CHCDIV003 - Manage and promote diversity

Assment task 3 Project and Demonstration/roleplay

Simulated assessment tasks

STUDENT INSTRUCTIONS

• You will be required to complete all parts within this task
• You will be required to demonstrate all observations as specified in this task. Demonstrations will consist of a number of tasks you would perform in your role on a daily basis
• This assessment may consist of a number of tasks based on a simulated or real environment
• ensure all tasks are in line with your organisation or simulated relevant policies and procedures
• Your assessor will observe you demonstrate the necessary skills. Your assessor will use the observation checklist provided in a separate document.
• You may ask your assessor questions to clarify requirements of the tasks if required. However, your assessor will not be able to assist you to complete the task.
• You must receive a satisfactory result for each part of this assessment to be successful in this task
• You will be asked oral questions by your assessor after observation which you are required to answer verbally
• Feedback: Your assessor will provide feedback to you after the completion of the assessment.

Note: During training sessions, your trainer/assessor will assist/guide you to do the pre assessment practice for the practical skills and willdiscuss with you the practical skills to be assessed/listed in the following tasks form prior to the assessment and will address your queries and concerns regarding this task.

Required resources:

• Access to the simulated Workplace policy and procedures
• Templates as
  • Appendix 1 diversity plan
  • Appendix 2 diversity and inclusion survey (for the assessor and 4 classmates)
  • Appendix 3 diversity and inclusion self-assessment checklist
  • Appendix 4 client assessment
  • Appendix 5 diversity and inclusion strategy
• Role playing participants

1. Role play Participants for simulated environment

• Student: going to be assessed as per assessment requirements
• Batchmates: Participants as per assessment requirements.
• Assessor may participate in the role play and will allocate the participants from your batchmates and will observe the activity.

Deliverable specifications

• diversity plan
• diversity and inclusion survey (for the assessor and 4 classmates)
• diversity and inclusion self-assessment checklist
• client assessment
• diversity and inclusion strategy

Part 1 Research diversity in the workplace

You are working at Community service sector (simulated community services organisation)

1.1 You are required to research diversity practice in terms of current performance and meeting of diversity objectives. You have been provided with the social inclusion and workplace diversity policy (annex 1) and the Workplace Diversity and Inclusion Strategy (annex 2). Review the collected information and evaluate the quantitative and qualitative workplace diversity data provided (annex 1 and 2)

1.1.1 You are required to analyse how current diversity practice matches workplace objectives. To do this you should create and implement a diversity plan. (Appendix 1). Meet with your management team (your assessor and CEO, General Manager and departmental team leaders (classmates) and:

Clearly outline to staff what is happening, how they can help and how everyone involved will benefit.

Provide opportunities for staff to ask questions and give feedback.

As part of the annual review update the diversity plan to reflect any changes at Community Door

1.1.2 At the at annual meeting (diversity review plan meeting):

Identify and analyse potential benefits of diversity in relation to the workplace objectives

Compare your policy objectives against your current workplace arrangements, programs and processes to identify if any need review.

List the work required to align your existing operational activities with the objectives of your diversity policy.

Develop a task priority list and set timeframes for making the changes.

Set target dates to measure your progress and to ensure you meet your diversity goals.

Complete and submit the diversity plan (appendix 1)

APPENDIX 1 DIVERSITY PLAN

This following plan is for you to use for Diversity Plan. The dot points are to provide guidance and you should ensure that the Plan reflects and meets the needs of consumers with diverse characteristics and life experiences that your organisation supports.

Context of our diversity and inclusion vision

Our goal is to reflect the diverse community we serve and great place to work for everyone by embracing the individual skills, perspectives and experiences our people bring to the workplace and harnessing these for high performance and improved service delivery. We want our people to feel included, valued and respected and have access to equal opportunity, which supports full participation at work. We want to retain the diverse talent in our workforce and support our people to maintain a long and productive working career.

We aspire to having a positive impact on the Australian community through our approach to diversity and inclusion and stewardship of our workforce which represents almost a quarter of Community Door. Ultimately, we want to unlock the value that diversity brings to our business. To achieve this, we must have a culture shift that moves us away from traditional ways of thinking and towards practices which address the needs of a contemporary workforce, maximise talent and embrace the use of technology and innovation. We must be bold in our approach and committed to action.

Everyone in the department has a role to play in supporting a diverse, accessible and inclusive workplace. Managers must foster workplace flexibility and be open to different ways of working. Equally, employees must demonstrate the value flexible working arrangements provide the department and achievement of business outcomes. We all need to work together to create a great place to work for everyone

Our guiding principles

The following guiding principles are key to achieving our diversity and inclusion vision. These critical success factors provide areas of focus for our diversity and inclusion actions as outlined in our supporting employee plans. It is a part of our core business to provide services to all members of the community. Providing services to people with individual needs is not an add-on to our business model.

Aim: Developing an updated Provider Diversity Plan is a key part of achieving an inclusive community of people and will assist in avoiding discrimination. Developing a annual Plan makes for good business practice; if we can show people with diverse needs that we are able to cater to them, we will draw more people into our business.

Key result area and Objectives	Actions and Whom	KPIs/Targets (this can be split into short, medium- and long-term targets)	Success measures?
Leadership Leaders at all levels in actively encourage and promote the workplace diversity principles.	Enter text	Enter text	Enter text

Key result area and Objectives	Actions and Whom	KPIs/Targets (this can be split into short, medium- and long-term targets)	Have Outcomes been achieved?
Recruitment, Selection and Retention Employees and those seeking employment with Community Door are treated fairly and equitably in accessing employment opportunities and in selection processes. Community Door increases the representation of Indigenous employees, employees with a disability and younger workers in its workforce. Community Door improves retention through better identification of members of diversity groups; increased support for them; changing Community Door culture; and improving opportunities to develop work skills.	Enter text	Enter text	Enter text

Key result area and Objectives	Actions and Whom	KPIs/Targets (this can be split into short, medium- and long-term targets)	Have Outcomes been achieved?
Working Environment Workplace diversity principles are integrated into the performance management process	Enter text	Enter text	Enter text

Key result area and Objectives	Actions and Whom	KPIs/Targets (this can be split into short, medium- and long-term targets)	Have Outcomes been achieved?
Communication and Education Workplace Diversity Policy is accessible, and its principles are understood and supported by managers and staff.	Enter text	Enter text	Enter text

Key result area and Objectives	Actions and whom	KPIs/Targets (this can be split into short, medium- and long-term targets)	Have Outcomes been achieved?
Work/Life balance Community Door provides a flexible employment framework which enables employees to effectively balance their work, family, caring, other responsibilities and interests.	Enter text	Enter text	Enter text

Meeting attendance
Participant's name	Participant's signature	Date

Part 2 Foster diversity for leaders in Fostering Diversity and adapted communication strategies

There is no single "one-size-fits-all" approach to diversity. Leaders should be aware of each group's similarities, differences, wants, and needs. Diversity is a high priority for the organization. However, the CEO (assessor) has asked for you to take the necessary action to improve diversity for Community Door workplaces and client bases. Use strategies to foster and promote diversity in work practice when:

o coaching and mentoring

o communicating and

o conducting work planning activity

2.1 Your diversity plan has been created in part 1. Develop work practices and undertake planning in a manner that shows respect for workplace diversity. Foster respect for diversity in accordance with the:

Social inclusion and workplace diversity policy (annex 1)

Workplace Diversity and Inclusion Strategy (annex 2) for the year gone by

Diversity plan (appendix created in part 1)

2.1.1 In order to effectively incorporate your organisation's diversity and inclusion strategy (annex 2), you need to know about your workforce. Diversity surveys (appendix 2 (assessor and at least 4 classmates) are a keyway of understanding diversity in your workforce. Conduct diversity surveys (appendix 2 (assessor and at least 4 classmates) to assist with service coming year planning and ensure the workforce, CEO, and leadership reflects the communities and clients it serves. Access appendix 2 from trainer/assessor.

Conduct diversity and inclusion surveys (assessor and at least 2 classmates (workers), 2 classmates (clients).

2.2 Analyse the Diversity and Inclusion surveys (appendix 2) to help you:

Recognize and address situations that are making your employees uncomfortable

Identify opportunities for better employee engagement

Learn how to appeal to a more diverse set of job candidates

Tailor your learning and development programs to employee interests

Prompt a conversation about what your employees need in order to grow

Benchmark your success building diversity and inclusion over time

Then complete the diversity and inclusion self-assessment checklist (appendix 3) for your organisation

2.3 There has been some identified tension resulting from differences and biases within the workplace amongst staff and clients. You are to provide a role model for others through individual behaviour that demonstrates respect for diversity.

2.3.1 When addressing the issues with staff, use the Inclusive Diversity Coaching Model framework to conduct coaching sessions with individuals in helping them resolve the tension that has resulted from differences and biases present in the work environment. The intent of the tool is while resolving the diversity dilemma, in a positive way, you (manager) will ultimately improve inclusive diversity expertise. Assist and coach colleagues in ways of accepting diversity in relation to both colleagues and clients by role play with a colleague (your assessor) and a client (your assessor), in accordance with the Inclusive Diversity Coaching Model framework outlined below:

Step 1: Firstly, reflect on the situation and reflect on use of communication strategies with regard to the workplace diversity

• Identify the diversity / inclusion dilemma
• Identify the differences at stake in this dilemma
• Identify any biases attached to this dilemma
• identify potential improvements

Useful coaching questions for this stage could be:

• What is going on? What was said or done?
• How would you articulate each person's perspective in this dilemma?
• What is your own position regarding this dilemma?
• What differences are at stake in this dilemma i.e. cultural, values gender, generational, style, etc. and how are they impacting it?
• What biases (i.e. personal biases, stereotypes, prejudices, etc.) do you or others have about this dilemma and how are they impacting it?

Principle to apply during this stage: Self-awareness: having an awareness of how you feel, knowing how your emotions and your actions can affect people around you; having a clear picture of one's own character, feelings, motives and desires.

Step 2: Reframe

• Appreciate and respect the differences
• Identify a positive outcome
• Identify ways to resolve this dilemma

Useful coaching questions for this stage could be:

• What will help you keep an open mind towards resolving the tension that has resulted from differences and/or biases in this dilemma?
• What does a positive outcome look like to you?
• How might you resolve this dilemma?
• What obstacles are in the way that you need to overcome?
• What resources are available to you?
• What strengths can you build upon?
• Where can you find resources / support?

Principle to apply during this stage: Self-regulation: consciously moderating your emotions and reactions; the ability to channel emotions into behaviour that is appropriate for the situation, rather than responding with impulsive behaviour.

Step 3: Results

• Identify a plan of action
• Identify what success looks like resolving this dilemma

Useful coaching questions for this stage could be:

• What is the one step you will take this week to resolve this dilemma?
• What else will you do and when?
• How will you know when you have successfully resolved this dilemma? What will be different?

Principle to apply during this stage: Self-leadership: the practice of intentionally influencing your thinking, feeling and behaviours to achieve your objective; the ability to masterfully lead yourself so you can effectively lead others.

2.3.1.1 Ensure at your coaching session you:

• Generate a supportive workplace by valuing and promoting the benefits of a diverse workforce to those working in the workplace according to relevant policy
• Identify and use diversity factors associated with clients and colleagues to address diversity objectives of the workplace
• Value and encourage collaboration and the experience of working with diverse clients and colleagues
• Use communication strategies to meet the diverse needs of individuals within the workplace

2.4 You are working with a new client from a culturally and linguistically diverse background. You will need to overcome communication difficulties across cultural and linguistic bounds for this new client whilst preparing their care plan. You are meeting with the client. Role play with your client (your assessor) using the client assessment form (appendix 4) to demonstrate strategies for effective cross-cultural communication. When conducting the assessment ensure you implement tailored communication strategies for the targeted individual client group needs

• Speak slowly and clearly.
• Use short and simple sentences.
• Maintain normal volume.
• Use different words to express the same idea.
• Prioritise and sequence your instructions.
• Avoid jargon.
• Respond to expressed emotions.
• Be aware that residents from some cultural backgrounds may avoid disagreement at the expense of being honest.
• Allow time for questions and clarification.
• Use communication aids when necessary.
• check and use correct pronunciation of names and the correct or preferred way of addressing a person (for example, formally or informally)
• use plain English and clear enunciation
• use concrete instead of abstract language and avoid the use of idioms, irony, sarcasm, slang and jargon
• be patient, receptive and listen carefully to everything that is said
• avoid any tendency to equate the person's level of language skill or accent with level of intelligence or credibility
• ask open-ended questions and be aware that the repeated "yes" answers may mean different things in different cultural contexts
• make sure that the other person understands what you have said and that you understand what they have said. This can be done by asking the person to tell you what they have understood you have said and by paraphrasing back to them what you understand they have said

2.4.1 Identify and use resources that facilitate effective communication in the workplace. Communicate effectively with the assistance of a bilingual person or interpreter.

• requesting professional interpreters.
• effectively in English (see below)
• organising bilingual doctors and care staff
• using telephone interpreter services.

2.5 Demonstrate how to communicate effectively with the assistance of a bilingual person or interpreter (your assessor - bilingual person and classmate - interpreter)

• Make sure the person you ask to help speaks the same language/dialect as the client!
• Check that the bilingual person can spare the time to help you or book a professional interpreter.
• Explain the questions you wish to ask the client and what assistance you'd like from the interpreter.
• Approach the client together.
• Always address the client directly.
• Let the bilingual person ask the client if they mind the bilingual person helping you to communicate.
• Speak to the clientNOT the bilingual person.
• use short, simple sentences
• speak slightly more slowly than usual
• use a normal volume.
• Pause after each sentence to allow the bilingual person to repeat what you have said.
• Allow time for questions and clarification.
• Don't use jargon, slang or jokesthey will not translate effectively.
• Check regularly to ensure the client understands.
• Ask the client if they have any questions for you.
• Thank the bilingual person in front of the client.

When you have moved away from the client ask the bilingual person if they would like to debrief or if they have any comments/suggestions. This will allow you to discuss any concerns.

Please note: It is important that the final step (step 14) never takes place in front of the client because this will allow the bilingual person to express things they may not wish to say in front of the client. The client will feel excluded and embarrassed if the conversation continues without including them.

2.6 To address the needs of a diverse workforce you will need to identify and adapt professional development opportunities for you team. These activities will be aimed at sharing best practice and equip employers with the knowledge and skills to promote diversity and inclusion. You have identified 11 key areas requiring professional development. The 11 Keys to an Inclusive Workplace offers 11 ideas for making your organization more culturally inclusive.

2.6.1 Create a PowerPoint presentation in preparation of your professional development session. Ensure your professional development presentation addresses all 11 keys listed below.

Key 1: View cultural diversity as a potential business driver

Key 2: Learn how cultural differences can affect individual and team effectiveness

Key 3: Search for the best local talent

Key 4: Review your hiring practices

Key 5: Make sure your new employees get a good start

Key 6: Help your diverse team build the skills they need to achieve their business goals

Key 7: Identify high potential in your diverse workforce

Key 8: Have a strategy to become inclusive

Key 9: You cannot build an inclusive workplace on your own

Key 10: Know where you're going

Key 11: Communication strategies

https://www.kaleidoscopeinitiative.com.au/employers/keys/

2.7. Conduct a professional development session (assessor and at least 4 classmates), in accordance with the PowerPoint presentation for key areas 1 to 11 as outlined in "2.6.1". At the professional development session ensure you:

• provide staff with opportunities to plan together and exchange feedback on how their backgrounds and beliefs impact their work.
• share ideas about incorporating multicultural techniques and materials into community services programming and support one another in adapting instruction accordingly.
• Practice Effective Communication and give staff an opportunity to practice communicating with individuals from diverse cultural backgrounds
• openly address power dynamics and privileges between dominant and subordinated groups to expand awareness of both issues.
• critically analyse power dynamics and biases to combat attitudes and actions that benefit one group to the detriment of another
• Provide Guidance on Responding to Insensitivity as staff need guidance on addressing cultural insensitivity or discriminatory actions or speech in a manner that is educational rather than punitive
• Promote Community Door diversity objectives (annex 2)
• Provide guidance to employees as to how they can model individual behaviour that upholds and respects diversity in the workplace
• Assist and coach colleagues in ways of accepting diversity, amongst the workforce, and the client base
• Provide strategies for encouraging collaboration amongst colleagues
• Discuss criteria for measuring outcomes

Access appendix 2 from trainer assessor.

APPENDIX 3 -DIVERSITY AND INCLUSION SELF ASSESSMENT CHECKLIST

INSTRUCTIONS

The Social Inclusion Diversity Checklist is based on locally, nationally and internationally recognised tools of 'best practice'. A 'self-assessment tool'. The checklist will assist you in determining your needs, gaps and achievements in relation to social inclusion and diversity practices. By completing this checklist, you should be able identify areas of improvement and create socially inclusive communities for all.

This checklist should take between 15-20 minutes to complete. The checklist covers the areas and central indicators of social inclusion and diversity in an organisation such as:

• Commitment to social inclusion and diversity principles
• Commitment to the principles of Social Responsibility
• Community engagement
• Leadership and management
• Policies and human resource procedures
• Training
• Health, well-being and accessibility
• Monitoring and evaluation

For clarification of concepts, please refer to the 'glossary of terms' and 'helpful links'. Instructions are provided for each item; it is advised that these instructions are reviewed before responding. As the response format varies between items. Please take note that the following response formats are included for several items

• Checklist format (ticking a box)
• Rating Scale (developing, achieving and exceeding

SELF ASSESSMENT CHECKLIST
1. Our organisation has policies and procedures in one or more of the following key principles of social inclusion and diversity. (Please tick all that apply)
	Equity		Equality
	Social Justice		Advocating for change to social, economic and legal structures that impact social inclusion and diversity
	Human Rights and freedoms		Embracing and valuing diversity
	Supporting people in gaining the knowledge and skills they need to feel included		Embracing and supporting social inclusion and diversity in the community
2. Our organisational documents refer to the following elements of social inclusion and diversity. (Please tick all that apply)
	Age	Ethnicity	Ethnicity	Religion	LGBTQIA	Gender	Language
Code of Conduct
Organisational Philosophy
Social Justice Charter
Vision, Values or Mission Statement
3. Our organisation is committed to the following key Corporate Social Responsibility principles including:(Please tick all that apply)
	Considering external stakeholders in all decision-making processes		Commitment to sustainable business practices
	Becoming an 'employer of choice'		Compliance with national and international human rights standards and laws
	Improving the quality of life for employees		Improving the quality of life for the wider community
	Ensuring accountable and transparent business practices and process		Other.....
4. Our organisation supports social inclusion and diversity in the community by engaging in activities and initiatives such as:(Please tick all that apply)
	Mentoring (particularly programmes that focus on the key vulnerable groups)		Supporting, collaborating and engaging in community research
	Support initiatives such as sponsorship or free employment training		Volunteering in activities that benefit the community
	Support initiatives such as sponsorship or free employment training		Attending events in the community that promote social inclusion and diversity
	Other:
5. Our organisation is aware of the demographic trends, characteristics and needs of our employees including: (Please tick all that apply)
	Women to men		Different ethnic or cultural groups
	Women in leadership roles		Aboriginal and Torres Strait Islander employees
	Employees of different ages		People with a disability including mental illness
	Awareness of the needs of LGBTQIA identifying employees (such as gender-neutral bathrooms)		Awareness of different religious needs (such as a prayer room)
	Languages spoken
6. Our organisation follows and incorporates commonwealth legislation that supports employment equity, ethical behaviour and anti-discrimination including:(Please tick all that apply)
	Sex Discrimination Act 1984		Disability Inclusion Regulation 2014
	Australian Human Rights Commission Act 1986		Race Discrimination Act 1975
	Disability Discrimination Act 1992		Workplace Gender Equality Act 2012
	Disability Discrimination Act 1992		Equal Employment Opportunity (Commonwealth Authorities) Act 1987
	Other:

7. Our organisation has mechanisms in place to support the health and well-being of our staff such as: (Please tick all that apply)
	Onsite fitness and sport facilities or equipment		Crisis management counsellors (specialised in areas such as divorce or legal issues)
	Facilities that aid relaxation such as gardens or quiet areas		Counsellors to support mental health and well-being
	Workshops/seminars on healthy living		Flexible employment options
	Workshops/seminars on stress management		Other:
8. Our organisation is committed to ensuring accessibility for people with a disability including the following suggested steps:(Please tick all that apply)
	Implementation of policy processes that enable staff, customers and other third parties to request workplace adjustments
	Implementation of software and hardware to ensure accessibility of information communication technology to people with a disability (e.g. accessible website)
	Implementation of changes to the premises to make it accessible
	Other:
9. Our Organisation (Please tick the level that your organisation is achieving)	Developing	Achieving	Exceeding
Often communicates and promotes commitment to social inclusion and diversity to our customers, staff and relevant stakeholders
Has a designated committee or equivalent, overseen by a member of senior management to implement social inclusion and diversity strategies and practices
Has a committee or equivalent, who consults with staff, customers and external stakeholders regularly when planning social inclusion and diversity strategies and practices
Regularly designates resources, such as a budget, to promoting social inclusion and diversity strategies and practices.
Regularly offers social inclusion and diversity training to all staff responsible for recruitment (for example 'Anti-discrimination Training' or 'diverse interview training').
Provides social inclusion and diversity related training/workshops to all levels of staff in our organisation (for example 'Mental Health in the Workplace')
Our organisation often conducts self-assessments or evaluations to measure and inform social inclusion and diversity strategies and practices.
REFLECTION
What did completion of this checklist indicate about your organisations level of 'social inclusion and diversity'?
What areas of strength did your organisation identify through completion of this checklist?
What areas, if any, need to be strengthened?

APPENDIX 4 CLIENT ASSESSMENT
Name
Contact number
Identity:	Aboriginal Torres Strait Islander Aboriginal and Torres Strait Islander Other:
Gender:	Male Female Other:
Marital Status:	Single Married Defacto Divorced
Nominated support person:		Contact no:
Assessment Officer:		Contact no
Presenting issues:
Assessment:
Strengths:
Weaknesses:

Part 3 Contribute to workplace diversity policies and procedures

3.1 Implementing policies and procedures to support a diverse workforce require consistent application and regular monitoring to be effective and fair. Contribute to the development of updated workplace diversity policies and procedures and diversity and inclusion strategies for Community Door. Review the current:

Social inclusion and workplace diversity policy (annex 1)

Workplace Diversity and Inclusion Strategy (annex 2) for the year gone by

Diversity plan (appendix 1 created in part 1)

3.2 Report on workplace diversity strategies for Community Door (annex 2) to relevant stakeholders including people from key target groups. At meeting develop and document updated diversity strategies in consultation with stakeholders including people from key target groups. To optimize on your diversity and inclusion initiatives, use the Diversity and Inclusion Strategy Template (appendix 5). Meet with stakeholders including people from key target groups (classmates as identified by your assessor) to ensure that all initiatives align with organizational needs and vision. Use this template to:

• Outline your organization's vision statement regarding diversity and inclusion
• Document the current organizational state and purpose for renewed focus
• Define what diversity and inclusion means for your organization
• Identify high level priorities and diversity and inclusion needs
• Address diversity and inclusion needs and evaluate the effectiveness of your diversity and inclusion initiatives
• This tool will help your stakeholders and executives understand the need for diversity and inclusion initiatives and will record high-level information pertaining to the initiatives.
• Nominate 3-6 months priorities for the next 12 months - refer to the action plan (at least 4 action items required)

3.2.1 At the diversity and inclusion strategy review meeting:

• Advocate for diversity strategies to be implemented in accordance with workplace policies and procedures (annex 1)
• Develop measures for evaluating the outcomes of workplace strategies, policies, and procedures for diversity

Complete Diversity and Inclusion Strategy Template (appendix 5)

APPENDIX 5 DIVERSITY AND INCLUSION STRATEGY
CEO Message
Vision:
Purpose:
Goals:	Workforce diversity
Workplace inclusion
Sustainability and accountability

Plan:
Goals	Objective	Actions	Accountability	By when	Measuring Success
Workforce diversity
Workplace inclusion
Sustainability and accountability

Roles and responsibilities:
Communication Plan:
AUDIENCE	KEY MESSAGES	COMMUNICATION CHANNEL
Employees
Potential employees
Clients and Shareholders
Evaluation methodology:
Diversity action plan
What are the organisational diversity priorities for the next 12 months	Strategies for achieving diversity priorities	Who is responsible for this action	What partnership or collaboration will be useful?	When should it be completed?	What indicates we have successfully achieved this?
Nominate 3-6 months priorities for the next 12 months	Strategy	Who	What	When	Measure