CHC52015 Diploma: Managing & Promoting Diversity - CHCDIV003 Task

This assignment solution addresses key aspects of diversity management within the community services sector, focusing on CHCDIV003. It defines terms like diversity, cultural awareness, social awareness, cultural safety, and cultural competence, illustrating their impact with practical examples. The solution identifies the seven key areas of diversity and their effects on individuals. Quantitative and qualitative data analysis is explored, with methods for collection and presentation. It also highlights the benefits of hiring diverse individuals and strategies for promoting a supportive and inclusive working environment. Finally, it addresses potential barriers to inclusivity and offers techniques for minimizing stress during organizational changes. Desklib provides access to this and other solved assignments to support student learning.

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CHC52015 Diploma of Community
Services
COMMUNITY SERVICES
PROFESSIONAL PRACTICE
Assessment SEVEN

ASSESSMENT TASKSEVEN
CHCDIV003:Written Questions
TASK SUMMARY:
This task requires you to complete a series of short answer questions.
This assessment will contribute towards your progress in demonstrating application and
competency in the unit(s):
 CHCDIV003 Manage and promote diversity
RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK
 Access to your Structured Study Plan and Self-Directed Learning Plan
 Access to assessment template (Learning Portal)
 Access to textbooks and other learning materials
 Access to a computer and the internet
INSTRUCTIONS:
• You will do this task in your owntime.
• Please refer to the Structured Study Plan for the scheduled activities associated with
thistask.
• You need to answer all the questionscorrectly.
• You must use your computer to type in the answers to thequestions.
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Short Answer Questions:
Question 1: Define the following terms. In your answer, you should provide an example of a
way each one impacts your role in the community services sector.
A. Diversity: In community service sector is responsible for managing all the diverse
individuals that are belonging to different taste, culture, preferences and ethics.
B. Cultural awareness: Culture awareness also impact on community service such as it
helps in coordinating and resolving conflict arising between people that belong to
different culture (Özbilgin and Slutskaya, 2017).
C. Social awareness: Likewise, the community services is informed about the increasing
spread of corona- virus among individuals has taken steps to ensure social distancing
among people.
D. Cultural safety: Community services has to ensure safety of culture of people living in
society through avoiding discrimination and injustice between the people.
E. Cultural competence: Community service through have complete knowledge about the
culture of people Australia people have provided services for effectively fulfilment of
their wants (Heras-Sevilla, Ortega-Sánchez and Rubia-Avi, 2021).
Question 2: Name the seven key areas of diversity. What impact does each key area have on an
individual?
Cultural diversity: People through culture diversity is able to know about each and other
culture, tradition and ethics.
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Racial diversity: It lead in discrimination among the people on the basis of racialism.
Religious diversity: Religious diversity is follow of different religion by different people leads
in reduction of domestic abuse, crime, substance abuse, and addiction.
Age diversity: It helps in better coordination between the individual that are belonging to
different age group that is younger, old and people belonging to different people (Potvin, and
et.al., 2018.).
Sex / Gender diversity: It lead in influencing their overall behavior, task that need to be
completed and many more.
Sexual orientation: It impact individual related to the way they are being attracted or
motivated to be part of firm.
Disability: The individual that is suffering from disability is not able to complete task in
effective manner as compared to other that lead in lack of confidence.
Question 3: Evaluating quantitative and qualitative data can be an extremely useful tool in the
workplace.
A. Describe the key differences between these two types of information
QUANTITATIVE QUALITATIVE DATA
 Measures of values or counts
 Numeric variables
 collected using interview and
observation
 Name, symbol, or a number code
 Descriptive method.
 Survey and questionnaire are best
method to have qualitative data.
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B. Explain two ways that you can collect this information
 Questionnaires and surveys.
 Interviews.
C. For each type, suggest two examples that relate to the diversity within a workplace.
Qualitative analysis: Through the observation, it has find out that there are many
people working in the organisation with diverse range of culture, ethics, value and belief
for growth and expansion of firm (Chachamu, 2017).
Quantitative analysis: In the workplace, there are 40 men working and 15 women and
people belonging to different culture that are ready to performed respective task for
benefits of the organisation.
D. Imagine you wanted to present this information to your manager at work. Describe a
way you could present your findings in a way that is suitable for analysis and further
research. (Hint: the best way to present qualitative data could differ from the way
quantitative data is best received)
For presenting the qualitative data- the best method is Thematical in which graph, pie chat
and other can be used to represent the information to the manager. While, for presenting the
qualitative data- the best method is use of table and chart that clearly represent the
numerical that has been gathered through study (Natha, 2020).
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Question 4: You conduct some research for your manager to see how diverse your
organisation’s workforce is. The data you collect shows that the workers include young
graduates, people over 50 years old, people from diverse cultural backgrounds and people with
disabilities.
A. Perform some additional research and suggest at least two potential benefits of hiring
people from each of the four categories above.
 The first benefits of hiring people from diverse background is that it will helps in
Increasing creativity and innovation through motivating people to find innovative
ideas to complete task (Paterson, Szaboova, Veitch, N. and White, 2021).
 Furthermore, helps in Better decision making through involving all the employees to
work together in team to take right decision.
B. Diversity provides an opportunity for individuals to learn and develop. List five benefits
of having a diverse workforce.
 Increased productivity
 Talents, skills, and experiences
 Improves employee performance.
 It grows your talent pool.
 Boost Brand's Reputation. .
C. Provide a specific example to explain how an organisation that embraces diversity can
benefit financially.
The Walmart is the organisation that embraces diversity as it have all type of employees that is
youth, people older than 50, both men and female as well as other. Diversity has motivated
them to work together as team for achievement of end goals that results in increasing financial
benefits of the organisation (Sharma, 2021).
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Question 5: By valuing and promoting the benefits of diversity in the workforce it is possible
to create a more supportive working environment.
A. List at least three positive impacts of role modelling in the workplace. Justify your
answers.
 An ability to inspire others
 Clear set of values
 An acceptance of others
B. Describe three ways that you can actively demonstrate respect for diversity in the day-
to-day duties of your work role. (Hint: You can use examples if you wish.)
 Promoting equality and diversity within the workplace.
 Encouraging employees to work in team.
 Hiring and promoting diverse individual in the firm.
C. Suggest three different ways that you could encourage the experience of working with
diverse people. (Hint: How could you promote the benefits of a diverse workplace to
colleagues who were not aware?)
 Acknowledge Differences
 Value All Diversity.
 Encourage Personal Evaluation (Kennard, 2018).
D. One of your work colleagues has told you that she finds the cultural mannerisms of her
supervisor very rude and offensive. Describe two ways you might assist in resolving
your colleague’s concerns.
 First take step to listen whatever that has been ordered by the superior related to the
way task need to be completed.
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 Complain about the same to top management that my supervisor is very rude and
offensive.
E. Describe three possible benefits of coaching your colleague in this instance. (Hint: What
might coaching help to achieve here?)
 It would be better working place for it.
 Gain more job and life satisfaction.
 It will Empowers and encourages it to take responsibility and contribute in growth and
expansion of firm.
Senior management has highlighted a few potential issues concerning possible
discrimination within the organisation you work. As a team leader, you have been asked to
take part in a project promoting diversity and inclusive practice throughout your team.
Question 6: You have been told that changes will be made to current procedures that will affect
the majority of staff members you work with.
A. Define the term ‘inclusive practice’ and list some of the key principles associated with
this concept.
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Inclusive practice’ is an teaching approach in which the teacher tries to understand the
difference between the student related to the learning capabilities and find alternative
method that could be used to teach them in effective manner.
Principle associated with inclusive practice is
 Principle of Togetherness
 Individual differences
 Principle of Equality
 Principle of change
 Opposite of exclusion
 Principle of Participation
 Rejection of special classroom
 Principle of acceptance
B. List three potential barriers to inclusivity that could exist within this workplace or
others.
 Lack of budget.
 Informal mentoring
 Lack of tools and resources or support
C. As a leader, list three techniques that you could use to minimise stress and the impact of
the changes on your team.
 Promote regular exercise and meditation in the workplace so that they can have
some free time to release their stress.
 Distribute the work among people on equal basis so that they are motivated to work
in team.
 Promote open communication as it helps in sharing of feeling or stress that are faced
by individual while working in the firm (Sharma, 2021).
D. Explain the importance of encouraging your team members to take part in any plans for
new workplace objectives.
 Contribute more and work harder for any project
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 Enhance their overall performance
 Motivated them to be feel crucial part of the organisation.
 It enables your team to share ideas and responsibilities.
E. Suggest three ‘rules’ that you could help to integrate into your organisation’s practices
to achieve diversity goals. (Hint: Consider previous answers and apply knowledge of
diversity factors to help you answer this question)
 First rule should be promoting diversity and inclusive practices.
 Secondly all individual need to respect and recognised the individual.
 Conduct diversity training program to motivate people to work as team rather than
individuals for achievement of end goals.
Question 7: The strategies used to address diversity should align with the visions, values, and
goals of the organisation. In your own words, explain how embracing diversity links in with the
following organisational objectives. (100 words per answer.)
A. Positive workplace relationships: In order to build the positive workplace relationship,
the trust among the workers is important and it also requires the self- awareness, respect,
open communication and inclusion. In this context trust and the open communication
among the team members plays a significant role at the workplace as it is helpful in
honest and the open presentation of the thoughts and the opinions. On the other hand,
the open communication increases the engagement of the employees that will increase
the productivity and the efficiency of the company.
B. Increased innovation: To promote the innovative environment it is needed to hire the
people that are having different perspective and also encourage the collaboration among
the team members. It also includes the proper training of the employees and they should
be rewarded for their work (Sharma, 2021).
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C. Enhanced reputation: The organization should show the value in their products and must
be honest and open in order to improve the goodwill. They should produce the quality
and the premium goods and also the best services to the customers to gain their trust.
Question 8: As well as many benefits, a diverse workforce can also pose challenges for
organisations. One of these challenges concerns communication.
A. Describe four useful strategies to aid cross-cultural communication in the workplace.
 Maintain etiquette
 Avoid slang
 Avoid closed questions.
 Practice active listening.
B. Explain the possible impact of avoiding help from outside agencies. (Hint: why should
organisations collaborate with other services?)
The company would not able to effective expand its business in international market
without collaboration with other services. At the same time, it lead less chance of better
understanding of market situation, have limited services and resources to achieve the
desired goals.
C. Explain three considerations that leaders/managers need to take into account concerning
collaboration in the workplace.
 Trust among the team member and available resources
 Coordination between the individual
 Organisation structure and objective.
D. Explain one way the following may help you to communicate with diverse people in the
workplace:
i. Gestures: Gesture is better way of communication as it helps people form clearer
thoughts by making use of more declarative language and tighter sentences.
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ii. Facial expressions: It effectively helps in understanding the personal emotions
such as whether it is happy, sad or having any other feeling.
iii. Tone of voice: It is also method of communication in which different tone such
as high and low can be used to share information among individual.
E. Describe a practical situation where you might need to use a ‘tailored communication
strategy’ for:
i. A particular individual: For example: for communicating with specific
individual, email will be used as it help in effective exchange of information
between them.
ii. A group of clients: For example to communicate with group of client, manager
will make a clearly and organised presentation that have completed detailed
related to the organisation and its product and services.
F. List at least three resources that can be used to aid communication in the workplace. For
each answer, suggest a scenario when they might be best used.
 Phone: The manager in order to inform superior about the task can make use of
phone.
 Email: Email is used to inform employees about the new policies and procedure
within the workplace.
 Computer: It can be used to make and present presentation to investor and top
management related to company performance and growth.
G. Explain at least three benefits of using a professional interpreter.
 Constant and trouble free work
 HD quality
 Time to think and time to proceed
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Question 9: The Universal declaration of human rights sets out the rights that everyone is
entitled to as a human being.
A. List and describe at least five areas of human rights this document addresses. (Hint:
Refer to notes or the ‘Resources’ section of your Student Guide)
 Right to freedom from torture
 Right to asylum
 Right to education.
 Right to free speech.
 The Right to equal treatment.
B. Explain why organisations should have in place a code of ethics. In your answer, you
should include at least four principles central to any code of ethics.
Organisations should have in place a code of ethics in order to guide employees related to
the manner in which they should work within the organisation. It helps in maintaining code of
conduct, discipline and standard completion of task in effective manner. Beneficence, non-
smaleficence, autonomy, and justice are four principle of code of ethics.
Question 10: There are both legal and ethical requirements that everybody needs to follow
when working with diverse individuals or groups.
A. Describe the difference between direct and indirect discrimination and provide at least
three examples for each type.
Direct discrimination is when someone is
directly treated in unequal and just
manner.
Indirect discrimination is that not
selecting an person because of its
personal characteristic.
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 Likewise, discrimination on base
of age while recruitment of
employees.
 Discrimination on basis of gender
while promotion and increasing
salary.
 Not reward a particular individual
despite of its capabilities.
 Minimum height requirement for
a job
 Policy to only recruit male
candidate
 No practice of hiring disable
people.
B. List some of the key rights and responsibilities of workers, employers, and clients in
your line of work. Outline at least four. (Hint: You may need to perform research here.
Responses should reflect legal and ethical considerations of a particular work role. For
example, the rights and responsibility of a counsellor might differ somewhat to that of a
community services case worker).
 The right to appropriate safety equipment
 The right to fair pay and conditions.
 Taking reasonable care of yourself
 The right to speak up about work conditions
C. Outline some of the key provisions/legislation that impacts the way you perform your
job in your State/Territory. Justify your answers.
Employees right and Work and health safety are two major legislation that impact on
performance while at job because each and every individual have equal right to get better
workplace. At the same time, employees have equal right to get promoted within the
organisation.
D. Define the term ‘Equal Employment Opportunity’ and describe the way this relates to
your role.
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Equal Employment Opportunity’ can be defined as providing freedom to employees from being
discriminated in terms of sex, religion, age, disability and race while working with the
organisation. This is related to my job role as I need to be provided to equal opportunity while
working in the firm.
Question 11: Professional development opportunities should be a key consideration for all
employers and should cater to varying needs.
A. List four professional development activities or options that could be available to you.
 Task/job rotations.
 Mentoring.
 On-the-job training.
 Coaching.
B. You have been asked to mentor two work colleagues as part of their professional
development. Explain three different factors that could affect the success of this training
session.
a. Emotional intelligence
b. Attitude of the employees
c. training style and environment are three different factors that could affect the
success of this training session.
C. One of the work colleagues you have been asked to mentor is Aboriginal. Your other
trainee has only just started working for the organisation and has a slight hearing
impediment. For each colleague, describe how you could adapt the session in a way that
takes into account their needs and the principles of inclusion and diversity.
Respect each individual's, eliminating unfair and inappropriate barriers; and making
judgements based on equity are the three suggestion that could be used by colleagues to work as
mentor with aboriginal in the organisation so that they can easily learn as per their needs.
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D. You think the first few mentor sessions have gone well but you are keen to know how
your colleagues are progressing. You receive feedback forms from both of them. They
both feel that the sessions have been helpful, but they also provide some negative
feedback. Other comments say that the instructions are often ‘too fast’ to hear properly
and there is ‘not enough time to complete everything’. You take these comments on
board and want to ensure that the next session is a lot more effective. List at least three
things that you could do to help you to make improvements for any future sessions with
them.
 Arranging more technology to complete the task.
 To communicate in slow and clear manner for better understanding
 Use of proper language and words.
All these are three things that could do to help you to make improvements for any future
sessions with them
Question 12: Consultation allows for effective problem solving and decision making to take
place. Following some recent issues, you are asked to take part in a meeting that will find
solutions (strategies) to better address the diversity requirements of your organisation and its
clients.
A. List some of the relevant personnel that you might consult with, specific to your line of
work. (Hint: relevant personnel should include internal colleagues, key stakeholders,
and target groups. List at least two for each.)
 Top management should be consult as it is responsible for taking all the decision
related to diversity requirement within the organisation.
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 Employees should also be consulted as actually they are the one that need to be
coordinated to work in team for achievement of end goals.
B. Describe five different types of policies and/or procedures that could relate to how
diversity is managed for this situation.
 Inclusive police
 Respect and recognise policy
 Equality policy
 Facilitate effective communication policy
 Provide diversity training
C. Outline the four key phases of the strategic planning process and describe a way this
situation is relevant to each one.
Formulation, implementation, evaluation and modification are four key phases of
the strategic planning process.
D. Senior management have requested a formal report from the meeting that should include
any recommended outcomes and supporting information. Outline a basic structure for
the report and list at least five considerations that you would make to ensure you have
all the information and it is suitable.
 The objective and purpose of report
 Appropriate structure of the report
 Use of proper language and word.
 Channel to communicate with people.
 How are the audience or receiver of the report
E. Suggest any supporting information you could gather and include with the report that
advocates for a new approach to be used.
Recommendation related to the method that could be used by company to promote diversity and
equality can be supporting information added to the report. Likewise, it is suggested to provide
equal opportunity to all individual to get promoted within the organisation.
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Question 13: By evaluating and documenting their diversity strategy outcomes, organisations
can improve their strategies, performance, and results.
A. Explain why it is much easier to evaluate a strategy if there are metrics in place before it
is used.
If there are metric used in place, then it become easier to evaluate strategy because all the
standard are clearly mentioned and can be easily compared to find out whether the strategy
has been successful or not.
B. Assume you want to test whether or not your diversity strategy has been successful. List
four different ways of measuring the effectiveness of this strategy.
 KPIs metrics
 Taking feedback from employees
 Outcome of the strategy
 Analysing the diversity within the firm.
C. For one of your answers above, suggest a diversity-related scenario that this outcome
could relate to in the workplace. (Hint: What might the ‘old’ situation have been for an
organisation to want to achieve this outcome? Your answer should not use Student
Guide examples!)
In Woolworths is committed to an inclusive workplace that embraces and
promotes diversity through valuing, respecting people that belong to diverse culture,
religion and taste and preferences (Özbilgin and Slutskaya, 2017). Inclusive workplace
practice will help in effective coordination of people towards the desired goals.
D. Describe four reasons why organisations might decide to disclose their workplace
reporting data.
 Enables justice and transparency
 Contribute in building culture of openness and accountability
 To motivate employees
 To enhance brand image of firm.
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REFERENCES
Books and journals
Özbilgin, M. and Slutskaya, N., 2017. Consequences of neo-liberal politics on equality and
diversity at work in Britain: Is resistance futile?. In Management and Diversity.
Emerald Publishing Limited.
Heras-Sevilla, D., Ortega-Sánchez, D. and Rubia-Avi, M., 2021. Coeducation and Citizenship:
A Study on Initial Teacher Training in Sexual Equality and
Diversity. Sustainability, 13(9). p.5233.
Potvin, D.A and et.al., 2018. Diversity begets diversity: A global perspective on gender
equality in scientific society leadership. PloS one, 13(5). p.e0197280.
Chachamu, N., 2017. Equality and diversity training: An ethnographic approach (Doctoral
dissertation, Cardiff University).
Natha, S., 2020. EQUALITY AND DIVERSITY MAINSTREAMING.
Paterson, V., Szaboova, A., Veitch, N. and White, S., 2021. Equality and Diversity in the Life
Sciences.
Sharma, P., 2021. Equality, diversity and inclusion. BDJ Team, 8(4). pp.14-16.
Kennard, C., 2018. Equality and diversity.
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