Modification History
Release |
TP Version |
Comments |
3 |
PSP12V1 |
Unit descriptor edited. |
2 |
PSP04V4.2. |
Layout adjusted. No changes to content. |
1 |
PSP04V4.1 |
Primary release. |
Unit Descriptor
This unit covers productive diversity management to maximise workforce effectiveness. It includes contributing to, promoting and monitoring a diversity strategy; facilitating the development of a workforce that promotes and values diversity; and facilitating communication with a diverse workforce.
In practice, managing diversity occurs in the context of other generalist or specialist work activities such as managing compliance, managing people and performance, managing recruitment and selection, managing employee relations, managing client service etc.
This unit is one of a series of 6 competencies relating to diversity in the public sector, located in the Competency fields of Working in Government and Management. Related units of competency are:
- PSPGOV201B Work in a public sector environment
- PSPGOV308B Work effectively with diversity
- PSPGOV408A Value diversity
- PSPGOV505A Promote diversity
- PSPMNGT702A Influence and shape diversity management
This unit replaces and is equivalent to PSPMNGT605A Manage diversity.
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Application of the Unit
Not applicable.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements are the essential outcomes of the unit of competency. |
Together, performance criteria specify the requirements for competent performance. Text in bold italics is explained in the Range Statement following. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1 . Contribute to the development of a diversity strategy |
1.1 The organisational context and framework for the diversity strategy are identified and key result areas are established. 1.2 A diversity strategy is developed that identifies diversity issues and objectives to enhance business unit and organisational effectiveness in accordance with public sector legislation and policies . 1.3 The strategy is used to identify benefits and opportunities provided by a diverse workforce and complies with legislative requirements, organisational policies and practices. 1.4 Diversity objectives in the strategy are linked with the demographic profile of the client base, the organisation's strategic goals and the core business of the business unit . 1.5 The strategy is developed in consultation with stakeholders , including people from key equity groups and the organisation's clients. 1.6 The strategy is designed to provide a mechanism through which diversity issues can be integrated within organisational policies and procedures , for example, recruitment and selection. |
2 . Promote and review diversity strategy |
2.1 The strategy is communicated and promoted within the business unit and the organisation in accordance with audience needs and organisational requirements. 2.2 The need for diversity support programs is identified and programs are established in accordance with the objectives of the diversity strategy. 2.3 Individuals are encouraged to align everyday work with the diversity strategy in recognition that individuals are the implementers who will ensure the strategy's success. 2.4 Progress of diversity strategies within business plans is monitored and reported on in accordance with organisational policy and procedures. 2.5 The effectiveness of the strategy in contributing to organisational effectiveness is monitored and reviewed according to its specifications, and recommendations for enhancements are identified and acted upon. |
3 . Facilitate the development of a workforce that promotes and values diversity |
3.1 Benefits of a diverse workforce are identified and communicated to those working within the business unit and the organisation. 3.2 Initiatives and resources to address barriers to equal employment opportunity within the organisation are developed or adopted in accordance with the diversity strategy. 3.3 A range of leadership styles is employed to facilitate intercultural management and to manage diverse teams. 3.4 The diersity factors associated with individuals within the workforce are identified and utilised in the delivery of services to diverse clients. 3.5 A range of working styles that are reflective of a diverse workforce is accepted and encouraged, unified to the organisational context. 3.6 Diversity training and awareness programs are utilised, as appropriate, to promote the benefits of a diverse workforce. |
4 . Facilitate communication within a diverse workforce |
4.1 Language, literacy and numeracy issues are identified and addressed to facilitate full participation of all members of the workforce in work and development activities. 4.2 A range of communication strategies is employed to meet the needs of a diverse workforce and client base. 4.3 The target audience is identified and tailored communications strategies are adopted. 4.4 Resources to facilitate effective communication within the workplace are identified and utilised in accordance with organisational policy and procedures. 4.5 Ineffective and inappropriate communication strategies are identified and adjusted to meet the information needs of a diverse workforce and client base. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in:
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Knowledge requirements Look for evidence that confirms knowledge and understanding of:
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Evidence Guide
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package. |
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Units to be assessed together |
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Overview of evidence requirements |
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
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Resources required to carry out assessment |
These resources include:
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Where and how to assess evidence |
Valid assessment of this unit requires:
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
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For consistency of assessment |
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments |
Range Statement
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here. |
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A diversity strategy is: |
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Diversity issues may include: |
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Public sector legislation and policies (relating to diversity) may include: |
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Benefits and opportunities of diversity in the workplace may include: |
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Business unit may include: |
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Stakeholders may include: |
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Organisational policies and procedures may relate to: |
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Methods of promoting diversity plans may include: |
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Diverse workforce refers to: |
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Barriers to equal employment opportunity may include: |
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Communication strategies may include: |
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Unit Sector(s)
Not applicable.
Competency field
Management.