BSBLDR523: Diversity Policy Implementation
Roleplay #1: Diversity Policy implementation – Observation Checklist
| Name of Student being assessed: Roleplay as HR Manager | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| Name of Assessor:
Roleplay as CEO: |
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| Other roles played: | Managers’ and Supervisors’ representative
Local employment provider Operational staff representative |
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| Assessors are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts.
Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.
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| PART C – Processes and systems to manage difficulties – Model Response |
Instructions To Student
| Case Study 2 – Michael/Michelle |
| Michael has worked for Marino Enterprises as their Accounts Officer in the Melbourne head office for the three years of their operation, and worked for Luigi for 10 years before then. He has explained to Luigi and his manager that he will be commencing a gender transition and will be known as Michelle upon returning from a month of leave.
Michael’s manager works with HR to set up information sessions for staff to discuss the matter before Michelle returns from leave. At the first meeting, some of the other staff are hostile, asking, ‘When there’s only one of her, it or whatever, and there’s nearly twenty of us, why is it us who have to be accepting? Why do we have to change?’ The manager and HR team are working together to educate the employees about transgender issues and discrimination. |
Activity 1
In support of Michael’s transition and to avert potential staff conflict issues, Marino Enterprises is developing a transition action plan. What are the six (6) key strategies that this transition plan should include? (Note you must use appropriate vocabulary, grammatical structure and conventions in this response.)
| □ Satisfactory OR □ Not yet satisfactory |
Activity 2
As the manager, how could you provide guidance, counselling and support in response to the hostile staff members and encourage respect?
| □ Satisfactory OR □ Not yet satisfactory |
Activity 3
One of the hostile staff members continues to harass and make derogatory comments in front of Michelle. What are the four (4) steps (in order) under the Marino Enterprises’ Internal Complaints Procedure (provided as a handout) , that would be implemented that Michelle must follow before starting a formal resolution process? Include a timeline for each step, and assume each step fails to resolve the matter so Michelle needs to know what the next step is.
| □ Satisfactory OR □ Not yet satisfactory |
Activity 4
If Michelle’s complaints are not resolved through the informal processes you have described under Activity 3 above, outline the formal resolution processes that would be implemented if Michelle then raises a formal complaint directly to the Human Resources Manager? Include the timelines for each step.
| □ Satisfactory OR □ Not yet satisfactory |
| PART D – Providing guidance, counselling and support – Model Response |
| Case Study 3 – Muhamad/ Louise and Michael |
| Continuing from Case Study 2………
Louise, a female staff member with Marino Enterprises, reports to her manager that Muhamad, a Muslim staff member, never shakes hands with female clients. Muhamad also refuses to shake hands with Louise herself and Michelle. Louise considers this to be rude and disrespectful to females, and that this behaviour shows a total lack of equality and disrespects the Diversity Policy and ethical values and required ethical conduct of the organisation. Louise requests her manager to tell Muhamad that he must shake female client’s hands. As the Marino Enterprises Human Resources Manager you have called a meeting to
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Activity 1
Using the template following (which is also available as the Handout – Resolution of Diversity issues Agenda template on request), develop an Agenda to facilitate the meeting. (Note that your Agenda must be prepared using appropriate vocabulary, grammatical structure and conventions.)
Meeting – Resolution of Diversity issues – Agenda
| Purpose of meeting: | |
| Venue: | |
| Chair: | |
| Minute taker: | Minutes not required |
| Invitees: |
| Agenda items | |
| 1 | Welcome to the workshop |
| 2 | Reiterate purpose of meeting |
| 3 | Marino Enterprises” Diversity & ethical values |
| 4 | Transition Plan for Michelle |
| 5 | Marino Enterprises’ Internal Complaints Procedure |
| 6 | Other issues raised- Louise and Muhamad |
| 7 | Guidance for making personal adjustments |
| 8 | Support available to make the personal adjustments |
| 9 | Systems & processes to identify & resolve work relationship difficulties |
| 10 | Feedback / Questions and closing |
Activity 2
At a time organised by your Assessor, you will participate in the role play as the Marino Enterprises Human Resources
During the meeting you are to provide guidance, counselling and support to assist each of the co-workers in resolving difficulties.
Your Assessor and the other students will also participate in the role play. Your Assessor will observe you whilst participating in this role play and complete Role Play #2 Observation Checklist as you conduct the meeting.
STUDENT ROLEPLAY INSTRUCTIONS
- You will roleplay as the Human Resources Manager responsible for implementing the Transition Strategies for Michelle’s return to work – refer to Part C Case Study 2 Activities 1 and 2.
- You will plan for and facilitate the meeting with Louise, Muhamad and Michelle, to assist in the implementation of the transition plan for Michelle, identify any other diversity issues, and provide guidance, counselling and support to assist Muhamad, Louise and Michelle in resolving their work difficulties.
- Your Assessor will roleplay as the Michael who has transitioned to Michelle
- Two (2) other students will roleplay as Louise and Mohamad
- Expected outcomes of the workshop include acceptance by each party of other’s needs and values and resolution of issues.
Roleplay Cast:
The following individuals will be at the meeting;
- Student being assessed (Student 1) – role play as the Human Resources Manager responsible for implementing the Diversity Policy
- Assessor – roleplay as Michelle
- Student 2 – roleplay as Louise
- Student 3 – roleplay as Muhamad
General instructions for all role players include:
- Participate in discussions about any diversity and acceptance in the workplace
- Raise questions or seek clarification on any items or issues you are unsure about
- Raise questions or seek clarification on any items where you disagree or have difficulties accepting.
- respond to open questions, by elaborating and providing additional information.
- respond to closed questions, with a single word reply.
Other participants will be provided with a general script for each role to be played.
Student Note: The script for specific role players is general in nature, so that the student being assessed can respond in real time, without notice. Role players are to ask different questions or raise different issues as far as possible.
STUDENT INSTRUCTIONS FOR CONDUCTING THE MEETING :
During the roleplay you must–
- play the lead role to seek collaboration, and demonstrate high level support and facilitation skills
- allow participants to make contributions/give feedback related to their work role
Demonstrate the ability to motivate the other participants
- use communication styles to model behaviour, build trust and positive relationships
- provide guidance, counselling and support where appropriate
- offer information and resolution to any issues raised
Reinforce Marino Enterprises cultural diversity/ethical values
Outline and follow the Marino Enterprises Internal Complaints Procedure
Seek feedback on the management of the workplace relationship issues
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Roleplay #2: Meeting on diversity issues- Observation Checklist
| Name of Student being assessed:
Roleplay as Human Resources Manager |
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| Name of Assessor:
Roleplay as Michelle |
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| Other roles played: | Louise
Mohamad |
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| Assessors are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts.
Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.
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Activity 3
Having considered the feedback provided by others at the conclusion of the meeting-
- In the general opinions of the participants, what is the style of leadership that the participants have described and perceive that has been in place?
| □ Satisfactory OR □ Not yet satisfactory |
- What style of leadership is most likely to be intended with the implementation of the new Diversity Policy?
| □ Satisfactory OR □ Not yet satisfactory |
- What improvements could you identify for future workplace relations leadership?
| □ Satisfactory OR □ Not yet satisfactory |