Questions:

1. Explain why it is essential that a report is factual and informative, and how it suits the purpose and audience.
2. Describe how you will manage allegations of harassment and address each diversity issue according to established organizational conflict resolution procedures.

For number 2 this is the conflict resolution procedures at the bottom:

Conflict resolution procedures Conflict can arise in any workplace, including within BizOps Enterprises. When two parties disagree about a matter and it is not resolved, this becomes a dispute. A dispute resolution procedure is vital for the resolution of these situations to enable the parties involved to settle their differences and move on. In the instances where BizOps employees are covered by an enterprise agreement, the procedure outlined by that particular agreement must be followed. When employees are not covered by such an agreement, these conflict resolution procedures must be followed. Conflict resolution requirements The process of conflict resolution must be: followed as soon as is practicable, so that the issues can be resolved before they become major problems fair and equitable to all parties, regardless of rank or seniority within the organisation carried out in a confidential manner so they cause as little disruption to non-involved parties as possible a transparent process, which is openly available to every BizOps employee a genuine attempt to resolve issues within the organisation with a view to maintaining healthy working relationships for all employees. Bizops employees do not have the authority to cease work while dispute resolution is ongoing Process The following is the process of conflict resolution that must be followed by all Bizops employees: An employee and/or employee representative meets with the employee's direct line manager or supervisor (hereafter referred to as the 'manager') to raise the issue(s) and discuss possible solutions. The manager will listen attentively and attempt to work with the employee and/or the employee's representative to come up with a mutually agreeable outcome. If the issue(s) cannot be resolved and/or it is inappropriate for the manager to deal with the problem, it is to be referred to a more senior manager. The senior manager will listen attentively and attempt to resolve the issue with the employee and/or the employee's representative to come up with a mutually agreeable outcome. If a resolution is not forthcoming, then the matter is to be referred to top-level management. Top-level management will attempt to resolve the issue with the employee and/or the employee's representative to come up with a mutually agreeable outcome. If a resolution is not forthcoming, then the matter will be taken to an external independent body for resolution. The independent body may be an organisation such as the Fair Work Commission, who will provide a mediator or conciliator to assist with resolving the issue(s)