Professional Year Program

BSBDIV301 – Working with Diversity

Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

Unit of Competency: BSBDIV301 – Working with Diversity

Topic: Topic 2 – Working with Diversity

Assessment Task: Task 2.2 – Working with Diversity Short Answer Questions & Case Study

Assessment
Submission Checklist
Short Answer Questions
(Student must submit Case Study
all of these
documents)

Assessment Instructions to Student:

 Attempt all questions in the assessment.
 All answers to be typed using Microsoft Word
 Use complete sentences, check grammar, punctuation and spelling

Resources permitted during assessment:

 Dictionaries: Standard, Bilingual, Digital
 Electronic devices: Laptops, Computers, Internet

Reasonable Adjustment

Trainers/Assessors may make reasonable allowances for learners in accordance with the C&I Learner Support Policy
contained in the Participant Handbook. This may relate to the timeframe for undertaking this assessment task in
class or relate to an extension to the due date. Consult with the Curriculum & Learning Manager prior to
administering this assessment to ensure Learner Support needs are met.

BSBDIV301 Assessment Requirements

Performance Evidence

Evidence of the ability to:

 adjust language and behaviour as required by interactions with diversity

 identify and respect individual differences in colleagues, clients and customers
 apply relevant regulations, standards and codes of practice.

Knowledge Evidence

To complete the unit requirements safely and effectively, the individual must:

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Professional Year Program
BSBDIV301 – Working with Diversity
Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

 identify major groups in the workplace and community, as defined by cultural, religious and other
traditions and practices
 identify reasonable adjustments that facilitate participation by people with a disability
 explain the value of diversity to the economy and society in terms of:
 workforce development
 Australia’s place in the global economy
 innovation
 social justice

PART ONE: SHORT ANSWER QUESTIONS

Assessment Instructions:
The following questions refer to the topic of diversity in the workplace. Conduct research and using Microsoft Word,
answer each question below. Once you have completed the questions, upload it into Moodle for marking. Please
use complete sentences; checking grammar, punctuation and spelling.

1. Identify four (4) major cultural groups including two (2) cultural and two (2) religious groups you are likely
to work with in the Australian workplace and outline two key differences of each group identified.
Ans:
The 2 Australian cultural groups are: White Australians and Aboriginal Australians
Main differences are:
 Community is the most important part of all Australian Aboriginal values
 White Australians achieved their goals through active efforts
The two Australian religious groups are: Buddhist and Christianity
The main differences are:
 Meditation and mindfulness are the core of Buddhism. Christianity puts more pressure
on prayer.
 Buddhism places greater emphasis on personal effort, Christianity places greater
emphasis on grace.

2. For the groups used in Question 1, explain how did you source information on these cultural groups and
provide the information sources in your response.
Ans: For cultural groups: According to life experience in the Northern Territory, cultural differences are so
obvious and can happen every day.
For religious groups: all experience in the workplace, arguing with current colleagues, and doing some
research.
URL: https://www.biographyonline.net/spiritual/buddhism/differences-buddhism-christianity.html

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Professional Year Program
BSBDIV301 – Working with Diversity
Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

3. List and explain at least three (3) key concepts that you know about Australia’s anti-discrimination
legislation
Ans:
Age Discrimination: to the extent possible, to ensure that everyone has the same rights under the law,
regardless of age, as do other members of the community.

Disability Discrimination: As far as possible to ensure that persons with disabilities enjoy the same equal
rights as other members of the community before the law .
Sex Discrimination: As far as possible to eliminate discrimination against persons with disabilities Work,
accommodation, education, provision of goods, facilities and services, land supply, Federal Law in the fields
of club activities and administration, such as gender, sexual orientation, gender identity, bisexual status,
marital status or marital status, pregnancy or possible pregnancy or breastfeeding.

4. In what ways do you think employing people of different ages, with different abilities and from a range of
backgrounds and cultures could benefit your organisation and other organisations? Can you see any
disadvantages?
Ans:
Benefits:
 Brings innovative talents,
 skills and experience -Language skills can open doors for companies –
 May increase your talent pool and therefore improve employee performance

Disadvantages:
 Communication problems Lack freedom of expression
 Integration problems
 Greater competition

5. Identify two (2) methods of reasonable adjustment you would undertake to ensure participation by people
with disabilities in the Australian workplace
Ans:
 For people with reduced mobility (including people with reduced mobility): ramps, scooters, stair
lifts, automatic gates, height-adjustable workstations, vehicle modifications (work-related), barrier-
free bathrooms, barrier-free elevators or handrails.
 For the deaf or hard of hearing: hearing loop, vibration or visual alert, SMS, real-time captioning,
video phone or caption

6. What types of discrimination have you experienced or are you aware of? List at least two (2) types of
discrimination in your response.
Ans:
- Direct discrimination occurs when a person is treated unfairly because of a protected characteristic.

- Indirect discrimination occurs when a requirement (or rule) that appears to be neutral and applies to
everyone has the impact of disadvantageously affecting someone who has an attribute covered by the Act.

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Professional Year Program
BSBDIV301 – Working with Diversity
Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

7. What communication skills do you need to promote diversity in your work team to improve performance
and interpersonal relationships?
Ans:
 Pay attention to your body language
 Listen more intently and frequently
 Don't try to explain yourself

8. Explain at least two (2) ways Australia’s cultural diversity aids the economy and society in relation to
workforce development; with consideration of the contribution to Australia’s position in a global economy
Ans:
 Resilience and tolerance: It has been shown that cultural variety promotes tolerance and challenges
cultural preconceptions among individuals.
 Recent study into the influence of cultural variety on migrant populations, including the
productivity, labor participation, and tax revenue benefits of immigration, has concentrated on
migrant communities.

9. Provide a definition of social justice and how it relates to workplace diversity in the Australian culture.
Ans: Social Justice:
In a society that recognises nature's boundaries, everyone is entitled to equal access to opportunity, justice,
and democracy. Human rights and duties apply to everyone, regardless of colour, class, age, gender,
sexuality, or nationality, and we will endeavour to ensure that everyone is included in all aspects of
Australian society.
Human equality and fairness are at the heart of social justice. It is based on universal ideas that help
individuals understand what is good and wrong. Maintaining a balance between groups of individuals in a
culture or community is also important. Within and between nations, social fairness is an essential concept
for peaceful and productive cohabitation. When we remove barriers that individuals confront because of
their gender, age, colour, ethnicity, religion, culture, or handicap, we advance social justice.

To promote social justice in the workplace in Australia, employers are required to treat everyone equally
rather than making decisions based on gender, age, race, ethnicity, or religion.

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Professional Year Program
BSBDIV301 – Working with Diversity
Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

PART TWO: CASE STUDY

In this scenario, the business is a small take away restaurant situated in a busy city area.
A young lady of Vietnamese background on a permanent resident visa who has only recently arrived in Australia (we
will call her Hong) is working in the Cafe/Take Away owned by two people, of a Croatian background who are
Australian citizens and are the owners of the business in a partnership.
Hong is the Supervisor overseeing more than 3 staff every day working 6 days a week with no breaks. The 3 staff
members are of Arabic, European and African origin and are also seeking their permanent residency
The employers pay Hong below the minimum wage with no taxes or superannuation paid on Hong’s behalf. The
staff members have approached Hong on separate occasions to discuss their dissatisfaction with the café owners
due to having pay issues themselves and also not knowing how to approach the owners on this issue.
Two (2) staff members have approached Hong and complained that one of the owners has made disparaging
remarks about the 3rd staff member that they believe is racially motivated and inappropriate. They are feeling
threatened and scared to speak up to defend their colleague for fear of losing their job.
The staff members are displaying poor performance in the workplace due to the stress of the situation including
problems with attendance, punctuality and levels of rudeness to each other and the customers.
Questions

1. What are the cultural considerations and sensitivities that Hong needs to take into account when
communicating with the staff members and employers?

Ans: Hong is expected to evaluate and account for the cultural differences between her employees and
her company. Eye contact, touch, gestures, physical space, facial emotions, posture, and paralanguage are
just a few examples.

2. What legislative requirements should Hong be aware of before taking the problem to the
employers?
Ans: The national workplace relations system, which provides for the administration of the Act by creating
the fair work, is made up of the rules and duties for employees and employers that are established in the
Fair Work Act 2009.

3. How should Hong document the staff member’s complaint?

Ans: Hong document the staff member’s complaint by making it a formal complaint and as per the
organization policies and as outlined by the fair work Australia.

4. Should Hong speak to the team members individually or collectively when gathering information
about the problem? Explain your answer.

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Professional Year Program
BSBDIV301 – Working with Diversity
Assessment Task 2.2 – Short Answer Questions & Case Study

SUJAN THAPALIYA

Ans: Individually, because the information involves confidential evidence and data which is relate to
personal matter.

5. Why has the staff members’ work performance been affected so negatively because of this
situation? How might customers be also affected?

Ans: Because of Mental stress as a result of salary concerns and employer conduct is affecting
performance, particularly when it comes to customer engagement, and it instantly shows on their
personality.

6. What laws are the employers breaching? What government department could assist Hong in dealing
with this situation?
Ans: The employers breached following laws:
 The vulnerable workers act
 Fair work amendment

Hong need to contact the following Department related to Australian Government:

 Fair work commission
 Ombudsman In Tasmania.

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