apc diversity assignment 1

Aboriginal Human Resources Development

The Aboriginal Human Resource Development Plan was designed to assist specifically the Aboriginal EEO group. This development plan is planned to be implemented from 2012-2017, therefore it is a 5 year development plan. The general benefits are improved career developments for Aboriginals as well as an increase in Aboriginal employment.

The plan is not meant to give the Aboriginals large amounts of money and advantages; however it is to provide them with the hope that they need to develop the Aboriginal community and give them the commitment and encouragement that they need. Providing government assistance to struggling Aboriginals such as training and leadership programs to help them become more capable as an employee.

The government understands that the community is far too large to help every individual, and therefore the government has identified the main focus to be on graduating students and offering the aboriginals a better chance of receiving apprenticeships and internships to give the aboriginals a better career start. This would include bonus points and therefore the aboriginals must still work hard, however the bonus points will help them aim for much higher goals than before.

Making sure that aboriginals are treated fairly and equally is another part of this development plan. Aboriginals were once treated extremely harshly and the government never got involved in the conflicts. This development plan will ensure that any aboriginals that feel that they have been treated unfairly or has been discriminated against will have the chance to lodge a complaint to the government, which will take serious consideration in the matter.

Increase the opportunities for aboriginal employment, especially in the Aboriginal communities to help give hope to the aboriginal students at much younger ages. With the children getting familiar with successful and happy Aboriginals, it will give them the hope of dreaming much bigger, and they will be able to work harder and achieve much more in their careers.

Critical Analysis

The DET Diversity Policy is a set of rules and guidelines that have been created to attempt to reduce the amount of unfair treatment that is happening to the disadvantaged groups. This policy is only supporting the education organisations and the community.

Strengths

Analysis

Policy

Commitment

The commitment from the staff is one of the greatest assets and the company tries to show their appreciation for the hard work. The workplace understands and important of diversity and is committed to promote diversity.

There should be specific examples which demonstrate the commitment of the staff.

Definition

The definition is very detailed. It covers most aspects of Diversity and how it relates to Human Resources. It also explains how the DET department values and promotes Diversity.

The definition also covers EEO a very important part of diversity in the workplace.

Go into detail of each policy such as, Racism, disability and gender discrimination.

Audience and Applicability

This section is very brief. This section should definitely be more detailed as people will be trying to find out if their situations are applicable to these policies.

......

This section is very brief. This section should definitely be more detailed as people will be trying to find out if their situations are applicable to these policies.

Should be more detailed for the readers to know what applies to them.

Context

Does not go into detail of each policy that is in the context. Making hyperlinks can help the navigation of the readers.

Should have hyperlinks to certain policies.

Responsibilities and Delegations

Not very detailed. This section should have more detailed examples of the responsibilities and delegations of both the management and employees of the department.

Increase the detail of the responsibilities and delegations.

Monitoring, Evaluation and reporting requirements

The detail and coverage that this part has is good. The only problem with this part is that it doesn’t mention how each employee, management, and monitor, review and report diversity differently.

Talk about the management first and then talk about the employees.

Equal Employment Opportunity

This is a national and state law which covers all of Australia. These laws are made to make the workplace a more discrimination and harassment free workplace. An employer has the most responsibility to ensure that the workplace follows all these rules and regulations set by the Equal Employment Opportunity policy.

The EEO policy of DET was designed:

To create an environment in which individual differences and the contributions of all our employees, clients and helpers are recognised and valued.

To create an environment that encourages pride and respect for all. No threats, bullying or harassment will be accepted.

To make sure that training, improvement and development opportunities are offered to all.

To encourage the acceptance of diversity at a work area, which is smart management and makes good business logic

To often monitor all employment and volunteering practices and procedures to make sure that no job applicants, employees, clients or helpers are treated differently than others.

To frequently review services to make sure they are acceptable and suitable to every group within society.

To give material and training to each employee, Client and helper to make sure that they are completely aware of the problems relating to Fairness and Diversity and their responsibilities linking to it.

To create an Diversity Action plan, to ensure our Fairness and Diversity policy is applied.

To ensure the policy is fully supported by the Management Team

To monitor and review the policy annually.

Potential Problems and Issues

Communication Problems

The language barrier will be a very big communication issue. With some people have English as a second…

...