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Evidence Guide: BSBLDR804 - Influence and shape diversity management

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBLDR804 - Influence and shape diversity management

What evidence can you provide to prove your understanding of each of the following citeria?

Influence organisational culture

  1. Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation
  2. Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements
  3. Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation
  4. Embed diversity education in induction, on-the-job learning and professional development opportunities
  5. Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce
  6. Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements
Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Embed diversity education in induction, on-the-job learning and professional development opportunities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide strategic direction in diversity management

  1. Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers
  2. Model and promote different leadership styles
  3. Identify the current and future diversity needs of the organisation and initiate strategies to address gaps
  4. Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.
Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Model and promote different leadership styles

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify the current and future diversity needs of the organisation and initiate strategies to address gaps

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Formulate strategic diversity priorities for the organisation

  1. Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives
  2. 3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives
  3. Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support
  4. Monitor implementation to ensure strategic diversity priorities are addressed
  5. Engage stakeholders to contribute to the evaluation of outcomes
  6. Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.
Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor implementation to ensure strategic diversity priorities are addressed

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Engage stakeholders to contribute to the evaluation of outcomes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Influence organisational culture

1.1 Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation

1.2 Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements

1.3 Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation

1.4 Embed diversity education in induction, on-the-job learning and professional development opportunities

1.5 Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce

1.6 Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements

2.Provide strategic direction in diversity management

2.1 Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers

2.2 Model and promote different leadership styles

2.3 Identify the current and future diversity needs of the organisation and initiate strategies to address gaps

2.4 Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.

3.Formulate strategic diversity priorities for the organisation

3.1 Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives

3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives

3.3 Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support

3.4 Monitor implementation to ensure strategic diversity priorities are addressed

3.5 Engage stakeholders to contribute to the evaluation of outcomes

3.6 Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Influence organisational culture

1.1 Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation

1.2 Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements

1.3 Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation

1.4 Embed diversity education in induction, on-the-job learning and professional development opportunities

1.5 Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce

1.6 Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements

2.Provide strategic direction in diversity management

2.1 Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers

2.2 Model and promote different leadership styles

2.3 Identify the current and future diversity needs of the organisation and initiate strategies to address gaps

2.4 Keep key stakeholders informed, in a manner suited to their needs, of what constitutes good practice in the area of diversity management and its potential impact on the organisation.

3.Formulate strategic diversity priorities for the organisation

3.1 Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a shared vision for the future that provides challenging but realistic objectives

3.2 Identify strategic priorities and embed them in performance measures to encourage staff to be creative and innovative in their approach to attaining the organisation's diversity objectives

3.3 Communicate strategic priorities to stakeholders using a variety of strategies tailored to their needs and purposes and in such a way as to attract their support

3.4 Monitor implementation to ensure strategic diversity priorities are addressed

3.5 Engage stakeholders to contribute to the evaluation of outcomes

3.6 Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data.