives. (Dhanani and Jones, 2017).

The components of the action plans are:

• Financial plans
• Strategies of promotion
• Recruitment drives
• Resource requirements
• Issues if risk management as well as strategies
• Projection of sales and distribution
• Certain actions, tasks and initiatives that is to be undertaken
• Training/staffing/responsibility requirements as well as arrangements
• Timelines

The key areas which should be involved in the action plans are

• Various methods which exist for the establishment of priorities
• There most important needs are the key consideration which is based on the data evidence collected by analysis and consultation. (Ravazzani, 2016).

Following are the content of the Bayside call centre’s diversity action plan:

Actions

To make sure there is enough support for implementing and managing the diversity policy. The following is suggested in order to get assistance in this action.

• Appoint a committee of diversity policy
• Appointment of a senior executive in order to chair this committee
• Training and development
• The diversity principle of workplace in leadership programs as well as in the management of the training workshops will be included by the committee. (Turban, Wu  and Zhang, 2019).

Recruitment

• Usage of indigenous media for advertisement
• Graduate recruitment as well as diversity
• Reviewing the advertising policies of the organization
• What is to be achieved instead of how the work should be performed
• Recruiting people with disabilities

Responsibility

Priorities can be short, medium or long term. It gets influenced by complexity as well as the scales and involvement of the number of tasks. (Davis, Frolova and Callahan, 2016).

Measures of success

• Assessment of performance management that support diversity.
• Staff surveys
• Feedback
• Indicators which are modelled by the leaders of the organisation and promoting the principles of diversity at workplace
• Time taken to solve the issues
• Implementation of ways which incorporates diversity principles at workplace
• Intranet and other updates of communication
• Number of harassment or other incidents which is reported to management

Part D

Revising The Policy For Implementation

The new policy development will be viewed by some people as a planning form that sets structured rules as well as parameters. (Blixt and Kirytopoulos, 2017). Others may see it as an important development that emerges on its own as a result of changes in the workplace, like increased diversity.

At times, employees may simply see this policy as a part of the process of organization and do not have the knowledge of the context of the policy change as well as its importance in the organization. The truth is that the undertaken actions in order to create a policy like diversity are not structured and contains many layers as well as input sections and each and everyone needs its own attention of revision. Different areas within the structure of the policy are making of a formal process outside which gives birth to a misunderstanding that policies just happen. (Barak, 2016). It is a huge work of revising what have been done considering that it might had arrived at this stage with input across different areas from different individuals.

The initial process of review will give the baseline feedback wish can be explored further. It is good to revise the draft at this stage even when further revision is planned, so that the present draft is always used especially at the time when the draft is being circulated among different people. (Suharnomo, Wahyudi and Wikaningrum, 2017). The revision of a documentation of draft policy is done by a policy committee response to the shareholder as well as other contributors as needed. Along with the revision, there may be a need of formal endorsement in order to proceed to implementation. Legal review of the policy will be included in this process; so the resources like budget may be needed to be addressed before making the commitment. (Al-Jenaibi, 2017).  It must be ensured that the legal revision brief is explicit. People will want the policy to be reviewed for legal implications as well as appropriate wording.

• Following points must be included in the review
• Consultation with the share holder
• Feedback of the shareholder
• Revision, if required
• Commonwealth as well as legislation of the state
• Consideration of the content of policy
• Evaluation of the process of policy implementation
• Revision of the rules of references of the governance
• Codes of conduct
• References to industrial agreements

There may be a further need of explaining as well as interpreting the current policy to the shareholders. It should be questioned what is unclear or is of concern. (Ali, 2016).  Is there confusion among the shareholders and are they still not aware or curious for getting more details? Explaining the detailed aspects of the policy may be worth. In the cases where the organisation is developing a strategic plan, new program or policy development, the most important factor of success is consulting with the shareholders. At times, the confusions or the concerns are shared by the shareholders only by the phone or emails and not through face to face interactions which is the most preferred method of interaction As people may feel that they are bothering the shareholders trough their questions if they don’t get to discuss with them in person. (Al Fadli, et al., 2019). Explaining something is endeavouring, as the organisation can to make the shareholder understand a particular law, word or reference or the details in the policy. The diversity policy will give the shareholders more satisfaction along with the final process of implementation, understanding that their part was sound and that they had a role in framing as well as shaping the policy. (Scarborough, Lambouths and Holbrook, 2019). The shareholders need to know about the management, funding, agencies and the elected officials.

The impact as well as consequences is the results which the organization wishes to occur. They are the integral actions which are planned as well as prepared as a part of developing the diversity policy. (Ahmed and Ali, 2017). They are the outcomes which can be measured from the outcomes taken by the organization. When the outcomes which is planned does not work done some reason or the other then there are unintended impacts. These are generally not identified and not foreseen until and unless some aspects of the policy are in operation. (Adriaanse, 2016). An impact as well as consequences which are not intended can result to be very beneficial like making changes in the unintended results, areas maybe discovered for fine tuning as well as refinement that has not been identified. (Nadeem,  Zaman and Saleem, 2017).

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