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Evidence Guide: BSBDIV501A - Manage diversity in the workplace

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBDIV501A - Manage diversity in the workplace

What evidence can you provide to prove your understanding of each of the following citeria?

Implement diversity policy

  1. Locate and review diversity policy
  2. Determine its application to the specific work context
  3. Institute actions to ensure that the diversity policy is understood and implemented by relevant parties
  4. Provide feedback and suggestions for improvement to ensure currency and efficacy of diversity policy
Locate and review diversity policy

Completed
Date:

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Determine its application to the specific work context

Completed
Date:

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Institute actions to ensure that the diversity policy is understood and implemented by relevant parties

Completed
Date:

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Provide feedback and suggestions for improvement to ensure currency and efficacy of diversity policy

Completed
Date:

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Foster respect for diversity in the work team

  1. Address own prejudices and demonstrate respect for difference in personal interactions
  2. Aim for diversity in selecting and recruiting staff
  3. Identify and address training needs to address issues of difference in the team
  4. Manage tensions and encourage collaboration and respect between staff who struggle to work effectively with difference
  5. Assist staff to see that working effectively with difference is a strength that can improve the organisation's products, services and customer relations
  6. Manage allegations of harassment and address complaints according to established organisational procedures
Address own prejudices and demonstrate respect for difference in personal interactions

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Aim for diversity in selecting and recruiting staff

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and address training needs to address issues of difference in the team

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage tensions and encourage collaboration and respect between staff who struggle to work effectively with difference

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assist staff to see that working effectively with difference is a strength that can improve the organisation's products, services and customer relations

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage allegations of harassment and address complaints according to established organisational procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote the benefits of diversity

  1. Promote the organisation's workforce diversity in internal andexternal forums to enhance the company's image and reputation
  2. Capture ideas and information from the diversity in the workforce to enhance products and services and contribute to competitive advantage
  3. Support organisational efforts to value diversity
Promote the organisation's workforce diversity in internal andexternal forums to enhance the company's image and reputation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Capture ideas and information from the diversity in the workforce to enhance products and services and contribute to competitive advantage

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support organisational efforts to value diversity

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

demonstration of the application of diversity policy and the capacity to critically review a diversity policy

promotion of strategies to ensure that diversity is understood and respected in the work team

demonstration of compliance with protocols for handling complaints of bullying or harassment.

Context of and specific resources for assessment

Assessment must ensure access to workplace documents and records.

Method of assessment

The following assessment methods are appropriate for this unit:

assessment of reports on diversity policy and policy application

direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate

observation of demonstrated techniques in performance management

observation of presentations around protocols for handling complaints and bullying or harassment

review of strategies developed to ensure that diversity is understood and respected in the work team

oral or written questioning to assess knowledge of human rights and relevant legislative requirements.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBMGT502B Manage people performance

BSBHRM501A Manage human resources services

BSBHRM510A Manage mediation processes.

Required Skills and Knowledge

Required skills

analytical skills to determine how to make intelligent applications of policy in the work context

communication skills to:

explain and promote the benefits of diversity

negotiate differences between staff

relate to people from a range of backgrounds

learning skills to:

assist people within the organisation to understand the diversity policy, using different methods to cater for differences in learning styles

provide feedback and suggestions for improvement to the diversity policy

use ideas and information from the diversity in the workforce to contribute to the organisation's competitive advantage

self-management, learning and development skills to reflect on and review own prejudices

Required knowledge

formal and informal complaints procedures

key features of relevant current legislation, such as:

Age Discrimination Act

Disability Discrimination Act

Racial Discrimination Act

Sex Discrimination Act

Human Rights and Equal Opportunity Commission Act

Range Statement

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Diversity may relate to:

any form of difference, such as:

ability, aptitude and disability

age

culture

ethnicity

gender

language

marital status or family arrangements

nationality

personality

race

religion

sexuality.

Actions may include:

displaying policy on noticeboards and other public areas

distributing copies of policy to staff

explaining policy to staff at meetings or other forums

reinforcing key messages from policy in supervisory discussions, performance appraisals or other interactions.

Training needs may involve:

cultural competency training

culturally-specific training

diversity training

equal opportunity training

ethics training

grievance management training

human rights training

recruitment and selection training

workplace bullying, discrimination or harassment training.

Complaints may include:

informal complaints that are managed within the workplace

formal complaints of discrimination or harassment to relevant commonwealth, state or territory anti-discrimination agencies under the federal anti-discrimination laws.

Internal and external forums may include:

business meetings

conferences and seminars

newsletters and bulletins

professional networks

staff meetings

staff updates.