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Evidence Guide: DEFEQ002B - Supervise equity and 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

 

DEFEQ002B - Supervise equity and diversity in the workplace

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

Access sources of information and assistance related to equity and diversity policies and practices

  1. Sources of information on equity and diversity are identified in accordance with legislative requirements, and organisational policies and practices.
  2. Information and support are accessed as required in accordance with standard procedure.
Sources of information on equity and diversity are identified in accordance with legislative requirements, and organisational policies and practices.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information and support are accessed as required in accordance with standard procedure.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement equity and diversity strategies

  1. Equity and diversity strategies are identified and communicated to team members in accordance with standard procedures.
  2. Training and awareness programs are used as appropriate to promote and encourage the benefits of equity and diversity in accordance with equity and diversity principles.
  3. Assistance is provided to maximise individual contribution to the attainment of the team objectives.
  4. Feedback on equity and diversity strategies is provided to managers in accordance with standard procedure.
Equity and diversity strategies are identified and communicated to team members in accordance with standard procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Training and awareness programs are used as appropriate to promote and encourage the benefits of equity and diversity in accordance with equity and diversity principles.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assistance is provided to maximise individual contribution to the attainment of the team objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback on equity and diversity strategies is provided to managers in accordance with standard procedure.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Supervise and monitor the application of equity and diversity in the team

  1. Processes are applied to resolve grievance and complaints related to equity and diversity in accordance with standard procedures.
  2. Prompt action is taken to correct inappropriate behaviour in the workplace in accordance with standard procedures.
  3. Reports on equity and diversity issues are compiled and forwarded in accordance with standard procedure.
Processes are applied to resolve grievance and complaints related to equity and diversity in accordance with standard procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Prompt action is taken to correct inappropriate behaviour in the workplace in accordance with standard procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Reports on equity and diversity issues are compiled and forwarded in accordance with standard procedure.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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

Assessment must confirm the ability to foster and promote equity and diversity practices in the workplace through implementing equity and diversity programs and supervising and monitoring equity and diversity processes.

Assessment must also confirm the ability to:

identify and access the information and support available on equity and diversity issues

implement equity and diversity strategies

resolve grievances and complaints without bias

take action to correct inappropriate behaviour

Consistency in performance

Competency should be demonstrated in a range of actual or simulated work contexts.

Context of and specific resources for assessment

Context of assessment

Competency should be assessed by observing an individual within the workplace or simulated environment in a role where the supervision of equity and diversity is required.

When assessment is conducted in a simulated environment, the simulation should re-create realistic workplace scenarios. These may include role plays based on a full range of strategies used to promote equity and diversity and situations that require the resolution of grievances and complaints.

Specific resources for assessment

There are no special resource requirements for this unit.

Required Skills and Knowledge

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

Required Skills

apply equity and diversity legislation

supervise and monitor equity and diversity policies and practices

supervise and monitor the principles of equity and diversity

apply the guidelines related to unacceptable behaviour

communicate and apply interpersonal skills

provide feedback in a constructive manner

analyse and solve problems

encourage team members

use a variety of verbal and non-verbal communication techniques including body language, language style, active listening

read and interpret job instructions, workplace forms and reports

write to the level required to complete workplace forms and reports

Required Knowledge

equity and diversity legislation

defence equity and diversity policies and practices

equity and diversity principles

equity and diversity resources

unacceptable behaviour

composition, roles and responsibilities of team members

techniques for giving and receiving feedback in a constructive manner

leadership principles

team dynamics, aims and objectives

techniques for supporting others

verbal and nonverbal communication techniques including body language, language style, active listening

written communication to a level required to complete workplace forms and reports

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 in the Performance Criteria is detailed below.

Equity and diversity may include:

Age, gender, ethnicity, cultural background, language, sexual orientation, physical differences, political or religious belief, family or carer responsibility, education level, expertise, work experience, working style, socioeconomic background, personality profile, geographic location, marital status, interests

Legislative requirements may include:

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Human Rights and Equal Opportunity Commission Act 1986 Privacy Act 1988

Work health and safety (Commonwealth Employment) Act 1991

Disability Discrimination Act 1992

Workplace Relations Act 1996

Public Service Act 1999

Organisational policies and practices may include:

PERS 12–1 General Scope of Legal Assistance Provided to Service Personnel and Legal Aid to Australian Defence Force Members Overseas

PERS 19–2 Work health and safety (Commonwealth Employment) Act 1991 Implementation within the Australian Defence Force

PERS 26–2 ADF Policy on Religious Practices of ADF Members

PERS 32–1 Employment of Women in the ADF

PERS 32–2 Defence Equity Adviser Network

PERS 34–1 Redress of Grievance – TriService Procedures

PERS 34–2 Complaints of Discrimination and Harassment through the Human Rights and Equal Opportunity Commission

PERS 34–3 Inquiries by the Commonwealth Ombudsman and the Defence Force Ombudsman affecting the Department of Defence and the Australian Defence Force

PERS 35–2 Application of the Sex Discrimination Act to the ADF

PERS 35–3 Discrimination, Harassment, Sexual Offences, Fraternisation and other Unacceptable Behaviour in the Australian Defence Force

PERS 36–3 Inherent Requirements of Service in the Australian Defence Force

PERS 42–1 ADF Family Support Policy

PERS 44–1 ADF Policy Regarding the Avoidance and Elimination of Racial Discrimination and Racist Behaviour

PERS 45–1 Jurisdiction under the Defence Force Discipline Act – Guidance for Military Commanders

PERS 49–2 Variable Working Hours for Australian Defence Force Members

PERS 50–1 Equity and Diversity in the Australian Defence Force

PERS 51–1 Australian Defence Force Policy for InterService Couples

other departmental instructions related to equity and diversity

Support may include:

Training materials

Supervisors in the chain of command

Equity advisers

Psychologists

Social workers

Medical officers

Legal officers

Chaplains

Family liaison officers

Defence equity advice lines

Defence equity organisation web site

Standard procedures may include:

Written and verbal orders

Standing orders

Standing operating procedures

Routine orders

Defence instructions

Procedure manuals

Doctrine pamphlets

Job guides

The benefits of equity and diversity may include:

Individual competencies, styles and qualities

A range of working styles

Equity and diversity principles may include:

Treating each other with respect and dignity

Recognising all people as individuals and valuing differences

Using the different contributions that people can make to the team

Making judgements genuinely based on fairness and merit

Eliminating artificial, unfair and inappropriate barriers to workplace participation

Providing appropriate means to monitor and address discrimination and harassment

Providing opportunities for flexibility when meeting organisational requirements

Consulting people on policies and decisions that affect them