Overview of the Diversity legal framework of a corporate at an Australian workplace

Diversity legal frameworks at Australian workplace

Civil Rights Act of 1964 title VII, the employment discrimination is prohibited based on national origin, sex, religion, color, and race. The legal framework of domestic consists of the legislation of anti-discrimination at both territory/state and commonwealth levels and related laws of commonwealth workplace – and the prohibit discrimination towards the employment context and age. The legal framework describes the beliefs, ideas, and rules by which the problems are dealt with for deciding problems.

Overview on corporate policies and documents related to diversity:

Performance management – It is the corporate management tool that helps in monitoring and evaluating the work of the employees by the manager.

Anti-discrimination – It refers to the designed legislation for preventing discrimination against the people group.

Selection – When the person is selected for some work by using its skills.

Recruitment – It is the process of interviewing, shortlisting, screening, sourcing, and identifying for the jobs (Benschop, et al.,2015).

Diversity policy:

Diversity statement:

In different organizations, there is the diversity statement with the use of mission and vision statements for reaffirming the diversity commitment. The details can be there in the organization, related to the beliefs, goals, and aims for diversity. Examples of the statements are –

1) Providing goals and examples for diversity future objectives.

2) Listing the legislation and laws that are abided by by the organization.

3) Describing the organization’s values like goodwill, tolerance, and respect.

Related/linked documents or policies:

The difference can be shown according to the diversity policy that is related or has links with relationships. There is the policies general list that is applied in multiple guidelines:

1) Codes of conduct

2) Professional development policy

3) Racism policy prevention

4) Prevention of Harassment and Discrimination policies

Relevant legislation:

Equal opportunity and workplace diversity cover the state and federal legislation that is mentioned below:

1) The Sex Discrimination Act

2) The Racial Hatred Act

3) The Australian Human Rights Commission Act

4) The Disability Discrimination Act

5) The Age Discrimination Act

6) WHS laws and State-based anti-discrimination

7) The Workplace Gender Equality Act 2012

Strategies and practices:

The Strategies in the business will help in the development and the growth of the business. the practices and the strategies are used for the training and how to provide the best services to the customer (Ng & Sears.,2020).

Implementation Strategy:

The Water West organization needed to implement the diversity policies in their organization because the females are working under the females and there is very much mismanagement that is needed to be solved and the strategies for the implementation is made for implementing and conducting the diversity policy at the workplace and to make the working environment easy with 900 equivalent staff that are working full time in the organization.

Monitoring and reporting:

Reporting and monitoring are very necessary for the business it ensures the outcomes are good or not and make sure the project success and helps in the growth of the company and in the management of the company. The monitoring of the final result is very important so that in the future the problem cannot occur related to the project and the diversity policy monitoring is also important to make the possible working environment at the workplace.

Policy review:

The policy review is very important at the workplace for achieving the organizational goals as it helps in planning and implementing the project according to the requirements. The policy review helps in getting the feedback and if the diversity policy is not right then we can manage it according to the review (Rowe, 2014).

Questionnaire:

1) Do you agree with the diversity policy in the business?

2) Do you agree with the laws and legislation of the business?

3) The privacy laws in the diversity policy are good.

4) The survey on the action plan and diversity plan is done right.

5) The issue can be solved with the proper planning in the diversity policy.

Research and policy development HR:

Obtain feedback on the draft documents

Role-play:

HR manager- hello, good afternoon

Business mentor- good afternoon

HR manager- I have prepared the diversity policy, action plan for the diversity policy, and questionnaires for the water west. So we are gathered here to know your feedback what are the changes which I can do in the diversity policy and the action plan.

Business mentor- okay, I have reviewed your diversity policy, action plan, and questionnaires. According to me, there is no need to make changes to the questionnaires.

HR manager - okay and in the action plan and diversity policy?

Business mentor- according to me you can announce the reward and recognition for the employees who will follow the policy effectively. I will encourage the staff members to follow the policy. And in the action plan, you can conduct the reward and recognition program every six months and you must also conduct the employee’s satisfaction survey to understand the employee’s needs and wants.

HR manager- okay thank you for your feedback.

Changes in the policy and action plan

Diversity policy

In the diversity policy, rewards and recognition will also be added for the employees

who will follow the diversity policy effectively (Newsinger, & Eikhof, 2020).

Action plan:

In the action plan, every six months’ a reward and recognition program will be conducted to boost the employee’s morale to follow the policy.

Employees satisfaction survey will also be conducted every six months and the person who will be responsible is the HR manager.