You are employed as a manager, working with a diverse team.

Your new line manager wants to gain some insight into their new workplace regarding diversity. They have asked you to complete a report on issues concerning discrimination that have occurred in the workplace in the last 12 months.

The six (6) scenarios in Appendix 1 are the only issues that have been identified and will form the basis of your report.

You may need to make some assumptions to complete the report.

Part 1

Training

In this section:

1. Identify and describe the relevant training needs required for three (3) scenarios of your choice. Provide a description of:
   1. what training is required
   2. how the training may assist in managing tension and encouraging collaboration between staff
   3. how the training could be implemented
   4. Identify and explain four (4) benefits and strengths of a diverse team

Recommendations

Based on your findings, provide a summary of recommendations and improvements for the organisation for future implementation.

Include a minimum three (3) recommendations in total in your report.

Appendix (supplementary material)

Provide supporting documentation, such as product brochures and information to highlight your recommendation.

For example:

• Documentation from the research section of this assessment.
• Any relevant guidelines, support material or information to support your recommendations. Scanned extracts and screenshots are acceptable.

Any supporting material in the appendix must be referred to in the report and presented in a logical sequence.

Part 2: Appendix 1 Scenarios

Scenario 1:

Joe is an experienced barista with excellent references from high profile Melbourne metro establishments. He had recently moved locations and applied for a vacancy at your establishment. During the job interview, a new inexperienced manager asked him how old he was. Joe told the manager he was 55 years old.

In the follow-up call to Joe, the Manager explained to Joe that he was unsuccessful in the interview as they were looking for a younger image for their baristas.

Scenario 2:

A trainee employee diagnosed with depression about three months ago confided in his supervisor what he was experiencing and the treatment he was getting from his doctor and therapist. Last month the trainee was absent from work on sick leave. He returned to work two weeks later but had been struggling and at times, overwhelmed. Although he had some health challenges, he is determined to finish his traineeship.

The trainees colleagues expressed concern that they had to pick up his slack. They perceived him as being lazy and uninterested. The supervisor reported noticing some of the team members displaying passive-aggressive behaviour towards the trainee, including not making direct eye contact with him, not including him in conversation and ignoring his opinion. He has also been excluded from after-work drinks.

Scenario 3:

An employee reported that Ben, an Aboriginal colleague who worked as a cook in the Bistro area of the company, was being harassed because of his race. While working in the bistro, the employee reportedly had witnessed the bistro supervisor making derogatory comments to Ben about his race. This was repeated behaviour that started shortly after Ben commenced work in the Bistro.

Scenario 4:

When a male staff member with long hair, applied for a different position within the organisation. He was told that in order to be considered for that role he would have to cut his hair. He reportedly asked why the no long hair rule only applied to males and not to females.

Scenario 5:

Sara is a chef in the Bar and Grill Brassiere for at the Hospitality Co-operative where she has worked for the last three (3) years. She had recently married and converted to Judaism. Her husband follows the Jewish faith and converting was something she felt was important to her new relationship.

As a result, Sara requested permission to leave the workplace early on Friday afternoons, and not work Saturdays so she could prepare and observe the Sabbath of her new religion.

Sara also confirmed the arrangement in writing to her supervisor, who confirmed the arrangement.

The supervisor reported that this arrangement caused some resentment amongst other kitchen staff who perceived it as unfair as these are the busiest days in the kitchen.

Scenario 6:

A new Food & Beverage Manager position was recently created in the section where Jennifer worked as a Food & Beverage Supervisor. Jennifer has lots of experience and skills and wanted to apply for the management position. She spoke to her line manager, who told her that the job would probably be too demanding, as she is a single mother of two and "besides these types of positions are usually given to the male supervisors in the company.

Jennifer reportedly believed that if she applied for the job, she would not be successful as her line manager was going to be on the selection panel.