BSBDIV501 Manage diversity in the workplace :
BSBDIV501 Manage diversity in the workplace Assessment cover sheet
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| Authenticity Declaration: | “I declare that: The material I have submitted is my own work;I have given references for all sources of information that are not my own, including the words, ideas and images of others”. | |||
| Student Signature: | Date: | |||
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| Attempt and Tasks | Satisfactory | Not Yet Satisfactory | Date | Assessor Signature | ||||||
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Assessor Feedback to Students
| Assessment Outcome: | Competent | Not yet Competent | ||
| Assessor Name: | ||||
| Assessor Signature: | ||||
| Information for Student: |
| This assessment is to be completed according to the instructions given below in this document.Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.If you are not sure about any aspect of this assessment, please ask for clarification from your assessor. Please refer to the College re-submission and re-sit policy for more information. If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately.This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into TKL Moodle. TKL uses Turnitin – Plagiarism detection software which is embedded with TKL Moodle. Any Plagiarism will result in a mark of not yet competent. |
| Re-assessment of Result & Academic Appeal procedures: |
| If a student is not happy with his/ her results, that student may appeal against their grade via a written letter, clearly stating the grounds of appeal to the Chief Executive Officer. This should be submitted after completion of the subject and within fourteen days of commencement of the new term. Re-assessment Process: An appeal in writing is made to the Academic Manager providing reasons for re-assessment /appeal. Academic Manager will delegate another member to review the assessment. The student will be advised of the review result done by another assessor. If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecturer/trainer in charge and the Academic Manager or if need be an external assessor. The Institute will advise the student within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final. If the student is still not satisfied with the result, he / she has the right to seek independent advice or follow external mediation option with nominated mediation agency. Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject. The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid. Academic Appeals: If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through academic appeals handling protocol. To appeal a decision, the person is required to complete the TKL- Request for Appeal of a Decision form with all other supporting documents, if any. This form is available via our website. The completed Request for Appeal form is to be submitted to the Student Support Officer either in hard copy or electronically via the following contact details: Student Support Officer, TKL College Suite 707, Level 7 159-175 Church Street, Westfield Shopping Centre, Parramatta, NSW 2150 , Email: [email protected] The notice of appeal should be in writing addressed to the Chief Executive Officer and submitted within seven days of notification of the outcome of the re-evaluation process. If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit. In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical certificate in support of a deferred appeal. The notice of appeal must be made within three working days of the concluding date shown on the medical certificate. The decision of Chief Executive Officer will be final. Student would then have the right to pursue the claim through an independent external body as detailed in the students’ complaint / grievance policy. |
| Plagiarism: Plagiarism means to take and use another person’s ideas and or manner of expressing them and to pass them off as your own by failing to give appropriate acknowledgement. This includes material sourced from the internet, RTO staff, other students, and from published and unpublished work. Plagiarism occurs when you fail to acknowledge that the ideas or work of others are being used, which includes: Paraphrasing and presenting work or ideas without a referenceCopying work either in whole or in partPresenting designs, codes or images as your own workUsing phrases and passages verbatim without quotation marks or referencing the author or web pageReproducing lecture notes without proper acknowledgement. Collusion: Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other people. This occurs when a student presents group work as their own or as the work of someone else. Collusion may be with another RTO student or with individuals or student’s external to the RTO. This applies to work assessed by any educational and training body in Australia or overseas. Collusion occurs when you work without the authorisation of the teaching staff to: Work with one or more people to prepare and produce workAllow others to copy your work or share your answer to an assessment taskAllow someone else to write or edit your work (without rto approval)Write or edit work for another studentOffer to complete work or seek payment for completing academic work for other students. Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and academic misconduct in group work please refer to the RTO’s policy on Academic integrity, plagiarism and collusion. Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who engage in plagiarism and collusion as outlined in RTO’s policy. Proven involvement in plagiarism or collusion may be recorded on students’ academic file and could lead to disciplinary |
Assessment Requirements
You are required to complete and pass every task in the assessment in order to be deemed competent.
Assessment Schedule
| Task | Due Date | Student Signature | Trainer Signature | Comments |
| Task 1-3 | Week 2 |
the workplace
Manage diversity Assessment Information
The assessment tasks for BSBDIV501 Manage diversity in the workplace are included in this Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
| Assessment Task | Overview |
| Briefing Report | You must, in the role of the Recruitment Manager of Aus Accountancy, review documentation and develop a briefing report for the CEO and make changes based on feedback. |
| Develop a Training Manual | You must develop a training manual for staff to assist with the implementation of the workplace diversity program; Set for Skilling. |
| Undertake Staff Training | You must design and implement a training session for staff to assist with the implementation of the workplace diversity program; Set for Skilling and then develop an external communication based on feedback. |
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
- Course identification code
- Assessment Task number
- Activity number
- Document title (if appropriate)
- Your own name
- Date it was submitted
For example, BSBDIV501AT3 Training Manual Joan Smith 20/10/19
Additional Resources
You will be provided with the following resources before you begin each Assessment Task.
Assessment Task 1
- Aus Accountancy Set for Skilling Program document
- Dispute Resolution Policy and Procedures
- Briefing Report Template
Assessment Task 2
- Aus Accountancy Set for Skilling Program document
- Dispute Resolution Policy and Procedures
Assessment Task 3
- Aus Accountancy Set for Skilling Program document
- Dispute Resolution Policy and Procedures
- Session Plan template
Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Information
This gives you:
- a summary of the assessment task
- information on the resources to be used
- submission requirements
- re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your preparation before beginning the assessment task. It will give you a good idea of what your assessor will be looking for when marking your responses.
Assessment Task 1: Briefing Report
Task summary
This assessment task requires you, in the role of the Recruitment Manager of Aus Accountancy, to review documentation and develop a briefing report for the CEO and make changes based on feedback.
This assessment is to be completed in the simulated work environment in the RTO.
Required
- Access to the learning materials
- Computer with Microsoft Office and internet access
- Aus Accountancy Set for Skilling Program Documents
- Dispute Resolution Policy and Procedures
- Briefing Report template
Timing
Your assessor will advise you of the due date of this assessment.
Submit
- Email with Briefing Report attached
- Email with updated Diversity Policy attached
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Written answer question guidance
The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell you how you should answer the question. Use the definitions below to assist you to provide the type of response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in detail, and identify important points and key features. Generally, you are expected to write a response one or two paragraphs long.
Compare – when a question asks you to compare something, you will need to show how two or more things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or features and express some form of critical judgement. Generally, you are expected to write a response one or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should put forward arguments for and against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should provide a detailed response with key points and features and provide critical analysis. Generally, you are expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally, you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the main points. Generally, you are expected to write a response a few sentences long.
Assessment Task 1 Instructions
| Aus Accountancy is a large accountancy firm with 25 staff in a range of diverse roles. Located in one office, based in Sydney, there are a variety of different teams within the office. The Staffing roles within each of the teams have a range of different skill sets that required to run the business, ranging from senior management staff to entry-level staff. The company is in a period of expansion and needs to ensure that it can access a sufficient number of qualified staff. Over the last 12 months, the company has found it challenging to attain and maintain adequately trained staff. As a result, the CEO has decided to address this by rolling out a ‘Set for Skilling’ program. The CEO hopes that this program will help increase staff retention and reap all the benefits of a highly skilled, diverse workplace. The success of the Set for Skilling Program relies on your ability to work as a Recruitment Manager managing the program implementation. A vital part of the implement is your ability to educate the staff on the Aus Accountancy diversity policy in the roll out of the Set for Skilling Program. |
Complete the following activities:
- Access and review the Aus Accountancy Set for Skilling Program Documents in your student resource folder and locate and review the diversity policy for Aus Accountancy from within the documents and familiarise yourself with the Dispute Resolution Policy and associated procedures.
Critically review the diversity policy and determine if it is suitable or if an update is required.
Your aim within the review is to ensure that the program is effectively implemented and that as the backbone of the program it is understood and acted upon by all staff and to ensure it aligns with the Set for Skilling Program. It needs to include clear procedures for staff to be able to follow and must include a procedure for ensuring diversity in selecting and recruiting staff.
Review the legislative requirements that are applicable to the program. Due to the recruitment changes imposed by the program, the business will now be required to adhere to legislation in all states, instead of just NSW and the diversity policy also needs to reflect this.
- Develop a Briefing Report for the CEO
Based on your review completed, develop a briefing report for the CEO detailing your feedback and suggestions for changes to the policy and development of procedures along with ideas on strategies you plan to take to ensure the Set for Skilling program is effectively implemented, acted on and understood by the various program stakeholders, including new and existing staff.
Complete the report using the template provided in your resources folder and make sure you complete all sections.
Answer
- Email your report to the CEO (assessor) for review as an attachment.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment and seek their feedback and approval to update the policy.
Answer
- Make updates to the Diversity Policy
Once you have received feedback from the CEO, make the necessary changes to the Diversity Policy, write the procedures and submit to the CEO (your assessor) via email as an attachment.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment.
Answer
Assessment Task 1 Checklist
| Did the student : | Completed successfully | |
| Yes | No | |
| Locate and review the diversity policy from within the Set for Skilling documentation and use the information to critically review the policy? | ||
| Determine its applicability to the organisation by making recommendations and providing feedback on changes that need to be made to ensure its relevance for staff? | ||
| Outline formal and informal complaints procedures as provided in the Dispute Resolution Policy and Procedures? | ||
| Identify and outline key features of relevant current legislation regarding: age discriminationdisability discriminationracial discriminationsex discriminationhuman rightsequal opportunity | ||
| Implement an action to ensure that the diversity policy can be understood by staff and implemented by way of developing associated procedures? | ||
| Aim for diversity in selecting and recruiting staff by developing a procedure within the diversity policy? | ||
| Trainers Feedback: | ||
| Trainers Name: | Signature and date: | |
Assessment Task 2: Develop a training manual
Task summary
This assessment task requires you, in the in the role of the Recruitment Manager of Aus Accountancy, to develop a Staff Training Manual for the Set for Skilling program to be submitted to the CEO (assessor) for review.
This assessment is to be completed in the simulated work environment in the RTO.
Required
- Access to textbooks and other learning materials
- Computer with Microsoft Office and internet access
- Access to the Aus Accountancy Set for Skilling Program documents
- Dispute Resolution Policy and Procedures
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Email with:
- Completed Staff Set for Skilling Training Manual
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 2 Instructions
Carefully read the following:
| It’s time to implement strategies decided on for rolling out the program to staff members. As noted in the case study, there have been prior difficulties with some staff members and the CEO is wanting to ensure that prior difficulties and situations are addressed in the training to enable all staff to better manage any conflict in the future. The CEO has requested that a Set for Skilling Staff Training Manual is developed and then a training session be developed and delivered based on the manual. |
Complete the following activities:
- Design and develop a Set for Skilling Staff Training Manual (in the form of a pdf or word document).
The training manual should be designed to assist you, the Recruitment Manager and your team, roll out the Set for Skilling Program, program initiatives, diversity policy and associated procedures and be designed using language appropriate to the staff of Aus Accountancy.
The Training manual should address the training needs you have identified will be required for the staff of Aus Accountancy to successfully embrace the Set for Skilling Program and will be used as a training tool document to help you train your staff (recruitment officers) on the Set for Skilling Program, who will in turn train others within the company and new employees during induction.
The staff training manual must include:
- An introduction to the Set for Skilling Program including the program objectives and initiatives.
- The benefits of the Set for Skilling Program, in the workplace in relation to work performance, skill level and the delivery of the business’s services to customers. (specifically outlining the benefits of working effectively with difference).
- A summary of the training needs identified and how the Set for Skilling Program provides solutions to these. You are to identify these by reviewing the CEO’s background information in the Set for Skilling Program Document
- A process for employees to follow to help them become aware of and let go of any negative beliefs, bias or judgements they may hold toward people who are different from them. (This could be in the form of a training activity, such as questionnaire or reflection activity that could be implemented in the training).
- An overview of Aus Accountancy’s diversity policy and the dispute resolution procedures so employees are aware of the aims of the organisation in relation to diversity and the location of and the procedures to be followed if they encounter conflict in the workplace.
Answer
- Email your training manual to the CEO (assessor) for review as an attachment.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment and seek their feedback and approval to move ahead with the delivery session.
Assessment Task 2 Checklist
| Did the student submit a Set for Skilling Training Manual for the position of Recruitment Officer that includes: | Satisfactory performance | |
| Yes | No | |
| An introduction to the Set for Skilling including: Program initiatives: Program Objectives: | ||
| The benefits of the Set for Skilling Program, in the workplace in relation to work performance, skill level and the delivery of the businesses services to customers is detailed? | ||
| A summary of the training needs provided as part of the Set for Skilling Program and how the program provides solutions to these is outlined? | ||
| A process for employees to follow to help them become aware of and let go of any negative beliefs, bias or judgements they may hold toward people who are different from them is included? | ||
| An overview of both the Diversity policy and the Dispute Resolution Policy including location and procedures if they face conflict? | ||
| The program training manual is designed for the purpose of meeting all of the above objectives using language appropriate to the Staff of Aus Accountancy? | ||
| Trainers Feedback: | ||
| Trainers Name: | Signature and date: | |
Assessment Task 3: Undertake Staff Training
Task summary
In Assessment Task 3 you are required to develop and conduct a staff training session based on the Set for Skilling Employee Manual you created in Assessment Task 2. You must then create an external communication for clients based on feedback from the training.
This assessment is to be completed in the simulated work environment in the RTO.
Required
- Access to the learning materials
- Computer with Microsoft Office and internet access
- Access to the Aus Accountancy Set for Skilling Program documents
- Dispute Resolution Policy and Procedures
- Staff Training Manual (created in Assessment Task 2)
- Case study document
Timing
Your assessor will advise you of the due date of these submissions.
Submit
- Session Plan
- External communication
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 4 Instructions
Carefully read the following:
| To kick off the roll out of the Set for Skilling Program, the CEO has requested you run a staff training for your team of Recruitment Officers in the Set for Skilling Program, who will then be prepared to deliver the training to others in the organisation throughout the coming months. The CEO (assessor) will sit in on this training. You will utilise the training manual you have created as the primary tool to assist you in training the staff in the organisation requirements of the Set for Skilling Program. |
Complete the following activities:
- Develop a session plan
Using the template provided in your resources folder, develop a session plan which includes timings and topics as well as brief instructions to yourself on how to run the training based on the training manual you have developed from the Set for Skilling program documentation. The session must run for approximately 30 mins and the assumption is that all of the participants are familiar with the manual. Your assessor will ensure your team is diverse in nature.
Your training must include:
- An introduction outlining the purpose and benefits of the program
- A summary of the training needs identified and how the Set for Skilling Program provides solutions to these
- An activity to help participants become aware of and let go of any negative belief systems, bias or judgements they may hold toward people who are different from them – based on what you developed in the employee manual
- As part of the above process you as the Recruitment Manager must share an example of your own previous bias and how you overcame this and let go of pre-conceived ideas of stereotypes
- A series of activities such as role plays directly demonstrating how to follow the procedures for:
- managing tension created by difference
- identifying and managing harassment allegations
- employee conflict and complaints processes.
You need to specifically develop some role plays for the participants ensuring that you play the lead role and each of the participants has a turn to play the roles of people from diverse backgrounds and cultures. The aim of this is to demonstrate and model how to address issues of difference, manage tensions and work effectively with difference, along with demonstrating how conflict resolution techniques can be utilised. Access the case study document in your student resources folder for ideas.
Submit the session plan to your assessor for review before scheduling the training session with your assessor and delivering it. .
Answer
| Session title: |
| Times: |
| Venue |
| Session prepared by: |
| Resources/equipment required for delivery: |
| Supporting documents: |
- Deliver the training session
Using the session plan, deliver the training to a group of three participants arranged by your assessor. Your assessor will sit in and watch the training session in the role of the CEO.
During the training you must:
- Present the information using language and body language appropriate to your team
- Encourage team collaboration
- Encourage respect for individual and team differences by role modelling
- Educate the team on Aus Accountancy’s Diversity Policy and program initiatives
- Spread a consistent message of respect for individual and team differences
- An summary of the diversity policy and procedures
- Facilitate a feedback process whereby you generate and participate in discussion to collect feedback from the team members of the training identifying:
- the key learnings and messages they received from the training
- ways that the program can be developed further to improve the business products and services and meet the organisation objectives including ways to promote diversity to clients and external stakeholders.
- Promote diversity externally
Now that the training session has been delivered, based on feedback collected at the end of your training session, develop some type of external communication to promote the benefits of diversity and the image and reputation of the company as a leader in promoting it.
You may create the communication in any format you feel is relevant, as long as it is designed to promote diversity and portray a positive image of the organisation for clients and other stakeholders outside of the organisation which promotes is accounting services.
Submit this to your assessor.
Answer
Assessment Task 3 Checklist
| Did the student: | Satisfactory performance | |
| Yes | No | |
| Develop a session plan to guide their training which meets the requirements of the assessment activity? | ||
| Conduct a training session to a group of a diverse nature? | ||
| Deliver their training according to their session plan developed? | ||
| Facilitate aprocess in the training for employees to help them become aware of and let go of any negative belief systems, bias or judgements they may hold toward people who are different from them? | ||
| Share an example of their own diversity bias and how they overcame it? | ||
| Demonstrates within the training how to follow procedures for: managing tension created by differencerecognising and managing harassment allegationsemployee conflicts and complaints management? | ||
| Presents the above information using language and body language appropriate to the team? | ||
| Participates in and encourages collaboration of the training attendees (people from diverse backgrounds)? | ||
| Encourage respect for individual and team differences? | ||
| Educate the team on Aus Accountancy’s Diversity Policy and program initiatives. | ||
| Facilitate a feedback process where they generate and participate in discussion to collect feedback from the team members of the training identifying: the key learnings and messages they received from the training ways that the program can be developed further to improve the business products and services and meet the organisation objectives including ways to promote diversity to clients and external stakeholders. | ||
| Promote diversity and the organisation’s approach to it using an external method/forum? | ||
| Trainers Feedback: | ||
| Trainers Name: | Signature and date: | |
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