1. one (1) way in which Australia's diverse population has influenced and changed practices in Australia.

2.For each of the following areas, specify one (1) law (national, state or international) that protects workers from discrimination in the workplace and one (1) implication for people who breach that law: a. Age b. Disability c. Race d. Gender

3.Identify two (2) policies/frameworks/tools/codes that are used in the workplace to ensure that human rights are maintained and respected

can you also please provide reference."

1. Impact of population diversity of Australia on practices

 Multiculturalism and Workplace Inclusion:

 Diversity plays a very critical role in the Australian workplace especially because of the multicultural populace, and their practices on issues to do with inclusion and equality are exemplary. For instance, the private enterprises and organizations have recently adopted the diversity and inclusion training to enable them to support and encourage employees with different cultural differences. It has created awareness of Diversity-Impactful-Hiring, multicultural-sensitivity, and other policies that focus on respect of diversity. The idea of multiculturalism serves to make workplaces more welcoming, and this can mean that people will be happier at work and in general, which translates to increased productivity.

 Reference:

 Australian Human Rights Commission. (2023). Diversity and inclusion. Accessed on Australian Human Rights Commission

 2. Discrimination at the Workplace and Legal Framework as Well as Consequences of Breach

 a. Age:

 Law: Age Discrimination Act 2004 (National).

 Implication: Anyone or any firm or company found operating contrary to the provisions set down under this act is liable to legal consequences such as compensation claims where; and penalties. Employers may be also ordered to change the policies that have been the root of discriminations in future.

 b. Disability:

 Law: National: Disability Discrimination Act 1992

 Implication: The infringement of this law provides the legal ground for taking legal proceedings against the party that violates the law and seeking for compensation by the affected individual. There may also be legal specifications that employers are required to provide the reasonable changes and alterations for employees with disabilities.

 c. Race:

 Law: National: Racial Discrimination Act 1975

 Implication: There is the likelihood of legal consequences such as; monetary compensation to the offended party and individual complainants, costs ranging from fines to compensation, and institutional and organizational changes that will eliminate racially discriminative policies and or practices in the future.

 d. Gender:

 Law: ; Sex Discrimination Act 1984 or the SDA 1984 is a national legislation.

 Implication: Violations of this law can results to legal tussle, including the payment of damages by the offended individuals. Organization may also be mandated through legislation to correct the practices and provide measures to address the issues of gender inequality.

 References:

 Department of Foreign Affairs & Trade, Australian Human Rights Commission. (2023). Age Discrimination Act 2004. Available from the Australian Human Rights Commission

 Australian Government, Australian Human Rights Commission. (2023). Disability Discrimination Act 1992. Accessed 5 March 2015 from Australian Human Rights Commission

 Government of Australian, Australian Institute of Human Rights. (2023). Racial Discrimination Act 1975. Originally obtained from the Australian Human Rights Commission

 Government Of Australia, Australian Human Rights Commission. (2023). Sex Discrimination Act 1984. Accessed on the website of Australian Human Rights Commission

 3. Policies/Frameworks/Tools/Codes for Human Rights in the Workplace

 a. Human Rights Framework:

 Framework: On some level of abstraction, the United Nations Guiding Principles on Business and Human Rights (UNGPs)

 Purpose: These principles set common rules for business to conduct operations in a manner that is consistent with human rights while featuring rights of workers, equality and non-sDiscrimination.

 Reference: United Nations. (2011). The new United Nations’ Guiding Principles on Business and Human Rights. Retrieved from United Nations

 b. Workplace Health and Safety Policy:b. Workplace Health and Safety Policy:

 Policy: National: Workplace Health and Safety Act 2011

 Purpose: This legislation provides that employers shall create workplace free from workplace discrimination and harassment.

 Reference: Safe Work Australia. (2023). Work Health and Safety Act 2011, WHS Act Working Safely Handbook & The Model Code of Practice for Work Health & Safety. Accessed on 24th September 2008 from the website of the Safety Institute of Australia < Safe Work Australia

 c. Code of Conduct:

 Code: The Australian Human Rights Commission uplifts this code of conduct.

 Purpose: This code defines expected ethical and professional practices at the workplace in matters including respect to human rights and non discrimination.

 Reference: High Court of Australia, Australian Human Rights Commission. (2023). Code of Conduct. Accessed 22nd October 2010 from Australian Human Rights Commission