Reference no: EM133092365

CHCDIV003 Manage and promote diversity

Task 1: Questions and Answers

You must complete each of the questions, ensuring that the response corresponds with the task number. A minimum of a one paragraph response per question is required.

1. Explain what is meant by "diversity".
2. Explain each of the following:
a. Cultural awareness
b. Cultural safety
c. Cultural competence

3. Discuss how the above terms impact on management and leadership. For example - why are each of the above important for a leader to promote/foster/attain?

4. Identify two benefits of diversity.

5. Discuss what you believe the role of a leader / manager should be in encouraging diversity in the workplace and in work practices.

6. Reflect on your own culture and background. How does your diverse background impact your:
a. Behaviour
b. Interpersonal relationships
c. Perception and expectations of others
Give a specific example of each in your answer.

7. As a manager explain how the following legislation applies to you and the application of diversity practices in the workplace: (KE: 6a, 6b, 6c, 6d, 6e, 6f)

a. Age Discrimination Act
b. Sex Discrimination Act
c. Racial Discrimination Act
d. Discrimination Act
e. Racial Hatred Act
f. Disability Discrimination Act
g. Fair Work (Equal Employment Opportunity)

8. Read through the Australian Community Workers Association (ACWA) Code of Ethics and the NSW Government Family & Community Services Code of Ethical Conduct. Identify and discuss the sections of these codes relating to diversity and discrimination.

9. Give examples of how an organisation could discriminate against each of the following both (directly and indirectly). For example, for each item below, give an example of direct discrimination and an example of indirect discrimination.
a. Age
b. Disability
c. Race
d. Sex 

10. Discuss the rights and responsibilities in relation to diversity and discrimination for
each of the following:
a. workers
b.employers
b. clients

11. Discuss at least two ways, that you as manager / leader can ensure effective and equitable activities to all clients and ensure that your workplace and service is inclusive and supports diversity.
12. Explain what is meant by inclusivity and give at least two examples of barriers to inclusivity.

13. Identify three cross-cultural communication strategies you could use at your workplace with communicating with people from different cultures.

Task 2: Written Task.

You must complete each of the points, ensuring that the response corresponds with the task number. A minimum of a one paragraph response per question is required.
For the organisation you currently work for, or for an organisation you have worked for in the past, complete the following tasks.

1. Collect both qualitative and quantativedata on your workplace's diversity. This may include numbers of people (staff and clients) that are from a different culture, are older, younger, different races, religions, sexual orientation, gender, etc. Add to your portfolio.

2. Analyse and evaluate how your workplace's current diversity practice matches (or doesn't match) the workplace's objectives, values or mission.

3. Discuss how and why you could increase diversity at your workplace and any potential benefits this would bring in relation to the workplace's objectives, values or mission.
4. Create a Diversity Policy and strategy for your workplace.Refer to the attached policy at the end of the assessment for reference. Place this in your portfolio.

5. Discuss how you will both coach and mentor people in your workplace on your policy and promote diversity in the workplace.

6. Discuss how you will monitor your policy and procedures to see if they are being implemented and used and how you will measure if they are successful and improving workplace diversity.

7. Create a communication plan to show how you as a manger, will communicate effectively with the diverse people at your workplace (staff and clients). Add this to your portfolio.

8. Choose one group of people at your workplace (eg. elderly, disabled, women, indigenous, etc.) and discuss how your communication strategy will be effective for communicating with them.
9. Create an Action Plan for how to implement your communication strategy. Your Action Plan should include the task, who will do it, and when it will be done. Your Action Plan may be specific - to communicate to a specific group of people, or it may be general to all staff or to all clients.
Add to your portfolio.

10. Consider and discuss how your current workplace communicates with staff and clients and compare it to how you believe things will improve with your new communication strategy.

13. Discuss how your diversity and communication policies and strategies will
improve:
a. Cultural safety
b. Cultural awareness
c. Cultural competence

14. Identify and discuss professional development opportunities for yourself and your staff on diversity.

Task 3: Role Play.

You must conduct a meeting with your staff in which you promote diversity and discuss your diversity and communication policies/ strategies from your written report in assessment task 2.
You must conduct a meeting with your staff in which you promote diversity and discuss your diversity and communication policies/strategies from your written report in assessment A2.
As you are required to demonstrate your cross cultural communication skills, your staff for this role play consist of the following (NB: dependant on numbers, your assessor may assign all of the following or only some)
Amarjit - 67 year old Hindu man from India who has been living in Australia for 25 years
Fatima - 32 year old Muslim woman from Syria who has been living in Australia for 2 years
Minoo- a 20 year old Christian woman from South Sudan who has been living in Australia for 5 years
Jack - a 40 year old Aboriginal man who has been living in Australia all his life
James/Joyce - a 52 year old Christian man/woman who has been living in Australia all his/her life.

1. Facilitate a meeting with your staff where you explain your diversity policy and your communication strategy and how they will be implemented.
2. Explain to your staff the benefits of having a diverse workplace
3. Discuss with your staff the professional development opportunities your identified
4. Provide role model behaviour that demonstrates respect for diversity
5. Assist and coach your staff in ways of accepting diversity in relation to both colleagues and clients.
6. Discuss diversity factors associated with your staff and with clients to address the diversity objectives of the workplace
7. Encourage collaboration and the experience of working with diverse clients and colleagues
8. During the meeting, use effective communication strategies, tools and resources that meet the diverse needs of your staff and adapt your communication as required.
9. Ensure that your meeting is inclusive and equitable, and remove any barriers to inclusivity.

Portfolio
Research and add the following documentation to your portfolio:
1. Research and find information regarding the following cultural groups and their
characteristics (Highlight significant points of each):
a. Culture, race, ethnicity
b. Disability
c. Religious or spiritual beliefs
d. Genders, including transgender
e. Intersex
f. Generational
g. Sexual orientation / sexual identity (LGBT)
2. Information on Human Rights, highlighting how it applies in a diverse workplace
3. Add your Policy
4. Add your Communication plan
5. Add your Action Plan

Jannali House Discrimination policy
1. State and federal legislation is designed to protect individuals from discrimination on the basis of their sex, race (colour, ethnic or ethno-religious background, descent or nationality), marital status, pregnancy, disability, homosexuality, transgender, sexual harassment, age or carer responsibilities.

2. The fair practices and behaviours that help to achieve this at Jannali House include:

• having open, competitive and merit-based recruitment, selection and promotion
practices
• ensuring access for all employees
• offering flexible working arrangements that attempt to meet employees' needs while creating a productive workplace
• managing workplace grievance promptly, effectively and fairly
• having communication processes in place that allow employees access to
information and allow their views to be heard
• recognising/focusing on the knowledge, skills and ability of employees
• making workplace adjustments for people with disabilities
• training managers to identify and implement workplace change
• providing training and development for all employees
• dealing with and eliminating discrimination and/or harassment
• Reflect on the cultural backgrounds of children, staff and families in developing routines and programs consistent with best practice and positive outcomes for all stakeholders
• Reflect on Centre practices to ensure that cultural awareness is not tokenistic
• Encourage and support the sharing of individual cultural beliefs, rituals and customs to broaden awareness for all stakeholders
• Wherever possible, incorporate individual home cultures into sessions for individual children to support and value diversity
• Provide translations into appropriate home languages wherever possible to assist and encourage inclusiveness for all families
• Encourage and support our staff in professional learning opportunities to develop personal and centre-based understanding of cultural diversity
• Conscientiously and determinedly work with Educators, staff, families and children to remove bias by replacing fear and ignorance with understanding and respect

3. Jannali House prides itself on being culturally diverse, and all expects all people to be treated with dignity and respect, whether they are staff, volunteers, clients or others.

4. Unlawful discrimination, harassment of any kind, bullying, victimisation or any other unacceptable or offensive conduct to other Jannali House employees, clients, visitors or anyone else in the workplace, or at company sponsored events, will not be tolerated.

5. It is each employee's responsibility to ensure they uphold the proper standards of conduct in the workplace and that they comply with Jannali House policies and procedures. This includes being aware that some behaviour may be acceptable to you but not to others, and acting appropriately.

6. Addressing breaches - If any employee experiences a breach of this policy, they should immediately report the issue to their direct manager or the human resources manager. All complaints will be followed up promptly with investigation and action taken to address the issue barriers to inclusivity.

Attachment:- Manage and promote diversity.rar