And education diversity makes more creative

	SIMULATION PACK

Boutique Civil Construction Design Australia (BCCDA) is a company based in Sydney that specialises in the civil construction design. The company has been operational for four years.

The company employs the following staff:

• Take personal responsibility for acting according to workplace values and directions.

• Lead, motivate, support, mentor and manage the Civil Construction Design and Delivery team on an ongoing basis.

• Organise and conduct staff and team meetings

• Ensure that all staff are properly trained and developed in workplace procedures, products and services including all WHS requirements.

Review the following information. Boutique Civil Construction Design has decided to employ a Human Resource Support Officer due to expected growth in the company over the next few months, including setting up another office in Melbourne and more staff and contractors. It is considered that HR support will be very beneficial.

The Human Resource Support Officer appointed to the position has recently returned to the workforce after staying at home to raise her four young children for the past nine years. She has Iranian heritage and is a Muslim.

The Operations Manager was surprised by the HR Support Officer’s feelings of discrimination as all the feedback about the HR Support Officer’s performance had been very positive.

Following the discussion, the Operations Manager also spoke informally to the Administration Officer. The Administration Officer said her remarks about the HR Support Officer’s clothing were always positive and she denied making negative facial expressions about the working from home arrangements. It was noted at the meeting that the Administration did recently enquire about flexible working arrangements but was told that due to her role she must be in the office and from the hours of 9 am to 5 pm.

We have now had three meetings and I have set activities for the Administration Officer to complete outside of the meetings. We’ve then discussed these activities at subsequent meeting. I am satisfied that the Administration Officer is managing to overcome her personal/workplace barriers associated with cultural diversity i.e. developing cultural awareness skills.

I’ve also informally spoken to the HR Officer about any changes in behaviour of the Administration Officer. She has advised that the Administration Officer had stopped making remarks about the burka, but still raises here eyebrows when she leaves the office for school pickup.

	Staff Code of Conduct

This code aims to guide the conduct of staff in the performance of their duties as an employee of BCCDA and is intended to provide practical assistance for staff faced with ethical challenges. 

Overview 

1. 1. The fundamental ethical principles on which this code of conduct is based are: 

• respect for others 

2. 1. All staff are expected to treat others, including other staff and customers with fairness and respect. This involves: 

• courtesy and responsiveness in dealing with others 

• allowing alternative points of view to be expressed and reasonably debated. 

4. 1. Staff should be honest in performing their role and avoid conflicts between their private interests and those of their responsibilities to BCCDA.  

   2. Conflicts of interest may arise when a staff member is in a situation where personal circumstances are affected by the decisions or duties carried out in their role. A conflict may arise when any of the following are involved: 

• political participation 

• use of confidential information 

5. 1. Staff are expected to carry out their duties in a professional, ethical and diligent manner at all times. This means staff must:  

• make decisions fairly, impartially and without bias, using the best information available 

• maintain adequate documentation to support decisions made 

• ensure outside interests do not interfere with ability to meet the responsibilities of their role 

6. 2. Staff should avoid waste or minimize it where avoidance is not possible.  

   3. Staff should maintain sufficient security and protection of BCCDA property, facilities, resources and intellectual property. 

• Privacy Act 1988 

• Copyright Act 1968 

BCCDA aims to enhance and streamline communications (internal and external) to reinforce the vision and strategic priorities. As such, we will continue to develop and trial new communication platforms, channels, and tools to improve information sharing and collaboration between all staff members.

This policy is to be implemented in a way that ensures compliance with relevant legislative requirements and standards of best practice.

Diversity vision

Recruitment

BCCDA recruits employees from many different cultural, linguistic and national backgrounds. This provides us with valuable knowledge for understanding our customers.

We have clear reporting procedures for any type of discrimination or harassment combined with follow-up procedures to prevent future incidents.

Diversity bodies

• flexible working time arrangements

• employee education assistance

	Conflict management and escalation Policy and Procedures

Purpose

Problems, misunderstandings and frustrations may arise in the workplace. BCCDA aims to be responsive to its employees and their concerns.

• they identify, prevent and address potential problems before they become formal grievances 

• they are aware of, and are committed to, the principles of communicating and information sharing with their employees and volunteers 

Before escalating the process, employees and managers should provide guidance, counselling, mentoring, coaching etc. to limit additional conflict or future problems.

All parties are to maintain complete confidentiality at all times.  

• The immediate supervisor should respond in writing to the concern within five days of the meeting held with the complainant employee.

Step 2: Written complaint and decision

• • The submission of the written complaint is due within five working days of the response from the supervisor and should include:

    • the problem and the date when the incident occurred.

• Within approximately five working days after the discussion, the senior should issue a decision both in writing and orally to the employee filing the complaint.

Step 3: Appeal of decision

Additional Guidance

BCCDA reserves the right to impose appropriate disciplinary action for any conduct it considers to be disruptive or inappropriate. The circumstances of each situation may differ, and the level of disciplinary action may also vary, depending on factors such as the nature of the offense, whether it is repeated, the employee’s work record and the impact.

Definitions

A hazard is any potentially dangerous situation within the work environment.

Officer Responsible officers are the CEO and Operations Manager. Officers ensure engagement and leadership by officers in WHS management. This supports sustainability and improvement in WHS performance.

Workers all staff must take reasonable care for their own health and safety and take reasonable care that their actions or omissions do not adversely affect the health and safety of others

1. Compliance with legislation

1.1 BCCDA meets the requirements of the Work Health and Safety Act 2011 and complies with all other relevant legislation, regulations, codes of practice, advisory and best practice standards as well as organisational policies and procedures.

• Encouraging active participation, cooperation and consultation with all staff and others in the promotion and development of measures to improve health and safety.

• Actively responding to, recording and investigating all incidents.

3. Staff responsibility

3.1 All staff including managers have a responsibility to work safely; take all reasonable care for their own health and safety; and always consider the health and safety of others who may be affected by their actions.

5. Records

5.1 Appropriate records of the organisation’s risk management strategy, workplace hazards and workplace injuries will be accurately maintained at all times.

2. Identify and control hazards