Manage Diversity In The Workplace-Written Test.docx - BSBDIV501 – Manage Diversity In The Workplace – Written Test Assessment 1 Questions 1 List 6

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BSBDIV501 – Manage Diversity In The Workplace – Written Test Assessment 1 - Questions 1. List 6 prohibited areas of discrimination your company’s diversity policy should address. It is illegal to discriminate against people or to treat them unfairly, on the basis of: - Sex - Pregnancy - Race, colour, ethnic descent, nationality or religion - Marital status - Age (including not enforcing previous retirement ages) - Disability (including past, present or future physical, intellectual or psychiatric disability, learning disorders, or infectious diseases, e.g. HIV) (Reference : BSBDIV501 – Manage Diversity In The Workplace page 10, Viewed 29 of October 2018) 2. List 3 examples of policies that may cover aspects of businesses operations affected by diversity. - Vision statements - Responsibilities and accountabilities - Recruitment and induction practices (Reference : BSBDIV501 – Manage Diversity In The Workplace page 12, Viewed 29 of October 2018) 3. When should staff be made aware of the diversity policy? All staff should be made aware of the business’ policies on diversity in the workplace during their induction process. (Reference : BSBDIV501 – Manage Diversity In The Workplace page 13, Viewed 29 of October 2018) 4. Name 2 ways of prompting the diversity policy. - Displaying the policy on noticeboards and other public areas - Distributing copies of the policy to staff during the induction process or via email or hardcopy whenever there is an alteration (Reference : BSBDIV501 – Manage Diversity In The Workplace page 13, Viewed 29 of October 2018) 5. What should you do if you discover areas of the anti-discrimination legislation which are not fully addressed by your diversity policy in your workplaces? If we find areas of diversity policy, which do not fully address the current anti- discrimination legislation then we must address them. This may involve providing feedback HADI SAPUTRA, DC4218 Page 1 of 6
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BSBDIV501 – Manage Diversity In The Workplace – Written Test to the relevant colleagues to ensure the policy is updated, and also communicating the changes to management and staff. (Reference : BSBDIV501 – Manage Diversity In The Workplace page 5, Viewed 29 of October 2018) 6. What can happen if your own prejudices cause discrimination during the employment process and a candidate is dissatisfied? It the discrimination occurs, a person can complain to the Anti Discrimination Board. Based on the Anti-Discrimination Board of New South Wales suggest that the following costs might be incurred by not following EEO legislation. This will be vary between situations and between states, but will be similar in effect: - Grievance resolution costs including lost productivity – $35,000 - 10 days stress leave and workers compensation – $4,000+ - Staff replacement costs, including recruitment, training and performance differential – $50,000 - Legal costs for court case or tribunal hearing – $3,000 per day - Compensation payable – maximum $40,000 per complaint in NSW, no maximum federally - Losses due to bad publicity – unknown - Losses due to organisation-wide productivity reduction – unknown
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