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Hungry Jack's

This document outlines Hungry Jack's Pty Ltd's diversity policy. The policy aims to create a safe and inclusive work environment by preventing discrimination and harassment. It defines diversity to include various personal characteristics. The policy applies to all employees, including contractors. It describes strategies to promote diversity such as attracting and retaining a diverse workforce, building a flexible work environment, and ensuring fair selection and promotion processes. The policy also discusses measuring and reporting on diversity goals.

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AMAN CHAUHAN
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894 views

Hungry Jack's

This document outlines Hungry Jack's Pty Ltd's diversity policy. The policy aims to create a safe and inclusive work environment by preventing discrimination and harassment. It defines diversity to include various personal characteristics. The policy applies to all employees, including contractors. It describes strategies to promote diversity such as attracting and retaining a diverse workforce, building a flexible work environment, and ensuring fair selection and promotion processes. The policy also discusses measuring and reporting on diversity goals.

Uploaded by

AMAN CHAUHAN
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Diversity policy

Issued by:- Hungry Jack's Pty Ltd

Release date:-

Student name:

Student number:-

Review date:-
Table of Contents

Introduction 2

Purpose and Scope 2

Policy 4

Strategies for achieving diversity 4

Employee engagement 5

Role of stakeholders 6

Reporting and measuring diversity 6

Related policies 6

Review of the policy 7

References 7
Introduction
Recognizing, valuing and respecting people on the basis of different aspects such as sexual
orientation, national origin, disability, religion, race, age, colour, ethnicity and gender etc is
known as Diversity. But, every individual should be given equal chances so as to achieve their
desired job in spite of doing discrimination on the basis of different aspects. Diversity also
include a large number of individual experiences and characteristics that influence the personal
perspective of organization’s Human resource manager like Parental status, marital status,
educational background, life experience, background, career path, communication styles and
leadership. Moreover, there is requirement of a good diversity programme or policy in the
organizations so as to overcome discrimination which has multiple positive effects on the
organizations as well as employees of organization.
This report sets out the policy of Hungry Jack's Pty Ltd(fast food franchise of Burger king
corporation) in relation to the Diversity aspect. A diversity programme which enable the Hungry
jack’s Pty ltd to be competitive, productive, responsive and creative is described as result of
which Business and positive atmosphere of the organization will naturally increase due to the
presence of a good diversity programme. Policies and strategies for achieving diversity are also
described in the below given document.

Purpose and Scope


“Diversity policy” can provide the guidance for the implementation and deployment of various
plans so as to recognize and implement the Workforce diversity all over the franchises of Hungry
jack’s Pty ltd. The goals of the organization in the case of diversity policy are given below:-

➢ Creating a safe work environment by taking action against the bullying, harassment,
discrimination etc.
➢ Involvement of every employee so as to achieve the Hungry jack’s Pty ltd’ business
goals.
➢ Development of task oriented team for the practice of competitive management.
➢ Providing improved services to the customers
➢ Increased innovation.
Scope

The diversity policy is applicable to all contractors and employees of Hungry jack’s Pty ltd’
including the temporary one. Moreover, this diversity policy is applicable to the terms and
conditions of employment comprising promotion, pay, transfer, training, work and other
employment aspects which has been done decided by recruitment team.
Policy
A diversity policy helps an organisation plan and administers a management system and culture that
encourage diversity, and implement practices and procedures to ensure the policy is enacted.
Components of a diversity policy A diversity policy should be relevant to the specific workplace and have
the endorsement of the CEO, board and/or manager responsible. It may also include supporting
documentation, such as an ethics guide, code of conduct, workplace behaviour guidelines, and guidelines
for managing poor behaviour in the workplace or a complaints procedure. The policy should begin with a
framing statement on diversity that states the organisation’s philosophy on diversity, which should
include the need for staff to reflect the Australian community and include people of different abilities,
ages, genders, ethnicities and backgrounds.

A diversity policy should include the following components. Components of a diversity policy •
Definitions of discrimination, harassment and behaviours that will not be tolerated in the workplace •
Consequences of breaches of the policy • Management responsibilities for equal employment
opportunity (EEO) • Procedures for complaints and how these are to be made and managed

Strategies for achieving diversity


https://www.forbes.com/sites/forbescoachescouncil/2017/01/20/11-strategies-for-achieving-a-more-
diverse-and-productive-work-environment/#543220f974d0orPrograms and Initiatives to Promote
Diversity Consistent with LogiCamms’ organisational values and strategic goals, diversity will be
managed by: • Facilitating equal employment opportunities based on relative ability, performance and
potential; • Complying with equal opportunity and anti-discrimination legislation • Building and
maintaining a safe work environment by taking action against inappropriate workplace and business
behaviour, such as discrimination, victimisation, harassment, vilification and bullying; • Developing
flexible work practices to meet the differing needs of employees at all levels and at different stages of
their life cycle in the context of business requirements and domestic responsibilities; • Attracting and
retaining a skilled and diverse workforce as an employer of choice; • Enhancing market reputation
through a workforce that respects and reflects the diversity of our business partners, suppliers, clients
and customers; • Making a positive contribution to the economic, social and educational well-being of
the communities in which we operate; • Ensuring the decision-making process provides opportunity for a
diversity of views to be considered, leading to improved teamwork, productivity and more robust
outcomes; and • Creating an inclusive workplace culture that is pleasant for employees to work in and
conducive to good workplace relations 4.1. Attraction, Selection and Promotion The organisation
operates in a highly competitive industry sector where there is a demand for high calibre employees.
LogiCamms will ensure that selection and recruitment decisions are based on merit and that no person or
group of people are treated less favourably or more favourably than another. 4.2. Development and
Career Advancement LogiCamms recognises the importance of providing training opportunities to
employees and enabling them to realise their full potential. Executive mentoring programs and other
training opportunities for employees wishing to prepare for senior management opportunities will be
made available to relevant employees based on merit and skill set. Direct and inferred discrimination will
not be utilised or tolerated in any training opportunity selection or practices.
Employee engagement
Want to see your employees more involved in your organization’s diversity and
inclusion initiatives? Here are three ways to do so.
EMPLOYEE RESOURCE GROUPS
If you look at DiversityInc’s Top 50 Companies for Diversity list, many of the
organizations have something in common: employee resource groups. Allowing
employees to not only join committees with a specific goal in mind internally or
externally, but actually allowing the topics of these committees to be determined by
employees is key. The "extracurricular" teams not only promote diverse thinking but
also improve employee engagement and retention. It can be more of a fun group – an
internal online forum for parents to connect on how they balance work and family or a
committee that comes up with monthly exhange activities among employees globally –
or an employee-driven resource group that's tasked with innovating on a particular topic
relevant to your work – like university recruitment or alternative sourcing, for a
recruitment firm, for example. The employees participating on these committees are
well-positioned to become subject matter experts (SMEs) and can then contribute to
other internal committees, write blogs and share best practices as a company expert.
COMMUNICATION MEDIUMS
Offer a variety of communication mediums as options to encourage collaboration among
employees. Everyone has a preferred method in which they're most comfortable
interacting with others and expressing their ideas. To gain a greater diversity of ideas
from employees, utilize multiple tools so all employees feel comfortable contributing. At
WilsonHCG, one of the most successful tools has been our internal community platform
that allows employees to share ideas, collaborate and celebrate wins among our
community. This tool allows employees to personalize their profile with their
background, previous experience and specialized skills and interests. It has helped
instill a sense of ownership for being a thought leader in certain areas for employees as
well as encouraged collaboration among employees who have similar interests and
want to get a movement started. It's encouraged the circulation of new ideas and
projects. When new employees join our organization, they immediately feel a sense of
community and are engaged when they see their peers' ideas being brought to life.

EXECUTIVE SPONSORSHIP
How do you start a movement? With a motivated individual willing to lead others with
great ideas. When I started leading our internal diversity recruiting committee, I had a
long-term vision in mind and was committed to achieving it, but I let the committee
members dictate our path. Giving employees the tools they need to succeed not only
motivates them but also shows them that their employer trusts them and values their
opinions. Having a committee that's purpose is to share ideas to help drive your
company's culture is what continues to fuel our passion for diversity in the workplace.
As a leader of the diversity committee, I also have an executive team member as a
"sponsor." It is nice to have someone who is involved in the company strategy to
bounce my ideas off of. Furthermore, an executive leadership mentorship program that
pairs company thought leaders with executives will encourage the circulation of diverse
thinking and bring to light new ideas.

Diversity and inclusion is not just a statement on a website. Employee engagement and
creating an environment of collaboration is what drives innovation and growth.

Role of stakeholders
The Chief Executive Officer has overall responsibility for the application of the policy across the
organisation. Leaders/Managers are responsible for understanding their role in promoting diversity,
communicating and implementing policies and procedures effectively and working with staff to integrate
the values of diversity into employment practices. Employees are responsible to ensure that they: •
Comply with the guidelines of this policy • Promote the spirit of diversity and equal opportunity • Report
any questionable business practices that may breach this policy to the Group General Manager Human
Resources or in their absence the Chief Executive Officer so that an investigation can be conducted as
soon as possible. Human Resources will lead and approve policy review, revision as appropriate and
monitoring of data collected.

Reporting and measuring diversity


LogiCamms believes that the setting of measurable targets, regular workplace profile analysis and
reporting on target performance are critical success factors to achieving the organisational diversity
objectives. The board, with the assistance of the Directors, has an overarching role to; • Review, note
and monitor the effectiveness of the Diversity policy; • Review and approve the measurable objectives
for achieving diversity, and • Annually review both those objectives and progress in achieving them,
including the relative proportion of women at all levels • Encourage and reward progress towards the
goals of the Diversity Policy.
Reporting
reach of this Policy may result in disciplinary action which, depending on the severity of the breach, may
include a range of actions from counselling, reprimand or formal warning, to termination of
employment.

Related policies
➢ The Racial Discrimination Act 1975
➢ The Human Rights and Equal Opportunity Commission Act 1986
➢ The Disability Discrimination Act 1992
➢ The Racial Hatred Act 1995
1. Wollongong 2022
2. Employment Policies and Procedures
3. Positive Working Relationships Policy
4. Code of Conduct
5. Wollongong City Council Enterprise Agreement 2015-2018

Review of the policy


The Company’s Chief Executive Officer (CEO) performs the day to day management and operations of the
Company, including the day to day administration and operation of the Company’s diversity policy. The
CEO is supported in this role by the executive team, including the Company’s General Counsel and Chief
Financial Officer and support by the Human Resources Managers at each operating site within the
Group. The CEO will monitor and report to the Diversity, Remuneration and Nomination Committee on
the progress of the development and implementation of the Company’s diversity policy and associated
programs as required. The Diversity, Remuneration & Nominations Committee will regularly review the
Company’s diversity policy on an annual basis and will report to the Company’s Board and make
appropriate recommendations

References

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