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
What evidence can you provide to prove your understanding of each of the following citeria?
Influence organisational culture
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Adopt a leadership position which reflects understanding of the strategic advantage of diversity to the organisation Completed |
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Embed diversity strategies and performance indicators into organisational strategies, policies and senior management performance agreements Completed |
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Develop, support and resource initiatives to attract and advance the position of equity groups within the organisation Completed |
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Embed diversity education in induction, on-the-job learning and professional development opportunities Completed |
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Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce Completed |
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Monitor, identify and celebrate organisational culture, working relationships, business outcomes and client feedback for positive diversity achievements Completed |
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Provide strategic direction in diversity management
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Research, analyse and communicate future trends and issues that may impact upon workplace diversity to senior management, business unit and line managers Completed |
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Model and promote different leadership styles Completed |
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Identify the current and future diversity needs of the organisation and initiate strategies to address gaps Completed |
Evidence:
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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 |
Evidence:
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Formulate strategic diversity priorities for the organisation
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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 |
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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 |
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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 |
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Monitor implementation to ensure strategic diversity priorities are addressed Completed |
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Engage stakeholders to contribute to the evaluation of outcomes Completed |
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Monitor and continue, enhance or replace strategies, based on feedback and supporting organisational data. Completed |
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