Level 3 108 Margaret Street

Brisbane City QLD AUSTRALIA 4000

CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

BSBDIV601
DEVELOP AND IMPLEMENT DIVERSITY POLICY
ASSESSMENT 1

QUESTIONS

1. Analyse the existing HR policy (or equivalent) of your chosen organisation in

order to identify existing diversity practices.

NIKE: for this company diversity is very important because the business have been creating
for years’ codes of practice and rules to promote respect and initiatives to ensure diversity
follow ethic conducts from all the employees. Discrimination and equal opportunity is one of
the messages the company wants to make sure everyone understand. It’s clear that the
company is a global business and of course their idea is to get in every market around the
world and provide the best products and services to their clients, and that is why diversity
drives potential from people that wants to be with the company and at the same time help
them to get motivate to create and innovate the brand. Also all this diversification helps the
business to growth and the clients believe in the brand and how the business promote
initiatives to stop discrimination and help the communities to have equal opportunities.

Diversity has to be approach by the managers because it can generate more innovation by the
multicultural employees in the company and also can give the rights to develop new process in
the markets to be more efficient.

NIKE

Four Principles Of Diversity Policy:

1.) Diversity drives recruitment of the most dynamic people
2.) Diversity enriches the creativity and innovation that shapes the brand
3.) Diversity grows our competitive advantage
4.) Diversity heightens the stature and belief in the brand within our culturally diverse
consumer base

the companies have to understand that the employees or even the customers have different
cultures and the business have to identify this to manage it in the best way trying to be equal
with everyone in their different traditions.

 Gender
 Interpersonal style
 Politics
 Race
 Religion
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

 Sexual orientation
 Language

2. a) Identify and explain the business operations that can be linked to diversity in
your organisation.

In this case Nike present diversity as one of their priorities points to prevent discrimination.
For this business diversity is very important because it can be one of the most important
factors to promote their products and incentive new markets to buy their products. It means
there are some advantages of having a diversity workforce because having multicultural
employee’s incentive and give the responsibility to be the most unique and representative of
their region and of course motivate people to increase their expectative about sports. Also
because Nike can get in new markets where they can generate different projects and tasks that
motivate people to be more proactive about sports and be an inspiration for them.

b) Research 2 diversity policies from similar organisations and review against the
diversity policy of your organisation.

PUMA believe that diversity is one of their strengths as a business. For them diversity make
them be more competitive bringing together people from other cultures and
nationalities helping them to incentive and promote their skills and ideas that might
help the business to respond to changing markets and customers’ demands. PUMA’s
annual report 2017 showed that the employment balance between male and female is
the ratio of 52%: 48% and demonstrating that women across the business have been
increasing as well with politics and codes of conduct about discrimination.

ADIDAS: from the start this company have been showing respect and dedication to promote
the diversification culture and that’s why this company have been the most important
business promoting diversification and also dedication to incentive people to develop
new strategies or ideas to cover new markets and trying to motivate new markets with
social projects.

In conclusion this three business have the same ideology about diversity and how get strong
with it because as the world is changing new technology an idea can help them to develop new
products and services to cover the demand of the market and that’s why this companies need
to have multicultural employees and inactivate them to develop new skills to help the business
growth.

3. Identify the potential benefits of diversity in the workplace, and discuss the fit
with your organisation’s business objectives. You need to analyse the business
planning and strategic documents to determine this.

Nike believe in the power of sports and that’s why they invest a lot of money in grants,
products donations to support excluded markets and it will have motivated those markets
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

to discover new potential to growth up. Diversity policies are in each step of the business
because Nike wants to make sure a range of skills, interest, knowledge, experience innovate
and create products and services of all types of customers on base of the business
objectives.

Nike’s objectives are on base of bring sports in all markets and also help people to get
access to sports providing Nike products, and motivating young people to influence in
their communities to practice and develop skills on base of sports.

When problems of discrimination or unrespect with others is presented NIKE employing a

diverse workforce can help the company to find variety of solutions to problems in service,
sourcing and allocation of resources. It’s important to hire people with different backgrounds
because they can give more feedback or ideas of how to provide better service or products.
In this actual time is very important for the business to invest more money in inclusion and
diversity to develop new strategies to innovate and promote their products and services in all
markets because the competency is growing and of course all business trying to find new
strategies to be more competitive and that’s why multicultural business are more successful
because new ideas and new potential workers can be the difference to be more successful.
The benefits of diversity in the workplace:
 Feedback
 New ideas
 New projects
 Strategies that may can help to develop new technologies
 Different strategies to apply in other markets
 Potential clients can be part of different social projects
 Create a unique community to support sports and social projects to discover new
talents.
 Knowledge about new cultures and traditions.

4. Identify:

a) At least two internal and two external sources from which you could gather
information about the business practices and its policy on diversity.

Internals: Annual reports, sales figures and employees. the sources

provide can help to identify the opportunity to be in new markets in
the way that the diversity will give the right to develop motivation
between the employees and the company. It means the employees
will work in an environment where they will feel respect without
care of gender or other cultural characteristics and at the same time
the company will have the opportunity of demonstrate the
importance of the contribution with the employees to obtain good
results in all aspects.
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

Externals: statistical information, standard documentation, research by external

organisations. Is very common the business gets external consultation to gather
information that may help the company to solve issues or help them to increase
benefits. This information obtained from external resources can align the rules
or laws with the business objectives.

Others external can be:

 Unions: help the employees and the public in general to

identify the different regulations and conditions of the
companies and job offers or opportunities.
 Government departments: all the laws and regulations can be
consulted and the information can help the employees to used
this laws to defend their positions in the companies in case
the business do not apply diversity.
 Internet
 Industry associations.

b) Who your key stakeholders are, and how you will consult with them during
research and development of a new diversity policy, and during
implementation and review stages.

Stakeholders:

 Managers
 Board members
 Owners
 Employees
 Suppliers
 Customers

When design and develop new policy, developers need to do a research of how it has been
working in others companies and also think about how it can be applying in this business, in
each step the developers needs to communicated their progress with the stakeholders to
maintain find new tools that will be required for planning and for measuring the impact of
policy implementation.

When the draft of the policy is done its very important to present it to the stakeholders to
obtain feedback and obtain their opinions or suggestions to make improvements. The consult
key stakeholders to provide feedback on the policy is essential for the review and it will help to
accomplish the propose of the company on what they are doing.

The consult key stakeholders to provide feedback on the policy is essential for
the review and it will help to accomplish the propose of the company on what
they are doing. Those feedbacks show negative or positive reviews because it
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

helps to demonstrate the different process of consolidation with the process

and diversity affectation, so it is very important because it may help to cover
new markets to the developing of new process that can be incorporate into the
work in other markets

c) Legislation, codes of practice and national standards and outline how they
apply to development of diversity policy.

Australian human rights commission Act 1986: provides for the establishment of the
Australian human rights commission to promote an understanding and acceptance of human
rights in Australia and it is empowered to handle discrimination complaints covered by federal
admit discrimination legislation.

Disability discrimination Act 1992: provides protection for everyone in Australia against
discrimination based on disability.

Age discrimination Act 2004: age discrimination occurs when people are treated
unfavourably because of their age, or because of assumptions made about people of that age.

Racial discrimination Act1975

Sex discrimination Act 1984

5. based on the consultation with stakeholders and your research of other existing
practices and policy/procedures develop a diversity policy for your organisation.
You must include details of your implementation strategy and how the policy will
be monitored and reviewed. Follow the format below:

DIVERSITY POLICY

Diversity Vision: as diversity cover gender, age, ethnicity, cultural background, sexual
orientation, religious in this point diversity vision can be very important to develop new
products and services in our company because Nike pretend to be in all markets
offering their products and this vision of diversity will help them to identify new
strategies and products that can be or represent the different markets depending of
culture and others aspects. Nike offer to their employees into the workplace and
outdoors the recognition for the value of their work and always the company try to give
motivation to them with orientation to diversity and it involves recognising the value of
individual differences and managing them in the workplace

Recruitment: identifying the importance of what this new potential employee what and
how they can be innovative and how they represent their culture and traditions. Its
important to obtain people that want a better change and help to be more efficient to
open new markets. This recruitment can be publishing on internet offering the position.
in this case Nike shows their process to recruit and train with a big interest in diversity
creating competitive advantages for the employees and communities and at the same
time. It will be more competitive in new markets. Nike try to give recognition and
credibility in the minority ethnics communities where they can encourage people to
create and give more ideas to the company where the business growth and at the same
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

time the communities get benefits

Career development and promotion: first we have to identify the employees that
became team leaders and see what are their attitudes about the job, also we have to
double check what type of changes they have been helping the company with and how
much were their participation in it and then we can promote the candidates given to
them sore of responsibilities to develop new programs or process that help the
company to grow up. Nike identify the employees that became team leaders and see
what are their attitudes about the job, also Nike motivate their employees creating
spaces where their employees learn or get more skills about their positions

Community programmes: given to the employee’s motivation and orientation in based

to work with people from other cultures because it is important to the company and
help to develop new process or programs on the new ideas from different cultures. Also
Nike create groups to interactive in smalls communities to develop new projects where
the company will give contribute to help and actually the company will promote new
ideas to the interaction of the company

Diversity bodies: : managers and supervisors are responsible for forming a diversity
committee and also the leaders can handle with this because they have the voice of
others to work together and help to the grow of the company

Diversity practices: from my view everyone in the company have to get a training
about diversity so they can see the importance of this for the company for the
developing of the business and also it will help to give the right orientation to the
employees to act according to the law and ethical in the workplace. Also to conduct the
diversity training Nike make sure that the connivance between employees is good and
reduce the risk of issues creating good environment and approaching all the
opportunities to develop and discover new skills that they can apply in their jobs.

Diversity policy monitoring and review: managers need to review the new process
and progress of new implementation techniques to apply diversity policy, the feedback
the manager can gather will be use it to modify the policy or make some improvements,
it means all the feedback collected from the employs will be very important to
accomplish with this policy. It must have to be review every month to see outcomes.

6. Based on recommendations for improvement, describe how you will implement,

evaluate and change the diversity policy. You should specify what the
recommendations were, who you consulted with and what your changes are.

When Nike implemented the diversity policy they had to review the conduction of their
structure process and policies that set up the employees for success and in this case the
business focus in how they will apply this process in the company so it’s important to
Nike to develop this implementation on base of their objectives. Also the senior
manager will be in charge of the implementation the diversity with focus of the
demographic profile of current employees and also review or identify any barriers that
those practices can get.
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

 Listen very carefully will help to determine what’s the problem and might how we can
approach the employees to make everything clear and offer the help the employees
need.
 Undertaken monitoring that scans potential areas of impact and in a way that is capable
of identifying trouble spots
 Develop clear recommendations for improving policies that strike the best balance
between the achievements made and any noted shortfalls
 Offered the appropriate support to resolve the situation when individuals misinterpret
or query the information provided.

Everything have to be consulted with the manager to follow all the laws and procedures
guaranteeing improvements and helping to resolve the situations in the safety way and
as soon as possible.
The senior manager will encourage the targets when the diversity process is going on
and it will help to achieve the company`s goal also the senior manager has the
responsibility to get feedback from the stakeholders and from the internal and external
staff so this person will have the idea of how long it will take in the process.

7. Discuss how you are going to:

a) Explain, communicate and promote the policy across the organisation to

key stakeholders.

Staff responsible for presentation promotion and implementation and implementation

will have developed tools, benchmarks and other indicators that will support the
measurement of the impact of the policy implementation. Promotion the policy also
including ensuring that the workplace is culturally safe. This will be largely achieved, in
most instances, by the provision of training.

 Provide a brief statement of the organisation’s commitment to good diversity

management practices.
 Explain and interpreting the policy to managers and staff
 Promoting the policy along across the organization.
 Specify who and what aspects of the organisation’s business the policy covers.
 sure stakeholders that diversity management strategy and framework covers the
legal, regulatory and business context.
 Provide statement supporting the concept that staff should have ready access to
the information
 Outline instances when information that staff have for retention and destruction
of the organisation’s records.
 Explaining how implementation and application will be monitored

Communications channels may include:

 Face to face meetings

 Inclusion in training events
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

 Internet and intranet

 Posters, leaflets and fliers
 Presentations and speeches.

Using this communication channels the company have an open communication to the
employees and shareholders should be a key component of a diversity policy to continuously
improve. At the same time at the explain and interpret policy to key stakeholders the
communication has to be specific and it will help to give the right induction to new staff on a
regular bases a supported by the posting of diversity around the organisation to show the new
processes and strategic management about mission statement and vision.

Communicate and promote the policy to the key stakeholders is very important so it’s clear
that all of this requires educating stakeholders on the benefits, demonstrating that the new
strategies are align with goals and the organisation objectives and it will help to be more
competitive in the market using the knowledge of the multicultural people in the company.

b) Identify any intended and unintended impacts of the policy

implementation and how you will measure the impact of the new policy on
the organisation.

During the planning and development stage the tools, benchmarks and other indicators, will be
used to measure the impact of policy implementation and its acceptance by management and
by employees will have been identified.

Its very important to understand that all organisation needs to support the policies by training
and good communication with everyone in the business because it can determine the value of
the process that requires implementing diversity policies as other policies. This impacts of the
implementation will be reflected in feedbacks getter from the employs of how it has been
communicated and how it has been approach for everyone and this can be the best way to
obtain more information to improve and reduce risk from the implementation of this policy.

c) monitor performance of staff and business activities to ensure an effective

implementation of the policy

the monitoring process will involve oversight of business activities, team, section,
divisional work place and individual performance. In base of this the company needs to
make sure the plan is follow by rules of implementation and help increase enterprise
productivity.

The development of such diversity policy and processes is generally a step by step approach
such:

 Initial evaluation
 New processes development
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

 New processed implementations

 Secondary evaluation
 Policy formalisation

https://prezi.com/fgdyyi1-8k7x/nike-inc-business-ethics-and-diversity/
http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-
benefits-challenges-solutions.asp
https://www.business.gov.au/info/run/fair-trading/codes-of-practice
https://www.westpac.com.au/docs/pdf/aw/Diversity_Policy_Sept_2011.pdf
http://mbfp.mla.com.au/Setting-directions/5-Implement-monitor-and-review
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

BSBDIV601
DEVELOP AND IMPLEMENT DIVERSITY POLICY

QUESTIONS:

1. Research and identify what contemporary theory says about diversity and its
potential contribution to business advantage. Give at least one example from a
workplace situation or environment.
Theories on diversity and diversity management within the field of Organisation Studies
started to develop in the 80s, mainly under the influence of managerial reports pointing
towards the increasing diversity of the future workforce.

(e.g. Cox, 1995; Nkomo, 1995; 2000; Nkomo & Cox, 1996), concerned about the
continuation of the diversity domain. Within these current debates, the authors
identified mainly four issues: a narrow or broad definition of diversity, a stable or
dynamic conception of identity, the role of power, and the importance of the socio-
historical context. With the discussion of these four issues, the authors indicated the
implicit ‘theoretical’ choices prioritising the concept of ‘identity’, turning the issues of
diversity into a managing of individuals and ‘their’ identities. They concluded by
pointing towards possible future directions of theorising and researching diversity.
https://core.ac.uk/download/pdf/6264654.pdf

after this contemporary theory we can identify or establish all this information we can
demonstrate that it was very important at that time to develop efficiently in every
aspects of the economy and not just in the companies but for all country.
If we see the education, it shows a lot advances with the diversity. Years ago the
diversity was so difficult in the education for problems with laws and rules in the
government and people also is important see that the environments in the colleges were
difficult in the situation of communication or how people treats others. After the
governments changes the laws and the companies adapted it took some time for some
people to deal with the multicultural process and accept changes in coexistence but it
results convenient for everyone for learn more about other places and understand how
the people act depending of the culture.

2. From your own experience within a business environment, describe and give an
example of:

a) Cultural diversity
b) Diversity in beliefs
c) Diversity in traditions and practices
 Level 3 108 Margaret Street
Brisbane City QLD AUSTRALIA 4000
CRICOS NO: 02763G RTO NO: 31353 +61 (7) 3194 6549

A. Cultural diversity: from my own experience in my work place (cafe) the cultural
diversity is very important because most of the employees in this cafe are from overseas
and they give the right contribution to different aspects like, customer service and the
way that may the products and services are offer to the clients. Since I started working
in this cafe the most important thing I see was the respect from my co-workers to me
because I could not speak properly English but they were so kind to me and help me out
to increase my knowledge in different areas of the cafe.

B. diversity in beliefs: I am a catholic person and for me this is very important in the
time that you are sharing times with people with different beliefs because does not
matter in what do your belief the respect for everyone is first. And I think this is very
important for the companies to understand that everyone have different beliefs and
then they have to apply policies into the business to make the employees happy and that
is what the cafe applied and everyone can work as team.

c. diversity in traditions and practices: its import so at the cafe of course there are
people with different beliefs but for me is very exciting to ask them respectfully about
their culture and religions because I like to know more about other cultures and in the
same way I will identify the ways that I can talk with them without been rude and
gather more knowledge about what they believe.

https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/diversitypolicy.aspx
http://hrcouncil.ca/hr-toolkit/diversity-legislation.cfm