Explain what is meant by the term diversity management

Question

ASSESSMENT A - MULTIPLE CHOICE

1. Which of the following is correct?

(a) Australia doesn't have a quota system, but many companies choose to set diversity targets.

(b) Australia has a quota system regarding the number of women in management roles. It applies to large companies only.

(c) Australia doesn't have a quota system, but it does have compulsory targets in many areas of diversity.

(d) Australia has a quota system for key under-represented areas such as women, disability and older workers.

2. What is 'diversity management'?

(a) Diversity management is a collective term used to describe all human resource policies and procedures related to equal employment opportunity.

(b) Diversity management is the name given to the team of employees responsible for establishing diversity aims and objectives.

(c) Diversity management is about recognising and valuing human differences and creating an inclusive environment.

(d) Diversity management is the process of identifying the diverse needs of staff and matching them to the needs of the organisation.

3. Within an organisation, which of the following areas is most affected by the diversity policy?

(a) Administration.

(b) Marketing and promotions.

(c) Human resource or staffing functions.

(d) Finance and accounting.

4. Which of the following places is NOT an appropriate location for a company's diversity policy?

(a) On the company intranet.

(b) In a filing cabinet, in a locked storeroom.

(c) In the employee handbook.

(d) With the owner, manager and/or department manager.

5. Which is NOT true?

(a) Diversity can help capture a greater share of the consumer market, improve customer responsiveness and build better relationships with customers.

(b) Diversity helps improve employee morale, reduce absenteeism and turnover costs.

(c) Diversity increases complaints and conflict, but that is the price to pay for increased productivity and market share.

(d) Diversity can foster creativity and innovation.

6. If your company was concerned about its diversity performance, what would you suggest they do?

(a) Conduct a diversity audit to see how well their diversity policy has been implemented and understood.

(b) Gather data from surveys and the HR database on the breakdown of employee diversity statistics.

(c) Create a diversity council to monitor and review the diversity policy.

(d) All of these answers are correct.

7. Carrie wants to apply for a promotion to Regional Marketing Manager. Upon talking to her manager, she is told that due to the extensive travel the position entails, they prefer to hire a man. What is this an example of?

a) Indirect discrimination.

b) Direct discrimination.

c) Covert discrimination.

d) Enculturation.

8. What is statute law?

(a) Statute law is the term given to the process of making legislation in parliament at a state or federal level.

(b) Statute law can also be referred to as common law. It is judge-made law.

(c) Statute law is the term given to legislation made at local council level, such as council regulations.

(d) Statute law is case-based law.

9. In which of the following Acts of Parliament would you be likely to find legislation regarding conditions of work, such as annual leave, parental leave and the right to request flexible work arrangements?

(a) The Privacy Act.

(b) The Workplace Gender Equality Act 2012.

(c) The Australian Human Rights Commission Act 1986.

(d) The Fair Work Act 2009.

10. Jeffrey is a carer for his disabled wife. He is semi-retired and works 28 hours a week. He was not included in a training course that everyone else in his department did, as his manager said he didn't work enough to justify the cost. Without the training, he can't apply for a promotion or take project opportunities in another department. What could this be an example of?

(a) Allowable discrimination.

(b) Stereotyping.

(c) Direct discrimination.

(d) Indirect discrimination.

11. Jazzercise is a gym for women only. It places an advertisement for a female fitness instructor. Can they do this?

(a) No. It is direct discrimination.

(b) Yes, if they have a special exemption with the HREOC. It is an example of allowable discrimination.

(c) Yes, if they have a special exemption with the HREOC. It is an example of covert discrimination.

(d) No, they cannot do this. It is an example of overt discrimination.

12. What does the term 'unjustifiable hardship' mean?

(a) Where employing a person with a disability would be too difficult because they may pose a health and safety risk to themselves or others, or making allowances for them would be too costly.

(b) When the organisation makes efforts to accommodate employees with a disability, where all reasonable circumstances are considered.

(c) Where the manager or supervisor has a duty of care to protect their staff from harassment, bullying and discrimination and fails to do so.

(d) Longstanding direct and indirect discrimination that seems to be ingrained in the company.

13. Prejudice, bias and a 'boys club' mentality can prevent women from achieving high-level management positions. What is this commonly referred to as?

(a) Potential pregnancy.

(b) The merit principle.

(c) An inclusive environment.

(d) The glass ceiling.

14. Under the Disability Discrimination Act, an employer must make reasonable accommodation to employ someone with a disability. Which of the following is true?

(a) You must make reasonable accommodation, even if doing so will result in a large expense for the organisation.

(b) You are exempt from making reasonable accommodation if the disability poses a workplace health and safety risk.

(c) For privacy reasons, the employee does not have to disclose any disability or condition to the employer if they don't want to.

(d) Making reasonable accommodation is always a difficult and expensive thing to do.

15. A company diversity audit reveals a lack of women in management. What suggestions would you make to improve the efficacy of the diversity policy?

(a) Run a staff meeting and reprimand management for being biased and discriminating against women.

(b) Set targets for women in management and put out a directive that states that no men are to be promoted until the targets have been achieved.

(c) Review recruitment and selection procedures for bias and indirect discrimination, establish networking groups for women and suggest setting a target for women in management roles.

(d) Conduct the diversity audit again the following year and hope the statistics have improved.

16. A company diversity audit and review of grievances over the past year reveals a problem with bullying and discrimination against LGBTI employees. How could the organisation show support for the LGBTI community?

(a) Conduct training to overcome stereotypes and bias. Support the Pride in Diversity program and establish network support groups for LGBTI employees.

(b) Review the organisation's grievance procedures.

(c) Retrain managers as the problem must be due to poor role modelling.

(d) Run a staff luncheon, encourage employees to communicate effectively and introduce them to someone from the LGBTI community.

17. What could your company do to be more inclusive of age-based diversity?

(a) All of these answers are correct.

(b) Have a policy and strategy for flexible work arrangements made available to all staff.

(c) Encourage all staff to keep up to date with technology and make training available.

(d) Conduct training to identify and break down commonly held stereotypes on age generations.

18. You want to employ someone who can work a rotating roster of weekends and evenings. Which of the following questions abides by EEO?

(a) The job is physically demanding and I'm concerned you'll not be able to manage with the shiftwork at your age.

(b) The job involves being on a rotating roster, which will include some weekends and evening shifts. Can you comply with this?

(c) You mentioned earlier that you were a mum. Who will look after the kids when you work evenings and weekends?

(d) Do you have family responsibilities? How will this impact on your ability to work shiftwork?

19. Which is the legal definition of sexual harassment?

(a) Unwelcome behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.

(b) Repeated behaviour of a sexual nature that a reasonable person would find offensive, humiliating or intimidating.

(c) Sexual behaviour that a person would find offensive.

(d) A pattern of sexual behaviour that is unwelcome and offensive.

20. Which best describes the usual order that a grievance procedure takes?

(a) Raise the grievance with your immediate supervisor. If this is not resolved, or you are unhappy with the result, report the grievance to HR. If the matter is still not resolved, seek support from the Human Rights Commission.

(b) Ask to have an informal chat with HR and then report the grievance to your manager. If the matter is still not resolved, seek support from Fair Work Australia or the Human Rights Commission.

(c) Seek immediate support with Fair Work Australia to manage the grievance.

(d) Try to resolve the problem directly with the person/s concerned. If this doesn't work, then raise the grievance with your immediate supervisor. If this is not resolved, or you are unhappy with the result, report the grievance to HR. If the matter is still not resolved, seek support from Fair Work Australia, or the Human Rights Commission.

21. Which of the following is NOT true?

(a) Bullying can include physical and psychological harm.

(b) To prove sexual harassment, you need to demonstrate a pattern of repeated behaviour.

(c) Bullying and harassment often occur in situations where there is a power imbalance between people.

(d) Grievances can be costly and time-consuming for the organisation.

22. Jenna works in stores. She feels intimidated and harassed by a regular supplier. How should her manager handle the situation?

(a) The manager doesn't need to as he only has responsibility to protect her from bullying and harassment from colleagues.

(b) The manager should ask her to keep a diary and record what happens each time she feels harassed, so there is clear evidence to confront the supplier later on.

(c) The manager should ban the supplier and never do business with the company again.

(d) The manager should speak to the supplier and clearly state that their behaviour is harassment and must cease. If necessary, talk to the supplier's manager.

23. What is the best way for an organisation to ensure that staff are aware of the company's policy on harassment and bullying and know what to do if they experience it?

(a) Run training sessions at least on an annual basis and any time that there is an update on policy and/or legislation.

(b) Make the grievance procedure and policy on harassment and bullying available in various forms, such as electronic, hard copy and in various languages, if necessary.

(c) Include awareness training during the induction of new employees.

(d) All of these answers are correct.

24. Masie has been repeatedly asked out by Jim, a colleague. She has said 'no' on several occasions, but he still keeps asking. Masie feels so uncomfortable now that she tries to avoid any situation where she might be alone with Jim. Could this be sexual harassment?

(a) It could be sexual harassment because it is unwanted, of a sexual nature, and Masie is avoiding Jim, which demonstrates she is not only uncomfortable, but intimidated by the situation.

(b) It could be seen as general harassment, because Jim is hassling her, but it's not sexual harassment.

(c) No. Asking someone out on a date is not sexual harassment. While it might not be a good idea to date colleagues, there is no law against asking someone out on a date.

(d) It would only be sexual harassment if Masie felt offended, intimidated or humiliated. At this stage, she only feels uncomfortable.

ASSESSMENT B - SHORT ANSWER

SECTION 1: IMPLEMENT DIVERSITY POLICY

Q1: Explain what is meant by the term 'diversity management'.

Q2: Provide five reasons why diversity is valued in organisations today.

Q3: Explain how an organisation could build a diverse workforce.

Q4: Where would you be likely to find a diversity policy within the organisation?

Q5: What areas within the workplace are affected by the diversity policy?

Q6: What information would you find in a diversity policy?

Q7: A diversity policy should be reviewed annually to ensure its efficacy and currency. Explain what is meant by this.

Currency

Efficacy

Q8: List four actions you can take to make staff aware of the diversity policy?

Q9: What methods can be used to review the diversity policy?

Q10: List four legislative Acts that have a direct impact on the information that must be incorporated into diversity management policies and work practices.

Q11: Explain the aim of EEO (Equal Employment Opportunity).

Q12: List six grounds or protected areas within antidiscrimination legislation.

SECTION 2: FOSTER RESPECT FOR DIVERSITY IN THE WORKPLACE

Q13: A key element of managing diversity is overcoming stereotypes, bias and discrimination. What is a stereotype?

Q14: What is the problem with stereotyping?

Q15: Why is it important for managers to act as a role model in managing diversity?

Q16: Discuss some of the challenges in managing age-based diversity.

Q17: List four things an organisation can do to manage age-based diversity?

Q18: Explain what is meant by the term 'glass ceiling'.

Q19: Training is a key part of getting the message out to staff on diversity principles. List two ways training can be delivered in-house and externally.

In-house - provided by the organisation

External - provided by another organisation

Q20: Discuss the positives and negatives of using targets to address the gender imbalance in higher-level management roles.

For

Against

Q21: An applicant for a cleaning job is required to fill out a detailed application form and submit it via email along with an electronic copy of their résumé. The applicant has a learning disability making it difficult to fill out the form and so they don't apply. Could this process be a form of direct or indirect discrimination? Explain.

Q22: Legislation requires an organisation to make reasonable accommodation or adjustment to support a person with a disability. Give two examples of this.

Q23: At times, discrimination can be allowable. Give two reasons that can support allowable discrimination.

Q24: Define sexual harassment, identifying the key legal components of the definition.

Q25: What legislation covers bullying in the workplace?

Q26: Describe four types of behaviour that could be considered bullying.

Q27: What can workplaces do to prevent bullying and harassment? List six options.

Q28: Identify the key internal steps to a company grievance procedure

Q29: What avenues can an employee take if they are not satisfied with how the organisation handled the grievance?

Q30: What suggestions would you make to the job advertisement part of a recruitment process to ensure you aim for a diverse range of applicants?

Q31: List four things an organisation can do to help avoid discrimination and bias during the interviewing part of the selection process?

SECTION 3: PROMOTE THE BENEFITS OF DIVERSITY

Q32: Discuss four ways by which an organisation can promote the benefits of diversity to its employees?

Q33: Many organisations promote their diversity achievements in external forums. List three based on the benefits of using external forums?

Q34: Give two examples of external diversity forums.

Q35: Provide two examples of how a diverse workforce has enhanced products and services in your organisation, or an organisation you have been a customer in.

Q36: Describe how diversity can be used as a competitive advantage in improving products and services.

Q37: Helping staff get to know each other can help break down stereotypes and create an inclusive environment. Give four examples of how the manager and/or the organisation can do this.

ASSESSMENT C - PRACTICAL DEMONSTRATION

INSTRUCTIONS - Your assessor will do the following.

• Observe the learner in using a range of skills/tasks.
• Provide a range of regulations, codes of practice and workplace policies and procedures.
• Use the checklist to observe you using a range of skills/tasks.
• Observe you over a period of time while you learn and use various skills/tasks.
• Ensure that you can consistently perform all tasks multiple times satisfactorily.
• Decide when you are competent at all tasks.

You are required to do the following.

• You must answer all verbal questions.
• You can ask your assessor for further clarification of any question, if necessary.
• Provide all necessary information when answering questions.
• Your assessor will submit results of your practical demonstration tasks via the LMS.

Observable skills/tasks	Verbal questions your assessor may ask to support demonstration of skill/task (Questions may vary according to the practical task being demonstrated)
Can locate a diversity policy either within their workplace or suggest where a diversity policy should be located.	Q: Where can you find your organisation's diversity policy? Q: Do you think there is a preferred place for a diversity policy to be located? Explain. Q: Why do you thinks it's important for the policy to be located in more than one place, and in more than one form (for example, electronic and hard copy)?
Can review the policy and determine the specific work functions that the diversity policy applies to.	Q: What areas within a business are most affected by a diversity policy? Q: Explain what functions or roles fall within staffing or human resource management.
Can undertake actions to ensure the policy is understood and implemented.	Q: Explain some common written methods that an organisation could use to help staff to understand the diversity policy. Q: Explain the importance of an induction to understanding and implementing a diversity policy.
Can provide feedback and suggestions for improvement to the policy to ensure its currency and efficacy.	Q: What do the terms 'currency' and 'efficacy' mean in relation to a diversity policy? Q: What methods could you use to assess the currency and efficacy of your diversity policy?
Promotes the benefits of diversity to others.	Q: Can you explain, using examples, how a workplace diversity policy benefits everyone?
Is able to identify, reflect on and address his/her own prejudices, recognises stereotypes and works to overcome these.	Q: What do you think it means to stereotype? Can you give an example of where you have stereotyped someone? Q: What can be the problem with stereotyping? Q: How do you think you could overcome your own prejudices and stereotypes?
Can identify the range of differences that are protected grounds for discrimination under current legislation.	Q: Is union membership a 'protected grounds'? Explain. Q: Is breastfeeding a 'protected grounds'? Explain.
Can identify and outline key features of relevant current legislation.	Q: Briefly explain two pieces of legislation that aim to prevent discrimination. Q: What are the basic principles of the Fair Work Act? How does this Act affect you?
Actively seeks diversity when recruiting and selecting staff.	Q: Explain the importance of the job description and person specification to preventing discrimination in the recruitment process. Q: Explain how interviewing, as a selection process, needs to be structured to avoid bias and discrimination. Q: If you use testing as a selection process, what suggestions would you offer to help prevent bias and discrimination?
Can identify training needs according to problems in working with diversity within the team or department.	Q: How can the diversity audit be used to identify training needs? Q: What other methods or processes can be used to identify diversity-based training needs?
Can implement strategies to ensure that diversity is understood and respected in the work team.	Q: What do you think is the best outcome for implementing a diversity policy in the workplace? Why?
Collaborates with others to achieve shared goals.	Q: Why do you think it's important to work on diversity in the workplace collaboratively?
Can manage tensions and encourage collaboration and respect between staff who may struggle with difference.	Q: How can you help employees to overcome bias and problems in working with diversity? Q: How might you promote the benefits of diversity to your employees?
Can assist staff to see the benefit of diversity to the company, its products, services and customer relations.	Q: What are the benefits of a diverse workforce to customers and to employees? Q: What are the benefits of a diverse workforce to the organisation as a whole?
Can apply a company grievance procedure to manage complaints of discrimination, sexual harassment and bullying.	Q: What are the typical steps for managing a grievance within the company (internal steps)? Q: If the grievance is not resolved within the company, what happens then? Q: What is the role of Fair Work in managing grievances?
Can promote the organisation's workforce diversity in internal forums, such as meetings, bulletins and staff updates.	Q: What ways could you promote the benefits of diversity to your employees? Q: Why is it important to promote diversity to your employees?
Can promote the organisation's workforce diversity in external forums such as award and recognition events, seminars, professional membership associations and the company's web page.	Q: What are the benefits of promoting and celebrating an organisation's diversity success in external forums? Q: Describe two forums an organisation could use to promote its diversity success.
Can use ideas and information from his/her diverse team to enhance products and services and contribute to competitive advantage.	Q: Give an example of how your organisation has used diversity to enhance its products or services. Q: Give two examples of how a company could use diversity to enhance its products or services to contribute to a competitive advantage.
Actively supports organisational efforts to value diversity.	Q: How do you show support for diversity in your day-to-day work?
Uses analytical skills to determine how to make intelligent applications of the diversity policy.	Q: Now that you have completed a diversity policy, what do you think of the process? Was it how you thought it would be? Explain.

Attachment:- Assignment File.rar