Assessor Resource

DEFEQ003B
Manage equity and diversity

Assessment tool

Version 1.0
Issue Date: April 2024


As agreed in the creation of this Training package, applications for units transferred from the PUA00 Public Safety Training Package will be developed as part of continuous improvement plans, and taking into account the change in Unit of Competency format as detailed in templates for Streamlined Training Packages.

This unit covers the competency required to manage equity and diversity.

The unit requires commanders, managers and equity advisers in the Australian Defence organisation to contribute to, implement and review equity and diversity programs in their workplace; to encourage the development of their workforce; and to communicate and display the values of the equity and diversity principles to their workforce.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Prerequisites

Not applicable.

Employability Skills

This unit contains employability skills.



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Assessment must confirm the ability to constructively contribute to, implement and review equity and diversity programs in the workplace; to encourage the development of the workforce and to communicate the values of the equity and diversity principles to the workforce.

Assessment must also confirm the ability to:

develop effective strategies in consultation with stakeholder groups

act on recommendations to enhance the strategies

promote the values of a diverse workforce

implement and utilise equity and diversity training

resolve grievance and complaints

Consistency in performance

Competency should be demonstrated over time and should be observed in a range of actual or simulated work contexts.

Context of and specific resources for assessment

Context of assessment

Competency should be assessed by observing an individual within the workplace or simulated environment in a role where the management of equity and diversity is required.

When assessment is conducted in a simulated environment, the simulation should re-create realistic workplace scenarios. These may include role-plays based on a full range of strategies used to implement and review equity and diversity programs in the workplace.

Specific resources for assessment

There are no special resource requirements for this unit.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

This describes the essential skills and knowledge and their level, required for this unit.

Required Skills

interpret equity and diversity legislation

manage equity and diversity principles, policies and practices

apply the guidelines related to unacceptable behaviour

manage equity and diversity resources

manage cross-cultural communications

communicate and apply interpersonal skills

provide feedback

analyse and solve problems

facilitate group discussion

liaison

analytical and evaluation

Required Knowledge

equity and diversity legislation

defence equity and diversity policies and practices

equity and diversity principles

equity and diversity resources

unacceptable behaviour

change management

code of behaviour

professional codes of practice

roles and responsibilities of team leaders

techniques for giving and receiving feedback in a constructive manner

leadership principles

team dynamics

composition of teams and roles and responsibilities of team members

verbal and non-verbal communication techniques including body language, language style, active listening

written communication to a level required to complete workplace forms and reports

techniques for supporting others/team members

The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.

Equity and diversity issues may include:

Age

gender

ethnicity

cultural background

language

sexual orientation

physical differences

political or religious belief

family or carer responsibility

education level

expertise and work experience

working style

socioeconomic background

personality profile

geographic location

marital status

interests

Legislative requirements may include:

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Human Rights and Equal Opportunity Commission Act 1986 Privacy Act 1988

Work health and safety (Commonwealth Employment) Act 1991

Disability Discrimination Act 1992

Workplace Relations Act 1996

Public Service Act 1999

Organisational policies and practices may include:

PERS 12–1 General Scope of Legal Assistance Provided to Service Personnel and Legal Aid to Australian Defence Force Members Overseas

PERS 19–2 Work health and safety (Commonwealth Employment) Act 1991 Implementation within the Australian Defence Force

PERS 26–2 ADF Policy on Religious Practices of ADF Members

PERS 32–1 Employment of Women in the ADF

PERS 32–2 Defence Equity Adviser Network

PERS 34–1 Redress of Grievance – TriService Procedures;

PERS 34–2 Complaints of Discrimination and Harassment through the Human Rights and Equal Opportunity Commission

PERS 34–3 Inquiries by the Commonwealth Ombudsman and the Defence Force Ombudsman affecting the Department of Defence and the Australian Defence Force

PERS 35–2 Application of the Sex Discrimination Act to the ADF

PERS 35–3 Discrimination, Harassment, Sexual Offences, Fraternisation and other Unacceptable Behaviour in the Australian Defence Force

PERS 36–3 Inherent Requirements of Service in the Australian Defence Force

PERS 42–1 ADF Family Support Policy

PERS 44–1 ADF Policy Regarding the Avoidance and Elimination of Racial Discrimination and Racist Behaviour

PERS 45–1 Jurisdiction under the Defence Force Discipline Act – Guidance for Military Commanders

PERS 49–2 Variable Working Hours for Australian Defence Force Members

PERS 50–1 Equity and Diversity in the Australian Defence Force

PERS 51–1 Australian Defence Force Policy for InterService Couples

other departmental instructions related to equity and diversity

Equity and diversity strategies should may include:

Compliance with legislative requirements and organisational policies and practices

Benefits and opportunities provided by equity and diversity

Links between equity and diversity to the core business of the unit, the organisation’s strategic goals and the demographic profile of the client base

A mechanism through which diversity issues can be integrated within organisational policies and procedures, for example, recruitment and selection

Organisation may include:

The Defence department

The Australian Defence Force (ADF)

And may include units of the ADF

Standard procedures may include:

Written and verbal orders

Standing orders

Standing operating procedures

Routine orders

Defence instructions

Procedure manuals

Doctrine pamphlets

Job guides

Benefits of a diverse workforce may include:

Individual competencies

Styles and qualities

A range of working styles

Resources may include:

Training materials

Supervisors in the chain of command

Equity advisers

Psychologists

Social workers

Medical officers

Legal officers

Chaplains

Family liaison officers

Civil authorities

Social welfare agencies

Defence equity advice lines

Defence equity organisation web site

Equity and diversity principles may include:

Treating each other with respect and dignity

Recognising all people as individuals and valuing differences

Using the different contributions that people can make to the team

Making judgements genuinely based on fairness and merit

Eliminating artificial, unfair and inappropriate barriers to workplace participation

Providing appropriate means to monitor and address discrimination and harassment

Providing opportunities for flexibility when meeting organisational requirements

Consulting people on policies and decisions that affect them

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Equity and diversity issues in the workplace are identified in accordance with legislative requirements, and organisational policies and practices. 
Equity and diversity strategies are developed in consultation with stakeholders, including people from key equity groups and the organisation’s clients. 
Strategies are promoted within the organisation in accordance with standard procedures. 
Achievable reporting and feedback processes are incorporated into strategies in accordance with standard procedures. 
Effectiveness and efficiency of strategies is monitored and reviewed, and recommendations for enhancements are identified and acted upon in accordance with standard procedures. 
Benefits of a diverse workforce are identified, modelled and communicated to those working within the organisation. 
Initiatives and resources to advance the position of equity and diversity groups within the organisation are developed and/or adopted. 
Diversity factors associated with individuals are identified and utilised to address business needs. 
Diversity training and awareness programs are utilised, as appropriate, to promote and encourage the benefits of a diverse workforce in accordance with equity and diversity principles. 
Assistance is provided to maximise individual contribution to the attainment of the organisations objectives. 
Strategies are applied to resolve grievance and complaints and to maximise the benefits obtained through a diverse workforce. 
Language and literacy issues are identified and addressed to facilitate full participation of all members in work and development activities. 
Target audience is identified and tailored communications strategies are adopted in accordance with standard procedures. 
A range of communication strategies are employed to meet the needs of a diverse workforce base in accordance with standard procedures. 
Resources to facilitate effective communication within the workplace are identified and utilised in accordance with standard procedures. 

Forms

Assessment Cover Sheet

DEFEQ003B - Manage equity and diversity
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

DEFEQ003B - Manage equity and diversity

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: