BSBTWK501_Assessment_C_Report_00

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template REPORT TEMPLATE Kingfisher Garden Centre Kingfisher Garden Center values diversity and seeks to create an inclusive environment, supporting all employees to achieve their full potential.

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template Table of contents 1. Introduction .................................................................................................... 3 2. Legislation ...................................................................................................... 3 2.1 Relevant legislation ............................................................................... 3 2.2 Key features of legislation ..................................................................... 3 2.3 Protected attributes ............................................................................... 3 3. Discrimination ................................................................................................ 3 3.1 Direct discrimination .............................................................................. 3 3.2 Indirect discrimination ........................................................................... 3 3.3 Adverse actions .................................................................................... 3 3.4 Allowable discrimination ........................................................................ 3 4. Age-based diversity ........................................................................................ 3 5. Gender diversity ............................................................................................. 4 6. Parental support ............................................................................................. 4 7. Work/life balance ............................................................................................ 4 8. LGBTQIA+ community ................................................................................... 4 9. Disability ......................................................................................................... 4 10. Aboriginal and Torres Strait Islander peoples ................................................. 5 11. Diversity strategies ......................................................................................... 5 12. Bullying and harassment ................................................................................ 5 12.1 Definitions ............................................................................................. 5 12.2 Grievance procedure ............................................................................ 5 13. Recruitment and selection .............................................................................. 5 13.1 Recruiting employees ........................................................................... 5 13.2 Selecting employees ............................................................................. 5 14. Training needs ............................................................................................... 5 15. Promoting diversity ......................................................................................... 6 15.1 Promoting diversity to staff .................................................................... 6 15.2 Promoting diversity externally ............................................................... 6 16. Conclusion ..................................................................................................... 6 17. Reference list ................................................................................................. 6 18. Appendices .................................................................................................... 6

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template  Age  Physical or mental disability  Marital status  Family or carer’s responsibilities  Pregnancy  Religion  Political opinion  National extraction  Social origin 3. Discrimination Kingfisher Garden Center is working hard to create policies and procedures that will protect employee's rights at work in order to address this issue. More significantly, discrimination of any kind is not tolerated at Kingfisher Garden Center. Any behavior or attitude that treats someone unfairly is considered discrimination. 3.1 Direct discrimination is to treat somebody unfairly based on their condition.  Being denied your promotion because you are pregnant.  You are not employed because of your gender. 3.2 Indirect discrimination is what policy and procedure are seemed like it is okay but there is a hidden agenda.  They are seemed like company is hiring all gender but, they hire only woman in real life.  Company requires fluent English skill, but the job role does not require fluent English skill. 3.3 Adverse actions are to take action against somebody or team due to the person or team have or use their workplace right.  Fire an employee.  Do not hire or promote an employee.  Treat differently between employees. 3.4 Allowable discrimination An employer may impose restrictions or requirements on the job that could be interpreted as discriminatory against other people. However, there are some circumstances in which it is legal. For example, create an advertisement stating that a woman is needed to clean the restrooms for women. 4. Age-based diversity The Kingfisher Garden Centre cherishes the ability of its employees of varying legal ages to cater to the age range of their diverse clientele. It is important to recognize that diverse employees can offer diverse services and to establish appropriate policies and procedures to safeguard their rights in the workplace. Teach staff members how to use social media in a responsible and productive manner. Encourage staff members to stay current on technology. It allows for age-based diversity in the workforce by allowing employees who are parents or have caregiving

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template responsibilities for children who are at least school age. Employee is at least 55 years old. Employees who have received training on the advantages of having a diverse age base and how to identify and dispel common stereotypes could make it easier to embrace age-based diversity. 5 . Gender diversity King garden centre has 2 scholarship programs one for young women entering the workforce to access trainee leadership position and for Aboriginal and Torres Strait Islanders. The followings steps must be followed to improve to embrace gender- based diversity. They are:  Address stereotypes, particularly in regard to traditional roles held by men and women.  Review recruitments and selection procedures for bias and indirect discrimination.  Develop a clear policy on flexible work and a strategy to support it.  Develop a remuneration policy that is transparent and clearly covered to staff.  Train women in negotiation skills for women particularly in how to better represent themselves in pay negotiation.  Establish in house mentoring and leadership programs. 6. Parental support In order to care for their child during the first year of life, both men and women are able to take time off work thanks to legislation and support established by the federal government. In Australia, parental leave is a benefit that is accessible to all workers, even those who are not covered by collective bargaining agreements or industrial awards. On November 1, 2011, Australia launched its first-ever government-funded parental leave program. It is calculated using an 18-week pay period at the federal minimum wage. Paid parental leave is a contentious political issue. Subscribe to updates from to stay informed about the latest laws. Do a decent job or sign up for an employer's group. Some of the points about parental leave are as follows: *Currently as of January 2015, federal workplace relation entities parents to a total of 52 weeks unpaid leave on a shared basis to care for their newborn or newly adopted child. **Except for 2 weeks at the time of birth. 7. Work/life balance All employees and potential employees of Kingfisher Garden Centre, whether directly employed full-time, part-time, or casually, as well as contract workers, are subject to Kingfisher policy. The policy must be updated, distributed, and reviewed by the general manager, operations manager, and human resources department. It is the responsibility of every manager to make sure the strategies and goals of the policy are carried out. It is the duty of every employee to follow laws and policy directives.

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template  Making active efforts to find a person with a disability through government programs.  December 3rd is International Disability Day.  Helping Beyond Blue. 10. Aboriginal and Torres Strait Islander peoples  King fisher garden centre has provided scholarship program for aboriginal and Torres strait islanders.  IT could it be improved to embrace indigenous based diversity by reconciliation. Australian is a national organization that promotes reconciliation between aboriginals and Torres strait islanders' people and the Australian community.  Hundreds of Australia business, including Qantas, national Australia bank and crown casino has developed a RAP.  It can help attract staff and customer who value reconciliation tap into a larger labour market and customer market and develop partnership which can result in improved products and services and shared learning.  Primarily, it is concerned about building better relationship between raising awareness of and learning about Aboriginal and Torres strait islanders' histories and cultures. 11. Diversity strategies The three strategies that should be implemented to improve diversity in the workplace are given below:  Recruitment and selection We aim to recruit people from a broad social and cultural background.  Career development and promotion At Kingfisher Garden Centre, we promote all our employees on the basis of merit, and we reward excellence. The company intranet is used to advertise all internal job openings, both temporary and permanent.  Diversity bodies The garden centre Kingfisher is an AHRI member. We are dedicated to enhancing our diversity performance and think that individuals who champion diversity in important leadership roles can lead this effort. 12. Bullying and harassment 12.1 Definitions [Write a clear definition of bullying and sexual harassment. Provide employees with links to websites for where they can go for support and further assistance if they feel they have been bullied or harassed.] 12.1.1 Bullying Bullying is the continuous, intentional abuse of power in a relationship through repeated acts of physical, verbal, or social aggression with the goal of causing harm to another person's body, mind, or social standing. It can involve someone or a group abusing their power—permanent power—over one or more people who are powerless to stop it.

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template 12.1.2 Sexual harassment Unwelcome sexual advances, unwanted requests for sexual favours, and other unwanted sexual behaviours that could offend, threaten, or degrade someone are all considered forms of sexual harassment. Unnecessary familiarity, such as unwanted touching, kissing, or hugging, staring, or leering, are some instances of sexual harassment. 12.2 Grievance procedure The current grievance procedure that could be improved communication the grievance are as follows:  Circulate the policy and procedure in widely accessible formats, such as electronically and in hard copy and in appropriate languages according to your workplace needs.  Develop educational programmes, such as short courses, online training, leaflets and flyers for all staffs to learn about their rights and responsibility.  Review policy and procedure on a regular basis.  Clearly communicate the policy and procedure during the induction of new employees. Preliminary action Employees are encouraged to try and resolve any grievances directly with the persons concerned. Step 1: Raise the grievance with your immediate supervisor/manager. Do so as soon as the issue occurs, preferably within three working days. Immediately supervisor or manager to investigate and resolve issue within one week. Step 2: Raise the grievance with your HR department within three working days. Employee then has two options: information and formal proceeding.  Formal process The HR department is to investigate the complaints within two weeks. Each person involved in the complaints is to be notified in writing of the complaint and asked to gather evidence. Each person involved in the complaint is interviewed and can bring a support person such as a union representative or colleague to meeting. Step 3: External process When complaints are not resolved with the organization, the employee can seek external advice and support. Depending on the natural of the complaint, the employee has the following options.  Fair work commission Bullying, roasters, pays and condition, work safety, unfair dismissal.  Human rights commission Discrimination, harassment based on discrimination, sexual harassment, victimisation.

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template 15. Promoting diversity 15.1 Promoting diversity to staff The benefits of diversity and any updates to a diversity policy to staff can be promote by following ways. Diversity forums Organizations recognize their progress toward workplace diversity through a range of external forums. There are numerous advantages to an organization showcasing its public commitment to diversity like this. heightened awareness and enhanced standing among interested parties. Sharing the creativity and achievements of your business Display of top diversity practices and their positive effects on business outcomes. As a means of giving and communication amongst staff members, diversity in action is also an additional means of highlighting the advantages of diversity and any updates to a diversity policy. Organizations employ a range. 15.2 Promoting diversity externally Besides the AHRI awards, other external forums could be used to promote kingfisher's diversity success and further enhance the benefits of diversity in the workplace to the broader society are as follows.  WGEA Workplace gender equality agency employer of choice awards for gender equality.  CRS Formerly referred to as commonwealth rehabilitation service  RAP Reconciliation Australia Reconciliation action plan program.  DCA Diversity council of Australia. 16. Conclusion Legislation, discrimination, the LGBTQIA+ community, diversity, harassment, training needs, bullying, Aboriginal and Torres Islander people, disability, parental support, appendices, and references are the areas that are not covered by the Kingfisher Garden Centre. The benefit of the business having the policy on managing diversity are as follows:  Good Language Skills and community relations.  Improves the company’s reputation.  It helps in increase in productivity.  Helps in productivity and competitive advantages.  Increase in Creativity.

BSBTWK501 LEAD DIVERSITY AND INCLUSION – Report template There are several ways to support diversity in the workplace. to be aware of our organization's diversity vision and goals, as well as how they relate to the larger business goals. To take part in employee engagement surveys and provide the most honest and open response you can. The techniques that are used to support the diversity policy and organizational goal are:  Educate employees.  Promote flexibility.  Respect different career goals.  Share the decision-making process.  Stop following society stereotypes. In many case the company executives are to blame for a lack of diversity in the workplace. What I have discovered from this chapter is that policies and procedures vary depending on the nation. Now I know that all employers are created equal and that diversity in the workplace is crucial to achieving specific objectives. 17. Reference list The reference that helped me while making my report is the book named:  Kingfisher Garden Centre  Manage diversity in the workplace  www.diversityaustralia.com.au/training  www.qcc.cuny.edu/diversity/definition.html  www.civilrights.findlaw.com/civil-rights-overview/what-is-discrimination.html  www.beekeeper.io/blog/5-ways-promote-workplace-diversity/  www.hrw.org/topic/lgbt-rights 18. Appendices The policy and procedure outline the conditions under which workers may request flexible work schedules and the process by which Kingfisher Garden Centre will decide whether to approve these requests.