Unit of competency Outline
Date retreived
23/07/2026 4:17 AM AWST
23/07/2026 4:17 AM 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.
Promote diversity
Promote diversity
Unit of competency
National Code
PSPGOV505A
PSPGOV505A
State Code
C8035
C8035
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
22/07/2014
Field of Education
080313 - Public And Health Care Administration
Original Release Date
22/07/2014
Nominal Hours
50
Description
This unit covers the implementation of workplace diversity strategies to promote diversity through the development of effective and inclusive work practices, the generation of new ideas, and to improve the organisation's responsiveness to the community. It includes providing diversity input to strategies, policies and plans, attracting and developing a diverse workforce and monitoring diversity outcomes.In practice, diversity is promoted in the context of other generalist or specialist work activities such as promoting the values and ethos of public service, promoting compliance with legislation, providing leadership, developing client services, developing policy, coordinating career development, etc.This is one of 6 units of competency in the Competency Fields of Working in Government and Management that deal with diversity. Related units are:PSPGOV201B Work in a public sector environmentPSPGOV308B Work effectively with diversityPSPGOV408A Value diversityPSPMNGT605B Manage diversityPSPMNGT702A Influence and shape diversity managementNo licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Provide diversity input to strategies, policies and plans
- 1.1 Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce.
- 1.2 Workplace diversity data is compared with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
- 1.3 Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients.
- 1.4 Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
- 1.5 Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements.
- 1.6 Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures.
2. Attract, develop and promote a diverse workforce
- 2.1 Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy.
- 2.2 Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures.
- 2.3 Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them.
- 2.4 Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
- 2.5 Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives.
- 2.6 A harmonious and supportive work environment is created by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives.
3. Monitor diversity outcomes
- 3.1 Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area.
- 3.2 Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success.
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Quantitative and qualitative workplace diversity data may include:
distribution of equity groups by public sector level (number and proportion)
barriers to progress illustrated by drop in numbers above a certain level in the hierarchy
employment status
changes over time in employment status
comparison with client base
representation of equity groups at senior executive level
comparison with the rest of the public sector
Analysis of data may include:
comparison with historical data
desegregation and cross-referencing of data on the basis of gender, disability, ethnicity and age (to identify inter-sectionality)
Diversity may include:
age
cultural background
educational level
ethnicity
expertise
family responsibilities
gender
interests
interpersonal approach
language
life experience
marital status
not fitting the dominant paradigm of the organisation
personality
physical ability
political orientation
religious belief
sexual orientation
socio-economic background
thinking/learning styles
work experience
working styles
Diversity effectiveness measures may include:
an increase in the proportion of equity group members in relation to the workforce as a whole
improved employment status
increased representation at higher salary levels
increased recruitment and retention of equity group members
removal of barriers to progression
reduction in complaints/grievances (eg harassment, racism)
reduction in requests for review of actions/grievances from equity group members
Human resource policies and practices may include:
planning
selection and recruitment
performance management
performance appraisal
training and development
occupational health and safety
workplace relations
anti-harassment strategies
diversity
workplace standards
Legislation, policies and procedures may include:
Commonwealth and State/Territory legislation addressing diversity issues
organisational workplace diversity guidelines
national and international codes of practice and standards
the organisation's plans, strategies and policies relating to diversity
policies relating to language services
government policy mandating equal employment opportunity and/or workplace diversity requirements, such as:
Managing diversity in the Western Australian public sector, August 1995
Valuing cultural diversity, State of Victoria, 2002
public sector ethics/values/codes of conduct
public sector management standards (subordinate law)
Commissioner's directions/instructions
community guidelines, policy and practices (such as those within Aboriginal and Torres Strait Islander communities)
Development opportunities may include:
mentoring
sponsorship
coaching
work trials
more challenging work
shadowing
demonstration
role modelling
acting opportunities
job rotation
formal study/training
scholarships
cadetships
self-accessed learning
Mentoring may include:
equity groups such as:
women
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
people with disabilities
current work skills development
literacy and numeracy development
personal development
career development
management talent development
Benefits of diversity may include:
improved client service - internal and external
improved service delivery
promotion of equity and fairness
improved access for clients from diverse backgrounds to government services and programs
improved relationship with the community
wider sources of recruitment
greater responsiveness to change
cultural enrichment/promotion of creativity
creation of a harmonious and supportive work environment
retention of staff
facilitation of attainment of organisation goals
increased skills and experience added to the workplace
a workforce representative of the client base
a balanced workforce in terms of age, gender, race and culture
Employee data may include:
employment status
position level
recruitment and retention patterns
take-up of training
flexible working arrangements
length of service
Interviews may include:
exit interviews
performance management interviews
grievances or complaints
manager interviews
Quantitative and qualitative workplace diversity data may include:
distribution of equity groups by public sector level (number and proportion)
barriers to progress illustrated by drop in numbers above a certain level in the hierarchy
employment status
changes over time in employment status
comparison with client base
representation of equity groups at senior executive level
comparison with the rest of the public sector
Analysis of data may include:
comparison with historical data
desegregation and cross-referencing of data on the basis of gender, disability, ethnicity and age (to identify inter-sectionality)
Diversity may include:
age
cultural background
educational level
ethnicity
expertise
family responsibilities
gender
interests
interpersonal approach
language
life experience
marital status
not fitting the dominant paradigm of the organisation
personality
physical ability
political orientation
religious belief
sexual orientation
socio-economic background
thinking/learning styles
work experience
working styles
Diversity effectiveness measures may include:
an increase in the proportion of equity group members in relation to the workforce as a whole
improved employment status
increased representation at higher salary levels
increased recruitment and retention of equity group members
removal of barriers to progression
reduction in complaints/grievances (eg harassment, racism)
reduction in requests for review of actions/grievances from equity group members
Human resource policies and practices may include:
planning
selection and recruitment
performance management
performance appraisal
training and development
occupational health and safety
workplace relations
anti-harassment strategies
diversity
workplace standards
Legislation, policies and procedures may include:
Commonwealth and State/Territory legislation addressing diversity issues
organisational workplace diversity guidelines
national and international codes of practice and standards
the organisation's plans, strategies and policies relating to diversity
policies relating to language services
government policy mandating equal employment opportunity and/or workplace diversity requirements, such as:
Managing diversity in the Western Australian public sector, August 1995
Valuing cultural diversity, State of Victoria, 2002
public sector ethics/values/codes of conduct
public sector management standards (subordinate law)
Commissioner's directions/instructions
community guidelines, policy and practices (such as those within Aboriginal and Torres Strait Islander communities)
Development opportunities may include:
mentoring
sponsorship
coaching
work trials
more challenging work
shadowing
demonstration
role modelling
acting opportunities
job rotation
formal study/training
scholarships
cadetships
self-accessed learning
Mentoring may include:
equity groups such as:
women
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
people with disabilities
current work skills development
literacy and numeracy development
personal development
career development
management talent development
Benefits of diversity may include:
improved client service - internal and external
improved service delivery
promotion of equity and fairness
improved access for clients from diverse backgrounds to government services and programs
improved relationship with the community
wider sources of recruitment
greater responsiveness to change
cultural enrichment/promotion of creativity
creation of a harmonious and supportive work environment
retention of staff
facilitation of attainment of organisation goals
increased skills and experience added to the workplace
a workforce representative of the client base
a balanced workforce in terms of age, gender, race and culture
Employee data may include:
employment status
position level
recruitment and retention patterns
take-up of training
flexible working arrangements
length of service
Interviews may include:
exit interviews
performance management interviews
grievances or complaints
manager interviews
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC501B Promote the values and ethos of public service
PSPLEGN501B Promote compliance with legislation in the public sector
PSPGOV502B Develop client services
PSPGOV504B Undertake research and analysis
PSPGOV506A Support workplace coaching and mentoring
PSPGOV510A Undertake and promote career management
PSPGOV511A Provide leadership
PSPGOV512A Use complex workplace communication strategies
PSPGOV514A Facilitate change
PSPGOV516A Develop and use emotional intelligence
PSPGOV523A Interrogate and analyse statistical data
PSPHR508A Coordinate career development
PSPPOL501A Develop organisation policy
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
promotion of diversity in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
definition and benefits of workplace diversity
public sector values and codes of conduct
organisational procedures and protocols
legislation, regulations, policies, procedures and guidelines relating to/impacting on workplace diversity
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered, including coping with difficulties, irregularities and breakdowns in routine
promotion of diversity in a range of (3 or more) contexts (or occasions, over time) such as promoting the values and ethos of public service, promoting compliance with legislation, providing leadership, developing client services, developing policy, coordinating career development.
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
projects
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC501B Promote the values and ethos of public service
PSPLEGN501B Promote compliance with legislation in the public sector
PSPGOV502B Develop client services
PSPGOV504B Undertake research and analysis
PSPGOV506A Support workplace coaching and mentoring
PSPGOV510A Undertake and promote career management
PSPGOV511A Provide leadership
PSPGOV512A Use complex workplace communication strategies
PSPGOV514A Facilitate change
PSPGOV516A Develop and use emotional intelligence
PSPGOV523A Interrogate and analyse statistical data
PSPHR508A Coordinate career development
PSPPOL501A Develop organisation policy
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
promotion of diversity in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
definition and benefits of workplace diversity
public sector values and codes of conduct
organisational procedures and protocols
legislation, regulations, policies, procedures and guidelines relating to/impacting on workplace diversity
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered, including coping with difficulties, irregularities and breakdowns in routine
promotion of diversity in a range of (3 or more) contexts (or occasions, over time) such as promoting the values and ethos of public service, promoting compliance with legislation, providing leadership, developing client services, developing policy, coordinating career development.
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
projects
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWV54 | PSPGEN047 | Promote diversity | Unit of competency |