Student Assessment Workbook

CHCDIV003 - Manage and promote diversity

Assessment task 1Written Questions:

Assessment objectives

The student will demonstrate the knowledge to manage and promote diversity.

Deliverable specifications

The student must deliver answers to all the questions. The answers should be correct, sufficient and in acceptable form of quality and standard.

If you have been asked to explain or describe, provide your answer in sufficient words i.e., 20 to 40 words or as per instructions for individual question. If you have been asked multiple choice question, you must choose the appropriate answer in the given choices. If you think more than one of given choices are correct, in that case you can choose as many as you think are appropriate.

When and where do I need to complete this task?

• This task may be done in your own time as homework, or you may be given time to do this task in class.

What do I need to submit?

• Your answers to each question in this task.

What do I need to do if I get something wrong?

• If your assessor marks any of your answers as incorrect, he/she will provide you with feedback. You will need to resubmit the answers for the questions that were incorrect in writing.

Written answer question guidance

2. The following written questions may use a range of 'instructional words', such as 'identify' or 'explain'. These words will guide you as to how you should answer the question. Some questions will also tell you how many answers you need to give - for example: 'Describe three strategies...'.

• Discuss - when a question asks you to 'discuss', you are required to point out important issues or features and express some form of critical judgment. Generally, you are expected to write a response of one or two paragraphs in length.
• Describe - when a question asks you to 'describe', you will need to state the most noticeable qualities or features. Generally, you are expected to write a response of two or three sentences in length.
• Explain - when a question asks you to 'explain', you will need to make clear how or why something happened or the way it is. Generally, you are expected to write a response of two or three sentences in length.
• Identify - when a question asks you to 'identify', you will need to briefly describe the required information. Generally, you are expected to write a response of two or three sentences in length.
• List - when a question asks you to 'list', this means you will need to briefly state information in a list format, often with a specific number of items indicated.

2. Written Questions

Define cultural awareness, cultural safety and cultural competence. How do these impact on leadership and management practice? (Minimum 70 words) Cultural awareness involves comprehending and valuing a variety of cultural origins, beliefs, and customs. Cultural safety is establishing settings where people feel esteemed and appreciated irrespective of their cultural heritage. Cultural competency is the skill to connect and collaborate successfully with individuals from other cultures, adjusting methods to accommodate differing viewpoints. These principles influence leadership and management by encouraging efficient communication, inclusive leadership, and increased employee involvement. Leaders that prioritise cultural knowledge promote inclusivity, which helps decrease disputes and prejudices. Culturally competent executives enhance service delivery by guaranteeing that organisations cater to the requirements of various communities. Incorporating cultural awareness, safety, and competency into leadership practices promotes inclusive cultures, resulting in enhanced decision-making and organizational success.
What is the difference between quantitative and qualitative data? How can this data be analysed? Minimum 60 words. Quantitative data consists of volumes and quantities and is measurable and numerical. Instances consist of height, weight, and income. In contrast, qualitative data is categorical and descriptive, with an emphasis on qualities and characteristics. Instances encompass hues, textures, and viewpoints. Analysing quantitative data entails, the application of statistical techniques, including the analysis of regression, mean, and median. Qualitative data analysis identifies and interprets insights, themes, and patterns within the data through the utilisation of methods such as thematic analysis, content analysis, and narrative analysis. The objective of each form of data analysis is to extract conclusions and insights from its respective data set.
Explain what is involved in collecting and evaluating quantitative and qualitative workplace diversity data. List the 5 areas quantitative and qualitative workplace diversity data may include. Collecting and evaluating quantitative and qualitative workplace diversity data involves gathering information about various aspects of diversity within an organization, analyzing it to understand the current state of diversity, and using insights gained to inform decision-making and initiatives aimed at promoting inclusivity and equity. Here's a breakdown of what's involved in the process: 1. Data Collection - Quantitative Data: This involves gathering numerical information related to diversity, such as demographic statistics, employee headcounts, turnover rates, promotion rates, salary distribution across demographic groups, etc. Quantitative data can be collected through surveys, HR records, payroll systems, employee databases, etc. - Qualitative Data: Qualitative data provides deeper insights into employees' experiences, perceptions, and attitudes regarding diversity and inclusion. This can be gathered through focus groups, interviews, open-ended survey questions, and anecdotal reports. 2. Data Analysis: - Quantitative Analysis: This involves statistical analysis of numerical data to identify patterns, trends, disparities, and correlations related to diversity. Statistical techniques such as regression analysis, correlation analysis, and demographic comparisons are often used. - Qualitative Analysis: Qualitative data analysis focuses on identifying themes, patterns, and narratives within the data. Techniques such as thematic analysis, content analysis, and narrative analysis are used to interpret qualitative data. 3. Evaluation: - Both quantitative and qualitative data need to be evaluated to gain a comprehensive understanding of diversity issues within the workplace. Evaluation involves assessing the significance of findings, identifying strengths and weaknesses, and drawing conclusions about the effectiveness of current diversity initiatives. 4. Action Planning: - Based on the insights gained from data collection and evaluation, organizations develop action plans to address diversity gaps and promote inclusivity. These plans may include implementing diversity training programs, revising HR policies, establishing diversity committees, and fostering a culture of inclusion. 5. Monitoring and Continuous Improvement: - Workplace diversity efforts require ongoing monitoring and evaluation to track progress over time and make necessary adjustments. Regularly collecting and analyzing diversity data helps organizations measure the impact of their initiatives and identify areas for improvement. Five areas quantitative and qualitative workplace diversity data may include: Quantitative Data: 1. Demographic breakdown (gender, race, ethnicity, age, sexual orientation, disability status, etc.) of employees at different levels of the organization. 2. Pay equity analysis across demographic groups. 3. Employee retention and turnover rates among different demographic groups. 4. Representation of diverse candidates in recruitment and promotion processes. 5. Utilization of diversity and inclusion programs and resources by employees. Qualitative Data: 1. Employee perceptions of the organizational culture regarding diversity and inclusion. 2. Experiences of discrimination or bias reported by employees. 3. Feedback from focus groups or interviews on barriers to diversity and inclusion within the organization. 4. Employee satisfaction and engagement related to diversity initiatives. 5. Personal narratives or stories illustrating the impact of diversity efforts on individual employees.
List 5 potential benefits of diversity in relation to the community services workplace objectives. Diversity brings a multitude of benefits to the community services workplace, enriching organizational culture, improving service delivery, and fostering innovation. Here are five potential benefits: 1. Improved Cultural Competence: A diverse workforce includes people from different cultures, languages, and experiences. This diversity improves staff cultural competency, helping them comprehend and serve varied clientele. It fosters empathy, respect, and awareness towards other cultural norms, beliefs, and traditions, making service delivery more successful and inclusive. 2. Greater Reach and Accessibility: A varied workforce mirrors its community. Community services organizations may better address marginalized or underprivileged communities by hiring racial and ethnic minorities, LGBTQ+ persons, people with disabilities, and others. This makes services and programmers more accessible, lowering barriers to participation and supporting all community members. 3. Innovative Problem-Solving: Diverse viewpoints, ideas, and problem-solving methods foster creativity and innovation. Diverse teams in community services may use their experiences, talents, and ideas to solve difficult societal challenges. Diversity of opinion promotes innovation, critical thinking, and successful communal problem-solving. 4. Building Trust and Rapport: A varied staff that represents the community services organizations serve helps establish trust and rapport with clients and stakeholders. Seeing people from their backgrounds in the organization makes clients feel understood, appreciated, and valued. This improves connections, communication, and customer happiness, boosting the organization's community credibility. 5. Broader Perspective and Learning sharing: Diversity fosters workplace learning and knowledge sharing. Diverse employees provide new perspectives, talents, and experiences, fostering mutual learning and professional growth. Community services organizations may use their staff's various knowledge to improve service quality, organizational learning, and community needs by promoting inclusiveness and open discussion.
To analyse how current diversity practice matches workplace objectives you should create and implement a diversity plan. Detail the 4 steps to creating a diversity plan. 1. Evaluation and Review: Evaluation and review entail thoroughly examining the current workplace environment, encompassing demographics, policies, practices, and feedback from employees. This process involves identifying strengths, weaknesses, opportunities, and threats concerning diversity and inclusion. Additionally, it evaluates how well existing diversity practices align with the organization's objectives, providing a foundational understanding for further planning and action. 2. Goal Establishment: Goal establishment involves setting clear and measurable diversity objectives that align with the organization's overarching goals. It prioritizes areas for improvement based on the assessment conducted during the evaluation and review phase. Goals are formulated to be specific, achievable, relevant, and time-bound, ensuring clarity and direction in the diversity plan. 3. Strategy Formulation: Strategy formulation encompasses developing actionable plans to achieve the established diversity goals. This step involves considering various initiatives such as training programs, policy changes, recruitment efforts, and mentorship programs. Resources are allocated, responsibilities defined, and timelines set for each strategy to ensure effective implementation and progress towards diversity objectives. 4. Monitoring and Assessment: Monitoring and assessment involve establishing key performance indicators (KPIs) to track progress towards diversity goals. It entails regularly evaluating the effectiveness of implemented strategies and gathering feedback from employees and stakeholders. This feedback aids in identifying areas for improvement and making necessary adjustments to ensure the ongoing success of the diversity plan. What are the 3 steps to implementing a diversity plan ensuring the diversity practice matches the workplace objectives? 1. Communication and Training: Communication and training involve clearly articulating the diversity plan's objectives to all stakeholders and providing comprehensive diversity and inclusion training. This training aims to increase awareness and understanding among employees and managers, covering topics such as unconscious bias, discrimination, and harassment, thus fostering a more inclusive workplace culture. 2. Alignment of Policies and Procedures: The alignment of policies and procedures entails reviewing and adjusting existing organizational policies to align with diversity objectives. It may involve implementing new policies or modifying existing ones to promote diversity across various aspects of the organization. Furthermore, diversity considerations are incorporated into decision-making processes to ensure consistency with the diversity plan's goals. 3. Accountability and Recognition: Accountability and recognition mechanisms are established to hold individuals and teams accountable for promoting diversity and inclusion. Efforts that contribute to diversity goals and an inclusive workplace culture are recognized and rewarded. Regular communication of progress and celebration of achievements help maintain motivation and momentum towards diversity objectives. List 3 things included in analysis of cultural diversity data 1. Demographic Data: Analysis of demographic data involves examining employee demographics such as age, gender, race, ethnicity, sexual orientation, and disability status to understand the diversity within the workforce accurately. 3. Employee Surveys and Feedback: Gathering feedback from employees through surveys or interviews helps gauge perceptions of diversity and inclusion within the organization. Survey data is utilized to identify both strengths and areas needing improvement in diversity practices. 3. Comparative Analysis: Comparative analysis involves comparing diversity metrics and practices to industry benchmarks or best practices to assess performance and identify areas for enhancement. Benchmarking studies are conducted to understand how the organization's diversity initiatives measure up against peers in similar industries, providing valuable insights for further development of the diversity plan.
What is your responsibility as a role model for others? Mention at least three responsibilities. As a role model for others, there are several responsibilities that I must uphold to set a positive example and inspire those around me. Here are three key responsibilities: 1. Demonstrate Integrity: One of my primary responsibilities as a role model is to demonstrate integrity in my actions and decisions. This involves being honest, ethical, and principled in all aspects of my life. By consistently adhering to high moral standards and conducting myself with integrity, I can instil trust and confidence in those who look up to me. 2. Foster Respect and Empathy: Another important responsibility is to foster respect and empathy towards others. I should treat everyone with kindness, compassion, and understanding, regardless of their background, beliefs, or differences. By demonstrating empathy and respecting the perspectives and feelings of others, I can promote a culture of inclusivity and acceptance. 3. Pursue Excellence and Growth: As a role model, I have a responsibility to pursue excellence and personal growth continuously. This involves setting ambitious goals, striving for continuous improvement, and embracing challenges with a positive attitude. By demonstrating a commitment to learning, growth, and self-improvement, I can inspire others to reach their full potential and pursue their own aspirations.
If you want your employees to treat each other with respect, you must model respectful behaviour yourself. Explain the following 6 traits of an effective role model. a. Hard Work: Being a role model for hard work means consistently dedicating myself to tasks and projects, pushing through challenges, and maintaining a strong work ethic. By setting high standards for myself and persevering in the face of difficulties, I aim to inspire others to strive for excellence and achieve their goals through determined effort. b. Trust: As a role model, I understand the importance of building trust through reliability, honesty, and transparency. By consistently demonstrating integrity in my actions and communications, I strive to foster an environment where trust thrives among colleagues. This trust forms the foundation for effective collaboration and mutual support within the team. c. Accountability: I recognize the significance of accountability in leadership and strive to embody this trait as a role model. Taking ownership of my actions, admitting mistakes, and seeking solutions to rectify errors are essential aspects of my approach. By holding myself accountable, I set a positive example for others and contribute to a culture of responsibility and continuous improvement. d. Respect: Treating others with dignity, empathy, and consideration is fundamental to my role as a leader. I value diverse perspectives, actively listen to colleagues, and foster an environment where everyone feels respected and appreciated. By modelling respect in my interactions, I aim to cultivate a culture of inclusivity, collaboration, and mutual support within the team. e. Positivity: Maintaining a positive outlook and mindset is crucial in my role as a leader. Even in challenging situations, I strive to remain optimistic, offer encouragement, and focus on finding solutions. By embodying positivity, I aim to inspire optimism, resilience, and a can-do attitude among team members, creating a supportive and uplifting work environment. f. Persistence: Persistence is a key attribute that I seek to embody as a role model. In pursuit of goals, I remain determined and resilient, even in the face of obstacles or setbacks. By demonstrating perseverance and a commitment to continuous improvement, I aim to inspire others to overcome challenges and achieve success through unwavering dedication and effort. g. Integrity: Integrity forms the cornerstone of my leadership philosophy, guiding my actions and decisions at all times. I prioritize honesty, fairness, and transparency in my interactions, aligning my behaviour with ethical principles and values. By modelling integrity, I aim to earn the trust and respect of colleagues, contributing to a culture of honesty, accountability, and ethical conduct within the team.
Discuss 5 ways you can demonstrate respect to diversity? 1. Active Listening: I believe in the importance of listening attentively and impartially, genuinely interested in understanding diverse perspectives. It's crucial to validate others' experiences, fostering an inclusive environment where mutual respect and appreciation for diverse backgrounds and identities thrive. 2. Embrace Inclusivity: Creating a welcoming space where everyone feels valued regardless of their background is essential. I'm passionate about celebrating diversity and ensuring that all voices are heard and respected within our community or organization. 3. Promote Equity: I'm committed to advocating for fairness by addressing systemic barriers that may marginalize certain groups. It's vital to ensure that everyone has equal opportunities to succeed, regardless of their identity, fostering an inclusive environment where everyone can thrive. 4. Cultural Competence: I recognize the significance of understanding and respecting diverse cultural backgrounds. Learning about different ethnicities and engaging respectfully with individuals from various backgrounds is crucial in promoting inclusivity and unity within our community or organization. 5. Open Communication: Encouraging honest and respectful dialogue about diversity is essential for creating a supportive environment. Providing a safe space for individuals to share their experiences and perspectives openly fosters mutual understanding and collaboration, which are essential for our collective growth and success.
Discuss two ways in which you could coach other colleagues to accept diversity, in the community service workplace, and amongst clients. In the Community Service Workplace: 1. Education and Awareness Sessions: I would propose organizing workshops to increase awareness about diversity within our workplace. These sessions would cover various aspects such as race, ethnicity, gender, and disability. Through open discussions, we can address misconceptions and biases, fostering an environment of continuous learning and understanding. 2. Lead by Example: I believe in setting the tone by demonstrating inclusive behavior in all my interactions. It's essential to encourage colleagues to actively engage with individuals from diverse backgrounds, fostering a culture where differences are respected, and everyone's contributions are celebrated equally. Amongst Clients: 1. Cultural Sensitivity Training: I advocate for offering training sessions focused on cultural sensitivity when working with our diverse client base. By providing practical guidance on understanding cultural differences and practicing respectful communication, we can ensure that all clients feel valued and respected. 2. Personalized Service Delivery: I suggest encouraging colleagues to tailor our services to meet the unique needs of each client. By emphasizing attentive listening and adapting communication styles based on cultural backgrounds, we can provide a personalized experience that reflects respect and understanding for our clients' diversity.
Discuss how you can develop a diversity policy to guide work practices and use diversity planning to hire employees with a range of skills from any age or gender, all backgrounds and cultures and all abilities, in a manner that shows respect for workplace diversity. List the 8 principles of diversity. Creating a strong diversity policy and executing diversity planning are key steps in cultivating an inclusive work environment. It entails defining diversity comprehensively, securing commitment from leadership, and assessing existing practices. Recruitment strategies should prioritize diversity, backed by training on bias and inclusion. Consistent evaluation and collaboration with diverse communities guarantee continuous enhancement towards fostering a respectful, diverse workplace culture. The 8 principles of diversity are: Respect for Individual Differences Recognition of Diversity as a Business Imperative Commitment to Non-Discrimination Promotion of Inclusive Work Practices Valuing Diversity in Leadership and Decision-Making Cultivation of Cultural Competence Encouragement of Collaboration and Teamwork Across Differences Continuous Learning and Improvement in Diversity and Inclusion Efforts.
How can an organisation ensure professional development opportunities, cater to needs of a diverse workplace? Minimum 25 words. Organisations can effectively address the requirements of a diverse workforce through the provision of professional development opportunities that embrace a variety of training alternatives, mentoring schemes, and individualised career progression plans.
How can an organisation ensure professional development opportunities, cater to needs of a diverse workplace? An organization can ensure that professional development opportunities meet the needs of a diverse workforce by conducting regular assessments of employee skill sets and career goals, providing a variety of training formats and topics, offering mentorship programs, promoting inclusive leadership practices, and encouraging diversity in leadership and decision-making roles.
List 3 strategies used to meet the diverse needs of individuals within the workplace for effective cross-cultural communication within the workplace. 1. Cultural Sensitivity Training: Implementing training programmes on cultural sensitivity develops an atmosphere in which workers respect and accept other cultural norms, beliefs, and communication styles. Individuals may improve their communication skills by being more conscious of cultural differences. 2. Support for Active Listening: Deliberate listening improves genuine understanding of others' perspectives, emotions, and cultural situations. This technique goes beyond simply aural receipt, emphasising comprehension and empathy. Training in active listening skills helps to reduce misconceptions and strengthen cross-cultural connections. 3. Use of Multilingual information: Embracing resources in several languages promotes communication and inclusion in linguistically diverse workplaces. This includes translating publications, providing language interpretation services, and assisting language learning efforts to overcome communication gaps and promote a more cohesive and accepting environment.
When considering the following diverse groups of people, you will need to implement tailored communication strategies. diverse groups of people. Outline a strategy for communicating with someone from each of the following diverse groups.
Group	Communication strategies ( at least two for each group)
Person from another culture, with a low level of proficiency in English	For individuals from diverse cultural backgrounds with limited English skills, enhance understanding by incorporating visuals like diagrams or charts. Simplify language, avoiding complexity, and speak clearly to aid comprehension.
Person with a hearing impairment	Utilize written communication methods, such as emails, to effectively convey information to individuals with hearing impairments. Complement verbal communication with visual cues like gestures or facial expressions to convey additional meaning.
Person with a low level of experience and knowledge	Provide mentorship by pairing inexperienced individuals with seasoned colleagues who offer guidance and support. Simplify explanations and provide step-by-step instructions to help them grasp new concepts easily as they acclimate to their role.
Person with a visual learning style	Cater to visual learners by using diagrams, charts, or videos to present information in a format that suits their learning style. Enhance comprehension and retention by employing color coding and highlighting techniques to emphasize key points and relevant details.
Asnwer From Here: No. 15 - 24 15. Provide a list of 4 resources that can be used to facilitate effective communication in a community service workplace.
16. What is the role of communication in promoting diversity awareness? Minimum 20 words.
17. You are the team leader at your community service organisation. You are required to conduct some research into diversity in the workplace in terms of current performance and meeting of diversity objectives. You must develop a plan to foster, manage and promote diversity in the workplace, and contribute to the development of workplace diversity policies and procedures. Complete the following: minimum 15 words each.
Provide a description of your workplace
Summarise quantitative data collected
Summarise qualitative data collected
List benefits of diversity identified
Outline strategies to be implemented, to model individual behaviour that demonstrates respect for diversity
Summarise work practices that show respect for workplace diversity
What strategies will be used to foster and promote diversity in the workplace, consider: Coaching and mentoring Communication Work planning
Professional development opportunities identified
Evaluate outcomes of communication strategies in meeting diverse needs of individuals in the workplace. Identify areas for improvement.
What resources are being used to facilitate effective communication in the workplace? Do any resources need to be developed?
Have diversity strategies been implemented in accordance with your workplace policies and procedures? If not, what needs to be done to ensure this is achieved?
18. Who are the 5 stakeholders that should be consulted when developing diversity strategies? Stakeholders must represent diverse groups of people. List 5 diverse groups that should be represented.
19. Discuss the importance of advocacy. Minimum 25 words.
20. Why is it a necessity to measure the outcomes of workplace strategies, policies, and procedures related to diversity? Minimum 30 words.
21. What are 7 critical success factors to evaluate best practices hen developing measures for evaluating the outcomes of workplace strategies, policies and procedures for diversity?
22. List the Eight steps to setting a meaningful diversity and inclusion metrics.
23. What are eight possible barriers to inclusivity that could be encountered in community service providing organisations?
24. When reporting on outcomes of workplace diversity strategies, list 5 ways you can ensure your reports are easily and clearly understood.

ASSESSMENT TASK 2 PROJECT

Objective of the task

The purpose of this task is to demonstrate your knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the work role

Deliverable specifications:

You are required to provide response to FAQ (Frequently asked questions) for your community service workplace. Prepare the following FAQ document for the following questions providing informative responses for your staff to follow.

Conduct your own research to complete questions 1.1-1.31. Your responses must demonstrate your knowledge and understanding in the relevant topics for this unit.

1.1What is the concepts of cultural awareness, cultural competence, and cultural safety?

1.2 How does diversity affect leadership?

1.3 What is diversity in leadership?

1.4 What is the definition of diversity and inclusion?

1.5 What are the key concepts associated with diversity?

1.6 What is the concept of equality and diversity?

1.7 What are the characteristics of diversity?

1.8 Explain the following key areas of diversity and their characteristics

• culture, race, ethnicity

• Disability

• religious or spiritual beliefs

• gender, including transgender, sexual orientation/sexual identity - lesbian, gay, bisexual, heterosexual

• Intersex

• Generational

1.9 You must develop leadership skills that help you direct a diverse workforce toward the achievement of company goals while recognizing individual differences. Explain the role of leaders and managers in encouraging diversity in work practices and service delivery when leading a diverse workforce?

1.10 What is the impact of cultural diversity practices and experiences on personal Behaviour?

1.11 How do diversity practices and experiences impact on interpersonal relationships?

1.12 How do diversity practices and experiences affect social expectation of self and others?

1.13 How do diversity practices and experiences affect perception?

1.14 What does legal and ethical considerations mean?

1.15 A community worker works within diverse communities and should demonstrate in all of her or his professional practice an understanding and sensitivity to diversity in all forms and her or his compliance with all relevant legislation.

1.15.1 List the 8 key indicators a community work practitioner will be required to do to comply with the intent of the diversity guideline in accordance with the ACWA (Australian Community Workers Association)

1.16 It is so important for every business leader to consider how diversity and ethics in business affect success. There are legal and ethical considerations to consider when working with diversity issues. There are also productivity and profitability issues to consider. No matter how a manager looks at the situation, creating positive rules and habits around diversity and ethics is good for business.

1.16.1 What is direct and indirect discrimination in the community services sector?

1. 16.2 When is indirect discrimination unlawful and not unlawful?

1. 16.3 What is direct and indirect age discrimination?

1. 16.4 Provide an example of indirect discrimination, and an example of direct discrimination in the workplace.

• Direct discrimination

• Indirect discrimination

1.17 What is Equal Employment Opportunity (EEO)?

1.18 What are human rights?

1.19 What are the rights and responsibilities of workers employers and clients about discrimination? Detail how the anti-discrimination law applies to workers, employers and clients?

1.20 What are the 5 laws covering anti-discrimination in Australia?

1.21 List the laws that operate at a state and territory level, with state and territory equal opportunity and antidiscrimination agencies having statutory responsibilities under them.

1.22 As employers and providers of services and accommodation, local councils also have obligations under the Equal Opportunity Act 2010 and federal anti-discrimination legislation. What is against the law Under the Equal Opportunity Act?

1.23 Explain in detail the following benefits of diversity in the workplace.

• Increased productivity.

• Improved creativity.

• Improved employee engagement.

• Reduced employee turnover.

• Improved company reputation.

• Wider range of skills.

• Improves cultural insights.

Within community services, it is extremely important that the pattern of integrating work principles into the workplace continues when designing and conducting work duties. It is important that all community service workers ensure that they integrate principles of diversity into their own work practices. ensure that diverse clients are all treated equitably and effectively, when providing services, and involving diverse clients?

Discuss the following workplace principles of diversity.

• What are diversity principles?

• What does it mean to have respect for others?

• What does it mean to value differences?

• What are the concepts of access and equity?

• What is the legislation relating to equality diversity and discrimination?

• What is meant by social justice?

• What is meant by the term human rights?

• What is the cultural deficit theory?

• What is the deficit approach?

• What is deficit model thinking?

1.25 What are the barriers to equality diversity and inclusion?

1.26 What are five possible barriers to inclusivity that could be encountered in community service providing Organisations?

1.27 List 5 strategies for effective cross-cultural communication within the workplace.

1.28 List 5 ways cross-cultural communication strategies can be integrated into workplace practices.

1.29 What are the principles and practices that support inclusivity?

1.30 What is a workplace diversity plan?

1.31 How do you create a diversity plan? What are the 4 main phases of developing a diversity and inclusion initiative plan. What are the four main phases involved to develop a diversity and inclusion initiative involves.