ELEMENT

PERFORMANCE CRITERIA

1. Contribute to the development of a diversity strategy

1.1 The organisational context and framework for the diversity strategy are identified and key result areas are established

1.2 A diversity strategy is developed that identifies diversity issues and objectives to enhance business unit and organisational effectiveness in accordance with public sector legislation and policies

1.3 The strategy is used to identify benefits and opportunities provided by a diverse workforce and complies with legislative requirements, organisational policies and practices

1.4 Diversity objectives in the strategy are linked with the demographic profile of the client base, the organisation's strategic goals and the core business of the business unit

1.5 The strategy is developed in consultation with stakeholders, including people from key equity groups and the organisation's clients

1.6 The strategy is designed to provide a mechanism through which diversity issues can be integrated within organisational policies and procedures, for example, recruitment and selection

2. Promote and review diversity strategy

2.1 The strategy is communicated and promoted within the business unit and the organisation in accordance with audience needs and organisational requirements

2.2 The need for diversity support programs is identified and programs are established in accordance with the objectives of the diversity strategy

2.3 Individuals are encouraged to align everyday work with the diversity strategy in recognition that individuals are the implementers who will ensure the strategy's success

2.4 Progress of diversity strategies within business plans is monitored and reported on in accordance with organisational policy and procedures

2.5 The effectiveness of the strategy in contributing to organisational effectiveness is monitored and reviewed according to its specifications, and recommendations for enhancements are identified and acted upon

3. Facilitate the development of a workforce that promotes and values diversity

3.1 Benefits of a diverse workforce are identified and communicated to those working within the business unit and the organisation

3.2 Initiatives and resources to address barriers to equal employment opportunity within the organisation are developed or adopted in accordance with the diversity strategy

3.3 A range of leadership styles is employed to facilitate intercultural management and to manage diverse teams

3.4 The diersity factors associated with individuals within the workforce are identified and utilised in the delivery of services to diverse clients

3.5 A range of working styles that are reflective of a diverse workforce is accepted and encouraged, unified to the organisational context

3.6 Diversity training and awareness programs are utilised, as appropriate, to promote the benefits of a diverse workforce

4. Facilitate communication within a diverse workforce

4.1 Language, literacy and numeracy issues are identified and addressed to facilitate full participation of all members of the workforce in work and development activities

4.2 A range of communication strategies is employed to meet the needs of a diverse workforce and client base

4.3 The tar get audience is identified and tailored communications strategies are adopted

4.4 Resources to facilitate effective communication within the workplace are identified and utilised in accordance with organisational policy and procedures

4.5 Ineffective and inappropriate communication strategies are identified and adjusted to meet the information needs of a diverse workforce and client base

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

Skill requirements

Look for evidence that confirms skills in:

monitoring and reporting on the progress of diversity strategies

using communication involving exchanges of complex oral information

communicating with people from diverse backgrounds (including gender and disability)

managing diverse teams

applying intercultural management

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 precision of expression

using plain English in written documents

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

the concept of diversity and its integration within and across all human resource and management functions and areas

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

the organisation's policies and strategic goals relating to diversity and the implications of these for current and future human resource management

the relationship between management of diversity and organisational effectiveness

equal employment opportunity, access and equity principles

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

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 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 unitsthat must be achieved prior to this unit:Nil

Co-requisite unitsthat 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:

PSPETHC601B Maintain and enhance confidence in public service

PSPGOV601B Apply government systems

PSPGOV602B Establish and maintain strategic networks

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGT603B Facilitate people management

PSPMNGT606B Manage quality client service

PSPMNGT615A Influence workforce effectiveness

PSPPOL603A Manage policy implementation

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 the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

diversity management in a range of (2 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

information on diversity management in the context of public sector management and human resource management

legislation, policy, procedures and guidelines relating to/impacting on diversity

case studies and workplace scenarios to capture the range of situations likely to be encountered when managing 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 in the workplace, including coping with difficulties, irregularities and breakdowns in routine

management of diversity in a range of (2 or more) contexts (or occasions, over time)

a variety of management contexts (2 or more) such as managing compliance, managing people and performance, managing recruitment and selection, managing employee relations, managing client service etc

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

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 italics in the Performance Criteria is explained here.

A diversity strategy is

an expression of what a business unit or organisation intends to do to utilise diversity as a productive resource in order to maximise effectiveness and efficiency

Diversity issues may include

equal employment opportunity issues such as:

direct and indirect discrimination - discriminatory systems and practices

harassment

racism

under-representation of equity groups in the public sector

employment of equity groups concentrated at lower levels in the public sector

women making up more than half of the public sector workforce but disproportionately represented at lower salary levels

barrier (or glass ceiling) that prevents equity group members progressing to higher salary levels

disproportionate representation of equity group members in non-permanent, casual or contract positions

inappropriate supervisory treatment of equity group members

sidelining staff from diverse backgrounds to 'diversity roles' rather than the opportunity to pursue what interests them, or where they add most value

workplace systems or practices that don't allow a balance between work and family responsibilities

inequitable access to acting opportunities, workplace training and development

culturally inappropriate workplaces

making reasonable adjustment to work processes

enabling access to buildings to people with a disability

quality of service delivery to clients from diverse backgrounds

people from recognised diversity groups not choosing to be identified through usual statistical collection methods

questioning/disregarding the dominant paradigm of the organisation

inappropriate treatment of those who don't fit the dominant paradigm of the organisation

risks associated with diversity not managed

different values:

uncertainty avoidance

collectivist/individualist

power/distance

masculine/feminine

resolving communication issues

developing cultural competence

negotiating commonalities

resolving conflict

negotiating difference

Public sector legislation and policies (relating to diversity) 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)

Benefits and opportunities of diversity in the workplace may include

improved client service (internal and external)

improved access to government services and programs

improved relationship with the community

wider sources of recruitment

greater responsiveness to change

cultural enrichment

a workplace reflective of local demographics

promotion of creativity

retention of staff

community public relations

facilitation of attainment of organisation goals

improved service delivery

promoting equity and fairness

creation of a harmonious and supportive work environment

increased skills and experience added to the workplace

balanced workforce in terms of age, gender, race and culture

Business unit may include

a program

sub-program

cost centre

area

division

branch

production unit or section located within the organisation

Stakeholders may include

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, including

employees at all levels of the organisation

other government and non-government organisations

union and association representatives

boards of management

government

Ministers

community

clients

Organisational policies and procedures may relate to

recruitment and selection

learning and development

performance management

promotion and retention of staff

employment conditions

organisational mission and values

performance assessment

Methods of promoting diversity plans may include

written documentation

manuals

policy and procedure statements

guides

information brochures and pamphlets

oral advice and guidance

one-on-one meetings

small group meetings

telephone contact and/or electronic mail

training programs

online resources

Diverse workforce refers to

a workforce comprising employees with differences in:

age

culture

disability

educational background

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

race

religious belief

sexual orientation

socio-economic status

thinking styles

work experience

working styles

Barriers to equal employment opportunity may include

individual and structural/institutional racism, sexism and other forms of exclusion and discrimination

direct and indirect discrimination

issues related to cultural diversity

exclusionary workplace practices

Communication strategies may include

small group information sessions

use of plain English

translated information

use of bilingual staff

Management

This unit contains employability skills.