- PSPGOV505A - Promote diversity
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
PSPGOV505A Mapping and Delivery Guide
Promote diversity
Version 1.0
Issue Date: June 2024
Qualification | - |
Unit of Competency | PSPGOV505A - Promote diversity |
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Description | This unit covers the implementation of workplace diversity strategies to promote diversity through the development of effective and inclusive work practices, the generation of new ideas, and to improve the organisation's responsiveness to the community. It includes providing diversity input to strategies, policies and plans, attracting and developing a diverse workforce and monitoring diversity outcomes.In practice, diversity is promoted in the context of other generalist or specialist work activities such as promoting the values and ethos of public service, promoting compliance with legislation, providing leadership, developing client services, developing policy, coordinating career development, etc.This is one of 6 units of competency in the Competency Fields of Working in Government and Management that deal with diversity. Related units are:PSPGOV201B Work in a public sector environmentPSPGOV308B Work effectively with diversityPSPGOV408A Value diversityPSPMNGT605B Manage diversityPSPMNGT702A Influence and shape diversity managementNo licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication | ||
Employability Skills | This unit contains employability skills. | ||
Learning Outcomes and Application | Not applicable. | ||
Duration and Setting | X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting. |
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Prerequisites/co-requisites | Not applicable. | ||
Competency Field | Working in Government. |
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 | |
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Elements of Competency | Performance Criteria | |||||||
Element: Provide diversity input to strategies, policies and plans |
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Element: Attract, develop and promote a diverse workforce |
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Element: Monitor diversity outcomes |
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Element: Provide diversity input to strategies, policies and plans |
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Element: Attract, develop and promote a diverse workforce |
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Element: Monitor diversity outcomes |
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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.
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 | Pre-requisite units that must be achieved prior to this unit:Nil Co-requisite units that must be assessed with this unit:Nil Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to: PSPETHC501B Promote the values and ethos of public service PSPLEGN501B Promote compliance with legislation in the public sector PSPGOV502B Develop client services PSPGOV504B Undertake research and analysis PSPGOV506A Support workplace coaching and mentoring PSPGOV510A Undertake and promote career management PSPGOV511A Provide leadership PSPGOV512A Use complex workplace communication strategies PSPGOV514A Facilitate change PSPGOV516A Develop and use emotional intelligence PSPGOV523A Interrogate and analyse statistical data PSPHR508A Coordinate career development PSPPOL501A Develop organisation policy |
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 promotion of diversity in a range of (3 or more) contexts (or occasions, over time) |
Resources required to carry out assessment | These resources include: definition and benefits of workplace diversity public sector values and codes of conduct organisational procedures and protocols legislation, regulations, policies, procedures and guidelines relating to/impacting 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 promotion of diversity in a range of (3 or more) contexts (or occasions, over time) such as promoting the values and ethos of public service, promoting compliance with legislation, providing leadership, developing client services, developing policy, coordinating career development. 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 2 or more of: case studies demonstration observation portfolios projects questioning scenarios simulation or role plays authenticated evidence from the workplace and/or training courses |
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 |
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.
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in: statistically 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 using plain English in written documents |
Knowledge requirements Look for evidence that confirms knowledge and understanding of: 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 |
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. | |
Quantitative and qualitative workplace diversity data may include: | distribution of equity groups by public sector level (number and proportion) barriers to progress illustrated by drop in numbers above a certain level in the hierarchy employment status changes over time in employment status comparison with client base representation of equity groups at senior executive level comparison with the rest of the public sector |
Analysis of data may include: | comparison with historical data desegregation and cross-referencing of data on the basis of gender, disability, ethnicity and age (to identify inter-sectionality) |
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 |
Diversity effectiveness measures may include: | an increase in the proportion of equity group members in relation to the workforce as a whole improved employment status increased representation at higher salary levels increased recruitment and retention of equity group members removal of barriers to progression reduction in complaints/grievances (eg harassment, racism) reduction in requests for review of actions/grievances from equity group members |
Human resource policies and practices may include: | planning selection and recruitment performance management performance appraisal training and development occupational health and safety workplace relations anti-harassment strategies diversity workplace standards |
Legislation, policies and procedures may include: | Commonwealth and State/Territory legislation addressing diversity issues organisational workplace diversity guidelines 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) |
Development opportunities may include: | mentoring sponsorship coaching work trials more challenging work shadowing demonstration role modelling acting opportunities job rotation formal study/training scholarships cadetships self-accessed learning |
Mentoring may include: | equity groups such as: women people from culturally and linguistically diverse backgrounds Aboriginal and Torres Strait Islander people people with disabilities current work skills development literacy and numeracy development personal development career development management talent development |
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 |
Employee data may include: | employment status position level recruitment and retention patterns take-up of training flexible working arrangements length of service |
Interviews may include: | exit interviews performance management interviews grievances or complaints manager interviews |
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 |
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Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce | |||
Workplace diversity data is compared 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 | |||
Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients | |||
Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity | |||
Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements | |||
Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures | |||
Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy | |||
Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures | |||
Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them | |||
Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints | |||
Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives | |||
A harmonious and supportive work environment is created by valuing and promoting the benefitsof a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives | |||
Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area | |||
Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success | |||
Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce. | |||
Workplace diversity data is compared 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. | |||
Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients. | |||
Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. | |||
Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements. | |||
Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures. | |||
Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy. | |||
Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures. | |||
Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them. | |||
Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. | |||
Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives. | |||
A harmonious and supportive work environment is created by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives. | |||
Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area. | |||
Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success. |
Forms
Assessment Cover Sheet
PSPGOV505A - Promote diversity
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Assessment Record Sheet
PSPGOV505A - Promote diversity
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