- BSBWRK404A - Promote equality of opportunity and fair treatment for all workers
Promote equality of opportunity and fair treatment for all workers
This unit applies to individuals who have knowledge of unionism and industrial relations, and a commitment to advancing social justice principles. They provide leadership and guidance to workers and union members.
Elements and Performance Criteria
1. Promote involvement of diverse groups
1.1. Identify barriers to participation in the workplace and the union for various groups, and develop strategies to overcome them
1.2. Implement strategies promoting participation in the workplace and the union
1.3. Acknowledge and respect choices, identity and beliefs of others
1.4. Identify discriminatory language and behaviour, and take appropriate action to extinguish them
1.5. Challenge inappropriate or discriminatory behaviour or communications
2. Promote elimination of discrimination
2.1. Access up-to-date information on diversity policies and initiatives
2.2. Identify equal opportunity strategies and/or diversity initiatives for inclusion in agreements and policies
2.3. Advise workers on how to achieve a fair non-discriminatory work environment
2.4. Refer workers to appropriate sources of information and support where there are instances of discrimination
2.5. Evaluate effectiveness of strategies to foster equality of opportunity and to make recommendations for improvements
2.6. Encourage reasonable adjustments to workplaces, equipment and procedures
3. Access and review policies to promote equality and fair treatment
3.1. Access relevant policies
3.2. Review and update policies to take account of diversity and to promote equality and fair treatment
3.3. Make recommendations according to union procedures
culturally appropriate communication skills to relate to people from diverse backgrounds and people with diverse abilities
self-awareness and self management skills.
composition of the workforce, including:
relevant legislation, codes of practice and national standards in the areas of sexual harassment, equal opportunity, industrial relations and disability
role and responsibilities of established bodies that cover discrimination, such as:
human rights and equal opportunity commissions/tribunals
industrial relations commissions/tribunals
disability discrimination agencies
national and international agencies that could provide information, such as legal advice.
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:
demonstrated evidence of actively working to promote equality of opportunity and representation within the workplace and the union; including reviewing policies and developing strategies to promote equality of opportunity and fair treatment for all workers
knowledge of relevant legislation, codes of practice and national standards in the areas of sexual harassment, equal opportunity, industrial relations and disability.
Context of and specific resources for assessment
Assessment must ensure:
access to workplace and union documents
examples from work with union members
support from union officials.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
demonstration of techniques
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 challenging discrimination
observation of performance in role plays
observation of presentations
oral or written questioning to assess knowledge of the roles and responsibilities of established bodies that cover discrimination
assessment of action taken to extinguish discriminatory language and behaviour
review of documentation outlining reasonable adjustments to workplaces, equipment and procedures
review of recommendations made to policies to promote equality and fair treatment.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other workplace relations units.
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.
Choices, identity and beliefs of others may include:
disabilities of all types
history, issues and culture of Indigenous peoples
Sources of information and support may include:
community advocacy organisations with specific expertise related to equity group members and issues
discrimination and equal opportunity bodies, and industrial tribunals for handling cases of discrimination
human rights and equal opportunity tribunals/commissions
industrial relations commissions/tribunals
senior union officials
Reasonable adjustments are:
a requirement of legislation and government policy to ensure that all people are treated equally in their employment and training, as far as is reasonably possible
Union procedures could include:
committee structures within a union
committee structures within a workplace
informal/formal activist networks
provisions in workplace agreements, policies and memoranda or deeds
rules and regulations for seeking endorsement of union policies
workplace custom and practice
Workforce Development - Workplace Relations
This unit contains employability skills.