BSBDIV501

BSBDIV501 - Manage diversity in the workplace
1.2 Briefing report - Blue Healer Resort
Introduction
Blue Healer Resort is growing every year. As we expand, opportunities and challenges
arise. I'm excited to extend the company in 2022. As Blue Healer Resort's
Recruitment Manager, I guarantee we'll find and keep well-trained workers. I'd like to
report on our "Set for Skilling" initiative to promote workplace diversity. During my
stay at Blue Healer Resort, we had workplace bullying, harassment, and many staffing
complaints due to employee disputes. Thus, this report reviews the company's
diversity, compliance, and conflict resolution policies.
Suitability of current policy
Our diversity policy tries to cover all facets of a varied workforce to establish a
diverse workplace, however it should be updated as time goes on. Blue Healer Resort
respects everyone. We want to establish a friendly and accepting workplace where
everyone may reach their full potential. We hire top talent for top performance.
Diversity in our team reflects our customers and markets. Our professional team
allows us to anticipate and meet the different demands of our local and international
clients with high-quality goods and services.
I suggest adding the following to the present policies:
 A workplace harassment or discrimination policy-based complaints procedure

 Employee input on D&I efforts.
 Maintaining a diverse and inclusive workplace. The policy applies to all
elements of work and customer/client relations.
 Respect for human rights, equality, and privacy legislation.
 A promise to teach management to recognise employee requirements.
 Unless compelled by law, a promise to keep personal data private. Some
countries require companies to report/publish the workforce's "make-up." The
Ontario Government is considering mandating firms to reveal gender data
under proposed pay transparency legislation. It's in the policy.
Overview of relevant legislation
Australia is required by several international human rights treaties to take steps to

end discrimination based on age, race, gender, pregnancy, marital status, and
disability, among other things.
The Commonwealth Government has implemented some of these obligations through

legislation such as the:
1. Age Discrimination Act 2004

2. Disability Discrimination Act 1992
3. Racial Discrimination Act 1975
4. Sex Discrimination Act 1984
5. Australian Human Rights Commission Act 1986
6. The equal opportunity Act 2010
Overview of Dispute Resolution Policy and Procedures
Employee concerns are handled strictly. We urge our workers to settle any problems
or concerns with one other or their supervisor as soon as possible. We need workers
to settle issues internally without using outside parties like fair-work and police.
Feedback and suggestions
policies as follows be reviewed and clearly mentioned in policy book
 Employment conditions policy

 Equal employment opportunities policy
 Leave policy
 Flexible work policy
 Code of conduct
 Parental leave policy
 Recruitment policy
 Remuneration and reward policy
 Working from home policy
Also, I'd like to suggest the mediation process as a way to settle disagreements.
Mediation is a voluntary, private process in which a mediator helps employees and
employers work out their differences and come to an agreement. A skilled mediator
should work with both sides to come up with a plan for resolving the conflict on time.
1.4 Updated Workplace Diversity Policy

Blue Healer Resort is dedicated to improving diversity in the workplace and making
the workplace a good example of the hospitality and accommodation that the
business is all about. Employees benefit from a diverse workplace because it lets
them feel valued for who they are and gives them chances to move up.
Policy Statement
Blue Healer Resort is committed to finding and getting rid of the things that make it
hard for diverse employees to get hired, move up, and stay with the company. They
also want to get rid of all kinds of systemic discrimination against all
underrepresented groups.
Scope
The policy will apply to everyone who works at or wants to work at Blue Healer
Resort. It will be useful for all employees who have a say in or can make decisions for
the resort. This diversity policy should be followed by third parties like suppliers,
events, and transportation.
Core Principles
Blue Healer Resort will use the following principles to put its values of honesty,
responsibility, respect, and working together into practise:
1) Fairness: All employees have the same access to facilities, programmes,

opportunities, and services.
2) Dignity: People are treated with respect.
Blue Healer Resort is expected to build a workforce that is diverse and open to
everyone. This will allow employees to work together to make the workplace
respectful and open to everyone. Service to customers will be better and more in line
with policies about hospitality.
Policy Details
1) Improved Diversity Initiatives in Workforce Management: Use diversity and

inclusion strategies to help underrepresented groups get hired, stay with the
company, and move up.
2) Build Leadership and Accountability: Change the culture of the organisation by

incorporating diversity at all levels and teaching people to be accountable.
3) Promoting and maintaining diversity and inclusion: We gave our employees

training and development on diversity to get them involved.
Compliance and Reporting

CEO will make sure that this Diversity Policy's guiding principles are followed so that
everyone can work together with divisional leads to make sure that diversity and
inclusion are part of everything at Blue Healer Resort.

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BSBDIV501 - Manage diversity in the workplace

1.2 Briefing report - Blue Healer Resort

Suitability of current policy

I suggest adding the following to the present policies:

 A workplace harassment or discrimination policy-based complaints procedure

Overview of relevant legislation

Australia is required by several international human rights treaties to take steps to

The Commonwealth Government has implemented some of these obligations through

1. Age Discrimination Act 2004

Overview of Dispute Resolution Policy and Procedures

Feedback and suggestions

policies as follows be reviewed and clearly mentioned in policy book

 Employment conditions policy

1.4 Updated Workplace Diversity Policy

1) Fairness: All employees have the same access to facilities, programmes,

2) Dignity: People are treated with respect.

1) Improved Diversity Initiatives in Workforce Management: Use diversity and

2) Build Leadership and Accountability: Change the culture of the organisation by

3) Promoting and maintaining diversity and inclusion: We gave our employees

Compliance and Reporting

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