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1. BSBDIV601 SELC
Ikhbayar Gantulga
*

2. *INTRODUCTION
Australia Accounting comprehends that our
staff is the best resource for our
organization and plans to draw in and hold
bookkeepers with various abilities,
experience and foundation to convey a
prosperous workplace for our staff and
customers. A workforce that mirrors the
assorted variety of our staff will better
comprehend the requirements of our
clients and offer the most ideal assistance.
Aus Accounting regards individuals as
people and qualities their disparities. We
are focused on making a workplace that is
reasonable, adaptable, advances individual
and expert development, and advantages
from its various workforce.
The Workforce Diversity Policy controls the
improvement and execution of plans,
projects and activities that advance
workforce assorted variety over all work
territories of the office.

3. *POLICY
OBJECTIVES
a diverse and skilled workforce that reflects the diversity of our
staff that leads to better engagement within the company and
its clients to deliver responsive results.
a workplace culture that fosters inclusive practices and
behaviors for the benefit of all staff across the company.
improved employment and career development opportunities
for people who are under-represented in our workforce through
specific programs and initiatives.
a work environment that values and utilises the contributions of
employees with diverse skills, backgrounds, experiences and
educational levels through improved awareness of the benefits
of workforce diversity and successful management of diversity.
awareness in all staff of their rights and responsibilities with
regards to equity, integrity and respect for all aspects of
diversity.

4. * GOALS
THE WORKFORCE
DIVERSITY POLICY
FACILITATES THE
DEPARTMENT’S STRAT
EGIC PLAN FOR
ACHIEVING GOALS IN
2020 INCLUDING TO:
DELIVER ACTIONS
THAT AIM TO
ACHIEVE 2%
ABORIGINAL
EMPLOYMENT IN
COMPANY BY 2020-
PRIORITY ACTION IN
GOAL 1.
CONTINUE TO PROMOTE
EMPLOYMENT OPPORTUNITIES FOR
PEOPLE WITH A DISABILITY,
INCLUDING WITHIN THE AUS
ACCOUNTING - PRIORITY ACTION
IN GOAL 2
FOSTER A COMPANY CULTURE IN WHICH
CUSTOMER SERVICE, INITIATIVE AND
INDIVIDUAL RESPONSIBILITY AND THE
ACHIEVEMENT OF RESULTS ARE
STRONGLY VALUED - PRIORITY ACTION
IN GOAL 3.

5. *
The CEO of Aus Accounting, and other
ranking staff including senior
administrators, senior officials,
directors and chiefs are answerable for
actualizing and observing the
advancement of the Workforce
Diversity Policy destinations through
the checking, assessment and
announcing instruments recorded
underneath.
All staff have duties to help and regard
fairness, work environment assorted
variety, moral rehearses, working
environment security and to help avert
unlawful separation and badgering or
harassing in their working
environments.

6. *MONITORING
The CEO, General Manager, and
Human Resources Manager will
monitor the scope and currency
of this policy.
All work areas of the company
are responsible for
implementing, monitoring and
reporting on the achievements
of the strategic directions of
the Workforce Diversity Plan
2019-2020.
The effectiveness of this policy
will be evaluated annually by
all work areas and measured by
the EEO statistics extracted
from the department’s
Workforce Profile.
Senior staff including senior
executives, managers and
supervisors should encourage
all employees to complete
the EEO survey which is an
important mechanism for
capturing the data on
workforce diversity
All work areas of Aus
Accounting are responsible for
promoting, monitoring and
reporting of their progress of
the workforce diversity.

7. *
Issues Comments
1 Lack of knowledge of diversity policy
2 No prepared diversity policy plan
3 Not encouraging people to apply from other
backgrounds
4 Not implementing a strict policy on
diversity
5 Not employing diverse backgrounds
6 Not accommodating those from diverse
backgrounds

8. *
No. Objectives Measures of Performance
1 Bring in more employees from different
backgrounds, minority or ethnicity.
Employ at least 20% of the new
accountants that are from a different
background by the end of 2019.
2 Bring in more employees with a
disability
Employ at least 1 employee by the end
of 2019 that has a disability and
accommodate the office for them.
3 Create a flexible work schedule for
women, carers or working mothers.
By end of 2019, offer a new plan for
women that allows them flexible
working hours and the option to work
from home when necessary.

9. *