Blue Healer Resort

Briefing report

Introduction
We are happy to let you know that our company Blue Healer Resort is continuing to grow every year.
As we grow bigger, we are facing several opportunities and difficulties. I am very happy that we are
expanding the business further in 2022. As a Recruitment Manager of Blue Healer Resort, I can
assure that we will overcome the difficulties of attaining and maintain adequately trained staff. As we
are trying to address this by rolling out a 'Set for Skilling' program to help introduce diversity into the
workplace, I would like to weigh in.
During my time in Blue Healer Resort, we have been experiencing a range of staffing issues including
workplace bullying, harassment and multiple staffing complaints fuelled from employee differences.
Thus, this report is aiming at reviewing the company policy towards workplace diversity and employee
compliant and dispute resolution policy and procedures.

Suitability of current policy

Our current diversity policy is trying to encompass all the aspects of a diverse workforce to create a
diversified workplace but as the time changes so should the policies be updated and revised.

Blue Healer Resort believes in treating all people with respect and dignity. We strive to create and
foster a supportive and understanding environment in which all individuals realise their maximum
potential within the company, regardless of their differences. We are committed to employing the best
people to do the best job possible. We recognise the importance of reflecting the diversity of our
customers and markets in our workforce. The diverse capabilities that reside within our talented
workforce, positions us to anticipate and fulfil the needs of our diverse customers, both domestically
and internationally, providing high quality products and services.

I have suggested a few additions/statements that can be incorporated to the current policies as
follows:

 A commitment to establishing and maintaining a diverse and inclusive workplace.

 A section that the policy applies all aspects of employment and in dealing with
customers/clients.
 A consultation process with employees to obtain feedback on D&I initiatives.

 A statement that management will be trained so that they are equipped at understanding the
individualized needs of the workforce.
 A statement that applicable human rights, equity and privacy laws will be respected.

 A complaints process (which can reference the organization’s workplace harassment or

discrimination policy).
 A statement that any collection of personal information will be kept confidential unless
required to be disclosed by law. On this point, some jurisdictions require that organizations

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 report/publish the individual ‘make-up’ of the workforce. For example, the Ontario Government
has been looking at requiring that employers report certain gender statistics to the
Government under proposed pay transparency legislation. This can be referenced in the
policy.

Overview of relevant legislation

(a) Australia has obligations under several international human rights treaties to take
measures to eliminate discrimination including on the basis of age, race, sex,
pregnancy, marital status and disability.
(b) The Commonwealth Government has implemented some of these obligations through
legislation such as the:
i. Age Discrimination Act 2004.
ii. Disability Discrimination Act 1992.
iii. Racial Discrimination Act 1975.
iv. Sex Discrimination Act 1984.
v. Australian Human Rights Commission Act 1986
vi. The equal opportunity Act 2010

Overview of Dispute Resolution Policy and Procedures

We are strict on our employee complaints and disputes. So, we encourage our employees to
resolve any issues or concerns that they may have at the earliest opportunity with each other
or, failing that, their immediate supervisor. We insist employees to resolve issue internally in
our organization without having to refer to external organizations or government authorities
like fair-work and police and other third party.

Feedback and suggestions

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 Few modern policies as follows be reviewd and clearly mentioned in policy book:

 Code of conduct: Code of conduct for CPA Australia

 Employment conditions policy: Information on working hours and conditions for Australian
based employees

 Equal employment opportunities policy: Details definitions of harassment, bullying

discrimination, equal opportunity and how to report an incident

 Flexible work policy: Outlines the types of flexible working arrangements available and the
roles and responsibilities of each person involved in the application and approval process

 Leave policy: Outlines leave arrangements for all employee leave excluding parental leave

 Parental leave policy: Details arrangements for maternity leave, paternity/partner leave and
adoption leave

 Recruitment policy: Information on recruitment matters including the recruitment and

request for appointment process, criminal history checks, use of recruitment agencies,
employment of relatives and the employee referral program

 Remuneration and reward policy: Policy regarding remuneration packaging, the annual
remuneration review process, job evaluation methodology, incentive schemes, achievement
awards and higher duties allowance

 Working from home policy: Procedures and conditions for managers and employees to
follow when an employee works from home on an ad hoc basis

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 Also, for dispute resolution I would like to suggest mediation process.

Mediation is a confidential and voluntary process conducted by a mediator to help employees and
employers find solutions to disputes about workplace issues and reach an agreement. An experienced
mediator should work with both parties to come to an agreement to resolve the dispute during a
schedule.

An impartial, accredited mediator assists the disputing parties to:

 identify the disputed issues

 develop options
 consider alternatives
 try to reach an agreement.

Agreements may include:

 monetary settlements
 written apologies
 changes to working hours
 the return of goods or documents.

Mediation service should be fast, confidential, impartial and free.

BSBDIV501 from
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