Diploma of Community Services

Student Name:

Student ID:

32507B/02 Knowledge Test – Short answer questions

E1141

Diploma of Community Services

Module 1

This is Assessment 2 of 3

1. Background/Overview

Leaders in the Community Services sector have a responsibility to foster diversity within the workplace. Research and analysis of diversity data is an important skill to use when developing workplace diversity strategies that support inclusiveness. The ability to develop contingencies to address weaknesses or negative impacts of strategies is also a required skill.

2. Brief

In this assessment, you will investigate how to promote workplace diversity and develop communication strategies to support this for the not-for-profit organisation, CareShore (as described in the activity scenario).

You will demonstrate this knowledge by:

· researching and gathering qualitative and quantitative data

· analysing that data to develop workplace diversity and communication strategies

· considering potential barriers and possible solutions to those barriers

· discussing the potential benefits of diversity to CareShore’s workplace objectives

· demonstrating the positive and negative impacts of diversity practices for self and others.

Some of the questions in this assessment have multiple parts to the them, so please make sure you answer all the parts and pay attention to the numbers of examples required (where indicated) and the required word counts (where provided).

Deliverables

Answer the questions, complete the tasks in this document and submit it.

To do list:

1. Write your name and student ID at the top of this page.

a) Read the background/overview and brief sections of this document.

b) Read the questions and answer in the tables provided or where it is displayed 'click here and type your answer'.

c) Save the Word document using the naming convention: [your student number]_[assessment]_[assessment number].doc. For example: “12345678_31135_01.doc.”

d) Upload your document in Open Space using the relevant Assessment Upload link in this Module.

e) Use the assessment rubric (at the end of the document) to provide a guide to the assessment criteria.

State

Local Government Directory

Western Australia (WA)

http://www.dlgc.wa.gov.au/

South Australia (SA)

http://www.lga.sa.gov.au/

Victoria (VIC)

http://www.knowyourcouncil.vic.gov.au/

New South Wales (NSW)

http://www.olg.nsw.gov.au/

Queensland (QLD)

http://www.dilgp.qld.gov.au/

Northern Territory (NT)

http://www.dlgcs.nt.gov.au/

Tasmania (TAS)

http://www.dpac.tas.gov.au/

Austrailian Capital Territory (ACT)

http://www.communityservices.act.gov.au/

Chosen community within your state/territory (include URL link)

Name of the chosen geographical area:

URL link:

Target group

Population percentage

Population numbers

Socio-economic factors impacting this group (at least 2 examples, 25 words each)

Non Australian Born

1.

2.

Australian Born (Non Aboriginal and Torres Strait Islander)

1.

2.

Aboriginal and Torres Strait Islander

1.

2.

Totals

Target group

Population percentage

Population numbers

English as a first language

English as a second language

Totals

Possible barriers or restraints

(50 words each)

Posssible solutions

(50 words each)

1.

2.

CareShore Staff Profile

Korean

2

African (not disclosed)

2

Vietnamese

1

Aboriginal and Torres Strait Islander

2

Arabic

10

Lebanese

2

Indian

2

Pakistan

1

Bangladesh

1

Nepalese

1

Afghanistan

1

Australian

10

European (not disclosed)

5

Russian

1

Chinese

2

People with disability

3 (Hearing or vision impairment)

Mature-aged workers (65+)

2

Key outcomes

Increasing the diversity of our workforce

CareShore is committed to increasing the ratio of staff it employs from the following diversity groups:

· Aboriginal and Torres Strait Islanders

· People with disability

· Mature age workers

· People from diverse cultural and linguistic backgrounds.

An Employee Plan for each of these groups will be developed during the first 12 months of this strategy. In addition, specific recruitment strategies will also be developed for Aboriginal and Torres Strait Islanders and people with disability. These documents will outline how CareShore will increase the ratio of staff employed from these diverse groups. Given the organisation’s Closing the Gap agenda, CareShore has continued to work towards a target of 5% for Aboriginal and Torres Strait Islander staff in the next 12 months. Targets for other groups may be developed in the plans over the next 12 months.

Committing to action

CareShore is committed to workplace diversity and inclusion that reflects the significant diversity of the community we serve and ‘empowering people to actively engage and participate in their community.’ The actions our organisation will implement to ensure we achieve this goal are outlined within this strategy.

Celebrating workplace diversity and inclusion

We will take the time to acknowledge workplace diversity and inclusion and embrace the diversity each person brings to our workplace. A calendar of key dates has been included within this strategy which highlights opportunities for our organisation to reinforce the importance of workplace diversity and inclusion. These events will be acknowledged and celebrated within our organisation.

Monitoring and reporting our performance

CareShore will release an annual workplace diversity and inclusion report which summarises key achievements and areas for improvement against this strategy.

(adapted from the Department of Human Service’s Workplace Diversity and Inclusion Strategy 2011-2015)

Potential benefits of a diverse workforce

Contribution to CareShore's diversity and inclusion strategy

1.

2.

3.

Strengths

(possible benefits for staff and clients)

Weaknesses

(possible areas for improvement for staff)

1.

1.

2.

2.

Opportunities

(possible benefits for the organisation)

Threats

(possible barriers to implementation)

1.

1.

2.

2.

Strategy

Work practice/s or resource

Role modelling

Coaching

Mentoring

Professional development of staff

Consultation

Collaboration

Provision of resources/information

Creating a supportive work environment

Implementing diversity policies and procedures

Experiences

Positive impact of quality diversity practices

Negative impacts of poor diversity practices

Example:

Management

Staff will work cohesively and provide quality services to the clients

Staff will have prejudices towards team members and clients and this will impact on service delivery

Personal behaviour

Interpersonal relationships

Perception of self

Social expectations of self

Social expectations of others