ASSESSMENT 2 BSBDIV601 (1)

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ASSESSMENT 2 BSBDIV601 (1)

BSBDIV601

ASSESSMENT 2: PROJECT

1. Conduct some research on at least three (3) other business’s diversity policies (you can find some links in Appendix A, but feel free to source your own.)

(a) Identify which company policies you have reviewed and analysed by inserting the links to their policies (minimum of 3).

Example 1

Google are leading the field in this regard. One of their key diversity-related initiatives is to have their 60,000+ employees across the world undergo unconscious bias training. First implemented in 2013, the training lasts between 60 to 90 minutes and is run by a coordinator who has undergone at least 12 hours of training. The training helps Google staff recognise their own personal biases and how those biases affect the decisions they make in the workplace, whether that be who they hire (if they’re a recruiter) or how they acknowledge an idea (if they are a manager). In a statement preceding their training, Google state that “combatting unconscious biases is hard, because their influence on our decisions in a given moment doesn’t feel wrong; it feels intuitively right. But in order to create a workplace that supports and encourages diverse perspectives, talents, and ideas, you need to give people the platform and tools to begin unbiasing, Google’s term for mitigating unconscious bias and giving your first thoughts a second look. Google is early in the unbiasing journey, but making the unconscious conscious is critical to create a welcoming and inclusive workplace for everyone.”

Not only that, but Google have also gone and made the slides and guides used in the training they give to their own staff, available for free to anyone who wants them. All of their unbiasing guides can be found here.

Training and educating in the importance of diversity is particularly important when it comes to recruitment. We all have unconscious bias that cause us to automatically view people of different races, ethnicities, genders, ages, sexualities and socio economic backgrounds a particular way. Recruiters in particular cannot afford to let these bias cloud their judgement when it comes to selecting the right candidate for the job. Therefore, it is very important that recruitment teams undergo training to help them identify their own biases and how to tackle them.

Example 2

Take a leaf our of Pepsico’s book. Their CEO Indra Nooyi regularly speaks openly and honestly about the importance of diversity and inclusion in the workplace, and what her company is doing to improve it. She wants and demands that her organisation be a diverse and inclusive place, where all people regardless of their race, religion, gender etc. can flourish. Under her influence, the company have taken a stand for gender equality, developed a global anti-harassment and anti-discrimination policy, publicly supported and paid tribute to the nation’s (and the company’s) war veterans, and developed several programs to help give those with disabilities equal opportunity and treatment within Pepsico.

Example 3

IBM are also very serious about this. They are so passionate and committed to the fact that their managers should set a good example in this regard, that they actively demote managers who display poor behaviours in terms of diversity. As part of their Workforce Diversity Policy, IBM state: “Effective management of our workforce diversity policy is an important strategic objective. Every IBM manager is expected to abide by this policy and uphold the company’s commitment to workforce diversity. And it’s this policy that has seen IBM secure a place in the Top 20 Companies for Diversity from DiversityInc.

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ASSESSMENT 2 BSBDIV601 (1)
Last updated: Feb 2024

Page 1

workforce diversity. And it’s this policy that has seen IBM secure a place in the Top 20 Companies for Diversity from DiversityInc.

(b) Identify and describe three (3) items from the other policies that you believe are relevant for the community centre.

Training and educating in the importance of diversity is particularly important when it comes to recruitment. We all have unconscious bias that cause us to automatically view people of different races, ethnicities, genders, ages, sexualities and socio economic backgrounds a particular way.

PepsiCo leverages diversity and engagement as a competitive business advantage that fuels innovation, strengthens our reputation, and fosters engagement with employees and members of the communities in which we do business.

Business activities such as hiring, promotion, and compensation of employees, are conducted without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, or age. These business activities and the design and administration of IBM benefit plans comply with all applicable laws, including those dealing with equal opportunity. 

2. Identify and describe two (2) other policies and procedures that you believe your friend should have that relate and should be linked to a diversity policy. (50-150 words)

The Center for Diversity, Inclusion & Multicultural Affairs (CDIMA) is dedicated to promoting social justice through the development of cocurricular programs and educational activities that enhance the personal development, success, and collegiate experience for historically marginalized students at the University of the District of Columbia (UDC).

It is committed to fostering an equitable and inclusive campus culture that intentionally values the personal, intellectual & academic growth of all students while prioritizing the experiences of international, undocumented, LGBTQ and 1st-generation UDC students. The CDIMA strives to provide programmatic efforts, experiential learning opportunities, and resources necessary for students to transform their thinking and enhance their knowledge and competency in a variety of cultural contexts.

Carolina Housing is committed to fostering an inclusive work and living environment through a culture of trust, growth and collaboration.  We promote equity, education and advocacy through developmental opportunities that explore individual identity and personal growth.

Our goal is to incorporate multiculturalism into the various facets of our departmental guiding principles:

  • Staff Engagement
  • Develop and encourage opportunities for all staff to gain cultural awareness, enhance skills and increase investment in each other and the university community
  • Facilities Management
  • Maintain residential facilities that support each and every student by offering inclusive, accessible, and welcoming environments which enhance the on campus experience
  • ...

    ASSESSMENT 2 BSBDIV601 (1)
    Last updated: Feb 2024

    Page 2

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