ELEMENT

PERFORMANCE CRITERIA

1. Recognise and value individual differences

1.1 Workgroup diversity is explored to identify attributes that may be of benefit to the organisation and its client base.

1.2 Colleagues are assisted to acknowledge and use their diverse attributes to contribute to workgroup processes, outcomes and delivery of services to diverse clients.

1.3 Own work practices are used to acknowledge and reflect the diversity of self and colleagues for the benefit of workplace activities, stakeholder relationships and outcomes.

1.4 Client diversity is identified and responded to in accordance with legislation, policy and guidelines.

2. Work effectively with diverse clients and colleagues

2.1 A range of communication styles is developed and used to respect and reflect the diversity of the workplace and client groups.

2.2 Compliance with the requirements of public sector legislation, policies and guidelines relating to workplace diversity is demonstrated through personal conduct in the workplace.

2.3 Feedback from clients and the workgroup is sought and utilised to continuously improve personal effectiveness in working with diversity.

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

using a range of communication styles to suit different audiences and purposes

communicating with people from diverse backgrounds

responding to diversity, including gender and disability

reading complex and formal documents such as legislation and codes of conduct and applying them to work practices

accessing legislation and codes of conduct electronically or in hard copy

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

cultural diversity, including issues of racism, harassment and victimisation

direct and indirect discrimination, such as dress codes that exclude certain groups (eg requiring male staff to be clean shaven would indirectly discriminate against Sikhs)

own cultural assumptions and their effect on behaviour and work practices

public sector definitions of diversity

the benefits of workplace diversity

ways to ensure effective and equitable delivery of services to diverse clients

equal employment opportunity, equity and diversity principles

principles and practices of cultural awareness and cross-cultural communication

public sector values and codes of conduct

public sector legislation impacting on workplace diversity

organisational policies and procedures

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:

PSPETHC301B Uphold the values and principles of public service

PSPGOV301B Work effectively in the organisation

PSPGOV302B Contribute to workgroup activities

PSPGOV309A Address client needs

PSPGOV310A Work in and with small, regional and remote organisations

PSPGOV312A Use workplace communication strategies

PSPGOV314A Contribute to conflict management

PSPGOV315A Give and receive workplace feedback

PSPLEGN301B Comply with legislation in the public sector

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

working effectively with diversity in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

public sector legislation, regulations, policies and guidelines

definition and benefits of workplace diversity

public sector values and codes of conduct

organisational procedures and protocols

current information on diversity issues

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

working effectively with diversity in a range of (3 or more) contexts (or occasions, over time) in contexts such as participating in a workgroup or delivering client services.

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

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.

Diversity may include:

age

cultural background

disability

educational level

ethnicity

expertise

family responsibilities

gender

interests

interpersonal approach

language

learning styles

life experience

marital status

not fitting the dominant paradigm of the organisation

personality

physical capability

political orientation

race

religious belief

sexual orientation

socio-economic background

thinking styles

work experience

working styles

Colleagues may include:

peers

trainees

work experience personnel

supervisors and senior management

internal stakeholders

external stakeholders/clients/customers

Legislation, policy and guidelines may include:

Commonwealth legislation addressing diversity issues, for example:

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Disability Discrimination Act 1992

Workplace Relations Act 1996

Privacy Act 1988

Human Rights and Equal Opportunity Commission Act 1984.

State/Territory legislation addressing diversity issues, such as Victoria's Racial and Religious Tolerance Act

public service/public sector management acts

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)