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.


Last updated: Feb 2024

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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.

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)

3. Write a draft of a diversity policy for Multicultural House.


1.This policy seeks to establish a framework for the continued diversification of the Multicultural House, in particular Australians, people with disability, women, and people from a non-English speaking background.


2.The longstanding commitment of the Australian Public Service (APS) to have a workforce that reflects the diversity of the Australian community is an explicit recognition that diverse workforces drive innovation, creativity, problem-solving capabilities and individual and organisational productivity. A diverse workforce positions the APS to better serve and support the government and the Australian people.

Related legislation / standards / policy

3.Public Service Act 1999

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Australian Human Rights Commission Act 1986

Disability Discrimination Act 1992

Work Health and Safety Act 2011

Fair Work Act 2009

Policy statements – What is workplace diversity?

4.Workplace diversity is a means of promoting collaboration and empowerment in the workplace. The term diversity is not just about differences in race, gender, ethnic and cultural background, age sexual orientation, religion and ability. It also refers to the myriad of ways which we are different in other respects such as personality, job function, educational level, marital status, whether or not one has children etc.

5.Workplace Diversity is about valuing difference and its contribution to a productive workplace, not about identifying difference.

Policy statements – Benefits of workplace diversity?

6.The diversity of the people in the Authority is one of its greatest strengths. Managing diversity successfully means creating an environment that values and utilises the contributions of people with different backgrounds, experience and perspectives. A range of different perspectives can add to our innovation, creativity and overall productivity ensuring we better understand the needs of the Australian community.

7.Workplace diversity encourages greater creativity and different ways of thinking for improved decision making. Workplace diversity creates a more inclusive and supportive work environment, better…


Last updated: Feb 2024

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