CHCDIV003 RPL Kit for Diploma in Community Services Case Management

This RPL Kit is for CHCDIV003 - Manage and promote diversity for Diploma in Community Services specialising in Case Management. It includes a Knowledge Assessment, Workplace Evidence, Third Party Report & Supervisor Testimonial, and Evidence Submission Guide Checklist. The kit also has a checklist and feedback section. Produced by Inspire Education Pty Ltd.

CHC52015 Diploma in
Community Services
Specialising in Case Management
Recognition of Prior Learning (RPL Kit)
CHCDIV003 – Manage and promote
diversity
ASESSMENT WORKBOOK
Assessment Workbook V1.1 Produced 29 August 2024
Copyright © 2017 Inspire Education Pty Ltd. All rights reserved. No part of this publication may be reproduced
or distributed in any form or by any means, or stored in a database or retrieval system other than pursuant to the
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Ltd.

Version control & document history
Date Summary of modifications made Version
24 July 2017 Version 1 developed 1.0
22 September 2017 Edited based on copyedit 1.1
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TABLE OF CONTENTS
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TABLE OF CONTENTS.................................................................................. 3
RPL KIT COVER SHEET.............................................................................. 4
IMPORTANT! PLEASE READ..........................................................................5
CHCDIV003 – MANAGE AND PROMOTE DIVERSITY.......................................6
I. Knowledge Assessment................................................................................................................. 6
KNOWLEDGE ASSESSMENT..........................................................................7
Part 1: Manage and Promote Diversity.................................................................................................. 7
II. Workplace Evidence................................................................................................................... 20
III. Third Party Report & Supervisor Testimonial.......................................................................25
IV. Evidence Submission Guide Checklist...................................................................................36
RPL KIT CHECKLIST.................................................................................39
FEEDBACK...............................................................................................40
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RPL KIT COVER SHEET
COURSE CODE AND TITLE:
CHC52015
Diploma of Community Services specialising in
Case Management
UNIT OF COMPETENCY: CHCDIV003
Manage and promote diversity
FIRST AND SURNAME:
PHONE:
EMAIL:
Please read the Candidate Declaration below and if you agree
to the terms of the declaration sign and date in the space
provided.
By submitting this work, I declare that:
 I have been advised of the assessment requirements, have been
made aware of my rights and responsibilities as an assessment
candidate, and choose to be assessed at this time.
 I am aware that there is a limit to the number of submissions that
I can make for each assessment, and I am submitting all
documents required to complete this assessment kit.
 I have organised and named the files I am submitting according
to the instructions provided and I am aware that my assessor will
not assess work that cannot be clearly identified and may request
the work be resubmitted according to the correct process.
 This work is my own and contains no material written by another
person except where due reference is made. I am aware that a
false declaration may lead to the withdrawal of a qualification or
statement of attainment.
 I am aware that there is a policy of checking the validity of
qualifications that I submit as evidence as well as the
qualifications/evidence of parties who verify my performance or
observable skills (where applicable). I give my consent to contact
these parties for verification purposes.
Name : Signature: Date:
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IMPORTANT! PLEASE READ
Before proceeding with the RPL assessments included in this kit, ensure that you:
Have spoken to your Assessor through initial consultation.
Have been provided feedback from your Assessor that you are eligible
for Recognition of Prior Learning for the following unit of
competency:
 CHCDIV003 – Manage and promote diversity
Have submitted the Authority to Release Information duly
completed and signed by your workplace supervisor/ representative
to your assessor.
Important: If you have not completed any of the above, contact your
Assessor now for further guidance on how to proceed with your
application for Recognition of Prior Learning (RPL) Kit.
IMPORTANT: If you have already completed the unit CHCDIV003 –
Manage and promote diversity, through a registered training
organisation – please upload a certified copy of the statement of
attainment for this unit / copy of qualification which includes this unit.
The code and name of the unit must exactly match the one named
above – if it does not, please proceed with completion of this booklet or
contact the trainer/assessor for further advice.
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CHCDIV003 – MANAGE AND PROMOTE DIVERSITY
I. Knowledge Assessment
The questions in this part of the booklet cover the generic underpinning
knowledge in the following relevant unit of competency:
CHCDIV003– Manage and promote diversity
You must answer all questions using your own words. Some questions
cover processes you would have likely encountered in your previous or current
workplace. Ideally, you should be able to answer these questions based on the
processes in place at the workplace.
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KNOWLEDGE ASSESSMENT
Part 1: Manage and Promote Diversity
1. Which three (3) statements below are true about the impact of cultural
awareness, cultural safety, and cultural competence on leadership and
management practice?

a. Cultural awareness enables the use of effective communication
with the team by being sensitive to the similarities and
differences that exist between two different cultures.

b. Culturally competent leaders and managers are prepared to
guard against accepting their own behaviours, beliefs, and
actions as the norm.
c. Leaders and managers must be trained to be experts in every
culture to be culturally aware, competent, and sensitive.
d. Making assumptions about cultural influences and applying
generalisation to individuals can increase knowledge and
understanding of a member’s cultural background.

e. Working from the cultural perspective of the other person, and
not from one’s own perspective involves recognising, respecting
and nurturing the unique cultural identity of a person, and safely
meeting their needs, expectations and rights.
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2. Select three (3) statements that best describe diversity.
a. Diversity is a state of being valued, respected, and supported.
b. Diversity is about ethnic food celebrations and ethnic holidays.
 c. Diversity is the difference in the values and practices associated with
groups of people from specific backgrounds.

d. Diversity means respect for, and appreciation of, differences in
ethnicity, gender, age, national origin, disability, sexual orientation,
and religion.
 e. Diversity means understanding that each individual is unique and
recognizing our individual differences.
3. Which five (5) concepts below are related to diversity?
a. Employment status
 b. Ethnicity
 c. Gender
 d. Languages
 e. Learning styles
 f. Spiritual belief
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4. Match the following areas of diversity to their characteristics. Write the letter of
your answer in the spaces provided.
a) Culture
b) Disability
c) Ethnicity
d) Gender
e) Generational
f) Race
g) Religious or spiritual beliefs
h) Sexual identity
i) Sexual orientation
a i. A learned and shared set of values, symbols, way of life in a
society.
c ii. Belongingness to a social group that has a common cultural
tradition.
f iii. Used to define a group of people according to their common
physical characteristics.
e iv. This is characterised by a group of people composed of individuals
from different age groups.
b
v. Refers to a person’s total or partial loss of bodily or mental
functions, body parts, or an illness or disorder affecting a person’s
functions.
h vi. It is how the person sees oneself as either male or female, and
how one’s self is presented to others.
i vii. Refers to the person’s identity in terms of emotional or physical
attraction based on their gender.
d viii. The social identity of being male or female.
g ix. The practice of a person’s faith that has impact on one’s values or
way of life.
5. Select four (4) statements which correctly describe the benefits of workplace
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diversity.
  Access to a broader range of ideas and approaches
  Better relationships with clients and stakeholders
  Creation of a harmonious and supportive work environment
  Improved client service through greater understanding of clients’
diversity and needs
 Resistance to the changing social and cultural makeup of the
workplace
-
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6. The following are terms relating to diversity in terms of sexual orientation and
sexual identity. Match each term with its correct definition by writing the letter of
your answer in the spaces provided.
a) Bisexual
b) Gay
c) Heterosexual
d) Intersex
e) Lesbian
f) Transgender
Mapping: CHCDIV003 KE3.4 (p), KE3.5, KE3.7 (p)- Cluster 2 Q6
C i. Person who is emotionally or physically attracted to the opposite
sex or gender.
F ii. Person who identifies to a gender that is different from their current
anatomy.
B iii. Person, usually male, who is emotionally or physically attracted to
people of the same gender.
A iv. Person who is emotionally or physically attracted to both male and
female.
E v. A female who is emotionally or physically attracted to other females.
D vi. Refers to people who are born with genetic, hormonal or physical
sex characteristics that are not typically male or female.
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7. List six (6) barriers to inclusivity in the workplace.
Communication barrier.
Lack of a common language may lead to miscommunication (Moron & Mujtaba,
2018). It is impossible to avoid miscommunication within teams consisting of members with
varying backgrounds. This challenge inclusivity of individuals from different ethnic groups.
Resistance to change
Diversity means that organization norms will be altered and not many organizations
are ready for this (Kirton & Green, 2015). Resistance leads to forcing the minorities to bear
the burden of changing their ways to fit in the already existing culture. This makes it a waste
to welcome new perspectives in an organization at the first place.
Perceived underperformance by some groups.
Some groups of people are perceived to be more performing than others while in the real
sense the performance level should be determined at an individual level (Kaye, Jans, & Jones,
2011). The perceived underperformance of some discourages inclusion of all groups
Bullying in the workplace.
The minority group is likely to be subjected to bullying in the workplace. Bullies usually
target out-group members who do not have strong allies. This discourages adoption of
inclusivity in the workplace.
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Prejudice
In most cases there is a certain group of individuals who feel superior to others. Proud
individuals in the workplace are likely to discourage teamwork. It is also likely that the group
with the majority people will rule over the minority. This discourages implementation of
inclusivity in the workplace
Many organizations are not ready to risk losses in expense of promoting inclusivity.
In a workplace in a certain locality it is only wise for the organization to include individuals
from the same locality to promote customer satisfaction. Location of the organization in some
cases act as a barrier to inclusivity.
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8. Differentiate direct discrimination from indirect discrimination.
a. Briefly define direct and indirect discrimination.
Guidance: Keep your answers to no more than 50 words each.
b. Cite examples of direct and indirect discrimination. Provide two (2)
examples for each.
Direct Discrimination Indirect Discrimination
Definition
Direct discrimination involves
treatment of an individual
differently due to his or her
physical or mental characteristics
(Waddington & Hendriks, 2002).
Direct discrimination maybe base
on gender, Age or sexual
orientation.
Indirect discrimination refers to a
situation where an organisations’
policy or rule disadvantages an
individual (Sargeant, 2016)
Examples
(Provide 2 each) An example of direct
discrimination includes a scenario
where a pregnant employee does
not attend to work due to the
morning sickness and this is used
against her. This is a form of
direct discrimination against
pregnancy and maternity.
Another example of direct
discrimination may arise in an
incidence where a male employee
Example of such a situation is
where an organization requires all
its workers to work full-time
disadvantaging females with
children who may be taking care
of their children and need to work
part-time.
Another form of indirect
discrimination in the workplace is
a situation where by a policy in
the workplace states that for any
individual to be promoted he or
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wishes to go for a surgery that will
enable him live the remaining part
of his life as a female. After
discussing this with the
management, he is relocated to a
non-client facing task. This
demonstrates direct discrimination
against gender reassignment
(Wintemute, 2017). Direct
discrimination in the workplace
should be discouraged.
she must post graduate
qualifications. This leaves the
younger people who are less likely
to have those qualifications at a
disadvantage. This illustrates a
form of indirect discrimination.
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9. Briefly explain how diversity practices and experiences affect each of the
following:
a) Personal behaviour
b) Interpersonal behaviour
c) Perception
d) Social expectation of self
e) Social expectation of others
Guidance: Keep your answer to no more than 100 words.
Personal behaviour
Diversity practices improve on personal behaviors by
changing individuals perspectives. After working together
with individuals from different backgrounds one is able to
appreciate different people and different cultures. This
changes the way one sees things. Those who think they are
superior to others are able to learn of equality.
Interpersonal behaviour
Diversity practices affects ones interpersonal behaviors by
changing how individuals used to interact with people with
different background. Most of the diversity practices aim at
promoting teamwork and working together. Diversity help
individuals understand and embrace working together.
Perception
Diversity practices changes certain perception towards a
certain group of people. After engaging with different groups
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of people one is able change some perceptions such as the
perception that some groups of people are associated with
underperformance (Downey, Thomas, Plaut, & Van der werff,
2015). Such perceptions change as a result of diversity
practices and experiences.
Social expectation of self
. Diversity practices also equip individuals with the knowhow
of what is expected of them in the society.
Social expectation of
others
Due to diversity practices individuals are able to
understand each other
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10. Answer the questions below regarding diversity practices.
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a. List five (5) pieces of federal legislation that inform organisational policies and
procedures regarding discrimination in the workplace.
One of the legislation is the Australian Human Rights Commission 1986. This piece of
legislature covers on discriminations based on sex, religion, color, impairment and mental
disability.
Age Discrimination Act 2004 is another piece of legislature that protects both young and
older Australians by ensuring there is no discrimination based on age in the workplace. This
piece of legislature also covers discrimination in education, accommodation, administration
as well as supply of goods and services in Australia.
Disability Act 1992 is a piece of legislature that prevents discrimination based on physical or
intellectual disability. This also covers discrimination in accessing education, employment,
accommodation and provision of goods and services. This piece of legislature protects
people with disabilities in Australia.
Racial Discrimination Act 1975, this ensures equal treatment of people with different skin
color and ethnic origin in most areas of public life (Cotter, 2016). This protects all Australia
from discrimination despite different skin colors. Insulting or offending an individual based
on their skin color is prohibited by this act.
Sex Discrimination Act 1984 is also among the pieces of legislature that inform
organizational policies regarding discrimination in the workplace. This covers discrimination
on basis of sexual identity, sexual orientation, sex, marital status and gender identity. This
prevents discrimination in employment, accommodation and also provision of goods and
services.
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b. Briefly explain how equal employment opportunity upholds human rights.
Guidance: Keep your answer to no more than 50 words.
Equal employment chances among individuals in Australia uphold human rights by ensuring
everyone is treated equally. Pieces of legislature regarding employment also protect every
individual from harassment in the workplace. In this way equal employment opportunities
help in upholding human rights.
c. Identify one (1) piece of legislation that upholds equal employment opportunity.
Fair Work Act 2009; this protects individuals from discrimination based on political opinion,
race, pregnancy and social origin. Discrimination covered in this act maybe in form of
changing an employee’s job to their disadvantage as well as treating a particular employee
different from others.
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d. List three (3) ways in which an organisation’s management can avoid the indirect
discrimination of their staff and clients.
One effective way of avoiding indirect discrimination of staff and clients is involvement in
decision making. All individual working in the organization as well as the clients and other
stake holders should be involved in decision making (Salgado, García-Izquierdo, &
Anderson, 2017). Involvement of all stakeholders in the policy making process would reduce
incidences of some individuals being disadvantaged by policies made.
Organization’s managements can also avoid indirect discrimination through feedback. All
stakeholders and clients should give their feedback on the trends in management of the
organization. Organizations’ management should use the feedback to improve conditions and
revise policies that may be disadvantaging some individuals.
By considering everyone while formulating policies.
e. List two (2) cross-cultural communication strategies and explain how this can be
practised in the workplace.
Strategies that can be used in the workplace to facilitate effective cross-cultural
communication include asking for clarity. When communicating, individuals must not jump
to conclusions before understanding. Involved parties should adopt asking questions in case
something is not clear.
Involved persons should also avoid using slang and use clear and simple language to
understand. These strategies would ensure clear communication in the work place.
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11. Cite three (3) ways an organisation can ensure they provide effective and
equitable activities to diverse clients.
Organizations should educate staff on dealing with diverse clients. This helps in ensuring
they understand the clients need. This may include reading matters pertaining social,
economic and historical information regarding the clients being served. This information
would help in ensuring client satisfaction while serving him or her.
Ensuring effective communication between staff and clients. Clear communication involves
give information in a language that the client can easily understand.
Customer-care personnel with a common background with the client being served may be
allocated the task. This would make the client feel comfortable and satisfied. Provision of
oral information together with writings would also ensure satisfaction of diverse clients.
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12. Cite three (3) Social Inclusion Principles and briefly explain how each can be
practised in the workplace using your own words.
One of the social principles of inclusion in Australia includes a greater voice which should
be combined with a greater responsibility. Active involvement of every person in the society
is required in order to achieve social inclusion (Simplican, Leader, Kosculek, & Leahy,
2015). Both governmental and nongovernmental policies should be formulated in a ways that
promotes social inclusion.
Prioritizing earl intervention and prevention.Problems of social inclusion should be dealt
with immediately. It is also advisable that the problems should be prevented rather than
waiting for intervention when the problem has already arisen. The intervention process
should start with realizing the root cause of the entire problem.
Planning aimed at sustainability is also a social principle that can be practiced in the
workplace. Policies made should be aimed at continuous improvements and sustainability.
Use of available data and evidence is also al principle of social inclusion that can be
practiced in a workplace. Evidence and integrated data should be considered in the process of
policy formulation.
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13. Describe the role of leaders and managers in encouraging inclusivity in work
practices and service delivery. Include in your description how these leaders and
managers ensure effective and equitable activities to diverse clients, including
how cross-cultural communication strategies are integrated into the
organisation’s planning and work practice.
Guidance: Keep your answer to no more than 100 words.
Leaders and managers have the role of say something in case anything is not in order.
Leaders have the responsibility of maintaining a harmonious workplace environment. They
can do this by leading by examples. Leaders should guide others regarding mutual respect
among individuals in the workplace.
Leaders and managers should take into consideration other people’s perspectives.
This ensures that there is inclusivity in management as everyone’s opinion is considered.
Everyone’s opinion should count in the decision making process. This act by managers
would encourage inclusivity in work practices.
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II. Workplace Evidence
This part of the RPL Kit requires you to provide evidence from the workplace. The
evidence could be from your current workplace or one that you have recently been
involved in however it must be in the community services sector whilst performing
the role of a case manager.
You may need to obtain permission from your workplace supervisor to be able to
submit the documents requested. Please also ensure that you maintain
confidentiality and remove or cross out any identifying names etc. on the
documentation.
This documentation is to demonstrate that you evaluate and promote diversity in the
workplace, and contribute to the planning of diversity policies and procedures.
This unit of competency requires you to provide evidence of completing the
following:
1. Researching diversity in the workplace
2. Fostering diversity
3. Adapting communication strategies
4. Contributing to workplace diversity policies and procedures
5. Researching diversity in at least 1 workplace in terms of current performance
and meeting of diversity objectives
6. Using strategies to foster and promote diversity in work practice:
o Coaching and mentoring
o Communication
o Work planning
7. Contributing to the development of workplace diversity policies and
procedures for at least 1 workplace
1. Research diversity in the workplace
a) Collect and evaluate quantitative and qualitative workplace diversity data
b) Identify and analyse potential benefits of diversity in relation to the
workplace objectives
c) Analyse how current diversity practice matches workplace objectives
Evidence may include:
 Diversity report from the workplace
 Minutes/agenda of meetings where workplace diversity has been discussed
 Copy of RAP/Diversity document with confirmation that the candidate was
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involved in the development of this
 Report covering aspects as listed above
 Other suitable evidence
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject4-1Research
[Last Name, First Name]_Subject 4-1Research
2. Foster diversity
a) Provide a role model for others through individual behaviour that
demonstrates respect for diversity
b) Assist and coach colleagues in ways of accepting diversity in relation to
both colleagues and clients
c) Develop work practices and undertake planning in a manner that shows
respect for workplace diversity
d) Identify and adapt professional development opportunities to address the
needs of a diverse workforce
e) Generate a supportive workplace by valuing and promoting the benefits of
a diverse workforce to those working in the workplace according to
relevant policy
f) Identify and use diversity factors associated with clients and colleagues to
address diversity objectives of the workplace
g) Value and encourage collaboration and the experience of working with
diverse clients and colleagues
Evidence may include:
 Letter from workplace supervisor/manager explaining the candidates
involvement in fostering diversity in the workplace
 Copies of emails shared with others in the workplace in relation to diversity
 Documents to show the candidates organisation of cultural activities etc.
 Minutes of meetings where diversity amongst workers has been discussed
 Copy of performance review if this aspect is discussed
 Certificate of completion of any cultural awareness activities/PD
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opportunities/previous units relating to culture
 All evidence is to show that the candidate themselves demonstrates and
fosters understanding of cultural diversity
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject 4-2FosterDiversity
[Last Name, First Name]_Subject 4-2FosterDiversity
3. Adapt communication strategies
a) Use communication strategies to meet the diverse needs of individuals
within the workplace
b) Implement tailored communication strategies for targeted individual and
group needs
c) Identify and/or develop and use resources that facilitate effective
communication in the workplace
d) Reflect on use of communication strategies with regard to workplace
diversity and identify potential improvements
Evidence may include:
 Letter from workplace supervisor/manager explaining the candidates ability
to adjust communication strategies to meet the needs of others
 Copies of emails shared with others in the workplace in relation to diversity
 Documents to show the candidates organisation of cultural activities etc.
 Minutes of meetings with others where cultural requirements are discussed
(e.g. client meeting)
 Copy of performance review if this aspect is discussed
 Certificate of completion of any cultural awareness activities/PD
opportunities/previous units relating to culture
All evidence is to show that the candidate themselvesis able to adjust their
communication strategies when working with people from varying cultural
backgrounds.
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject 4-3Communication
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[Last Name, First Name]_Subject 4-3Communication
4. Contribute to workplace diversity policies and procedures
a) Develop and document diversity strategies in consultation with
stakeholders including people from key target groups
b) Advocate for diversity strategies to be implemented in accordance with
workplace policies and procedures
c) Develop measures for evaluating the outcomes of workplace strategies,
policies and procedures for diversity
d) Report on workplace diversity strategies within appropriate context
Evidence may include:
 Minutes of meetings where the candidate was in attendance to discuss
diversity strategies
 Brochures/certificates/letters/minutes showing candidates attendance at
meetings with people from key diversity target groups i.e. particular religions,
cultures, diverse families etc.
 Evidence must include - Information to support that the candidate collects
information from diverse groups and advocates for strategies to be
implemented into work practices
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject 4-4Contribute
[Last Name, First Name]_Subject 4-4Contribute
5. Researching diversity in at least 1 workplace in terms of current
performance and meeting of diversity objectives
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Evidence to be provided may include:
 Items submitted for the previous 3 points above
 Ensure that this evidence meets the requirement of the candidate undertaking
research and planning for diversity objectives in the workplace
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject 4-5ResearchWorkplace
[Last Name, First Name]_Subject 4-5ResearchWorkplace
6. Using strategies to foster and promote diversity in work practice:
o Coaching and mentoring
o Communication
o Work planning
Evidence may include:
 Copy of relevant part of professional review that relates to candidates
provision of support in the workplace
 Signed copy of Duties Statement/Job Description/Letter of Employment that
states the above as being an aspect of job requirements
 Awards/recognition of workplace contribution to diversity
 Other suitable evidence
Please save and submit these documents to your assessor using the filename:
[Last Name, First Name]_Subject 4-6PromoteDiversity
[Last Name, First Name]_Subject 4-6PromoteDiversity
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7. Contributing to the development of workplace diversity policies
and procedures for at least 1 workplace
Evidence may include:
 Minutes of meetings (to show discussion and development of
policy/procedure)
 Draft policy and final implemented policy with associated discussion notes
 Copies of emails/letters etc. that show an ongoing discussion about changes to
be made to policies or new ideas
 Other suitable evidence
Note: The policy development could simply have been a response to a new client’s
requirements in the workplace i.e. from a religion that has particular dietary
requirements and needs a new approach to be undertaken by workers etc.
III. Third Party Report& Supervisor Testimonial
Third Party Report -Instruction for Supervisors
Dear Supervisor,
Thank you for agreeing to verify the evidence provided for this Recognition of Prior
Learning (RPL) application. Kindly read through the instructions below to guide you
in fulfilling your role.
NOTE: You MUST have the necessary experience and qualification/s in
the area of Community Services Case Management (e.g., you are/were
the designated workplace supervisor for the candidate, or you have the
relevant VET qualification/s, Diploma of Community Services (Case
Management) or higher
Your role
You are asked to testify that the candidate has completed the tasks outlined below
according to the quality standards set by the workplace, and in compliance with the
industry standards relevant to the candidate’s work role in the Community Services
Case Management area by completing the form that begins on the next page.
Before you complete this form, please:
- Read through the Form
- Discuss any queries about this form with the candidate. If the candidate
cannot answer your questions about the observation form, you may contact
the candidate’s RPL assessor.
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You are asked to review each criteria item in this Third Party Report Form and rate
the candidate’s performance against each criteria item by providing a rating of one
(1) – five (5). When providing the rating for the candidate’s performance, refer to the
Rating Matrix found on the next page. You are also required to provide specific
written comments about the candidate’s performance against each criteria item.
Please complete all parts of the form, including the Observer’s Declaration and the
Workplace Supervisor Details found in this form. Once done, please return this form
to the candidate.
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RATING MATRIX
Note to the supervisor:
Use this RATING MATRIX to guide you in evaluating the candidate’s performance against
each criteria item provided in this Third Party Report Form.
In instances where a criteria item has not been demonstrated or has not been performed
yet by the candidate in the workplace, tick the box that corresponds to N/A.
The N/A mark or rating for a criteria item means: The criteria item does not apply to the
candidate’s work role in the organisation; the criteria item does not apply in the
organisation’s service operations; or for other reasons. When ticking the N/A box, please
ensure that you include specific written comments explaining the reasons.
Rating Knowledge Standard of
Work Autonomy Coping with
Complexity
Perceptio
n of
Context
1
Novice
Minimal or
'textbook'
knowledge
without
connecting it to
practice
unlikely to be
satisfactory
unless closely
supervised
Needs supervision
or instruction
Little or no
conception of
dealing with
complexity
Tends to
see actions
in isolation
2
Beginner
Working
knowledge of key
aspects of
practice
Straightforwar
d tasks likely
to be
completed to
an acceptable
standard
Able to achieve
some steps using
own judgement,
but supervision
needed for overall
task
Appreciates
complex situations
but only able to
achieve partial
resolution
Sees
actions as a
series of
steps
3
Competen
t
Good working
and background
knowledge of
area of practice
Fit for
purpose,
though may
lack
refinement
Able to achieve
most tasks using
own judgment
Copes with
complex situations
through deliberate
analysis and
planning
Sees
actions at
least partly
in terms of
longer goals
4
Proficient
Depth of
understanding of
discipline and
area of practice
Fully
acceptable
standard
achieved
routinely
Able to take full
responsibility for
own work (and
that of others
where applicable)
Deals with complex
situations
holistically,
decision making
more confident
Sees overall
'picture' and
how
individual
actions fit
within it
5
Expert
Authoritative
knowledge of
discipline and
deep tacit
understanding
across area of
practice
Excellence
achieved with
relative ease
Able to take
responsibility for
going beyond
existing standards
and creating own
interpretations
Holistic grasp of
complex situations,
moves between
intuitive and
analytical
approaches with
ease
Sees overall
'picture' and
alternative
approaches;
vision of
what may be
possible
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N/A The criteria item does not apply to the candidate’s work role in the organisation; the criteria
item does not apply in the organisation’s service operations; or for other reasons.
THIRD PARTY REPORT FORM
CHCDIV003 – Manage and promote diversity
Important reminders for the supervisor:
 Make specific, written comments about the candidate’s performance. These
comments are valuable evidence of the candidate’s competency.
 Tick the boxes corresponding your rating for the candidate’s performance for this
criteria item. Tick only one rating for each criteria item.
 Complete all parts of the form, including signing the Declaration and the
Supervisor’s Details.
 You may discuss any queries about the forms with the candidate. If the candidate
cannot answer your questions, you may contact Inspire Education at 1800-506-
509. We’ll be happy to help
 The assessor may need clarification and or further verification regarding the
information you provide here. In these instances, then he/she may contact you
directly to get more information about the candidate’s performance.
CANDIDATE’S INFORMATION
Full Name
(Last Name, First Name)
CRITERIA ITEM 1 2 3 4 5 N/
A
1. Candidate has researched diversity in at least 1
workplace in terms of current performance and
meeting of diversity objectives
This is a performance evidence requirement
of this unit – candidate will be required to
undertake this aspect as a requirement of this
unit of competency
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Supervisor’s comments / feedback:
2. Candidate has contributed to the development of
workplace diversity policies and procedures for at
least 1 workplace
This is a performance evidence requirement
of this unit – candidate will be required to
undertake this aspect as a requirement of this
unit of competency
Supervisor’s comments / feedback:
3. Candidate has collected and evaluated quantitative
and qualitative workplace diversity data
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
4. Candidate is able to identify and analyse potential
benefits of diversity in relation to workplace
objectives
Supervisor’s comments / feedback:
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CRITERIA ITEM 1 2 3 4 5 N/
A
5. Candidate analyses how current diversity practice
matches workplace objectives
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
6. Candidate is a role model for others through
individual behaviour that demonstrates respect for
diversity
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
7. Candidate assists and coaches colleagues in ways of
accepting diversity in relation to both colleagues and
clients
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
8. Candidate is able to develop work practices and
undertake planning in a manner that shows respect
for workplace diversity
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Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
9. Candidate identifies and adapts any professional
development opportunities to address the needs of a
diverse workforce
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
10. Candidate assists in generating a supportive
workplace by valuing and promoting the benefits of a
diverse workforce according to relevant policies
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
11. Candidate values and encourages collaboration and
the experience of working with diverse clients and
colleagues
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Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
12. Candidate is able to use and tailor communication
strategies to meet the diverse needs of individuals
and groups within the workplace
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
13. Candidate identifies and/or develops and uses
resources that facilitate effective communication in
the workplace
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
14. Candidate reflects on the use of communication
strategies in consultation with stakeholders including
people from key target groups
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Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
15. Candidate has developed and documented diversity
strategies in consultation with stakeholders including
key target groups
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
16. Candidate advocates for diversity strategies to be
implemented in accordance with workplace policies
and procedures
Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
17. Candidate develops measures for evaluating the
outcome of workplace strategies, policies and
procedures for diversity and reports within
appropriate context
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Supervisor’s comments / feedback:
CRITERIA ITEM 1 2 3 4 5 N/
A
18. The candidate has used strategies to foster and
promote diversity in their work practice. Particularly
– coaching and mentoring, communication, work
planning
Supervisor’s comments / feedback:
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Supervisor Testimonial
I hereby certify that the documents submitted by
(student name) , and described in this RPL Kit for CHCDIV003 – Manage and
promote diversity, have been created by the candidate as part of his/her role as a
(job title)
within (name of organisation) .
I confirm that I have completed the Third Party Report included in this kit and added
comments where applicable.
I understand that I may be contacted by an Inspire Education Assessor and agree to verify or
elaborate on the information supplied in this report.
I do solemnly swear that the declaration made on this report is true and I am in the position
to make this statement.
Additional comments (if required):
Supervisor Details
Name:
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Qualifications:
Organisation: Signature:
Job Title: Date:
Contact Number: Best Time to
Contact:
Please save and submit these documents to your assessor using the filename:
Subject4 –Diversity-Third Party & Supervisor Testimonial
[Last Name, First Name]_CHCDIV003 – Third Party & Supervisor
Testimonial
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IV. Evidence Submission Guide Checklist
The Evidence Submission Guide is provided to guide you in collating all your evidence
submissions for the unit of competency: CHCDIV003 – Manage and promote diversity
This Guide contains an outline of all the evidence you are required to submit.
Guidelines for submission:
1. Ensure the information enclosed in the evidence you submit is true and accurate. In
instances when the assessor needs to verify something in your evidence submission,
he/she will contact your supervisor.
2. Where applicable, your evidence submissions must always be signed off by relevant
personnel. For example, when submitting meeting minutes, ensure this document has all
the signatures of the meeting attendees.
3. Where applicable, your evidence submissions must clearly state that this has been
completed by you, and has been signed off by relevant personnel. For example, when
submitting incident reports, ensure that your name appears in the relevant fields of the
report.
4. Remember to maintain the privacy and confidentiality of the staff and clients in your
organisation. Avoid providing their real names in your RPL submissions and use aliases
instead.
To guide you in collating your evidence submissions, the checklist found in the next page is
provided for you. Complete this checklist by providing the type of document you submitted
for each evidence requirement and the filename of your evidence submission (only when
you are submitting these online)
A sample is provided below:
01 Communication with families about
child’s health needs (Instance 1) Meeting minutes
Smith_John –
Meeting
Minutes 1
5. Do note that one evidence submission may meet more than one requirement. You may
submit the same document for these requirements, as seen below:
01 Communication with families about
child’s health needs. (Instance 1) Meeting minutes
Smith_John –
Meeting
Minutes 1
02 Communication with colleagues about
children’s health needs. (Instance 1) Meeting minutes
Smith_John –
Meeting
Minutes 1
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Evidence Submission Guide Checklist
CHCDIV003 – Manage and promote diversity
Document submission
Complete the table below to guide you in collating evidence that you will be submitting along with your
RPL Kit submission (e.g. Job Description, Curriculum Vitae, Certificate of Employment, and others).
Type of document submitted:
Check if
included in
submission
Filename(s)
01
Part I – KNOWLEDGE ASSESSMENT
Completed Knowledge assessment questions
1-13
[Last Name, First Name]_Subject 4
– Knowledge Questions
02 Part II – WORKPLACE EVIDENCE
1. Research diversity in the workplace
 Diversity Report signed by supervisor
 Minutes/agenda of meetings
 Copy of RAP/Diversity document
 Report addressing requirements
 Other suitable evidence
[Last Name, First Name]_Subject 4
– 1Research
2. Foster diversity
 Letter from supervisor
 Copies of emails
 Documents re cultural activities
 Minutes of meetings
 Copy of performance review
 Certificates of completion of
cultural awareness activities
 Other suitable evidence
(Minimum of three (3) documents will be required)
[Last Name, First Name]_Subject 4
– 2FosterDiversity
3. Adapt communication strategies
 Letter from
supervisor/manager
 Copies of emails
 Documents showing
organisation of cultural
activities
 Minutes of meetings
 Copy of performance review
 Certificates of cultural
training etc.
 Other suitable evidence
(Minimum of three (3) documents will be
[Last Name, First Name]_Subject4
– 3Communication
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required)
4. Contribute to workplace diversity
policies and procedures
 Minutes
 Brochures
 Certificates
 Letters
 Minutes
 Other suitable evidence
(Minimum of three (3) documents will be
required)
[Last Name, First Name]_Subject 4
– 4Contribute
5. Researching diversity in at least 1
workplace in terms of current
performance and meeting of diversity
objectives
 Items submitted as above
 Other suitable evidence
[Last Name, First Name]_Subject 4
– 5ResearchWorkplace
6. Using strategies to foster and promote
diversity in work practices
 Professional review
 Duties statement/job description
 Letter of employment
 Awards/recognition of workplace
contribution
 Other suitable evidence
[Last Name, First Name]_Subject 4
– 6PromoteDiversity
03 Part III CHCDIV003 Third Party Report &
Supervisor Testimonial
[Last Name, First
Name]_CHCDIV003-Third Party
& Supervisor Testimonial
04 Part IV Completed Evidence Submission Guide
Checklist
[Last Name, First
Name]_CHCDIV003-Third Party
& Supervisor Testimonial
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RPL KIT CHECKLIST
Before submitting this RPL Kit for assessment, ensure that you have:
Completed and included the RPL Kit Cover Sheet
Completed all requirements
Ensure that you have completed all assessments relevant to this unit of
competency:
Knowledge Assessment
Workplace Evidence
Third Party Report & Supervisor Testimonial
Evidence Submission Checklist
IMPORTANT REMINDER
Candidates must achieve a satisfactory result in ALL RPL assessment
tasks to be awarded COMPETENT for theunit relevant in this
Assessment Workbook.
To award the candidate competent in the units relevant to this subject, the candidate must successfully
complete all the requirements listed above according to the prescribed benchmarks.
RPL Kit CHCDIV003 Version No. 1.1 Produced 22 September 2017
© Inspire Education Pty Ltd. Page 45

FEEDBACK
Well done for completing the delivery of this workbook. We hope that
your RPL assessment experience using our resources has been a
seamless and fruitful journey. At Inspire Education we continually strive
to improve our training and assessment resources and heighten the
training and assessment experience for you. One way we do this is by
seeking feedback. Your experience is important to us and we are very
keen to hear any suggestions or complaints you may have. Click on the
button below to let us know what you think of us and our learning
resources.
End of Document
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References
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Liu. (2018). Xie Lizhong, New perspective to understand ethnic relations. de-politicization of
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