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CHCDIV003 Diversity Issues In Organization: Written Questions Quiz Assessment Answer

CHCDIV003 - Written Questions Quiz Instructions

You must answer all questions

Question 11 pts

Activity 1

An organisation has created equal employment opportunity policy and diversity plan, as there is a significant gender imbalance in the industry. Below are the diversity objectives of the organisation: 

Diversity Objective 1: By the beginning of 2021, 50% of employees will be female.

Diversity Objective 2: Females will occupy 50% of management positions by 2021. 

At the end of 2021, the human resource department completed analysis of employment status as below: 

  • Out of 10 management positions available in the organisation, 90% were male
  • The percentage of male employees to female employees was 23%
  • 13 male employees were on higher wage rate than their female counterparts 

Following information was included using qualitative data:

  • Not many females applied for manager positions and the ones that did turned down the position offered.
  • The number of females applying for jobs was less than males. The females that had the experience and knowledge required for the position were hired.
  • The male employees that are paid more have more experience and knowledge than the female employees. 

Evaluate the above quantitative and qualitative data and write a short one-page report on the diversity in the organisation. Submit report on MS Word following the standard report format.


Choose a File

Question 21 pts

Activity 2

Create three (3) workplace diversity objectives that apply to your workplace and/or job role. How can your workplace benefit in achieving these objectives?

Question 31 pts

Activity 3

The clinic where Ali works has a diversity policy of being respectful of people’s religious beliefs. However, Ali has no place to observe his prayers during the day. He requested to have some space available for prayers. However, he was told no one else needs extra space, so he has to manage with what he has.

Write an analysis on the interrelationship between the diversity practices and the clinic’s diversity policy. How can the objectives of clinic diversity policy brought in line with the practices?

Question 41 pts

Activity 4

In groups, discuss an example from your own working life, one situation when you acted as a role model displaying any of the following behaviours. Demonstrate this situation in the form of a roleplay. Summarise the example below.

  • Inclusivity
  • Impartiality
  • Respect
  • Fairness 


Choose a File

Question 51 pts

Activity 5

David often uses offensive language when interacting with workmates from diverse cultures. He think it’s funny and anyone complaining should “get over it”.

David’s behaviour has drawn complaints from his workmates. Summarise how you could coach/explain to David.

Provide three (3) examples of things you could say to David

Question 61 pts

Activity 6

The staff at a centre have a diverse range of requirements;

  • There are several single mothers,
  • one staff having health issue due to which he cannot remain seated for too long,
  • one employee’s husband is a paramedic who is away from home at unusual hours, which affects the ability to care for their young child. 

Develop a work plan/schedule for these employees that shows organisation and their staff is acting in an inclusive manner.


Choose a File

Question 71 pts

Activity 7

A pharmaceutical company has its head office located in USA and a local office in Australia. Tensions and difficulties have risen between the two offices, as the USA staff do not respect the Australian lifestyle. They generally think that Australians are too laid back and do not work to their full capacity.  In return the Australians feel that the Americans are just arrogant and controlling

Give three (4) examples of professional development opportunities for both sets of staff and describe how you would adapt these to meet the needs of a diverse workforce.

Question 81 pts

Activity 8

Write a brief article to be included in the company’s monthly newsletter of a topic that promotes some aspect of diversity in the workplace. Pick any one topic from below: 

  • introduction of flexible working hours
  • improvements to office layout and workstation for people with disabilities
  • information about organisation translated into community languages
  • training in cultural awareness

announcing new flexible arrangement to support employment for mature age workers

Question 91 pts

Activity 9

Clients from specific countries have cultural restrictions on interacting with someone from opposite sex. Give an example of how diversity in the workplace will help to meet specific client needs.

Question 101 pts

Activity 10

After a restructure, two departments are merged into one. One department has 6 men who are public servants with average 25 years’ experience, all born in Australia. The other department has 5 women and two men, and has lower average age. All have university degrees, four of the members were born overseas and one man is gay.

There has been some noticeable tension between the two departments. Explain three (3) strategies you could use as a manager to settle tensions between team members and increase collaboration between all members of the workforce.

Question 111 pts

Activity 11

A team member confides in you that she has been struggling to absorb all that is being said in group meetings due to English being her second language. What could be done to help meet her needs?

Question 121 pts

Activity 12

How would you adjust your communication style for each of the following? 

  • A group of young and restless interns
  • A person with English as a second language
  • A mature employee who is hard of hearing
  • A person from a cultural background different to your own 

Question 131 pts

Activity 13

Anna works in a new child care centre. Recently a two year old girl that is hearing impaired joined their service. Anna wanted to ensure the little girl was not disadvantaged.

What kinds of resources can be used to help facilitate effective communication? Where can they be found or how can they be requested?

Question 141 pts

Activity 14

When a doctor immigrated to Australia, he set up office in a country town, which changed dramatically in demographics, due to the mining industry closed down. Many of the young people moved out as there was no work available and an older demographic moved in to enjoy retirement.

The doctor identified that there was some difficulty for people to understand his accent. The doctor reflects on his communication strategy and wants to bring improvements. What methods could he use to improve communication?

Question 151 pts

Write a report on your current or chosen workplace diversity strategies:

  • covering areas of success and failure,
  • difficulties in implementation, and
  • further areas for improvement.


Choose a File

Question 161 pts

Activity 16

  1. Explain what is:
  2. Cultural safety
  3. Cultural awareness
  4. Cultural competence
  5. Explain how cultural safety and cultural competence affect leadership. 

Question 171 pts

Activity 17

What is diversity? Which types of diversity do you observe in your workplace?

Question 181 pts

Activity 18

How can diversity practices positively improve employees’ experience in the workplace?

Question 191 pts

Activity 19

Explain the legal and ethical diversity considerations in the community service sector in relation to:

  • Discrimination
  • Age
  • Disability
  • Sex
  • Equal employment opportunity
  • Human rights
  • Rights and responsibilities of;
  • Workers
  • Employers
  • Consumers 

Question 201 pts

Activity 20

List two (2) types of direct and two (2) types of indirect discrimination.

Question 211 pts

Activity 21

Outline the professional development opportunities that exist within your workplace. Identify any potential barriers to inclusivity that relate to these. How could professional development opportunities be adapted to remove these barriers?

Question 221 pts

Activity 22

Explain the characteristic of the following:

  • Culture
  • Race
  • Ethnicity
  • Disability (physical and intellectual)
  • Religion or spiritual beliefs
  • Gender (including transgender)
  • Intersex
  • Generational
  • Sexual orientation/sexual identity (Lesbian, gay, bi-sexual and hetrosexual) 


Objective: To provide you with an opportunity to demonstrate the required performance elements for this unit.

A signed observation by either an approved third party or the assessor will need to be included in this activity as proof of completion.

This activity will enable you to demonstrate the following performance evidence:

  • Researched diversity in at least 1 workplace in terms of current performance and meeting of diversity objectives
  • Used strategies to foster and promote diversity in work practice:

coaching and mentoring


work planning

  • Contributed to the development of workplace diversity policies and procedures for at least 1 workplace.

 Read the below news release:

Accenture Ranks No. 1 on Thomson Reuters Index of World’s Most Diverse and Inclusive Companies

NEW YORK; Sept. 6, 2018 – Accenture (NYSE: CAN) has been named the top company on the Thomson Reuters Diversity & Inclusion Index, which recognizes the 100 most diverse and inclusive companies in the world, according to Thomson Reuters ESG (Environmental, Social and Governance) data. The Index, established in 2016, is one of the most comprehensive measures of workplace inclusion and diversity practices.

About Accenture

Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions – underpinned by the world’s largest delivery network – Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 449,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. 

 “At Accenture, our commitment starts at the top with our board and extends across every dimension of the company,” said Pierre Nanterme, Accenture’s chairman and CEO. “We embrace our rich diversity as a ‘culture of cultures,’ which is all about our 449,000 people around the world living our shared core values, while bringing our own unique skills and experiences to make the maximum contribution to our clients and our business.”

 To compile the Index, Thomson Reuters assessed publicly available data for more than 7,000 publicly traded companies around the world. The companies were measured on 24 separate metrics across four key categories: Diversity, Inclusion, People Development and News Controversies. The Index was then calculated by weighing each metric based on importance in the market and how each company compares with its peers.

 “We believe that diversity is a source of innovation, creativity and competitive advantage and creates a workplace where everyone feels equally accepted with a real sense of belonging,” said Ellyn Shook, Accenture’s chief leadership and human resources officer. “Our commitment is unwavering and a testament to our people, who truly own our inclusion and diversity agenda through their actions every single day. This collaboration among our people, clients and communities continues to accelerate progress and foster a culture of equality where everyone can grow and thrive.”

 Among the actions Accenture has taken to further its progress toward a more inclusive and diverse workplace, which Thomson Reuters considered in the Index, are:

 Creating a diverse board of directors. Accenture’s board of directors is diverse in terms of its geographic and gender representation, with people from six countries across four continents and four women, including its lead director.

Advancing workplace equality. The company set a goal of having women comprise 50 percent of its global workforce by 2025. Today, women comprise 41 percent of the company’s workforce and 45 percent of new hires. 

Developing talent. The company invested US$935 million in learning and professional development last year, including substantial investments in re-skilling to help its people stay relevant in key areas such as cloud, artificial intelligence and robotics.

Committing to transparency. The company provides its workforce data in many countries. For example, Accenture was the first professional services company to voluntarily publish comprehensive workforce demographics – including gender, ethnicity, persons with disabilities and veterans – in the United States.

 “At Thomson Reuters, we understand that focusing on total societal impact is fundamental to driving long-term financial success,” said Patsy Doerr, global head of corporate responsibility and inclusion at Thomson Reuters. “Creating the workforce of the future means building diverse teams which attract the best and brightest from around the world. The Diversity & Inclusion Index helps investors and analysts identify the companies that are getting this right, helping them to make investment decisions that align with their values and the bottom line.”

The Thomson Reuters ranking is the latest in a series of inclusion and diversity recognitions for Accenture, which is committed to ensuring that all of its people – regardless of age, ability, ethnicity, gender, gender identity and expression, religion or sexual orientation – have the opportunity to succeed. Among the dozens of lists on which the company has been included in the past year are: Corporate Responsibility Magazine’s 100 Best Corporate Citizens globally; the Disability Equality Index in the U.S.; DiversityInc’s Top 50 Companies for Diversity in the U.S.; the Human Rights Campaign’s Corporate Equality Index; Nikkei Top 100 Companies for Women in Japan; The Times Top 50 Employers for Women in the UK; and Working Mother & AVTAR’s 100 Best Companies for Women in India.


You are Human Resource Manager at Accenture. You need to conduct a meeting in groups of 4, first in pairs and then join another pair to compare notes and discuss diversity strategies in Accenture. 

Areas of discussion:

  1. Collect and evaluate quantitative and qualitative diversity data of Accenture and analyse how current diversity practices matches workplace objectives.
  2. How does Accenture foster and promote diversity?

 Ensure that you discuss the following:

  • Coaching or training that can be provided to others to accept diversity. Every student to provide advice/guidance to other team member in the meeting on how to encourage diversity in Accenture for staff and clients.
  • Communication strategies that are suitable for diverse clients and employees
  • Create workplace practices, list resources required that promotes the benefits and respect for workplace diversity
  • How can a leader make sure that their workforce is culturally aware, cultural safety, culturally inclusive and cultural competence. Also barriers to each.
  • Develop two (2) diversity policies and (2) procedures for Accenture in line with legal and ethical consideration.

Ensure that you discuss the following:

  • Research and develop a diversity policy in consultation with group members.
  • Methods to support diversity strategy to be implemented
  • Create evaluate methods of diversity policy and record your findings.

Submit: Submit one document by each group:

A. Diversity policies and procedures stating who was responsible who which part of the development of the policies and procedures

B. Two-page report summarising the areas of discussion (1-3). Report must follow standard report format.


Question 1: 


The purpose of this report is to identify the diversity issue in the given scenario. 

Analysis of diversity in the organisation: 

According the qualitative data, the changes in gender diversity within the organization expected to increase competition and effective decision making. Most of the women in the business field were a successful employee of an organisation and presented the high valuable contribution to organisational success. Thus, there has been a change in the acceptance of the job offers for the managerial positions by women within the market. As per the quantitative data, about 90% of males has been occupied in 10 available managerial positions, as most of the women has been turned down the proposal to join the higher position within the business. The parentage of male employees compared to female employees has been 23%, which states there are a smaller number of women participations in the organisation compared to men in the organisation There is a rigid culture that has been followed within the organisation due to limited to lack of differentiated ideas shared by women employees. There have been wage dissimilarities between the male and female employees, which states that the moral value, satisfaction, interests, the contribution of women are low than men due to limited motivation.


The above analysis shows that the diversity and inclusion is high in the organisation and proper gender diversity management policies are required in the organisation. 

Question 2: 

The first objective is recruitment and selection of right candidate from the diverse pool of highly qualified, skilled and talented employees within the market. In the second objective, the business organisation is needed to focus on developing and encouraging culture and structure of the organisation which is suitable for diverse employees such as workplace flexibility (Ng and Sears, 2020). The third objective of the organisation is to become informal and engages all the stakeholders about the diversified workplace environment and expect for their support and coordination. The workplace is benefited by the introduction of males and females from different background, culture and nations, the gathering of different perceptions and ideas boost innovation creativity within the workplace (Roberson 2019). The second objective is imposed to develop an environment within the workplace, where the diverse workforce might be able to coordinate, cooperate, adapt and adjust with the organisation and its norms.   

Question 3: 

The interrelationship between the diversity practices and the clinic's diversity policies is both of these are the strategic applications for enhancing the cultural competences in the healthcare system. The interrelationship between this policy is focused on improvement on the diverse work culture within the clinic so that each of the patients from different backgrounds could be treated equally (Sakdiyakorn and Wattanacharoensil 2018). The objectives of being respectful of people’ religious beliefs could be practiced, when the clinic make decisions which could satisfy each employee and their cultural differences. Thus, there might be some decision regarding a prayer place for all the employees’ patients and guts within the clinic.         

Question 4: 

Mr. A and Mr. B work in a similar company and handling similar job roles within an organisation. When there was the announcement of bonuses, the manager has provided 1000 bucks extra to Mr B than Mr A, in spite of the fact Mr A has been contributed much hard work than Mr B in the annual year. When Mr A asked his manager about the situation and stated it as favouritism. The manager said Mr B had worked in night hours for over 8 months, which has been recalculated in his bonus, Morale of the role play is, the fairness is necessary within the workplace to treat every individual as per their job roles, contribution, participation, behaviour and responsibilities.  

Question 5: 

During the conversation or explanation to David over his rude behaviour, this thing I would like to say  

  • Stating the impact, consequences and effects of the behaviour of person rude to other employee belonging to other cultures, providing learning about the possible effects of the rude attitude (Wang and Fang 2020)
  • Asking the issues, problems and disturbances the individual is been facing due to the presence of the staff members belonging to different cultures, trying to understand the exact cause of the rudeness   
  • Taking all the arguments of the person into account, provide the rude employee with some targets and specific task, to understand and deal with the staff members who belong to the different culture (Kato. and Kodama 2018) 

Question 6: 

For the presentation of the workplace, the single mother employee is been dictated as employee 1, the employee having health issues and cannot seat for long are dictated as employee 2 and the employee whole husband paramedic who is away from home is been dictated employee 3

Estimate time 
Employee 1
Administrative department  
Recording of work processing, scheduling meetings, communication with associate’s customer and employees  
Desk Job: 5 hours/day  
Employee 2
Fieldwork (Sales Team)
Sales of the product, presentation of the product in public, maintaining a close association with the customers  
Field Job:  4 hours/day  
Desk Job 1 hours/day  
Employee 3 
Human resource department 
Recruitment planning, selection, meeting, scheduling, flexible working options  
Work from home options
Desk Job: 5 hours/day 

Question 7: 

Professional development opportunities for Australian employees:

  • Developmental relationship building
  • Coordination and coordination skills development 
  • Point of comparison, role modelling, feedback analysis,
  • Continual learning and development, technical skills training    

Professional development opportunities for United States employees 

  • Workshop and seminar participations
  • Increasing roles and responsibilities
  • Skills-based training and development
  • Teamwork and interregnal relationship training 

The mentioned professional skills and developmental source enhance the degree of engagement and focus of the employees to work within the organisation with the diversified workplace (Moonasar and Underwood 2018). The employees of United States and Australia might be able to effectively coordinate when they can learn, coordinate and understand each other working styles through team-based training and development programs.  

Question 8: 

Workplace diversity has been one of the key aspects which have been presented the scope of innovation, creativity and sustainable growth of the organisation. The working environment might become tough and confusing for the employees due to the differences in cultures, background and perceptions within the workplace (Kamales and Knorr 2019). Thus, the training and development program in cultural awareness is supposed to be a key factor for reducing these issues. The employees within an organisation are satisfied, coordination and cooperating within the satisfying environment when there is the acceptability of culture, language and perception of one another (Cletus et al. 2018). The training of cultures includes awards, education and learning of the employees about different cultures and ways to accept them while working with respective colleagues. 

Question 9: 

Client hesitates to make conversation with the opposite gender due to the cultural differences and restrictions A Japanese Client might not be properly satisfied while conversing with the employee belonging to the United States. What if, an employee is belonging to Japanese culture handle and communicates with the Japanese client. The cultural diversification helps to present the satisfaction to the clients by bringing them communicating with an employee familiar with their cultural background (Hatipoglu and Inelmen 2018). The workplace diversification provides information about each cultural background to its employees, it becomes easy for the employees to satisfy all the needs and requirements of the customers, when they provide a familiarly within the cultures. 

Question 10: 

Group seminar or meeting presents a single place, where all the employees for the two departments are engaged in healthy communication, this helps to cope up with issues and learning about one another and develop and proper coordination. Teamwork based projects to be engaged within these two departments to work together, the team working reduces the hindrances and difference between the individual and develop proper coordination within them (Sakdiyakorn and Wattanacharoensil 2018). Feedback analysis includes discussion over the issues and problems faced by the employees of two departments with one another, this strategy helps to resolve the differences and create a mutual acceptance. For the development of collaboration within all members of two departments, it is necessary to engage them for one goal and objectives, the management can encourage consistent open communication to increase interaction within the departments. Development of empathy, practising transparency, engagement of open feedback also helps to increase the collaborations within the department and its members.   

Question 11:

Training and development in the English language, to provide proper education on the basic conversations made in English to the employee. The suggestion of participating in courses, which could help her to instantly learn English as it is the common language in the professional field (Maireder et al. 2017). The employee might require increasing her interaction in the English language, which could help her to understand her errors and a basic understanding of the language.  

Question 12: 

A group of young and restless interns
Use of informal communication and aggressive style, which could help the intern to adjust with the coordinator and  pay attention to the meeting at the same time  
A person with English as a second language
Passive communication style to agree over the issues and problems faced by the employee and use the common English language to understand (Kvam et al. 2018) 
A mature employee who is hard of hearing
Assertive communication style to effectively express thoughts and perceptions to the person who has issues of hearing. 
A person from a cultural background different from your own
Submissive communication style to make a formal and proper communication to reduce risks of misunderstanding, chaos or conflicts. 

Question 13: 

Use of symbols, images, and pictures to make the girl communicate much effectively, the employee of the organisation might also gesture posture and movement of hands to make better interaction with the girl having hearing issues. The pictures, images, videos, symbols might be found through the administrative department or general market (Soliz and Phillips 2018). The resources might be required for general staff members to avail them for helping the girl.   

Question 14: 

Participation in the group-based communication exercises, courses and seminars, which provide a decent understanding over the Australian accent, looking for social; media-based videos clips and audio clips, which can present learning about the styles of speaking and practice them (Roberson 2019). Listening more to the common or native people language style and communication and observe them for learning the Australian style of commutation. 

Question 15: 

In Accenture, the engagement of workplace diversity strategies makes successful when the employees of the organisation are easy to learn and accepts the changing situations of the workplace. The training and development, regular meeting, conferences and proper feedback from every employee are helpful to provide updated information about the acceptability of cultural diversity (Sakdiyakorn and Wattanacharoensil 2018). These strategies fail when the employees are not able to adjust with cultural changes, differences in language, thinking process, style, beliefs and perceptions of staff, members from different cultural background. A regular training and development, group-based working, common goal orientations and effective and regular communication helps to improve the impact of the diversity strategy. 

Question 16

1. Explain what is: Cultural safety, Cultural Awareness, and Cultural competence

Cultural safety is defined as an environment which is safe based on the cultural; social spiritual and emotional aspect. The learning educating and increasing knowledge about a specific culture to a person or group of individuals in a specific time is called as cultural awareness (Kato and Kodama 2018). Cultural competence is the ability and capability of an individual to understand, accept, adjust, interact and communicate with the people belonging to different cultural backgrounds.  

2. Explain how cultural safety and cultural competence affect leadership

The cultural safety increases the workplace environment aspect and reduces the chances of conflicts, misunderstanding and chaos; these support the coordination and cooperating within the employees. Leaders are much easily being able to direct and motivate the group of employees as they are satisfied with the environment (Kamales and Knorr 2019). The cultural competence increases the leadership by increasing its decision-making capabilities as it overcomes the barriers of language cultural differences within the individuals in the workplace.   

Question 17: 

In the business field, the diversity understands the uniqueness, capabilities and competencies of the individuals within the workplace recognising the cultural differences. The diversity is the way of understanding; working, coordinating and cooperating with the individuals belong to different cultures (Ng and Sears 2020). In Accenture, diversity is been based on male and female employees, employees of every age group, employees from different nations, and employees following different cultural norms.        

Question 18: 

Diversity within the workplace should be the aim of every business entity to seek competitiveness within the present marketplace. The diversity within the workplace directly hits the employee's performance and experiences as diversity have goals for itself that are encouraging innovation, interaction shading of knowledge and information as well as enhancing high-end profitability (Roberson 2019). Due to different perspectives visions and perceptions, diversity increases knowledge of speaking working and another form of experiences. The employee's experiences are enhanced social, personal and professional way as there is a different source of learning Diversity within workplace increase creativity and productivity of the employee, as there is an increase in sharing of ideas, opinions, suggestions, which reflect an effective team-based performance (Wang and Fang 2020). Workplace diversity reduces the fear of competitiveness and improves the performance of the employees through support, recognition from colleagues based from different cultural backgrounds.   

Question 19: 

The child care or elderly care services imposed by the government ensures that every employee and patients should be treated equally based on their general age group, these ethical consideration falls under the age and sex. No patients within the elderly care to be mistreated or unfairly treated as per ethical considerations to discrimination and disability. Every carer working within the elderly care home should be treated and paid equally as per the equal employment opportunities (Hatipoglu and Inelmen 2018). The staff members of the elderly home are required to be provided with all the equipment, safety, security and proper work environment as per the human rights based on the legal and ethical considerations, the roles and responsibilities of workers are to provide expected and high-quality elderly car survives, consumers responsibly are to share their feedback and experiences, the responsibilities of the employers are to put the right employee at the right place in the elderly care home.       

Question 20: 

The direct discrimination includes unfair treatment with the employees based on their age band disabilities directly they were avoided, ignored or treated unfairly due to their age or disability issues. The indirect discrimination is mistreatment based on favouritism, limiting success, non-recruiting due to height or weight, no job positions due to belongingness to minority group or women.     

Question 21: 

The United States-based professional service providing company Accenture has been engaged with different professional developmental opportunities. The employees have been provided on the job and off the job training, workshop practices and collaborative learning for enhancing their knowledge (Cletus et al. 2018). The company also includes skill development programs training sessions and seminars regarding professional development and updating knowledge of the staff members. The barriers of inclusivity include workplace bullying; insensitive behaviours of employees, rude and use of words to the employees belong to different cultures. Favouritism and selective mentoring are another barrier to inclusivity (Moonasar and Underwood 2018). The professional barrios could be adopted by engaging monthly training, seminars, a conference to enhance communication, sharing of information and ducting employees about this improper behaviour their related banalities.             

Question 22: 

The culture is related to the behaviour, pattern learning, behaviour and attitude, values learning and knowledge, adaptability
 And sharing information     
Each race is based on temperament, intellectual ability, disposition and morality (Kamales and Knorr 2019)
Ethnicity includes shared characteristics of language, culture, religion, traditions and norms 
Disability (physical and intellectual)
The characters are the flattering face, small eyes, damaged ears, improper speaking, thin mouth structure, disabled legs or hands     
Religion or spiritual beliefs
Life, death, reality, prayers, meditations., beliefs, followership are some of the characteristics      
Gender (including transgender)
Male, female, transgender, gay, relationships, norms and roles (Maireder et al. 2017) 
Characteristics include genetics, chromosome patterns, gonads   
Age, birth, location of birth, dynasty, clan, life events are the   characteristics
Sexual orientation/sexual identity (lesbian, gay, bisexual and heterosexual)
Characteristics are attraction behaviour and identify 


A. Diversity policies and procedures stating who was responsible who which part of the development of the policies and procedures  

Accenture has been one of the top-ranking companies under the Thomson Reuters Diversity & Inclusion Index, which has been recognised for its diverse and inclusive nature. The policies and procedures of diversity have been proposed by the CEO of the entity Pierre Nanterme by developing a diverse board of directors. The board of directors of the company are from six different countries, which includes four women including head director of the entity. 

The board of directors was responsible for the structuring and implementation of the diversity policies and procedures of the company. The company has been targeting to advancing the equality of workforce comprising 51% of the employees to be women (Accenture. 2021). The head of the human resource division has been responsible for developing the diversity goal and engaging a diverse workplace for the organisation. The leaders and managers of the organisation have included their contribution to towards structuring the procedure of diversity engaging professional and personal development program for diverse talent developments (Accenture. 2021). Being the associate and supporting entity for Accenture, the global head of corporate responsibility and inclusion of Thomson Reuters has been contributed in the presentation of diversity within the workplace of the entity. 

The head of human resource management and administrative management of Accenture has been given the responsibility of ensuring proper followership of the diversity procedures and policies. It is the reasonability of head of workforce management department of the entity to ensure the treatment and fairness of the employees based on the religion, age, ability, gender, ethnicity (Accenture 2021). 

B. Two-page report summarising the areas of discussion (1-3). Report must follow a standard report format.

The report includes brief qualitative and quantitative analysis, which has helped to understand the requirement of diversity within the workplace. The business field has been still increasing the concept of diversity, which has seen that there is still lack of proposals acceptance from females to lead the managerial positions within the business organisation like Accenture (Accenture 2021). The Accenture has included different training and development programs, enhanced flow of communication and information, developed coordination and collaborations within the workplace. The stakeholders of the company have also played a vital role in supporting, boosting the application of the diversity policies and procedures within the organisation. As per the human resource management head of the organisation, the application of the diversity polices has been imposed by attracting a pool of talented workforce for the company from different countries or continents. The development, management and imposition of diverse workplace certainly increase future growth and development of the company. There are different commutation strategies workplace practises and advisory towards the management of diversity has been discussed for the proper implication of diversity. The increase in adaptability and acceptability has played a vital role to impose the diversity within the workplace of Accenture and foster the collaborative working environment within the business entity (Roberson 2019). The policy of discrimination and equal distribution of employability opportunities are the better way to increase diversity within the workplace, the continual learning and training and development programs are effective procedures to grow diversity policy and practice within the workplace of Accenture. 

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