Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

BSBDIV801 Mapping and Delivery Guide
Conduct strategic diversity workforce planning

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency BSBDIV801 - Conduct strategic diversity workforce planning
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills and knowledge required to conduct high level strategic diversity workforce planning for an organisation. This includes developing objectives and strategies, implementing initiatives and monitoring and evaluating trends and processes. It focuses on making provision for inclusivity to ensure that training, employment and promotional opportunities are provided to all cohorts of the Australian population in an attempt to actively leverage diversity in the workplace.This unit also covers the research associated with labour markets, labour market programs and the requirement to match organisational needs with employee skills and knowledge. It applies to individuals who assess factors that may affect the supply of workers; align workforce objectives with business plans; and design strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. No licensing, legislative or certification requirements apply to this unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities
Slides
PPT
Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Research opportunities for workforce diversity
  • Review current organisational practices for recruiting, training, and promoting staff
  • Review current data on staff turnover, workforce demographics and local, regional and international population demographics
  • Identify and assess factors that affect current and future supply of workers
  • Assess opportunities for diversity within the organisation
  • Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements
       
Element: Develop diversity workforce objectives and strategies
  • Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts
  • Establish management strategies that support valuing and leveraging diversity
  • Communicate objectives and rationale to relevant stakeholders
  • Obtain agreement and endorsement for diversity objectives and establish targets
  • Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts
       
Element: Implement initiatives to support diversity workforce planning objectives
  • Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts
  • Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives
  • 3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives
  • Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained
  • Implement appropriate programs, to ensure compliance with regulatory and ethical requirements
  • Implement programs that support valuing and leveraging diversity in the workplace
       
Element: Monitor and evaluate workforce trends
  • Review workforce planning objectives against exiting employees, workforce changes and the local population
  • 4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce
  • Monitor effects of labour trends on demand for labour
  • Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues
  • Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts
  • Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace
       


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.

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Research opportunities for workforce diversity

1.1 Review current organisational practices for recruiting, training, and promoting staff

1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics

1.3 Identify and assess factors that affect current and future supply of workers

1.4 Assess opportunities for diversity within the organisation

1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements

2 Develop diversity workforce objectives and strategies

2.1 Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts

2.2 Establish management strategies that support valuing and leveraging diversity

2.3 Communicate objectives and rationale to relevant stakeholders

2.4 Obtain agreement and endorsement for diversity objectives and establish targets

2.5 Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts

3 Implement initiatives to support diversity workforce planning objectives

3.1 Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts

3.2 Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives

3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives

3.4 Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained

3.5 Implement appropriate programs, to ensure compliance with regulatory and ethical requirements

3.6 Implement programs that support valuing and leveraging diversity in the workplace

4 Monitor and evaluate workforce trends

4.1 Review workforce planning objectives against exiting employees, workforce changes and the local population

4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce

4.3 Monitor effects of labour trends on demand for labour

4.4 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues

4.5 Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts

4.6 Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, 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.

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Research opportunities for workforce diversity

1.1 Review current organisational practices for recruiting, training, and promoting staff

1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics

1.3 Identify and assess factors that affect current and future supply of workers

1.4 Assess opportunities for diversity within the organisation

1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements

2 Develop diversity workforce objectives and strategies

2.1 Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts

2.2 Establish management strategies that support valuing and leveraging diversity

2.3 Communicate objectives and rationale to relevant stakeholders

2.4 Obtain agreement and endorsement for diversity objectives and establish targets

2.5 Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts

3 Implement initiatives to support diversity workforce planning objectives

3.1 Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts

3.2 Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives

3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives

3.4 Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained

3.5 Implement appropriate programs, to ensure compliance with regulatory and ethical requirements

3.6 Implement programs that support valuing and leveraging diversity in the workplace

4 Monitor and evaluate workforce trends

4.1 Review workforce planning objectives against exiting employees, workforce changes and the local population

4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce

4.3 Monitor effects of labour trends on demand for labour

4.4 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues

4.5 Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts

4.6 Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace

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
Review current organisational practices for recruiting, training, and promoting staff 
Review current data on staff turnover, workforce demographics and local, regional and international population demographics 
Identify and assess factors that affect current and future supply of workers 
Assess opportunities for diversity within the organisation 
Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements 
Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts 
Establish management strategies that support valuing and leveraging diversity 
Communicate objectives and rationale to relevant stakeholders 
Obtain agreement and endorsement for diversity objectives and establish targets 
Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts 
Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts 
Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives 
3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives 
Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained 
Implement appropriate programs, to ensure compliance with regulatory and ethical requirements 
Implement programs that support valuing and leveraging diversity in the workplace 
Review workforce planning objectives against exiting employees, workforce changes and the local population 
4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce 
Monitor effects of labour trends on demand for labour 
Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues 
Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts 
Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace 

Forms

Assessment Cover Sheet

BSBDIV801 - Conduct strategic diversity workforce planning
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

BSBDIV801 - Conduct strategic diversity workforce planning

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: