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

PSPGEN047 Mapping and Delivery Guide
Promote diversity

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency PSPGEN047 - Promote diversity
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills required to promote diversity within an organisation. It includes providing diversity input to strategies, policies and plans, attracting, developing and promoting a diverse workforce, and monitoring diversity outcomes.This unit applies to those working in generalist and specialist roles within the public sector.The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.Those undertaking this unit would work independently performing complex tasks in a range of familiar contexts.No licensing, legislative or certification requirements apply to unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
Prerequisites/co-requisites
Competency Field General
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: Provide diversity input to strategies, policies and plans
  • Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
  • Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
  • Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
  • Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
  • Include actions to address the implementation of workplace diversity objectives in workplace business plans.
  • Incorporate reporting and feedback processes into strategies and plans.
       
Element: Attract, develop and promote a diverse workforce
  • Integrate diversity principles and underpin human resources policies and practices in the work area.
  • Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
  • Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
  • Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
  • Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
  • Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
       
Element: Monitor diversity outcomes
  • Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
  • Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.
       
Element: Provide diversity input to strategies, policies and plans
  • Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
  • Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
  • Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
  • Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
  • Include actions to address the implementation of workplace diversity objectives in workplace business plans.
  • Incorporate reporting and feedback processes into strategies and plans.
       
Element: Attract, develop and promote a diverse workforce
  • Integrate diversity principles and underpin human resources policies and practices in the work area.
  • Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
  • Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
  • Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
  • Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
  • Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
       
Element: Monitor diversity outcomes
  • Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
  • Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.
       


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Provide diversity input to strategies, policies and plans

1.1 Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

1.2 Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

1.3 Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

1.4 Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

1.5 Include actions to address the implementation of workplace diversity objectives in workplace business plans.

1.6 Incorporate reporting and feedback processes into strategies and plans.

2. Attract, develop and promote a diverse workforce

2.1 Integrate diversity principles and underpin human resources policies and practices in the work area.

2.2 Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

2.3 Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

2.4 Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

2.5 Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

2.6 Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

3. Monitor diversity outcomes

3.1 Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

3.2 Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

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.

analysing diversity data

planning and developing diversity objectives and effectiveness measures

developing, monitoring and reporting on the progress of diversity strategies

communicating with people from diverse backgrounds

responding to diversity, including disability and gender

managing diverse teams

applying intercultural management

using communication involving exchanges of complex oral information

using a variety of words and language structures to explain 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 accuracy of expression

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.

qualitative and quantitative data analysis

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

benefits of workplace diversity

strategies to overcome challenges associated with workplace diversity

equal employment opportunity, access and equity principles

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

the relationship between a culture of valuing diversity and the achievement of the organisation's core business plans and strategies

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

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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Provide diversity input to strategies, policies and plans

1.1 Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

1.2 Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

1.3 Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

1.4 Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

1.5 Include actions to address the implementation of workplace diversity objectives in workplace business plans.

1.6 Incorporate reporting and feedback processes into strategies and plans.

2. Attract, develop and promote a diverse workforce

2.1 Integrate diversity principles and underpin human resources policies and practices in the work area.

2.2 Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

2.3 Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

2.4 Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

2.5 Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

2.6 Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

3. Monitor diversity outcomes

3.1 Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

3.2 Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

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
Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce. 
Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders. 
Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients. 
Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. 
Include actions to address the implementation of workplace diversity objectives in workplace business plans. 
Incorporate reporting and feedback processes into strategies and plans. 
Integrate diversity principles and underpin human resources policies and practices in the work area. 
Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm. 
Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them. 
Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. 
Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients. 
Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation. 
Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area. 
Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success. 
Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce. 
Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders. 
Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients. 
Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. 
Include actions to address the implementation of workplace diversity objectives in workplace business plans. 
Incorporate reporting and feedback processes into strategies and plans. 
Integrate diversity principles and underpin human resources policies and practices in the work area. 
Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm. 
Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them. 
Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. 
Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients. 
Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation. 
Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area. 
Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success. 

Forms

Assessment Cover Sheet

PSPGEN047 - Promote diversity
Assessment task 1: [title]

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

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Result: Competent Not yet competent

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Assessment Record Sheet

PSPGEN047 - Promote 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:

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