CHCDIV003 Manage & Promote Diversity: Policy & Procedure Task 2

This assignment solution addresses the CHCDIV003 competency, focusing on managing and promoting diversity in the workplace. It involves researching diversity, collecting and evaluating workplace diversity data, and contributing to the development of workplace diversity policies and procedures. The solution identifies and explains the benefits of diversity, equity, and respect, outlines the key objectives of the Respect, Equity, and Diversity Framework, and evaluates planned activities and programs aimed at improving capability, retaining employees, and attracting employees within the ACT Public Service. It further analyzes whether diversity objectives are being met, proposes recommendations for addressing unmet objectives, and suggests methods for measuring the effectiveness of these recommendations, referencing relevant legislation and policies.

Assessment Coversheet
Student Name Ejaz Abbas Number
Competency Title and
Code
CRN
Manage and Promote Diversity
CHCDIV003
CRN 22800
Assessment Type ☒ Written ☐ Case Study ☐ Project ☐ Presentation ☐ Other
Assessment Name
Assessment Task 2: Research diversity in the workplace and
contribute to the development of workplace diversity policies and
procedures
Information for Students:
You may have two (2) attempts for this assessment.
 If your first attempt is not successful, your teacher will discuss your results with you and
will arrange a second attempt.
 If your second attempt is not successful, you will be required to re-enrol in this unit.
Only one re-assessment attempt will be granted for each assessment item.
Assessment Criteria:
To achieve a Satisfactory result, your assessor will be looking for your ability to demonstrate
the key skills/tasks/knowledge detailed in the Assessment Task to industry standard.
Complete the following tasks and questions, you are required you use your own words or
clearly reference all sources of your information. It is not acceptable to copy information
from web sites without clear referencing. Providing an example to support your answer will
also demonstrate your knowledge of the subject matter.
Assessment Conditions:
Assessment Range and Conditions: To achieve a satisfactory result, your assessor will be
looking for your ability to demonstrate the key skills/tasks/knowledge detailed in the
Assessment Task to industry standard.
Complete the following questions, you are required you use your own words or clearly
reference all sources of your information. It is not acceptable to copy information from web
sites without clear referencing.
OFFICE USE ONLY:
Please disregard all numeric alpha coding after the questions, this is for internal mapping
purposes only e.g. CHCMHS008, K3
Instructions to learners:

Using the ‘Final Report on the review of the Respect, Equity and Diversity Framework’, the
‘ACT Public Service Respect, Equity and Diversity Framework’, and other related resources,
available at the following link
https://www.cmtedd.act.gov.au/employment-framework/workplace-behaviours/the-
respect,-equity-and-diversity-red-framework and on eLearn.
You are required to report against the following criteria using the template provided;
Research diversity in the workplace including the collection and evaluation of quantitative
and qualitative workplace diversity data
Contribute to workplace diversity policies and procedures
Students are required to provide responses to the following;
In class and utilising the reports above, other related resources and any specified
documents provided to you in class we will commence the following assessment activities
that you will be required to complete and submit on eLearn
Please follow these links to complete the assessment.
http://celrprod.cit.edu.au/cit/file/6f646364-1689-40a6-9f1c-52e2b7f7dfa9/1/
redframework2.pdf To find benefits of diversity, equity and respect and 3 main objectives of
it.
http://celrprod.cit.edu.au/cit/file/6f646364-1689-40a6-9f1c-52e2b7f7dfa9/1/
fwappend2.pdf to find out planned activities/ target and supporting evidence.
http://celrprod.cit.edu.au/cit/file/6f646364-1689-40a6-9f1c-52e2b7f7dfa9/1/Final-Report-
on-the-review-of-the-Respect.-Equity-and-Diversity-Framework-May-2015.pdf to find out if
the goals have been met or net.
Note; hi for this assessment, you have to get all info from these websites. You need to find
out the benefits of diversity, equity, and respect which I have already done and they are on
the first link. You need to explain these in your own words as well in one or two sentences.
The benefits are already put down in question 1 just write 1 to 2 sentences for each right
next to it and explain how they benefit. Then for question 2 you need three main objective
which I have already put it down and you don’t have to do anything about it. then for
question 3 you need to find out planned activities/ goals and supporting evidence which are
on link 2. You need to find out two goals for each objective and supporting evidence. I have
already filled out question 3 but you may also want to look up for this and change it if need
to. once you have done that then you have to look up if those goals have been met or not
and you can find them on the final report 2015 which is the 3rd link. Once you have done all

this then you have to choose one of the six planned goals that is not been met and complete
the rest of the assessment.
1. Identify and explain 5 benefits of Diversity as stated in the Respect, Equity and
Diversity Framework
Benefits of Respect, Equity, and diversity in the workplace
They are identified and explained according to Commissioner for Public Administration
(2010)
 Increased innovation and creativity: The positive environment at workplace ensures
business sense that encourages employees to develop new ideas and implement
them.
 Effective collaboration to achieve results: The positive work environment
demonstrates respect and increases employees' loyalty and engagement.
 Greater recognition of individuals' skills and abilities: Diverse work environment that
demonstrates a culture of cooperation can effectively attract and retain talented
employees, reward them and provide career development opportunities.
 Enhance morale, job satisfaction and productivity: The highly engaged employees are
goal oriented and can excel in their performance to achieve the organizational targets.
 Friendly and supportive work environments: The respectful, courteous and fair
workplace provide support to employees and enhances their performance.
2. What are the 3 key objectives (goals) of the Respect, Equity and Diversity Framework?
1. Improve our capability
2. Retain employees and
3. Attract employees to the ACTPS
3. Using the documents provided, students are required to complete the following
The following section is completed according to the Commissioner for Public
Administration (2012) and (Workforce Capability and Governance Division (2015).
a) Key objective (goal) 1 is: Improve capability
What is a planned activity or program (target) in meeting this objective (goal)?
Review exit surveys to incorporate respect, equity and diversity information.
What is the supporting evidence (measure) related to this activity or program (target)?
In order to meet the changing needs of our citizens we must invest in our people, build
organisational capability, undertake workforce planning, and support employees. To meet
the future needs of the ACT community and citizens effectively, the ACTPS must continue
to improve the capability of our public service.
Are the diversity objectives (goals) being met? Explain your response.
No, currently, the Indigenous executives are not at service and there are not any
initiatives to attract them.

What is another planned activity or program (target) in meeting this objective (goal)?
To review annual reporting requirements for equity and diversity and expand if necessary
What is the supporting evidence (measure) related to this activity or program (target)?
Enabling and supporting employees to report their diversity status will assist the ACTPS to
design effective programs for managing all aspects of diversity in the workplace.
Are the diversity objectives (goals) being met? Explain your response.
No, the final report that reviewed the RED Framework stated that career paths for people
with disabilities Aboriginal and Torres Strait Islander People will be considered in the next
iteration.
b) Key objective (goal) 2 is Retain employees
What is a planned activity or program (target) in meeting this objective (goal)?
Employment strategies to be developed for aboriginal and Torres Strait Islander people
What is the supporting evidence (measure) related to this activity or program (target)?
By promoting awareness of respect, equity, and diversity issues to build organisational
capability and contribute to an inclusive and positive workplace.
Retaining our ACTPS employees requires us to understand our employees, their
motivation and what makes the ACTPS different from other employers.
Are the diversity objectives (goals) being met? Explain your response.
Yes, the diversity objectives have been met according to the 2015 annual report. The
employment strategy has been put into place for aboriginal and Torres straight islander
people.
What is another planned activity or program (target) in meeting this objective (goal)?
Employment strategies to be developed for people with disability. The employment
strategy has been put into place for aboriginal and Torres strait islander people.
What is the supporting evidence (measure) related to this activity or program (target)?
Ensuring to provide and support our leaders through development opportunities and
providing learning opportunities for all employees will assist in developing a culture that
respects and values equity and diversity.
Are the diversity objectives (goals) being met? Explain your response.
Yes, the diversity objectives have been met as the employment strategy has been
developed for people with disability according to the 2015 annual report. The strategy
focuses that people with disability are able to access secure and sustainable employment
opportunities and are respected for their skills and capabilities.
c) Key objective (goal) 3 is Attract Employees
What is a planned activity or program (target) in meeting this objective (goal)?

Collect and report data on the diversity of candidates that apply for ACTPS positions and
analyse
What is the supporting evidence (measure) related to this activity or program (target)?
Promoting inclusive environment will assist in attracting a range of diverse employees to
apply for all positions in the ACTPS and as a result the ACTPS will benefit from the value
that a diverse workplace provides
Are the diversity objectives (goals) being met? Explain your response.
Yes, The annual report of 2015 stated statistics about the government target of 2% for
Aboriginal and Torres Strait Islander employment and 3.4% for Employment of People
with Disability.
What is another planned activity or program (target) in meeting this objective (goal)?
The ACTPS recruitment policy and guidelines are reviewed to ensure inclusion of the
needs of applicants from diverse backgrounds.
What is the supporting evidence (measure) related to this activity or program (target)?
In order to identify a pool of suitable candidates for any given position and then select the
most suitable of these through an open and accountable, merit-based process, it is
essential that all potential applicants are given the same opportunity for success
throughout the application process. This can only be achieved if recruitment processes
offered are fair and equitable.
Are the diversity objectives (goals) being met? Explain your response.
Yes, The annual report of 2015 mentioned a recruitment advertising for the ACTPS
Graduate program for 2016 that targets Aboriginal and Torres Strait Islander graduates
and others with a disability.
4. Choose one of the six (6) planned activities or programs that you researched where the
diversity objectives are not currently being met.
The diversity objectives met according to the annual report of 2015, due to lack of
activities to attract Indigenous executives to the Service.
a) Who would be the key stakeholders here, and
b) How would you consult with them?
Stakeholder Key contact person Consultation methods
Indigenous executives Elected representative Conducting a survey to explore their
basic information and field of
expertise.
The Indigenous
Affairs Group
A representative of the
Commonwealth
of Australia,
Department of the
Prime Minister and
Cabinet
Introduction of a report that includes
the Indigenous executive's survey
results and suggested actions
recommended to be taken.
Ministry for Senator Nigel Introduction of a formal report that

Indigenous Affairs Scullion. includes the Indigenous executive's
survey results and recommendations.
Source: Australian Government (2019a)
5. What are your recommendations regarding meeting the diversity objective?
According to ACT Government (2015), the recommendations are as follows:
 Discuss staff survey results with employees to understand the current situation and
provide recommendations.
 To define the target level of employment for Aboriginal and Torres Strait Islander
employees in the ACT Public Service.
 To keep attracting, qualifying and retaining a diverse workforce through innovative
recruitment methods.
6. How will you measure whether your recommendation meets the diversity objective?
 Surveying: Making annual surveys to gather data about age, disability, racial and sex
discrimination to map the progress of the recommended activities.
 Reporting on a regular basis about the surveys' results and providing recommendations
to eliminate the effects of discrimination activities and take corrective actions.
 Training: Training is important to fill the knowledge gap of the employees regarding
diversity at the workplace. Measuring the employees' performance before and after
training represent a good indicator of skills development. Also, reviewing the cultural
training and ensuring that all of the staff members undertake cross-cultural training is
important to reduce the negative impact of diversity and leverage its positive impact.
7. What existing legislation, policies, etc. support this recommendation?
According to the Australian Government (2019b), legislation list is as follows:
 Age Discrimination Act 2004
 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
 Sex Discrimination Act 1984.
8. What policies and/or procedures would require review should the recommendation is
implemented?
Policies to be reviewed according to Workforce Capability and Governance Division
(2015), are as follows:
 Targets should be precisely defined to be able to accurately achieve them.
 Innovation is important to be supported by managers during the recruitment process.
 Proactive recruitment methods should be used to fill more vacancies with indigenous
people.
 An Indigenous leadership program should be considered and implemented.
9. Describe the impact of diversity practices and experiences on personal behaviour,
interpersonal relationships, perception and social expectations or self and others.

Personal behaviour
The recognition of cultural diversity in Australian society increases the personal awareness
of many individuals living from various cultures and provides diverse experiences. It
enables individuals to recognize the impact of cultural practices on personal behaviour.
Interpersonal relationships
Recognition of the influences of cultural practices and changes associated with them in
Australia lead to an understanding of how they can impact the diverse communities that
make up Australian society. Diversity practices increase the awareness of certain principles
related to equal employment opportunity, race, sex, anti-discrimination, disability and
their related legislation implications social practices and work.
Perception of self and others
Diversity practices enable in understanding ones' own cultural conceptions and pre-
conceptions. It also assists in understanding the perspective of diverse cultures of other
communities through recognizing the unique way people may experience a culture and
respond to it.
Social expectations of self and others
Diversity practices enable understanding cultures as a dynamic social phenomenon that
evolve over time and develop according to the local and global environmental changes.
Source: Community Services and Health Industry Skills Council (2012)
10. Using the information that you have collected, formally document your
recommendation as if for presentation to senior management, below. (300-500 words)
 Discuss staff survey results with employees to understand the current situation and
provide recommendations.
 To define the target level of employment for Aboriginal and Torres Strait Islander
employees in the ACT Public Service and to incorporate a plan for recruiting and retaining
talented Aboriginal and Torres Strait Islander senior executives.
 To keep attracting, qualifying and retaining a diverse workforce through innovative
recruitment methods.
 Assure that the team can communicate effectively openly, clearly and friendly through
the implementation of an open door protocol, careful monitoring of low morale
activities, bullying and harassment and providing constructive feedback that guides the
employees' performance.
 To develop a set of agreed behaviours that the team should follow and ensure it contains
the values and codes of conduct set by ACTPS. These values are to be included in the
process of work planning, performance measurement and feedback to the employees on
their performance. Support should be provided for a culturally diverse workplace by
ensuring that all of the employees have read, fully understood and can apply the policies
on bullying and harassment.
 To ensure that the employees have access to the required information they need to do
their work and that all of them fully understand their tasks, can prioritize them and
accomplish them within realistic deadlines.
 Job design should ensure fair distribution of workload and redistribution of urgent tasks
between team members.
 To consider the importance of job rotation to broaden the employees' experiences and
skills.

 To create a work environment that supports workers to manage work-life balance.
 To precisely define targets be to be able to accurately achieve them.
 Innovation is important to be supported by managers during the recruitment process
that could include bodies from non-government sectors.
 Proactive recruitment methods should be used to fill more vacancies with indigenous
people.
 An Indigenous leadership program should be considered and implemented.

References
ACT Government 2015, 'Resolving workplace issues: Tips for encouraging a culture of
respect and courteous work behaviour', ACT Government, Australia.
Australian Government 2019a, Prime Minister’s Indigenous Advisory Council, Australian
Government, Australia, viewed 24 Feb. 2019, <https://pmc.gov.au/indigenous-affairs/prime-
ministers-indigenous-advisory-council>.
Australian Government 2019b, Australia’s anti-discrimination law, viewed 24 Feb. 2019,
<https://www.ag.gov.au/RightsAndProtections/HumanRights/Pages/Australias-Anti-
Discrimination-Law.aspx>.
Commissioner for Public Administration 2010, 'ACT public service: Respect, equity and
diversity', Commissioner for Public Administration, Australia.
Commissioner for Public Administration 2012, 'ACT public service: Respect, equity and
diversity framework ', Commissioner for Public Administration, Australia.
Community Services and Health Industry Skills Council 2012, 'CHCCS405A Work effectively
with culturally diverse clients and co-workers', Community Services and Health Industry
Skills Council, Australia.
Workforce Capability and Governance Division 2015, 'Final report on the review of the
respect, equity and diversity framework', Workforce Capability and Governance Division,
Australia.