1. Explain how an organization might determine the applicationof specific diversity policies to ensure they meet legislativerequirements.
2. Describe the actions that an organization would take toensure that disability discrimination is addressed in a diversitypolicy. (Disability Discrimination Act 1992)
3. What is the importance of providing feedback for improvementswhen ensuring the currency and efficacy of a workplace diversitypolicy?
4. When faced with racial discrimination issues, why is itessential that you address your own prejudices and demonstraterespect for the difference in personal interactions? Whatstrategies might you use to do so?
5. When sequencing complex tasks and negotiating key aspects ofworkplace roles, why is it essential that an organization aims fordiversity within the recruitment process?
6. Explain how an organization might identify and addresstraining needs, and issues of difference within a work team.
7. When assisting staff to work effectively with differences andto improve organizational output, why is it important thatcommunication and informative documents suit this purpose?
8. When managing allegations of harassment and addressingcomplaints, why must an organization demonstrate compliance andimprove established diversity policies and procedures to bettermeet organizational goals? List three Commonwealth laws associatedwith this question. (Australia's Commonwealth laws)
9. Explain why it is important for an organization to promotehuman rights within its workplace diversity policy when enhancingcorporate image and reputation.
10. How does the promotion of the benefits of diversity enhance,capture, and contribute to an organization’s competitive advantage?Where can diversity ideas come from?
11. How can management support organizational efforts whenvaluing diversity with its workplace environment?
12. Explain the objectives of age discrimination within aworkplace diversity policy, where the policy can be located, andthe importance of reviewing such a policy.