Unit of competency Outline
Date retreived
22/07/2026 12:04 PM AWST
22/07/2026 12:04 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Manage diversity in the workplace
Manage diversity in the workplace
Unit of competency
National Code
BSBDIV501A
BSBDIV501A
State Code
D4861
D4861
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
30/09/2014
Field of Education
080399 - Business And Management, N.e.c.
Original Release Date
30/09/2014
Nominal Hours
20
Description
This unit describes the performance outcomes, skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation's policy on diversity, fostering diversity within the work team, and promoting the benefits of a diverse workplace.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Implement diversity policy
- 1.1. Locate and review diversity policy
- 1.2. Determine its application to the specific work context
- 1.3. Institute actions to ensure that the diversity policy is understood and implemented by relevant parties
- 1.4. Provide feedback and suggestions for improvement to ensure currency and efficacy of diversity policy
2. Foster respect for diversity in the work team
- 2.1. Address own prejudices and demonstrate respect for difference in personal interactions
- 2.2. Aim for diversity in selecting and recruiting staff
- 2.3. Identify and address training needs to address issues of difference in the team
- 2.4. Manage tensions and encourage collaboration and respect between staff who struggle to work effectively with difference
- 2.5. Assist staff to see that working effectively with difference is a strength that can improve the organisation's products, services and customer relations
- 2.6. Manage allegations of harassment and address complaints according to established organisational procedures
3. Promote the benefits of diversity
- 3.1. Promote the organisation's workforce diversity in internal andexternal forums to enhance the company's image and reputation
- 3.2. Capture ideas and information from the diversity in the workforce to enhance products and services and contribute to competitive advantage
- 3.3. Support organisational efforts to value diversity
RANGE STATEMENT
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Diversity may relate to:
any form of difference, such as:
ability, aptitude and disability
age
culture
ethnicity
gender
language
marital status or family arrangements
nationality
personality
race
religion
sexuality.
Actions may include:
displaying policy on noticeboards and other public areas
distributing copies of policy to staff
explaining policy to staff at meetings or other forums
reinforcing key messages from policy in supervisory discussions, performance appraisals or other interactions.
Training needs may involve:
cultural competency training
culturally-specific training
diversity training
equal opportunity training
ethics training
grievance management training
human rights training
recruitment and selection training
workplace bullying, discrimination or harassment training.
Complaints may include:
informal complaints that are managed within the workplace
formal complaints of discrimination or harassment to relevant commonwealth, state or territory anti-discrimination agencies under the federal anti-discrimination laws.
Internal and external forums may include:
business meetings
conferences and seminars
newsletters and bulletins
professional networks
staff meetings
staff updates.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Diversity may relate to:
any form of difference, such as:
ability, aptitude and disability
age
culture
ethnicity
gender
language
marital status or family arrangements
nationality
personality
race
religion
sexuality.
Actions may include:
displaying policy on noticeboards and other public areas
distributing copies of policy to staff
explaining policy to staff at meetings or other forums
reinforcing key messages from policy in supervisory discussions, performance appraisals or other interactions.
Training needs may involve:
cultural competency training
culturally-specific training
diversity training
equal opportunity training
ethics training
grievance management training
human rights training
recruitment and selection training
workplace bullying, discrimination or harassment training.
Complaints may include:
informal complaints that are managed within the workplace
formal complaints of discrimination or harassment to relevant commonwealth, state or territory anti-discrimination agencies under the federal anti-discrimination laws.
Internal and external forums may include:
business meetings
conferences and seminars
newsletters and bulletins
professional networks
staff meetings
staff updates.
EVIDENCE GUIDE
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
demonstration of the application of diversity policy and the capacity to critically review a diversity policy
promotion of strategies to ensure that diversity is understood and respected in the work team
demonstration of compliance with protocols for handling complaints of bullying or harassment.
Context of and specific resources for assessment
Assessment must ensure access to workplace documents and records.
Method of assessment
The following assessment methods are appropriate for this unit:
assessment of reports on diversity policy and policy application
direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in performance management
observation of presentations around protocols for handling complaints and bullying or harassment
review of strategies developed to ensure that diversity is understood and respected in the work team
oral or written questioning to assess knowledge of human rights and relevant legislative requirements.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBMGT502B Manage people performance
BSBHRM501A Manage human resources services
BSBHRM510A Manage mediation processes.
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
demonstration of the application of diversity policy and the capacity to critically review a diversity policy
promotion of strategies to ensure that diversity is understood and respected in the work team
demonstration of compliance with protocols for handling complaints of bullying or harassment.
Context of and specific resources for assessment
Assessment must ensure access to workplace documents and records.
Method of assessment
The following assessment methods are appropriate for this unit:
assessment of reports on diversity policy and policy application
direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in performance management
observation of presentations around protocols for handling complaints and bullying or harassment
review of strategies developed to ensure that diversity is understood and respected in the work team
oral or written questioning to assess knowledge of human rights and relevant legislative requirements.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBMGT502B Manage people performance
BSBHRM501A Manage human resources services
BSBHRM510A Manage mediation processes.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUL28 | BSBDIV501 | Manage diversity in the workplace | Unit of competency |