CHCDIV03 Manage and Promote Diversity 1

CHCDIV003 MANAGE AND PROMOTE DIVERSITY

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 CHCDIV003 Manage and Promote Diversity 2

CHCDIV003 MANAGE AND PROMOTE DIVERSITY

This unit, CHCDI003 manage and promote diversity, describe the knowledge and

skills that are needed to promote and evaluate diversity in the place of work, and to contribute

towards planning of diversities procedures and policies[ CITATION Asp151 \l 2057 ]. It may be

done to internal work practices or external service delivery. This unit applies involves

knowledge on how to;

 Foster diversity

 Research diversity in the workplace

 Contribute to workplace diversity procedures and policies

 Adapt communication strategies

In regard to the above definition, this paper with look and excessively analyse Centrelink

organization on the strategies it deploy to meet the exceptions of this CHCDIV003 manage

and promote diversity unit.

(A) Research diversity in the workplace

Centrelink is an Australian government agency that delivers compensation and

support on behalf of a number of government agencies, including the Department of Family

Affairs Department of Employment and Workplace Relations, Aboriginal Affairs and the

Department of Education, Science and Training and the Community Services. The aim of

Centrelink is to help people become more self-sufficient and to increase the opportunities for

working-age people to find a job while helping those in need. Centrelink provides advice to

clients on all applicable support and payment choices through referrals to Australian

government job service providers (Disability Vocational Rehabilitation Services and

Disability Supported Employment Services, Job Network, Job Network,), Centrelink staff,

and other departments and agencies where appropriate. Centrelink also assists those who

require special help at various stages of life, such as when planning to retire, when they are in
 CHCDIV003 Manage and Promote Diversity 3

crisis, or when they are sick. Centrelink helps working-age people with the ability to work,

find suitable jobs or engage in the community as fully as possible.

Diversity benefits both managers and employees. Although in the workplace

associates are interdependent, efficiency may be improved by respecting individual

differences. Workplace diversity will minimize litigation and improve marketing, hiring,

innovation, and business image opportunities. Diversity is critical to the success of Centrelink

Company in an age where versatility and innovation are crucial to service delivery and

competitiveness[ CITATION Kar11 \l 2057 ]. It is also necessary not to ignore the implications of

loss of money and time.

Centrelink employees bring a vast range of skills, knowledge and experience to their

work, and a diversity of background increases the potential for creativity and understanding.

Diversity is capitalised in Centerlink organization of their workforce inorder to increase

responsiveness to clients, improve business strategies and lift performance. Workplace

diversity helps Centelink to meet it objectives in that it respects, recognises, and values

differences, such as age, gender, cultural background, ethnicity, family responsibilities and

religious beliefs.

(B) Develop Diversity strategies and communication its content

Draft of diversity in a workplace

Our company aims to create an inclusive environment where everyone is valued and

respected because of their difference – a place where each worker can be on their own to

reach their potential and work together to achieve our business goals. In order to deliver the

best products and services to our customers, we want our company to be creative and

profitable, and we need diversity to help us achieve this. The closer we get to living in a fully

inclusive community, the more we work together and appreciate the difference. This plan for

diversity and inclusion gives us a road map to building an inclusive workforce. To help us
 CHCDIV003 Manage and Promote Diversity 4

achieve our objectives, we need every employee's dedication to understand what we're trying

to do, work together, and be open to change. Our goals are

 Diversity of the workplace – hiring applicants from a multicultural, skilled population

to promote diversity of thought and experience.

 Inclusion in the workplace – cultivating a culture of teamwork, flexibility and

equality to allow all workers to contribute to their potentials and improve retention.

 Sustainability and transparency – define and break down structural obstacles to full

inclusion by integrating diversity and inclusion into policies and practices and

encouraging leaders to address diversity and be accountable for outcomes.

To promote the above outline objectives of the company to its workgroup members and

employ the principles of diversity in its workplace, I would;

Communicate clearly and create employee-led task forces – I would request frequent

input from your staff and create dedicated task forces for candidate recruitment and training

with team members from each department. It guarantees that the entire team is open as well

as ownership and buy-in, recognizing that not everyone feels comfortable communicating

across conventional internal communication networks, these task forces will assist with

ongoing efforts to improve the atmosphere of the workplace and the engagement of workers

to everyone.

Empower and educate managers - Conduct a thorough review of your workplace,

investigate how your workplaces are set up, such as the provision of non-gendered toilets,

and analyze monitoring processes and feedback mechanisms for employees.

Offer diverse opportunities for employee engagement - This kind strategy promotion

exposure is a great way to allow workers to explore and engage in other cultures and create

opportunities to better understand each other for the workforce. In fact, they can see how

many places interact in a completely different way to similar problems and circumstances.
 CHCDIV003 Manage and Promote Diversity 5

This can inspire the staff to learn and think outside of the box–and bring it back to their own

teams.

Offer workplace flexibility - Flexibility in the workplace requires workers who have

more flexibility as they work. It can help to make the office more welcoming and

accommodating for working moms, students, or people who may need to work part-time

remotely.

Create diversity and friendly workforce policies - Facilitating diversity in the

workforce can mean creating new policies or modifying current policies across the system,

from hiring to performance reviews and promotions. For instance, work descriptions should

be customized to reach broader audiences when reporting job openings[ CITATION Sil11 \l

2057 ]. Some examples of diversity-friendly policies include encouraging employees to take

off work for religious holidays that may not be officially recognized by the organization,

providing daycare on-site, and extending the opportunity of flexible working hours.

Coaching and assisting – showing, providing guidance and revealing tactics on how

the employees are to tackle certain oblation outlined in their field of how so as to effectively

perform task and meet the expected degree of performance.

Effective communication in a diverse environment may require the use of different

resources of all kinds. Local communities in their region may have cultural education for

specific cultures. Programs may be funded by local, state and federal governments to help

increase cultural awareness. That society will have unique resources at their disposal to

promote a diverse population's autonomy and skills. There are infinite websites that can

provide information with the advent of the internet. The important thing about obtaining

information from a website is to ensure that it originates from reputable website–pages that

are approved or connected to the government are a good example.

The major issue encountered in current communication strategies in diverse

workplace as outline above was;

Conflict norms for decision making - individual cultures have their own way of

deciding and making an executive decision. Cultures vary on how long the decision-making

process takes, what steps need to be taken in advance, and how much work should be put into

it. Unlike other societies which prefer to withhold information until analyzes and correlations

have been made before a decision is taken. For the organization to be successful, I would

create a culture of awareness that would inspire employees to respect one another through

diversity training. A mutual understanding between managers and workers fosters teamwork,

new ideas, and different perspectives making all the difference within an organization.

In order to implement the diversity strategy in a controlled environment, I would;

 Involve the entire top management team

 Create a formal project plan

 Communicate about the initiative on continuous basis

 Adapt the organization structure

 Change all HR initiative to include diversity

(C) Promote, coach and encourage diversity

Their words and actions, as leaders, have a great impact on diversity in the workplace. Here

are a few simple things I can do at work that will make the workplace more diverse, while

growing morale and efficiency. Some of the thing I would focus on as a leader are;

Balance the time I spend supporting others - Whether it's an impromptu discussion of

a task, a performance review, or a mentoring session, I would check to see if I unintentionally

devote more of my time to specific groups of people, especially those who feel comfortable

asking for your support. If so, I would make sure that I have provided assistance to those who

might be reluctant to ask.

Giving my time and attention to colleagues who want to support diversity - One of the

most common complaints we hear is from workers who believe that the management of their

company does not embrace their ideas and programs around diversity and inclusion. If

someone in the company makes an effort to lead an initiative for diversity and inclusion, no

matter how small, I'll take the time to listen and participate.

Listening to all complaints about bias or discrimination - If someone voices a bias or

prejudice grievance, I'd be open-minded, listen carefully, and let them know I care. And then

follow up and take action when required. Even if someone is hypersensitive, don't

underestimate the courage it takes to come up with a superior with an unpleasant question.

Spread responsibilities evenly across your organization - As with the previous point,

it's easy to fall into the trap of adding more obligations and making those who are

comfortable asking for it more noticeable. Those who do not believe like they belong may be

less likely to ask to do something, but they are equally likely to do it if given the opportunity.

Make sure you don't endorse this sort of self-perpetuating bias unintentionally.

Take a stand against inappropriate behaviour - Even without a statement is made by

someone, I wouldn’t let it slip if I hear someone saying or doing something inappropriate.

Everyone in a room might laugh at a sexist joke, but that doesn't make it workplace conduct

that is cool, and ignoring it can send the wrong message. The minor awkwardness in

immediately coping with it will be more than the change in the environment of the

workplace.

Establishing the organization's diversity training plan typically involves evaluating the

needs of your staff, developing materials that represent your training needs, providing

seminars and reference materials, and reviewing your efforts[ CITATION Asp151 \l 2057 ].

Organizations adopting diversity training programs to promote diversity in the workplace

tend to have higher retention rates of workers, improved productivity, fewer complaints, and

better recruiting.

Initiate a project to develop a diversity training curriculum by recognizing supporters

and participants of the project. Interviewing these individuals, holding focus groups or

conducting online surveys to gain feedback on your organization's current environment and

what habits need to improve. Common themes include management of transition, effective

communication, and cultural awareness, addressing gender issues and resolving conflicts.

Set goals for your plan. For example, on the job you might want to mitigate

miscommunication and misinterpretation. They may also want workers to understand and

respect differences in age, background, social customs, time and attitude. Through achieving

these kinds of goals, you can handle a culturally diverse and multi-generational workforce

and fix minor incidents before they get bigger.

Consider the classroom accessible at team meetings, corporate activities or individual

training sessions. Decide how long the discussion will last, depending on the number of

subjects you want to discuss, the number of participants and the familiarity with the material

of the participant[ CITATION Sil11 \l 2057 ]. Do not classify people into categories, as this helps

to reinforce the idea of exclusion rather than to encourage inclusion. Based more on good

communications.

Determine the success of your curriculum by creating an online survey to determine

the satisfaction of the participants. Talk to managers several months after your activity to see

if people's behavior has improved and become more tolerant of people whose values that vary

from their own

One of the best ways to cultivate an open-minded, global corporate culture is to

encourage inclusiveness and inclusion within the workplace. This not only makes good

business sense but helping the business to better understand employees, clients, and
 CHCDIV003 Manage and Promote Diversity 9

consumers around the world — it also makes the workplace more exciting and emotionally

enriching for everyone. If you work at a small start-up or are part of a large multinational

corporation, in today's globalized business environment, the advantages of diversity in the

workplace are equally compelling.

Commit to boosting own cultural competency - Cross-cultural interaction is a valuable

skill in the workplace. Now, more than ever, you are likely to have a professional interaction

with people of different cultural backgrounds. Whether they are a member of the team, a

boss, or a customer, having a greater understanding of different cultures and experiences will

help improve interaction and prevent misunderstandings.

Actively through seeking out new perspectives and ideas - It can go a long way to

promote positive business relationships by building an environment where different

perspectives are respected and welcomed. Whether you're in a junior position, a manager, or

a director, your colleagues will actively seek guidance, suggestions, and knowledge to

improve communication and promote a more diverse corporate culture. In addition, this

inclusive culture would allow your company to retain diverse talent and make the workplace

an attractive option for job seekers with a global interest.

Treat others how they want to be treated - Always be considerate and attentive to

other people's limits and aspirations. An application or event with which you may be

comfortable can clash with someone else's values in your business. Also ordinary experiences

should take into account subtle cultural nuances. For instance, understanding how different

cultures view a handshake, maintaining eye contact or personal space boundaries can help

avoid misunderstandings.

Observe diverse traditions, holidays, and celebrations from other cultures - Diversity

and inclusion projects can take many forms, but making a culturally diverse holiday calendar
 CHCDIV003 Manage and Promote Diversity 10

can be one of the simplest and most enjoyable activities. Motivate your colleagues to indulge

in different traditions and find suitable ways to celebrate.

Good organizational interaction creates strong team relationships, empowers safe

leaders and partnerships with workers, and enables the company to achieve its goals.

Nonetheless, it can be difficult to create the conditions for effective communication, either at

the individual level or between departments[ CITATION Asp151 \l 2057 ]. External obstacles,

poor working practices and a lack of clear expectations can all lead to communication issues.

Good organizational interaction can improve teamwork, motivation and the experience of

employees. One of the sources that facilitate effective communication is through;

 Focusing on building interpersonal and interdepartmental relationships - Positive,

healthy relationships often foster good organizational interaction. It is much easier to

have difficult conversations or ask for help when people know each other and have

built faith. From an HR viewpoint, three companies can use these approaches to help

their workers build better relationships.

(D) Identify barriers to inclusivity and address them

With more businesses moving towards a global initiative, diversity plays a vital role

in attracting more consumers. Diversity includes all the characteristics, including age, race,

gender, and physical attributes, and sexual orientation, that make someone special.

Organizations that stress diversity's value help discourage discrimination and promote

equality[ CITATION Nan12 \l 2057 ]. It is not always a smooth transition to a multicultural

workplace; in order to maintain equality, businesses often have to tackle obstacles. Some of

these barriers are;

Lack of employee involvement – Co-workers should learn to work side by side and

respect the other person's contributions. A healthier, more productive work environment is
 CHCDIV003 Manage and Promote Diversity 11

created by colleagues who get along. In order to create a supportive environment, companies

can offer training and education

Language and cultural differences - Many languages are often spoken by multiple

workers and have different cultural customs. This can come into conflict with current workers

who don't understand. If there is an inability to communicate with each other, it can establish

an uncomfortable situation.

Lack of funding - Economic difficulties will lead to business layoffs and a reduction

of employees. Employers can find it difficult to retain quality workers when they are unable

to hire. This situation can leave experienced workers questioning why there is a drive for

diversity when the organization is unable to afford to keep current employees. Moral and

resource constraints can be sufficient to prevent numerous employees from working for the

company.

Attitudes - Negative attitudes are one of workplace diversity's most prominent

obstacles. It involves prejudice and stereotyping. Negative attitudes and behaviors can affect

working relationships and damage morale and productivity, according to the University of

Florida Extension Office. Employees who stereotype give tags, which are also a form of

prejudice to certain races and ethnic groups. Discrimination can also result if, due to their

appearance, a person receives different treatment.

Problem consultants - Consultants of diversity enable attract and retain a diverse

workforce. Choosing a contractor that will fit well for your company is important. A

consultant who works for a small company may have a hard time with a large corporation,

and a consultant who has extensive experience with non-profit organizations may not be ideal

for a huge corporation for profit[ CITATION Asp151 \l 2057 ]. To rely too heavily on the

contractor to bring people in can cause engagement of the organization with the diversity

initiative.
 CHCDIV003 Manage and Promote Diversity 12

Discrimination are either grouped as direct or indirect#

Direct discrimination – it occurs when one employee is treated worse than other employees

due to certain personal reasons.

Indirect discrimination - Indirect discrimination occurs when there is a rule that extends to

everyone in the same way, but disadvantages a group of people who share a protected

function, and you are excluded as part of this community. If this occurs, it must be explained

by the person or organization implementing the rule that there is a good reason.
 CHCDIV003 Manage and Promote Diversity 13

References

Bono, S. D., Jones, S., & Heijden, B. I. (2011). Managing cultural diversity. Maidenhead:

Meyer & Meyer Media.

Consulting, A. T. (2015). CHCDIV003 manage and promote diversity : learner guide.

Melbourne: Aspire Training & Consulting.

Karen Scott, Margaret Webb, & Sorrentino, S. A. (2011). Long-term caring : residential,

home and community aged care. Chatswood, N.S.W: Elsevier Australia.

Summers, N. (2012). Fundamentals of case management practice : skills for the human

services. Belmont, CA: Brooks/Cole, Cengage Learning.