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Elements and Performance Criteria

1. Contribute to the development of a diversity strategy
   • Identify the organisational context and framework for the diversity strategy and establish key result areas.
   • Identify diversity issues and objectives to enhance business unit and organisational effectiveness.
   • Use the strategy to identify benefits and opportunities provided by a diverse workforce.
   • Link diversity objectives in the strategy with the demographic profile of the client base, the organisation’s strategic goals and the core business of the business unit.
   • Consult with stakeholders, including people from key equity groups and the organisation’s clients.
   • Design the strategy to provide a mechanism through which diversity issues can be integrated.
2. Promote and review diversity strategy
   • Communicate and promote the strategy within the business unit and the organisation in accordance with audience needs.
   • Identify the need for diversity support programs and establish such programs in accordance with the objectives of the diversity strategy.
   • Encourage individuals to align everyday work with the diversity strategy.
   • Monitor and report progress of diversity strategies within business plans.
   • Monitor and review the effectiveness of the strategy and identify and act upon recommendations for enhancements.
3. Facilitate the development of a workforce that promotes and values diversity
   • Identify and communicate benefits of a diverse workforce to those working within the business unit and the organisation.
   • Develop or adopt initiatives and resources to address barriers to equal employment opportunity within the organisation.
   • Employ a range of leadership styles to facilitate intercultural management and to manage diverse teams.
   • Identify and use the diversity factors associated with individuals within the workforce in the delivery of services to diverse clients.
   • Accept and encourage a range of working styles that are reflective of a diverse workforce, unified to the organisational context.
   • Use diversity training and awareness programs, to promote the benefits of a diverse workforce.
4. Facilitate communication within a diverse workforce
   • Identify and address language, literacy and numeracy issues to facilitate full participation of all members of the workforce and development activities.
   • Employ a range of communication strategies to meet the needs of a diverse workforce and client base.
   • Identify the target audience and tailor communications strategies accordingly.
   • Identify and use resources to facilitate effective communication within the workplace.
   • Identify and adjust ineffective and inappropriate communication strategies to meet the information needs of a diverse workforce and client base.
5. Contribute to the development of a diversity strategy
   • Identify the organisational context and framework for the diversity strategy and establish key result areas.
   • Identify diversity issues and objectives to enhance business unit and organisational effectiveness.
   • Use the strategy to identify benefits and opportunities provided by a diverse workforce.
   • Link diversity objectives in the strategy with the demographic profile of the client base, the organisation’s strategic goals and the core business of the business unit.
   • Consult with stakeholders, including people from key equity groups and the organisation’s clients.
   • Design the strategy to provide a mechanism through which diversity issues can be integrated.
6. Promote and review diversity strategy
   • Communicate and promote the strategy within the business unit and the organisation in accordance with audience needs.
   • Identify the need for diversity support programs and establish such programs in accordance with the objectives of the diversity strategy.
   • Encourage individuals to align everyday work with the diversity strategy.
   • Monitor and report progress of diversity strategies within business plans.
   • Monitor and review the effectiveness of the strategy and identify and act upon recommendations for enhancements.
7. Facilitate the development of a workforce that promotes and values diversity
   • Identify and communicate benefits of a diverse workforce to those working within the business unit and the organisation.
   • Develop or adopt initiatives and resources to address barriers to equal employment opportunity within the organisation.
   • Employ a range of leadership styles to facilitate intercultural management and to manage diverse teams.
   • Identify and use the diversity factors associated with individuals within the workforce in the delivery of services to diverse clients.
   • Accept and encourage a range of working styles that are reflective of a diverse workforce, unified to the organisational context.
   • Use diversity training and awareness programs, to promote the benefits of a diverse workforce.
8. Facilitate communication within a diverse workforce
   • Identify and address language, literacy and numeracy issues to facilitate full participation of all members of the workforce and development activities.
   • Employ a range of communication strategies to meet the needs of a diverse workforce and client base.
   • Identify the target audience and tailor communications strategies accordingly.
   • Identify and use resources to facilitate effective communication within the workplace.
   • Identify and adjust ineffective and inappropriate communication strategies to meet the information needs of a diverse workforce and client base.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

monitoring and reporting on the progress of diversity strategies

using communication involving exchanges of complex oral information

explaining complex ideas to diverse audiences

interpreting and explaining complex, formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

the concept of diversity and its integration within and across all human resource and management functions and areas

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

the organisation’s policies and strategic goals relating to diversity and the implications of these for current and future human resource management

the relationship between management of diversity and organisational effectiveness

equal employment opportunity, access and equity principles

productive diversity principles including flexibility, multiplicity, devolution, negotiation and pluralism

institutional racism and resulting indirect discrimination

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

public sector policies, practices and procedures related to diversity

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