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Evidence Guide: PSPGEN047 - Promote diversity

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

 

PSPGEN047 - Promote diversity

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

Provide diversity input to strategies, policies and plans

  1. Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
  2. Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
  3. Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
  4. Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
  5. Include actions to address the implementation of workplace diversity objectives in workplace business plans.
  6. Incorporate reporting and feedback processes into strategies and plans.
Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include actions to address the implementation of workplace diversity objectives in workplace business plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Incorporate reporting and feedback processes into strategies and plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Attract, develop and promote a diverse workforce

  1. Integrate diversity principles and underpin human resources policies and practices in the work area.
  2. Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
  3. Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
  4. Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
  5. Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
  6. Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
Integrate diversity principles and underpin human resources policies and practices in the work area.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor diversity outcomes

  1. Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
  2. Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.
Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide diversity input to strategies, policies and plans

  1. Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
  2. Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
  3. Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
  4. Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
  5. Include actions to address the implementation of workplace diversity objectives in workplace business plans.
  6. Incorporate reporting and feedback processes into strategies and plans.
Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include actions to address the implementation of workplace diversity objectives in workplace business plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Incorporate reporting and feedback processes into strategies and plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Attract, develop and promote a diverse workforce

  1. Integrate diversity principles and underpin human resources policies and practices in the work area.
  2. Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
  3. Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
  4. Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
  5. Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
  6. Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
Integrate diversity principles and underpin human resources policies and practices in the work area.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor diversity outcomes

  1. Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
  2. Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.
Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Provide diversity input to strategies, policies and plans

1.1 Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

1.2 Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

1.3 Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

1.4 Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

1.5 Include actions to address the implementation of workplace diversity objectives in workplace business plans.

1.6 Incorporate reporting and feedback processes into strategies and plans.

2. Attract, develop and promote a diverse workforce

2.1 Integrate diversity principles and underpin human resources policies and practices in the work area.

2.2 Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

2.3 Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

2.4 Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

2.5 Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

2.6 Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

3. Monitor diversity outcomes

3.1 Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

3.2 Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Provide diversity input to strategies, policies and plans

1.1 Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.

1.2 Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.

1.3 Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.

1.4 Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.

1.5 Include actions to address the implementation of workplace diversity objectives in workplace business plans.

1.6 Incorporate reporting and feedback processes into strategies and plans.

2. Attract, develop and promote a diverse workforce

2.1 Integrate diversity principles and underpin human resources policies and practices in the work area.

2.2 Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.

2.3 Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.

2.4 Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.

2.5 Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.

2.6 Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.

3. Monitor diversity outcomes

3.1 Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.

3.2 Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

analysing diversity data

planning and developing diversity objectives and effectiveness measures

developing, monitoring and reporting on the progress of diversity strategies

communicating with people from diverse backgrounds

responding to diversity, including disability and gender

managing diverse teams

applying intercultural management

using communication involving exchanges of complex oral information

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 accuracy of expression

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

qualitative and quantitative data analysis

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

benefits of workplace diversity

strategies to overcome challenges associated with workplace diversity

equal employment opportunity, access and equity principles

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

the relationship between a culture of valuing diversity and the achievement of the organisation's core business plans and strategies

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