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Elements and Performance Criteria

  1. Promote the benefits of diversity
  2. Contribute to diversity outcomes

Required Skills

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

Skill requirements

Look for evidence that confirms skills in

applying legislation regulations policies procedures and guidelines relating toimpacting on workplace diversity such as equal employment opportunity antidiscrimination

using a range of communication styles to suit different audiences and purposes

communicating with people from diverse backgrounds

delivering servicesresponding to the needs of diverse client groups

responding to workplace diversity including gender and disability

identifying racist behaviours

explaining complex and formal documents such as legislation and codes of conduct and applying them to work practices

actively demonstrating to others a clear commitment to the principles and practices of workplace diversity

Knowledge requirements

Look for evidence that confirms knowledge and understanding of

complexities of cultural diversity including issues of racism discrimination harassment and victimisation

direct versus indirect discrimination

public sector definitions of diversity

issues and benefits relating to workplace diversity

equal employment opportunity equity and diversity principles

principles and practices of cultural awareness

avoidance of gender bias in language

principles of multiculturalism

productive diversity principles including flexibility multiplicity devolution negotiation and pluralism

institutional racism and resulting indirect discrimination

public sector values and codes of conduct

jurisdictional legislation instructions directions and standards that underpin or impact on workplace diversity

public sector policies practices and procedures related to diversity including those related to the provision of language services

Evidence Required

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole It must be read in conjunction with the Unit descriptor Performance Criteria the Range Statement and the Assessment Guidelines for the Public Sector Training Package

Units to be assessed together

Prerequisite units that must be achieved prior to this unitNil

Corequisite units that must be assessed with this unitNil

Coassessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include but are not limited to

PSPETHCA Uphold and support the values and principles of public service

PSPETHC401A Uphold and support the values and principles of public service

PSPLEGNA Encourage compliance with legislation in the public sector

PSPLEGN401A Encourage compliance with legislation in the public sector

PSPGOVB Deliver and monitor service to clients

PSPGOV402B Deliver and monitor service to clients

PSPGOVA Deal with conflict

PSPGOV411A Deal with conflict

PSPGOVA Use advanced workplace communication strategies

PSPGOV412A Use advanced workplace communication strategies

PSPGOVA Provide workplace mentoring

PSPGOV414A Provide workplace mentoring

PSPGOVA Develop internal and external networks

PSPGOV418A Develop internal and external networks

PSPGOVA Work with interpreters

PSPGOV419A Work with interpreters

PSPPOLA Support policy implementation

PSPPOL404A Support policy implementation

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria look for evidence that confirms

the knowledge requirements of this unit

the skill requirements of this unit

application of Employability Skills as they relate to this unit

valuing diversity in a range of or more contexts or occasions over time such as upholding and supporting public service values providing input to change contributing to policy development and implementation administering contracts

Resources required to carry out assessment

These resources include

definition and benefits of workplace diversity

statistics on community diversity

public sector values and codes of conduct

organisational procedures and protocols

legislation regulations policies procedures and guidelines relating toimpacting on workplace diversity

Where and how to assess evidence

Valid assessment of this unit requires

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered including coping with difficulties irregularities and breakdowns in routine

valuing diversity in a range of or more contexts or occasions over time such as upholding and supporting public service values providing input to change contributing to policy development and implementation administering contracts

Assessment methods should reflect workplace demands such as literacy and the needs of particular groups such as

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include but are not limited to a combination of or more of

case studies

demonstration

observation

portfolios

projects

questioning

scenarios

simulation or role plays

authenticated evidence from the workplace andor training

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments


Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Diversity may include:

age

cultural background

educational level

ethnicity

expertise

family responsibilities

gender

interests

interpersonal approach

language

life experience

marital status

not fitting the dominant paradigm of the organisation

personality

physical ability

political orientation

religious belief

sexual orientation

socio-economic background

thinking/learning styles

work experience

working styles

Workplace diversity issues may include:

equal employment opportunity issues such as:

direct and indirect discrimination - discriminatory systems and practices

harassment

racism

under-representation of equity groups in the public sector

employment of equity groups concentrated at lower levels in the public sector

women making up more than half of the public sector workforce but disproportionately represented at lower salary levels

barrier (or glass ceiling) that prevents equity group members progressing to higher salary levels

disproportionate representation of equity group members in non-permanent, casual or contract positions

inappropriate supervisory treatment of equity group members

culturally inappropriate workplaces

enabling access to buildings to people with a disability

making reasonable adjustment to work processes.

quality of service delivery to clients from diverse backgrounds

sidelining staff from diverse backgrounds to 'diversity roles' rather than the opportunity to pursue what interests them, or where they add most value

people from recognised diversity groups choosing not to be identified through usual statistical collection methods

workplace systems or practices that don't allow a balance between work and family responsibilities

inequitable access to acting opportunities, workplace training and development

questioning/disregarding the dominant paradigm of the organisation

inappropriate treatment of those who don't fit the dominant paradigm of the organisation

risks associated with diversity not managed

different values:

uncertainty avoidance

collectivist/individualist

power/distance

masculine/feminine

resolving communication issues

developing cultural competence

negotiating commonalities

resolving conflict

negotiating difference

Benefits of diversity may include:

improved client service - internal and external

improved service delivery

promotion of equity and fairness

improved access for clients from diverse backgrounds to government services and programs

improved relationship with the community

wider sources of recruitment

greater responsiveness to change

cultural enrichment

promotion of creativity

creation of a harmonious and supportive work environment

retention of staff

facilitation of attainment of organisation goals

increased skills and experience added to the workplace

a workforce representative of the client base

a balanced workforce in terms of age, gender, race and culture

Promotion of training and awareness programs may include:

word of mouth

memos

emails

flyers

intranet

Legislation, policy and guidelines may include:

Commonwealth and State/Territory legislation addressing diversity issues for example:

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Disability Discrimination Act 1992

Workplace Relations Act 1996

Privacy Act 1988

Human Rights and Equal Opportunity Commission Act 1984

Equal Opportunity for Women in the Workplace Act 1999.

public service/public sector management acts

workplace diversity guidelines/program

national and international codes of practice and standards

the organisation's plans, strategies and policies relating to diversity

policies relating to language services

government policy mandating equal employment opportunity and/or workplace diversity requirements, such as:

Managing diversity in the Western Australian public sector, August 1995

Valuing cultural diversity, State of Victoria, 2002.

public sector ethics/values/codes of conduct

public sector management standards (subordinate law)

Commissioner's directions/instructions

community guidelines, policy and practices (such as those within Aboriginal and Torres Strait Islander communities)

Communication styles may include:

plain English

language in active rather than passive voice

simple sentence structure even though content may be complex

lack of jargon and acronyms

culturally appropriate body language

oral or written

use of graphics and illustrations

use of colour

reader-friendly layout

effective paragraphing

different languages

interpreting and translating

use of different media e.g. online