BSB61315 Advanced Diploma of Marketing and Communication

BSB61315 Advanced Diploma of Marketing and Communication

Introduction

The unit of competency is about the research diversity in an organisation like the Department of diplomaofmarketing Education and Training (DET). The context of diversity encircles acknowledgment and appeal. In simple words, it can be stated as the difference and uniqueness of individual character in the workplace. In the given context, we will highlight the issues of Diversity in the modern organisation. The issue calls for the implementation of several policies and procedures in the workplace of DET.  Diversity Policy is a legal framework implemented in order to carry good practices in a workplace.

Diversity can be characterized by the grounds of age, gender, culture, region, ethnicity etc. The diversity Policies helps the management of the organisationto effectively handle the differences of a workforce. Keeping in mind the concept and effectiveness of diversities in an organisation, DET has implemented several policies which emphasise on education service of children. Apart from basic learning, the organisation also introduced policies for higher education and training. The policies rely on equality basis irrespective of the family background. There are several policies that are associated with the DETwhich is described in the below topics (Knight, 2015).

The Workforce Diversity Policy 2012-2017is a promise made by the organisation to develop the work environment that is impartial and comprehensive. For the same, the diversity takes into account the values of equal employment opportunity that highlights the under-represented groups such as aboriginal, disabled people, minority groups, people aged under 25 etc. in the workplace. The Aboriginal Human Resource Development Plan 2012-2017 gives a clear pathway for a steady rise in employment and career growth convenience to an Aboriginal individual. The Plan aims at giving preference and values to the cultural heritage of an Aboriginal community. The Development plan reinforces the commitment for Aboriginal communities with superior outcomes in terms of education and training.

The last one is Strategic Human Resource Development Plan 2012-2017 which ensures the better consequences of community and apprentices through the improved efforts of the workforce. The strategic plan emphasises on recruiting the right applicant in the workplace and enhancing their potentials in a way that can be effectively delivered to the community (Barak, 2016).

Part A
Question 1

There are several legislations that are associated with the Department of Education and Training. The analytical research conducted in 2017 suggested that there are some of the legislation that are missing in the policy of Department of Education and Training which can be described as:

Crime and Misconduct Act 2008– The motive of this Act is to contest and minimise the crime incidence and to improve the reliability in the workplace. 

Public Service Act 2008–The Act is concerned with the formulation of high-performance administrative public services and recruitment and management of employees inpublic service.

Racial Hatred Act 1995–This Act ensures people to raise their voice against public invasive or unlawful behaviour based on the racial contempt such as race, colour, religion, origin etc.

Fair Work Act 2009–The act avails employees with the safety net, ensures flexible working patterns, impartial practices and prevents any kind of discrimination practices at a workplace (Ball, 2012).

The Act mentioned above is of great importance to Department of Education and Training that should be traced and implemented for ensuringefficient work ambience. The Crime Act will restrictany kind of violence or unfortunate happenings at DET. The act is made to minimise the internal threat of crime within an organisation as they have less controlover the external one. The Public Service Act can be used at DET in a way to advocate the proficiency of government bodies and to uphold the equality of employment opportunity in public service.Racial hatred Act can be helpful to DET in a sense it will minimise the unlawful behavioural practices on the basis of race in the workplace. The Fair Work Act ensures workplace with impartial activities that further raise the morale of employees towards the work accomplished. Thus, the introduction of necessary legislation would improve the working pattern of Department of Education and Training (Bowe, et al. 2017).

Question 2

The Department of Education and Training identifies that employees are the greatest asset for the organisation's progress. The framework of Workforce Diversity Policy aims at recruiting and retaining the diverse workforce with diverse competence and experiences. The improvement in the diversity of workforce reflects the overall improvement in the education system of students and the community. The implemented systems help to analyse and reward the worth of services availed to the community.Also, the policies help to resolve the issues emerging due to discrimination and harassment practices at workplace. The Anti-Discrimination act 1997 as proposed under the Workforce Diversity ensures:

1. Skilled staffs are recruited for positions on excellence.
2. Providing equal participation access to the under-represented workforce and availing them with the prospects of employment and potential development.
3. Free workplace from the practice of illegal discrimination and provocation (Stewart, 2013).

Another policy that is evident in association with DET is Aboriginal Human Resource Development Plan 2012-2017. All the actions that are in relation to the Aboriginal employment are covered in the Plan. The employment of Aboriginal community is an essential business and the staffs of DET are liable for making the employment plan successful. The success of all the policies is of integral importance with the execution of Human Resource Development Plan in the organisation. Human Resource Plans helps to minimise the gap between Aboriginal employees and increase the sense of mutuality in the workplace (Daley, 2012).

Question 3

This section is all about how objectives of the policies are fulfilled in the workplace. The success of any Policy relies on the way it is implemented. Evaluation of policy implementation of can Workforce Diversity Policy, Aboriginal Human Resource Development Plan and Human Resource Development Plan can be done by:

1. Understanding the ways for effective implementation of policies
2. Analysing the consistency between planned and definite implementation
3. Identifying the obstacles in the way of implementation
4. Comparing the intensities of policies variants and its application in relevant field (Huijboom and Van, 2011).

It should be noted that, before introducing any kind of policy in the workplace, it is very essential to examine the existing practices of DET with respect to the diversity. The staffs of the organisation are liable for ensuring the positive outcomes of the plans. The Human Resource Management of DET introduces a range of means that supports the plans implemented in the workplace. Examples of strategies for effective implementation of policies are given as:

1. Leadership– The context of leadership encourages the principles of workplace diversity. It is the responsibility of leadership to establish values of policies implemented in the workplace. Leadership ensures fair treatment of employees in the workplace by availing them with equal opportunities (Graham, et al. 2013).

2. Communication– In order to know the principles of each policy at DET, the manager and the staffs need to know the importance of policies that should be implemented in the workplace. The needs of policies can be well-understand by the effective diploma marketing communication between the managers and the staffs.

3. Stakeholders– DET must consult their stakeholders before introducing policies. The strategy is significant that are meant for the effective alignment of policies in association with the organisation. The consultation strategy can benefit DET in many ways. The involvement of key stakeholders in policy implementation will ensure with satisfied end outcomes (Marsh, et al. 2010).

Question 4

The Annual Report of Equal Employment Opportunity of the year 2015 summarises the enactment of Department of Training and Development and the execution of EEO frameworks and programs in the education system. The report takes into account the effectiveness of necessary initiatives for policy implementation and the outcomes of EEO policies in the workplace. The policies have been studied and accordingly improved that redirects variants of programs. Also, the report reflects the necessary initiatives that are introduced to enhance the employment opportunities, especially for Aboriginal individuals. The statistic of Equal Employment Opportunity is extracted from the workforce figure of the Department of Education and Training. The report is further divided into two sections i.e. Equal       Employment Opportunity Annual Report 2005 and trends of EEO with respect to diversity (Karamessini and Rubery, 2013). Both of the reports are illustrated below:

Table 2: Trend in circulation of EEO groups

The Department of Education and Training sustained to introduce a wide range of opportunities for professional education aboriginal people and other EEO groups. Also, they have succeeded in giving preferences to the under-represented groups in the workplace (Mourshed, et al. 2012).

Question 5

There are several ways by which DET can improve the implemented policies. The first thing that every organisation should go with is to identify the needs of policy and the second one is to contest the demographic that DET wants to assist. If the DET doesn’t fulfil the criterion, then the organisation is bound to develop the strategy that helps to raise the workforce diversity (Albrecht, et al. 2012). Some of the recommendations are given below:

1. The implementation of equal employment opportunity in the workplace can be the best recommendation. The motive of the policy is to introduce effective recruitment practices irrespective of age, gender or race bias.
2. The approach for committee development can better help to implement the necessary policy outlets and also help to emerge with new ideologies.
3. The organisation must emphasis on education and training programs that will help the workforce to better understand the principles of policy. Also, conceptual learning will further help to improve the existing policy of DET.

The policies restructure the working pattern of organisation and it is important to check the efficiency of policies in the workplace. Thus, all the recommendations for the modification of policies will not be helpful for the workforce but it will helpful for the sustainability of workplace (Albrecht, et al. 2012).

Part B

The implemented legislation safeguards the diversity of a given organisation with the equal treatment in the workplace irrespective of their specific social identity or family background. Legislations outline the lawful requirements of employees in the workplace. However, the major focus of organisations doesn't end with the legal submissionbut development of cultural values within the organisation. In the below context, we are going to discuss the influence of legislation on the diversity in DET workplace.

1. Equal Employment Opportunity Act–This Act covers equal employment opportunity law as well as anti-discrimination law. The primary motive of this act is to develop a work ambience which is free from any unlawful practices and harassment. Under this Act, employees of DET are free from being humiliated on the ground of their religion, colour, sex, origin.The law ensures each employee with equal participation opportunities in the workplace irrespective of the community they belong. DET is bound to apply procedural laws foranti-harassment and anti-discrimination within the organisation. In a diverse business organisation, these laws can be useful to build talents. Also, the organisation can be benefited from experiences as resulted from the strong perceptions of the employees in a diverse workplace (Branham, 2012).
2. Gender Equality Act–The act aims to enhance and encourage equality at DET irrespective of any gender bias. The main motive of the Act can be described as:

• The Act is meant for improving gender equivalence in the employment that includes equal compensation between men and women.
• This emphasises on overcoming the barriers associated with the equal participation of women in the workplace. Under this Act, women are given equal importance by recognising their underprivileged positions with respect to service matters.
• Ensures removal of discriminatory practices on the ground of gender and strives at creating healthy relationships in the workplace.
• The law made helps to progress the competitiveness in terms of productive outcome.
• Nurtures advice in the workplace on the problems regarding gender equivalence in the employment (Verloo, 2016).

3. Disability Discrimination Act–The Act ensures protection to employees against disability description. This helps to eliminate the perception of disability in the area of employment and education. The law promotes the acceptance of disabled employees in the workplace by ensuring them with the equal rights. The main motive of the act is to encourage disabled people with the full participation in the work place. This law is basically made for the people with certain disabilities that pursue at promoting equal opportunity for them and protects them from disability injustice and enforce them with legal rights in the diverse workplace.
4. Racial Discrimination Act– The law has introduced due to the obligation of Australia as per the International Convention for eliminating racial discrimination in the workplace.The motive of the implementation of this Act at DET is to promote equality in the diversity irrespective of race, colour or origin. The discrimination can be direct and indirect. For an example, if a candidate is refused to give employment due to skin colour then it is said to be as direct discrimination while indirect discrimination is when employees are restricted from certain privilege that is same for other. The adoption of law has prevented the discrimination of employees on the basis of their colour in the workplace of DET and helps to build a friendly environment in the workplace by taking away any kind of impartial activities (Simpsonand Yinger, 2013).

All the above-described legislations leave a huge impact on the working surroundings of the Department of Education and Training. The overall perspectives of the legislation as described above is to encourage the performance of workforce and protect them from any kind of impartial practices that are carried in the workplace. All the regulatory frameworks made for the employees of DET are meant for the individual sustainability in the organisation. The legal procedures safeguard the workforce from any kind injustices such as bias on the basis of gender, colour, disability etc. and avails them with equal opportunity in the workplace (Armstrong, et al. 2010).

Conclusion

From the given assessment, it is clear that diversity plays an important role at DET which can be referred to the uniqueness of people in a workplace. As the diploma of marketing organisation consists of the diverse workforce, it becomes important for government bodies like DET to come with several policies that can handle the workforce diversity. In the above section, we have discussed the documentation of Diversity Policy which is Workforce Diversity Plan, Aboriginal Human Resource Development Plan and Strategic Development Plan and the necessary policies that are associated with them.  The Research of Diversity Policy is assessed with the relevancy of legislations in DET, strategic measures for the policy implementation and the necessary approvals for the implemented policies. In the last section of the assignment, we have discussed the impact of legislations upon the workplace. The assignments will help to gather the knowledge of necessary policies that would be better for the Workforce Diversity.

References
1. Albrecht, S.F., Skiba, R.J., Losen, D.J., Chung, C.G. and Middelberg, L., 2012. Federal policy on disproportionality in special education: Is it moving us forward?. Journal of Disability Policy Studies, 23(1), pp.14-25.
2. Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T., 2010. The impact of diversity and equality management on firm performance: Beyond high-performance work systems. Human Resource Management, 49(6), pp.977-998.
3. Ball, S.J., 2012. Politics and policy making in education: Explorations in sociology. Routledge.
4. Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
5.Branham, L., 2012. The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it's too late. AMACOM Div American Mgmt Assn.
6. Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.
7. Graham, C.R., Woodfield, W. and Harrison, J.B., 2013. A framework for institutional adoption and implementation of blended learning in higher education. The internet and higher education, 18, pp.4-14.