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Evidence Guide: BSBDIV801 - Conduct strategic diversity workforce planning

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

 

BSBDIV801 - Conduct strategic diversity workforce planning

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

Research opportunities for workforce diversity

  1. Review current organisational practices for recruiting, training, and promoting staff
  2. Review current data on staff turnover, workforce demographics and local, regional and international population demographics
  3. Identify and assess factors that affect current and future supply of workers
  4. Assess opportunities for diversity within the organisation
  5. Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements
Review current organisational practices for recruiting, training, and promoting staff

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review current data on staff turnover, workforce demographics and local, regional and international population demographics

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and assess factors that affect current and future supply of workers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess opportunities for diversity within the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop diversity workforce objectives and strategies

  1. Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts
  2. Establish management strategies that support valuing and leveraging diversity
  3. Communicate objectives and rationale to relevant stakeholders
  4. Obtain agreement and endorsement for diversity objectives and establish targets
  5. Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts
Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish management strategies that support valuing and leveraging diversity

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate objectives and rationale to relevant stakeholders

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain agreement and endorsement for diversity objectives and establish targets

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement initiatives to support diversity workforce planning objectives

  1. Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts
  2. Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives
  3. 3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives
  4. Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained
  5. Implement appropriate programs, to ensure compliance with regulatory and ethical requirements
  6. Implement programs that support valuing and leveraging diversity in the workplace
Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement appropriate programs, to ensure compliance with regulatory and ethical requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement programs that support valuing and leveraging diversity in the workplace

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and evaluate workforce trends

  1. Review workforce planning objectives against exiting employees, workforce changes and the local population
  2. 4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce
  3. Monitor effects of labour trends on demand for labour
  4. Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues
  5. Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts
  6. Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace
Review workforce planning objectives against exiting employees, workforce changes and the local population

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor effects of labour trends on demand for labour

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Research opportunities for workforce diversity

1.1 Review current organisational practices for recruiting, training, and promoting staff

1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics

1.3 Identify and assess factors that affect current and future supply of workers

1.4 Assess opportunities for diversity within the organisation

1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements

2 Develop diversity workforce objectives and strategies

2.1 Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts

2.2 Establish management strategies that support valuing and leveraging diversity

2.3 Communicate objectives and rationale to relevant stakeholders

2.4 Obtain agreement and endorsement for diversity objectives and establish targets

2.5 Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts

3 Implement initiatives to support diversity workforce planning objectives

3.1 Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts

3.2 Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives

3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives

3.4 Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained

3.5 Implement appropriate programs, to ensure compliance with regulatory and ethical requirements

3.6 Implement programs that support valuing and leveraging diversity in the workplace

4 Monitor and evaluate workforce trends

4.1 Review workforce planning objectives against exiting employees, workforce changes and the local population

4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce

4.3 Monitor effects of labour trends on demand for labour

4.4 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues

4.5 Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts

4.6 Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Research opportunities for workforce diversity

1.1 Review current organisational practices for recruiting, training, and promoting staff

1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics

1.3 Identify and assess factors that affect current and future supply of workers

1.4 Assess opportunities for diversity within the organisation

1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements

2 Develop diversity workforce objectives and strategies

2.1 Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts

2.2 Establish management strategies that support valuing and leveraging diversity

2.3 Communicate objectives and rationale to relevant stakeholders

2.4 Obtain agreement and endorsement for diversity objectives and establish targets

2.5 Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts

3 Implement initiatives to support diversity workforce planning objectives

3.1 Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts

3.2 Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives

3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives

3.4 Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained

3.5 Implement appropriate programs, to ensure compliance with regulatory and ethical requirements

3.6 Implement programs that support valuing and leveraging diversity in the workplace

4 Monitor and evaluate workforce trends

4.1 Review workforce planning objectives against exiting employees, workforce changes and the local population

4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce

4.3 Monitor effects of labour trends on demand for labour

4.4 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues

4.5 Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts

4.6 Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace