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
What evidence can you provide to prove your understanding of each of the following citeria?
Provide diversity input to strategies, policies and plans
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Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce. Completed |
Evidence:
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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 |
Evidence:
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Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients. Completed |
Evidence:
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Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. Completed |
Evidence:
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Include actions to address the implementation of workplace diversity objectives in workplace business plans. Completed |
Evidence:
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Incorporate reporting and feedback processes into strategies and plans. Completed |
Evidence:
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Attract, develop and promote a diverse workforce
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Integrate diversity principles and underpin human resources policies and practices in the work area. Completed |
Evidence:
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Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm. Completed |
Evidence:
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Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them. Completed |
Evidence:
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Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. Completed |
Evidence:
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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 |
Evidence:
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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 |
Evidence:
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Monitor diversity outcomes
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Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area. Completed |
Evidence:
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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 |
Evidence:
|
Provide diversity input to strategies, policies 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 |
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 |
Evidence:
|
Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients. Completed |
Evidence:
|
Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. Completed |
Evidence:
|
Include actions to address the implementation of workplace diversity objectives in workplace business plans. Completed |
Evidence:
|
Incorporate reporting and feedback processes into strategies and plans. Completed |
Evidence:
|
Attract, develop and promote a diverse workforce
|
|
Integrate diversity principles and underpin human resources policies and practices in the work area. Completed |
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 |
Evidence:
|
Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them. Completed |
Evidence:
|
Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. Completed |
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 |
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 |
Evidence:
|
Monitor diversity outcomes
|
|
Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area. Completed |
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 |
Evidence:
|