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

BSBLDR804 Mapping and Delivery Guide
Influence and shape diversity management

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency BSBLDR804 - Influence and shape diversity management
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills and knowledge required to influence and shape the development of organisational culture, structures and processes to maximise the strategic advantages of a diverse workforce. It includes influencing organisational culture, providing strategic direction in diversity management and formulating strategic diversity priorities.It applies to individuals who use cognitive and creative skills to review, critically analyse, consolidate and synthesise knowledge, in order to generate ideas and provide solutions to complex problems. They use communication skills to demonstrate their understanding of theoretical concepts and to transfer knowledge and ideas to others.No licensing, legislative, regulatory 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: Influence organisational culture
  • Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation
  • Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements
  • Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation
  • Embed diversity education in induction, on-the-job learning and professional development opportunities
  • Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce
  • Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements
       
Element: Provide strategic direction in diversity management
  • Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers
  • Model and promote different leadership styles
  • Identify the current and future diversity needs of the organisation and initiate strategies to address gaps
  • Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.
       
Element: Formulate strategic diversity priorities for the organisation
  • Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives
  • 3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives
  • Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support
  • Monitor implementation to ensure strategic diversity priorities are addressed
  • Engage stakeholders to contribute to the evaluation of outcomes
  • Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.
       


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. Influence organisational culture

1.1 Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation

1.2 Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements

1.3 Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation

1.4 Embed diversity education in induction, on-the-job learning and professional development opportunities

1.5 Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce

1.6 Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements

2.Provide strategic direction in diversity management

2.1 Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers

2.2 Model and promote different leadership styles

2.3 Identify the current and future diversity needs of the organisation and initiate strategies to address gaps

2.4 Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.

3.Formulate strategic diversity priorities for the organisation

3.1 Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives

3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives

3.3 Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support

3.4 Monitor implementation to ensure strategic diversity priorities are addressed

3.5 Engage stakeholders to contribute to the evaluation of outcomes

3.6 Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.

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. Influence organisational culture

1.1 Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation

1.2 Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements

1.3 Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation

1.4 Embed diversity education in induction, on-the-job learning and professional development opportunities

1.5 Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce

1.6 Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements

2.Provide strategic direction in diversity management

2.1 Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers

2.2 Model and promote different leadership styles

2.3 Identify the current and future diversity needs of the organisation and initiate strategies to address gaps

2.4 Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.

3.Formulate strategic diversity priorities for the organisation

3.1 Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives

3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives

3.3 Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support

3.4 Monitor implementation to ensure strategic diversity priorities are addressed

3.5 Engage stakeholders to contribute to the evaluation of outcomes

3.6 Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.

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
Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation 
Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements 
Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation 
Embed diversity education in induction, on-the-job learning and professional development opportunities 
Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce 
Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements 
Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers 
Model and promote different leadership styles 
Identify the current and future diversity needs of the organisation and initiate strategies to address gaps 
Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation. 
Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives 
3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives 
Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support 
Monitor implementation to ensure strategic diversity priorities are addressed 
Engage stakeholders to contribute to the evaluation of outcomes 
Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data. 

Forms

Assessment Cover Sheet

BSBLDR804 - Influence and shape diversity management
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I declare that the assessment tasks submitted for this unit are my own work.

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Assessment Record Sheet

BSBLDR804 - Influence and shape diversity management

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

(add lines for each task)

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Overall assessment result: Competent Not yet competent

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