CHCDIV003 Manage and promote diversity - Final Assessment PDF

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Final Assessment Part A – Questions 1. Provide two definitions of diversity and outline how these are relevant for the requirements of workplace diversity. Diversity can be defined as people with different experiences and skills which generates knowledge and innovation in the workplace. It can also be based on an individual’s gender, disability, race or religion which reflects the diversity of the Australian population. 2. List the key areas of diversity and explain the characteristics of culture, ethnicity and race as they apply to diversity. The key areas of diversity consist of: - Culture refers to social behaviour, characteristics and way of life that a group of people practice which relates to their ethnicity. Characteristics of culture can include religion, manners, celebrations and interpersonal practices. - Ethnicity is where an individual was originated from and refers to social traits including shared languages, nationality, traditions, religious beliefs and tribes. - Race is determined by the individuals’ ancestry. - Gender - Generational - Intersex - Religious or spiritual beliefs - Sexual orientation/sexual identity - Disability 3. Explain what it means to have a disability, according to Australian law. A disability according to Australian law includes physical, psychiatric, intellectual, neurological, sensory and learning disabilities. Physical disfigurement and disease is also considered as a disability. Some examples of disabilities include dyslexia, hearing impairment, visual impairment and autism. A disability can be caused from an accident, an infection, at birth, a genetic disorder or a psychiatric condition. 4. Outline the key characteristics of religious or spiritual beliefs as they apply to diversity. The key characteristics of religious or spiritual beliefs that apply to diversity include an individual’s diet, dress code and how they choose to be managed in healthcare. It can influence how people deal with events including deaths, births, birthdays, marriages and anniversaries. 5. What does gender equity mean? Gender equity means that regardless of your gender identity, male, female or transgender, you are entitled to the same resources, wages and opportunities. 6. What does the term intersex mean? How does being intersex differ from identifying as a male or female? Intersex is a term used to describe a variety of conditions which a person does not fit into the typical physical characteristics of male or female. The variation can be chromosomal, genetic, hormonal or physical. For example, a person might be born appearing to be female on the outside, but having mostly male-typical structure on the inside. Corrective surgeries in not necessary in some cases however, accepting the individual for who they are is adequate.

7. List four generations and two key characteristics of each. - Baby Boomers were born between the years 1946 – 1964 and two key characteristic include independency and financially secure. - Generation X were born between the years 1965 – 1980 and two characteristics include well-educated and becomes parents at an old age. - Generation Y (also known as Millennials) were born between the years 1981 – 1994 and their characteristics include confidence and ambition, as well as tech savvy. - Generation Z were born mid or late 1990s or from the mid-2000s to the current day. Characteristics include employment in roles that are not introduced yet and in the labour force by the end of 2020. 8. Explain what sexual orientation means and list the common terms used to describe sexual identity. Sexual orientation refers to an individual’s sexual preference. The common terms used to describe people’s sexual identity include: - Bisexuality: attracted to members of either sex. - Heterosexuality: attracted to individuals of the opposite sex. - Homosexuality: attracted to individuals of one's own sex. 9. Outline the benefits of workplace diversity. - Increases awareness of other cultures. - Individuals from diverse backgrounds can offer a range of different talents, skills and experiences that may benefit the organisation and their work performance. - It creates innovation by working with people of different backgrounds, experiences and working styles. - It maximises the occupancy of the Australian workers. - Staff who speak different languages allows the organisation to work globally and avoids language barriers and cultural differences from occurring. - Promotes opportunities. - Avoids conflict between staff members. - Improves equal opportunity and social justice (legislated under Australian law). - Demonstrates inclusion and flexibility which gives the organisation a positive reputation. 10. Outline two diversity practices and how they will impact the workplace. - Breeding a culture of inclusion ensures the diverse workplace is benefiting from the different talents, skills and experiences. It offers a diverse approach and must be practiced at all management levels to ensure it is successful. - Celebrating and recognising differences promotes an understanding and respectful work environment. 11. How can diversity practices within a workplace impact on your personal behaviour and interpersonal experiences? Diversity practices in the workplace will foster improved communication, acceptance and tolerance of others. This will lead to new practices, enhanced relationships and a positive life. 12. How can learning about others differences affect our perception and social expectations of self and others? Our perception and expectations may adjust for the better. We would be open minded and more flexible in terms of our expectations when experiencing differences.

13. Outline the concept of cultural awareness. Cultural awareness is the ability and willingness to objectively examine the values, beliefs, traditions and perceptions within our own and other cultures. For example, it is the ability to walk in someone else's shoes in terms of their cultural origins. 14. Outline the concept of cultural safety. Cultural safety is the outcome of cultural competency and is a significant factor to every organisation. It ensures respect for cultural and social differences in the workplace environment, preventing discrimination. 15. Outline the concept of cultural competence. Cultural competence is the ability to understand, communicate and effectively interact with people across different cultures. It also develops from cultural awareness to gaining more knowledge of the customs and values of those different to our own. 16. Outline the role of leaders and managers in encouraging diversity in workplace practices and service delivery. - Promote a discrimination and harassment free work environment. - Demonstrate equality when promoting and the development of employees. - Upstanding a respectable attitude towards diversity to encourage others. - Accepting and recognising diversity and implementing protocols to support this as it will have a positive effect on the organisation. - Taking the lead by inspiring others to be supportive of dissimilarities and understanding the values. 17. Outline two ways to ensure equitable activities are provided to diverse clients. - Making sure that the activities do not clash with religious celebrations. - Identifying any issues that may arise by educating all staff. 18. Describe the principle of inclusivity and list three practices that can be applied to ensure inclusivity in the workplace. The principle of inclusivity is to ensure no one is excluded regardless of your background, knowledge, appearance or values. Most importantly, you feel inclusive around others. The three practices that can be applied to ensure inclusivity in the workplace include: - Distinguish the needs and differences of individuals. - Establish opportunities for individuals to partake in. - Make improvements to policy, procedure and practices frequently. 19. Describe the types of work planning and practice that support diversity in the workplace. - Senior staff demonstrating inclusive behaviour throughout the workplace allows other staff to shadow their performance. - Regularly educating staff about diversity and inclusive practices will encourage everyone to put their knowledge into practice in the workplace. - Removing identified obstacles to inclusion. For example, language barriers may arise in the workplace when clients have difficultly reading promotional/informational materials. The organisation can implement promotional materials in translated languages to accommodate for the individuals. - Physical access to the workplace is essential as people who use a wheelchair will need a wheelchair lift to enter the building if it only has stairs.

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Interacting with others in a variety of ways. For example, a client may have difficulty understanding your accent so you can communicate with them by writing down information.

20. Outline two cross-cultural communication strategies and how you can use them in the workplace. - Sign language, using aids, pointing and miming can be used in the workplace to describe a process or pass on information by using pictures instead of words. - When there is a barrier such as understanding difficulties, interpreting services can be used to communicate effectively. 21. Describe two barriers to inclusivity in the workplace. - Physical barriers prevent individuals with physical and hereditary disabilities from accessing the workplace which leaves them excluded. For example, an employer has hired a worker who is a wheelchair user and would have difficulty negotiating her way around the office. - Knowledge barriers can occur in the workplace when staff or clients have lack of knowledge. For instance, some people may be ignorant of the effect they have on others when put things into context, promoting a sense of exclusion. Education can benefit by reducing social and emotional barriers which lead to a better work environment.

Part B – Case study questions 1. What percentage of staff have the ability to speak a language other than English, and how does Isabella know this? Isabelle has discovered that 0% of her staff have the ability to speak a language other than English through the surveys she provided. 2. What are two methods of qualitative data collection Isabelle used to determine the areas where the business could be improved? - Observation of staff. - Conducting surveys. 3. Isabelle hires some bilingual staff and puts a sign at reception, so when potential new residents arrive they can see what languages staff are fluent in. How might this improve the business? Having bilingual staff will avoid communication breakdowns that lead to friction between staff and the residents. It is also an effective communication strategy which will promote greater opportunities for the organisation, as well as a better service for the clients. 4. If the residents at the aged care facility were able to communicate with a member of staff in their natural language, rather than English, how might that improve their lifestyle? - The residents stay would be more pleasant and enjoyable. - It is a sense of unity for the residents – they will feel inclusive as they are able to communicate effectively with someone else. - It would promote productivity within the facility as staff will be able to identify the residents’ needs efficiently. 5. Jason feels when he promoted less experienced men instead of Susan he was not being discriminatory because Susan was probably going to on maternity leave again, whereas a man would not. He feels he was only doing it to keep the organisation running smoothly. What law is Jason breaking and why? As Jason feared that Susan would take maternity leave again, he promoted far less experienced men over her and made her work overtime hours. The pressure he put on Susan because he feared that she would be pregnant again was intended so that she could leave her job. Under the Anti-Discrimination Act 1977 (NSW) and the Sex Discrimination Act 1984 (Cth), it is against the law for employers to discriminate employees or allow discrimination and harassment to occur within the workplace. 6. Was the best person promoted for the job when all things were taken into consideration? If not, what legislation covers this and why? The best person was not promoted for the job as they were far less experienced than Susan. Also, only men were promoted for the role as Jason feared Susan would take maternity leave again. Under the Australian Human Rights Commission Act 1986, discrimination in the workplace is not tolerated and Jason has demonstrated this through unjust promoting of staff. 7. Under human right legislation, what right has been infringed in this case? Susan was experiencing inequality and discrimination based on her gender as her employer feared she may take maternity leave again. Under the Sex Discrimination Act 1984 (Cth), Jason failed to promote equality between men and women in the workplace.

8. Jason feels that his position on this is valid, as maternity leave places an unfair burden on the employer. Why is he wrong? Susan cannot be discriminated against because Jason fears that she may take maternity leave again. She also cannot be demoted or treated unfairly based on his judgement. Under the Sex Discrimination Act 1984 (Cth), it is unlawful to discriminate against a person because they are pregnant or might become pregnant. 9. List some professional development programs that Felicity should instigate with her employees to foster diversity. - Participate in conferences or workshops relevant to diversity. - Participate in training programs relevant to diversity. - Assign research tasks to staff. - Participate in educational courses. - Present an interactive workshop to employees. - Present findings of research relevant to diversity to all staff. 10. One of the objectives of the diversity policy is to treat everyone with respect and dignity. List ways for dealing with different beliefs or value systems that Felicity could incorporate into her diversity strategy. - Acknowledging and accepting to build an understanding by listening and being empathetic when dealing with people who possess different beliefs or value systems. - Being respectful of cultural practices, attitudes and beliefs. - Responding to differences positively. - Participating all staff to diversity training programs. - Building cultural awareness. 11. How can the bus driver rephrase his statement, and use direct communication to ensure everyone arrives back on time? The bus driver can rephrase the statement to ‘The bus will leave at 1pm, please arrive before.’ 12. Rather than simply assume everyone knows what time the bus leaves, how can the bus driver use direct communication to ensure all the passengers on the bus know what time to return? Direct communication can be used by the bus driver to send a clear message to the residents. For example, ‘The bus will leave at 1pm, please arrive before’ is direct communication as there is no room for any misunderstandings. 13. The driver’s supervisor suggests using a communication board mounted at the front of the bus. What could the driver put on the board to ensure that they do not sit around waiting for people to return? The bus driver can have a visual image of a clock with the time ‘1:00PM’ next to it. Alternatively, he can display in big and clear writing ‘BUS LEAVES AT 1PM.’ As both methods are effective, the residents will be able to understand the communication board and will arrive before the bus leaves.

Lena Ngoun...