CHCDIV003 Manage and promote diversity - Learning checkpoint 1 PDF

Preview

Summary

Download CHCDIV003 Manage and promote diversity - Learning checkpoint 1 PDF

Description

CHCDIV003 Manage and promote diversity Learning checkpoint 1 Research diversity in the workplace Part A 1. Explain the difference between quantitative and qualitative data in relation to diversity. Quantitative data is information represented in numbers and allows us to comprehend the demographics of employees. For example, how many people do we employ that are between the ages of 20 – 30? Qualitative data is information based on quality. They identify attitudes, opinions and thoughts which allows the organisation to analyse peoples’ behaviours and get a better understanding of their natural language description. 2. People with similar beliefs or characteristics can form factions in the workplace. What is a possible negative consequence of this action? Factions is a negative impact in the workplace when staff divide into their own groups based on their similar beliefs or characteristics. This can cause situations in the workplace where people favour sides and can make others outside the faction feel pressured or excluded. 3. What are some of the things that people may be prejudiced or have stereotype views about? Prejudice views can be someone thinking of another person poorly because he has a different religious belief or he belongs to a certain race. Stereotype views can be statements relevant to gender or appearance. Examples include ‘men are strong’, ‘all Asians are good at maths’ and ‘all blondes are unintelligent’. 4. Having a disability can refer to a number of different conditions. List eight conditions which Australian Law considers a disability. - Physical disability - Intellectual disability - Psychiatric disability - Sensory disability - Neurological disability - Learning disabilities - Physical disfigurement and disease - Chromosomal or syndromic conditions 5. When analysing workplace diversity data, what is an important final step to determine the success of the action plan? The organisation needs to determine how they can use the information to better understand the workforce and support in making decisions to improve the workplace. The timeframe of collecting data is also important as the organisation needs to choose the best time to gather the information. 6. What potential benefits arise from pursuing diversity in the workplace?

The benefits of diversity in the workplace include learning each other’s different skills, generating an understanding about others, promoting opportunities on how to do things differently and promoting social justice. 7. Learning to deal with differences in the workplace can lead to improvements in what areas of your life? Learning to deal with differences in the workplace will improve your communication skills, tolerance and acceptance of other people. It will embellish better relationships, new experiences and an enhanced life. 8. What will collaborating on workplace objectives as they are implemented or formulated achieve? It will assist everyone to understand how and why the objectives were implemented, the expectations of people and also provides opportunities for others to contribute and express their views. Part B How can the objectives of this clinic’s diversity policy be brought into harmony with their actions? The objectives of this clinic is in conflict with Abdul’s needs. Respecting an individual’s religious belief is about accommodating for their needs. The clinic needs to arrange the extra space for him to practice prayer to reflect their policy. Part C How can you collect quantitative and qualitative workplace data in surveys with respect to subjects such as their sexuality and religious beliefs when such matters are private? The surveys can be completed anonymously so the patients’ personal details will not be disclosed to identify who they are. Learning checkpoint 2 Foster diversity Part A 1. Apart from the ability to recognise and understand characteristics that make people different in the workplace, what other qualities are needed to make you effective in a diverse workplace? The qualities needed include not disregarding differences regardless of an individual’s distinctions, everyone should be treated equally and given the appropriate attention. 2. Providing feedback to an individual on a continuous basis can help them in what ways? It corrects their assumptions promptly and keeps the individual focused and motivated. 3. Care service organisations will deal with all areas of society, so it is essential they learn how to interact with the wide variety of values and beliefs of their clients. Name one thing staff in care organisations can do that can have an immediate impact on their ability to perform their duties. Staff in care organisations can educate themselves regarding their clients’ different cultural views. For example, they can assign research tasks to staff members and

communicate all their findings in a conference. This will allow all staff to gain some knowledge and become culturally aware, which will have an immediate impact on their ability to perform their duties when dealing with clients. 4. List some examples of areas that staff with HR responsibilities should be trained in. - Equal opportunity training promotes the fairness and equal treatment of staff and provides a safe working environment that prevents harassment, bullying, bias and discrimination. - Workplace bullying training helps staff members identify bullying and harassment in the workplace. It also put measures in place to prevent it from occurring, reflecting the organisations policies and procedures, as well as relevant legislation. - Grievance management training is significant in the workplace as Managers and HR staff need to understand the organisation’s protocols, relevant to grievance and dispute handling. It also informs staff the processes of lodging a complaint against discrimination, harassment or bullying. - Recruitment and selection training highlights the importance for non-discriminatory practices during the recruitment and selection course. During the recruitment and selection process, approaches should be implemented to prevent indirect and direct discrimination. 5. What are some strategies that can be used to promote understanding? - Informal or formal discussions within the organisation when there is an issue founded on an individual’s differences. - Team meetings about the benefits of a diverse work environment. - Sessions where each staff member shares their experiences, culture and traditions. - Inviting experts in diversity to speak to the staff. 6. Where can organisations source ideas to improve the diversity in their workplace? - People with disabilities. - Staff who understand different cultures and traditions, and communicate different languages. - Staff who have involvement working overseas and contacts. - People with alternate thinking styles. 7. How can managers use staff meetings to help diffuse tension? - Without any judgement, managers can listen to each party involved in the conflict. - Identify the foundation of the problem and analyse the problem to see whether there is a possible solution. Alternatively, the manager may need to separate the parties involved if there is a personality clash. - Speaking to both parties involved about the dispute and making recommendations to progress the chances of effectively solving the conflict. - Participate with each party individually, as well as both parties collectively, to discuss probable resolutions. Also, comprise an agreement from both parties in regards to the resolution. - Present a solution. - Review the event and learn from it.

Part B 1. What tips could Monica give the trainee in regards to working with people from a different culture? - Respect other people’s cultures one-on-one. - Take the lead based on the person’s interaction with you and be mindful if they show signs of distraught. - Don’t stereotype or label people based on what you consider is their cultural practice. 2. Monica stresses the importance of having the right attitude in order to achieve success. List six qualities that the trainee should embrace in order to achieve success. - Acknowledging that you do not know everything allows you to become culturally aware. - Suspend from any judgements as you need to collect the facts. - Having empathy enables you to put yourself in someone else’s shoes and provides opportunities for new experiences. - Refrain from making assumptions. Ask questions for any clarifications. - Don’t control the situation as people have resources they can access too. - Celebrating diversity within the workplace provides opportunities to learn about other people’s diverse way of life. 3. What is a good tip Monica could give the trainee in dealing with a people who have a different belief or value system? A good tip Monica could give the trainee is to try and be understanding. Sometimes it’s not easy to gain an understanding of different belief or value systems, but the best approach is just to acknowledge that some people are different and to accept it. 4. Monica recognises the value of inclusion and mentoring. She asks Vanessa to become the Trainee’s mentor as she is both an incredibly hard worker and has fantastic interpersonal skills. What are two positive effects Monica believes will result from this pairing? - The trainee will develop new skills quickly. They will gain significant knowledge from the mentor, allowing them to put it into practice. - The trainee will gain self-confidence and be motivated to work. Learning checkpoint 3 Adapt communication strategies Part A 1. A sign at the rehabilitation centre reads ‘We welcome all women into our yoga class.’ Why is this exclusive language and how could it be modified to be inclusive? This statement is exclusive language as it excludes people out. This is an example of discriminatory language as it only mentions ‘women’. It can be modified to ‘We welcome everyone into our yoga class’ to be inclusive. 2. Why would you modify your presentation of research data of health in the elderly, if your audience was a group of research scientists? As they are elderly people, their communication needs are more complex. The use of language during the presentation would need to be simplified according to their circumstances.

3. We can communicate with each other in a number of ways. If you had a group of people who spoke a variety of different languages, none of them English, how could you communicate to them the location of the toilet in the medical centre? I would use easy pictures, diagrams or universal signs to communicate the location of the toilet to people who don’t speak English, as they would be able to comprehend the illustrations. Part B 1. How does active listening assist communication? Active listening avoids any misunderstandings and allows you to gain perspective to respond appropriately. 2. In his previous country he relied almost exclusively on oral communication when interacting with patients. What other methods could he make use of now to improve communication. He can use drawings or pictures to interpret what he is saying and write down information so the patients can read it.

Learning checkpoint 4 Contribute to workplace diversity policies and procedures 1. Who should Felicity consult with before creating her strategy? Felicity should consult with other staff members, the clients, local community organisations, specialty groups and multicultural services. 2. List at least four objectives that should be included in her policy. - Treat every person with respect. - Provide a safe work environment from harassment. - Ensure equity and fairness in the workplace. - Valuing a diverse workplace and the organisations protocols relevant to diversity. 3. List four procedures that would support diversity. - Promoting diversity - Dealing with complaints - Providing relevant training to staff - Managing with non-compliance 4. Felicity will hold a training session to introduce her policy. What content should she present to her staff to ensure they understand aspects of the policy? - The areas of diversity, the meanings of discrimination, harassment and behaviours that are not acceptable in the workplace. - The consequences of breaches of the plan. - Equal employment opportunity (EEO) management responsibilities. - Complaint processes and how the policy complies with relevant legislation. 5. How could Felicity ensure the training sessions are successful? - Ensure the learning environment is comfortable. - Make sure the sessions are relevant to the organisation and staff members. - Promote understanding by having clear objectives.

-

Allow people to contribute through discussions and brainstorming ideas. Provide a range of activities people will enjoy to ensure they gain the required knowledge. Display a variety of method including visual content.

6. List three measures of success that Felicity could put in place to ensure her new strategy is working. - Surveys and feedback forms provide responses from staff and their levels of understanding, as well as acceptance of the strategy. - Collecting data from staff relevant to age, gender and ethnicity to show the diversity of the organisation. This data can be used to compare with previous statistics. - Observing staff through their participation of celebrations and events relevant to cultural occasions. This may show the increased number of staff partaking the cultural events. 7. Felicity is worried if she does not stay on top of things the business will be left behind again. What strategies can she use to ensure she is monitoring changes in legislation, code of practice or trends relating to diversity? - Subscribing to journals who targets audience including HR professionals, managers and related staffs. - Monitor websites that focus on anti-discrimination (state/territory agencies). - Maintain memberships with professional networks of equal employment opportunity officers, HR practitioners and other related groups. - Take part in information sessions delivered by government agencies, training providers, law firms and associated agencies. 8. After six months Felicity has decided to complete a formal review of the policy. How should she go about this? - Conduct surveys with the organisation’s staff and board members. - Have a suggestion box which will allow people to make comments/suggestions anonymously. - Research best practice by arranging staff to visit other workplaces. - Interview relevant stakeholders. - Have informal discussions where people will have opportunities to express their own views. - Involve with state/territory agencies who are in authority for implementing diversity legislation to review the organisation’s diversity protocols. 9. Felicity has asked the day manager, Anna, to complete a report on the workplace diversity policy and procedures. She has given Anna all the feedback she has received form stakeholders, and wants it collated into a report that will give her meaningful information so she can create an action plan going forward. What should Peita include in her report and what guidelines should it follow? - It needs to reflect the needs of the organisation (its goals and objectives). - Reflect the needs of staff, clients and stakeholders. - Contain significant areas of diversity. - Use of appropriate language. - Present best practice. - Reflect relevant legislation including equal opportunity, anti-discrimination and human rights....