Diversity Assessment PDF

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Summary

Elements Covered - Manage and Promote Diversity
- Research diversity in the workplace
- Foster diversity
- Adapt communication strategies
- Contribute to workplace diversity policies and procedures...

Description

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CHCDIV003 Short Answer Questions Assessment 1.

1. What is diversity and what are the key diverse groups and individuals that you may encounter? Diversity is recognising and respecting aspects, uniqueness and individuality of a person and/or group of people. Diversity can be visible (age, skin colour, physical abilities) and it can also be hidden or not clearly seen (religion, ethnicity, gender identity, values, beliefs and personality). Some key diverse groups that we may encounter today can include but are not limited to: -

A diverse group of different ages in society from elderly Baby Boomers all the way to Millennial youth

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Sexual orientation including heterosexuality and the LGBT community

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A group of people or community who follow and believe in the same religion

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Being the most distinct group when first thinking of the idea of diversity, ethnic groups are people who identify with the same nation/country, culture, traditions, language and history whereas race though similar but depending on the individual is a group of people who share the same physical traits and characteristics (skin, hair and eye colour, language, bone and body structure).

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Disability including both physical and intellectual

2. What are the benefits of diversity in the workplace, how do the workforce, organisations and the clients benefit from an inclusive and diverse workforce? Benefits of diversity in the workplace include having a team of individuals who are all different, unique and bring their own twist, experiences and point of views to the table. Other strong benefits from a diverse work environment involve a sense of belonging and acceptance, positive brand and/or company/organisation image, service flexibility and employee/group performance. Organisations and clients can benefit from an inclusive diverse workforce by having the right staff who have relevant backgrounds and skills catered to clients (can be from a CALD background themselves that relate to the client creating a safe and comfortable environment or has detailed training to only work with a specific group/target i.e. children), creates an environment that’s welcoming to all and is nondiscriminative and recognises the different needs, values and characteristics diverse groups face. 3. What barriers may exist to fostering and building diversity with staff and clients? In the example from Presentation 2018 - CHCDIV003 Manage and promote diversity via the SWSI TAFE moodle, some key 3 barriers to building diversity with staff and clients involve cultural, institutional and individual beliefs or practices:

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Cultural: having different or opposed beliefs and values which may cause conflict and believing in different religions that may not be respected or tolerated by both sides.

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Institutional: Government or politically correct views, economics and society impacts.

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Individual: discrimination, personal past experiences, labelling, ignorance and stereotypes.

These examples can create barriers because they influence a negative experience for clients and workers creating tension and confusion. 4. How do you ensure effective and equitable service delivery and staff engagement?

To ensure effective and equitable service delivery and staff engagement a good stepping stone to achieve this target would be to establish the different diversities and differences within the company/organisation as a whole and who your service is dedicated towards, this would give a clear outline of the appropriate tasks, goals, promoting and practising needed to make the service fair and inclusive to all. Staff engagement can energise the wellbeing of service delivery and promotes awareness and respect towards all diversities. This can be implemented by having a trained reception team that can communicate and assist clients from diverse backgrounds effectively (directing the clients to the right staff member or service), culture and diversity days (an old but effective technique that gets everyone involved to represent and share knowledge), team workshops and treating all staff equally regardless of ethnicity, gender, age and status plus having equal job promotions and opportunities available to all (which the individual of course should meet the desired skills, experience and knowledge). 5. Give practical examples of how as a manager you do or would foster diversity in the workplace (give at least 4 examples of successful strategies to foster diversity) There are some smart and safe approaches to cultivate and foster diversity within the workplace. Below are some strategies I believe would make a positive impact: -

A great first step would be to acknowledge, include and value all diversity in your workplace – encouraging all to participate in meetings, goals, programs and discussions and also building team bonding by showing positive support and motivation. An appropriate acknowledgement towards different diversities shows you are aware and respective but also appreciative towards them and value them and their uniqueness.

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an affirmative action approach has ‘a representative number of people in key positions* throughout the company that match the diverse demographics of the community’ [ CITATION McI14 \l 1033 ]. *An example of key positions could include the roles of: Senior Case Managers, Director of Children’s Services and Chief Operations Officer. This approach is a great strategy because it allows equal work opportunities and demonstrates a diverse range of employment levels which can empower others from diverse backgrounds to strive and reach a higher level themselves (Creating the thought of “If he/she can do it, then so can I!).

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Practising and implementing effective conflict resolution management would be an important and necessary plan of action. Though it may not be used as an everyday strategy, negative conflict does happen in the workplace and can lead to uncomfortable tension, misunderstandings, affect an individual’s mentality and/or reputation and serious situations. Mentoring and training staff with the right conflict resolution skills and knowledge builds confidence

#376205 428 Yijan and gets staff prepared to resolve with the right abilities. This aspect also blends with communication skills which is a core element of work environment success. -

Get staff to collaborate with other diverse staff (Inspired by [ CITATION Bik18 \l 1033 ]. This strategy inspires great team work bonding skills and also promotes self-reflection and can decrease previous personal stereotyping, judgements and prejudices. When diverse staff work together it creates innovation, improves work performance, shares knowledge and skills, builds respect and works towards safe cultural and appropriate practices put in the workplace (i.e. becoming aware of prayer times or dietary needs).

6. Explain how qualitative data and quantitative data inform management when applied to workplace diversity? What can data tell us about the level of workplace diversity, inclusion and engagement (150 words) Quantitative data helps inform management of information or knowledge that is clear and concrete. It can be data that is in the form of research, statistics or evidential so it is reliable and helps measure progress and comparisons. This will help when applied to workplace diversity as it sets organised and structured standards; for example, when recruiting, management will set the same level of quality for all participants such as qualifications or skills needed. Another example may be every new staff member must go through WHS policy and procedure inductions as this gives solid and evidential knowledge that they will be equipped with the desired knowledge of work environment settings, rules and standards. Quantitative data can be measured or compared and leaves less room for biases which promotes equal and diverse opportunities. Qualitative data on the other hand informs management of information that cannot be measured but is of quality such as a person’s feelings, relationships, experience and complex issues. This type of data can apply to workplace diversity by recognising objectives that are inclusive as well as personal (statements, observations and opinions). This data can show us that the level of workplace diversity should be set equal, high and continuously practiced and monitored positively. It also shows that the level of inclusion and engagement are big factors towards diversity and impact workplace development. 7. As a manager in the community services sector, what behaviours would you promote to foster diversity in the workplace? Respect and awareness are the first behaviours I would promote to foster diversity in the workplace because it is one of the most important values that should be considered when it comes to diversity. In regards to respect and awareness I would include acknowledgement, cultural safety and cultural competence. All behaviours promoted would need to be appropriate, supportive and positive which would involve empowerment, safe curiosity (if you are unsure, ask) and lastly equality. 8. In the workplace, what training techniques would you implement to ensure discrimination does not occur in the workplace? Provide an example of each technique used in the workplace. -

Team workshop/training days: Bring in specialists from diverse backgrounds who prepare teachings and approaches of preventing discrimination. The knowledge learned from this technique could implement cultural awareness and safety when meeting someone from a different background (the appropriate greetings or eye contact levels).

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Exposed Excursions: Meet and greet with local diverse communities. For example, getting permission to visit a Mosque to learn traditions and culture.

#376205 428 Yijan Not only does this promote positive networking but this builds significant connection with the Muslim community set in the workplace and provides chances to explore all diverse communities so staff members get a taste of the diverse varieties different to their own. -

Weekly/Monthly team discussions – effective way to interact with staff in a comfortable environment (usually a familiar work conference room), appropriate diverse case studies and role playing would be examples of what’s involved as this builds teamwork bonding and inclusion of all participants in a safe environment.

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Weekly/Monthly individual meetings – Same purpose of team discussions but focuses on one staff member at a time and gives a chance to dig into deeper issues or concerns that are away from others. This may be the strongest technique as individual meetings give a chance for that one person to offer some advice or insight on what they feel is appropriate in regards to their own diversity concerns (for example if there is only one staff member who is over 6ft and constantly asked to reach for objects from others, he/she gets an opportunity to suggest newer compromises or solutions such as getting safe ladders in the work environment or getting lower shelves installed).

9. Would each member of the work place team require the same level of development support related to respecting diversity? Explain your answer? I do highly believe that the team should learn all the same information in relation to respecting diversity however I do not think that all staff would need the same level of development support as each person is different and requires different levels of learning delivery. Learning styles would need to be thought of as every worker has a different approach to learning so delivery may need to be altered depending on the individual (some may need online training that is visual and others may need to listen to podcasts if they learn by audio). Staff from diverse backgrounds may also have personal issues or prejudices with diversity training and acceptance as it may be against their own beliefs or values; for example, a person who is of Catholic beliefs may have a hard time learning or respecting the LGBT community resulting in uncomfortable tension and possible unwilling cooperation, so there would need to be different levels of support considered when it comes to respecting diversity. 10.Explain the role of collaboration in a diverse workplace? Collaboration is effective in a diverse workplace because groups and individuals can unite together to share their individual and reliable knowledge, resources, skills, ideas and experience in order to improve, learn or reach an outcome in a uniquely collaborative environment. Collaboration develops inclusiveness, peer support, group work and cooperation which are all benefits towards workplace performance and diversity. 11.Develop 3 communication strategies that you would implement in the work place as a manager to ensure diversity practices meet workforce objectives (include resources required to implement)? Toolbox talks / Discussions – Weekly or monthly continuous diversity toolbox talks to come together and debrief, reflect, communicate and collaborate. This strategy can include PowerPoint presentations, handouts, group brain-storming activities and survey’s. Resources required include: available conference rooms, availability of staff and management to attend, information for PowerPoint slides, paper and pens, correct materials (whiteboard, books, leaflets or technology), planning of

#376205 428 Yijan the certain training days that will occur (i.e. every Friday morning) and a clear, organised agenda. Emails / work forums – An effective way to communicate at any time or day as the internet and emails are available 24/7 for information or support. Emails help reach out individually which can be altered to deliver different types of information, have a documentation option to keep valuable mail, can send out information all at once and can be accessed at any time needed. Appropriate work forums or group’s help with support and can include all members of your team. Resources required include: contact information, safety training or induction in regards to privacy and anti-bullying regulations, computers, internet access and surveys that can be done on your own time to measure feedback. Visual representation – Posters around the work environment that are appropriate and visually appealing promote different sources of information and goals, for example, some posters may include diverse greetings (promoting cultural awareness), some may have information on local opportunities and services delivered to particular diverse groups (indicating networking and other service support) and some may serve as simple but important and respectful reminders (posters that indicate WHS rules like washing your hands or covering your mouth when sneezing). Resources required include: space for posters, appropriate and/or researchable information, printer, paper, push pins or blue tack or an internal graphic designer to create such posters. 12.a) In your own words define cultural awareness, cultural safety and cultural competence. Cultural Awareness – having knowledgeable understanding and recognition towards the differences in another’s background (nationality & country), values, attitudes and cultural practices (i.e. Men and woman’s business in the Indigenous Community or significant dates like NAIDOC Week) Cultural Safety – being aware of what is appropriate, allowed, respected and tolerated so that you are safe and comfortable to approach another who is of a different background than yourself. Cultural Competency – similar to being aware, cultural competence is being able to properly adapt yourself, your practice, response and service delivery in an ongoing and effective manner. b) What are the practical implications on leadership and management practice? Some practical implications on leadership and management may recognize that ‘leadership involves change’ [ CITATION Gio18 \l 1033 ] meaning there is an action plan that needs to be implemented to reach the desired outcome or goal and promote an effective organisation. This also means that management must have a good relationship with their team and staff as strong leadership requires a solid following. Practical implications from staff that management need to recognise and monitor are motivation, staff involvement, time management and/or availability, the various backgrounds/values and beliefs and certain advantages of disadvantages some may have over others (i.e. staff belonging to diverse committees or who speak multiple languages). c) How as a manager do you ensure culturally safe practice? As a manager, a primary role to help ensure safe cultural practice’s is to set an example for all staff by positively promoting and spreading awareness in any way, shape or form you can. It can start from simple actions like inclusion, respect,

#376205 428 Yijan pronouncing names accurately (or even better vocalized in the same tone and emphasis as the name is said to you) and get involved wherever possible i.e. attending training workshops with staff as it shows committed and valued leadership. Continuous monitoring and reflection shall help with ensuring culturally safe practice as it documents how your team and your own practice is developing and what can be done to maintain and/or improve. 13.From a practical and legal and ethical framework explain the concept of why ‘diversity is not a one size fits all solution’? The legal and ethical framework includes Acts and Legislations that are targeted towards protecting, respecting, supporting and clarifying Rights and AntiDiscrimination and this concept is not a ‘solution’ because diversities have difference, are all unique and are not the same, emphasizing that one size (one Act) may not fit all (disabilities, genders, occupations, languages, religion, culture, age, sexuality). 14.As a manager how would you ensure that your diversity strategies inform your policy and procedures, reflect the legislative, staff and community needs? I would make sure that the diversity strategies reflect the policies and procedures by ensuring they are current and have appropriate, reliable information. The strategies would need to be reflecting the legislative and be legal and compliant from the organisation and community. Staff as the frontline need to have available support in regards to the strategies as they are the faces who represent and implement them. A good understanding would be needed from staff as well as contribution to feedback and inclusion. Community needs are an important factor and need to be considered continuously and monitored to understanding the diversity make-up of the community by reading and collecting data, attending community meetings and networking with other services.

15.Describe the process you would undertake to ensure compliance with the policy and procedures of diversity in your work place and how you ensure continuous. To ensure compliance it would be important to have management support, staff consultation and to clearly understand the define terms of the policy [ CITATION NSW18 \l 1033 ]. These are important as they include a sense of support, understanding and a standard of what is expected. The process I would undertake to ensure compliance would be to engage and attend any work training as policies and procedures can change/develop at any given time, take opportunities of support when feeling concerned or unsure, check that the policies and procedures are currently up to date and accessible (staff intranet or asking for a hard copy), implement, abide and promote on a daily basis, and continuously adhere to monitoring and evaluation.

Bibliography

#376205 428 Yijan Bika, N. (n.d.). Workable. Retrieved August 22, 2018, from How to foster workplace diversity: https://resources.workable.com/tutorial/workplace-diversity Giordano, P. (n.d.). 4 Implications of Leadership. Retrieved August 26, 2018, from Walden Woods Leadership: http://walden...