Unit of competency Outline

Date retreived
22/07/2026 5:42 PM AWST

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Maintain and protect cultural values in the organisation

Maintain and protect cultural values in the organisation

Unit of competency
National Code
BSBATSIC412A
State Code
D4837
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
09/08/2012
Field of Education
080301 - Business Management
Original Release Date
09/08/2012
Nominal Hours
60
Description
This unit describes the performance outcomes, skills and knowledge required to work as a board member in such a way as to respect, maintain and protect aspects of culture within the organisation.The unit is based on a unit originally developed by the Aboriginal and Torres Strait Islander Curriculum Consortium, Tropical North Queensland Institute of TAFE.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Demonstrate knowledge of your culture
  • 1.1. Outline relevant traditional and cultural responsibilities in a manner appropriate to the audience
  • 1.2. Follow accepted cultural protocols when undertaking board duties
  • 1.3. Identify the role of Elders and their relationship to the organisation
2. Demonstrate respect for cultural diversity
  • 2.1. Treat individuals and groups with diverse lifestyles, backgrounds, cultures and languages with respect and sensitivity
  • 2.2. Accommodate cultural differences in dealings with other people
3. Identify the impacts of colonisation on Aboriginal and Torres Strait Islander culture
  • 3.1. Identify how changes in Aboriginal and Torres Strait Islander culture since colonisation impact on the organisation and its members today
  • 3.2. Recommend ways in which the organisation can help to restore, protect and maintain culture
4. Apply Aboriginal and Torres Strait Islander cultural practices to governance processes
  • 4.1. Identify relevant Aboriginal and Torres Strait Islander cultural practices that contribute to effective governance of organisations
  • 4.2. Work with other board members to incorporate relevant Aboriginal and Torres Strait Islander cultural practices into the organisation's governance processes
5. Deal with potential and actual cultural exploitation
  • 5.1. Identify examples of potential and actual harm
  • 5.2. Work with other board members to develop strategies for responding to potential and actual damage to cultural integrity
6. Deal with potential and actual stereotyping and prejudice
  • 6.1. Identify areas of potential and actual social conflict as a consequence of stereotyping and prejudice
  • 6.2. Work with other board members to develop strategies toward reconciliation in consultation with appropriate individuals or groups in targeted areas
7. Determine the effects of new legislation and policy on the organisation
  • 7.1. Assess the potential impact of new and proposed legislation and policy on the organisation and its members
  • 7.2. Develop strategies to respond to new and proposed legislation and policy
8. Determine the impact of development on culture
  • 8.1. Identify relevant social, technical, economic and political changes that may impact on the activities of the organisation
  • 8.2. Assess current and future impact of development on culture
  • 8.3. Develop strategies to maximise positive impact and prevent or minimise negative impact on culture
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.
Relevant traditional and cultural responsibilities may include:
Aboriginal and Torres Strait Islander lore
kinship
land ownership
men's and women's business
relationships with Elders and traditional owners
responsibilities in relation to significant events, such as births, marriages and deaths.
Protocols may include:
acknowledgements
appropriate time, place or ceremony for communication
family, kinship and clan
land ownership
talking to the right people
welcomes.
Lifestyles may include:
remote
rural
traditional
urban.
Cultural diversity may include:
beliefs and values
ceremonies
employment
language
law and lore
lifestyles
literacy
living conditions.
Aboriginal and Torres Strait Islander cultural practices may include:
bush meetings
committee meetings in appropriate language
constitutions recognising traditional owners
decision-making processes.
Potential and actual harm may include:
copyright issues
shift from community focus to business focus.
Areas of potential and actual social conflict may include:
family
land
public spaces
schools
workplaces.
Appropriate individuals or groups may include:
businesses
church groups
community sector organisations
community leaders
local government
schools
sporting clubs.
Impact may include:
changes in employment opportunities
changes in educational opportunities
changes in land ownership and control
financial changes.
Legislation and policy may include:
anti-discrimination and equal opportunity laws
extended trading hours
Native Title
pastoral and mining leases
relevant social security law
'Three Strikes' laws.
Relevant social, technical, economic and political changes may include:
changing technologies
education
land developments
land ownership changes
living standards
mainstreaming services.
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 ability to:
provide appropriate information to others about cultural protocols and responsibilities relevant to board duties
identify historical factors that may impact on the community and the organisation
develop strategies to restore, protect and maintain cultural values in the organisation.

Context of and specific resources for assessment
Assessment must ensure:
access to examples of legislation and policy affecting Aboriginal and Torres Strait Islander people and their culture
knowledge and performance are assessed over time to confirm consistency in performance.

Note:
This unit contains skills and knowledge specific to Aboriginal and Torres Strait Islander culture. Particular care should be taken when choosing an appropriately qualified and suitable person or persons to conduct this assessment. Where appropriate, this may require involving a respected community member to assist with assessment.

Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of feedback from the community and stakeholders
analysis of responses to case studies and scenarios
direct questioning combined with reflection of practical board performance by the candidate
observation of performance on a board or simulated board
observation of presentations and group discussions
oral or written questioning to assess knowledge
observation of performance in role plays.

Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaces
State Code National Code Title Type
D0572 BSBATSIC403B Maintain and protect culture Unit of competency
Replaced By
State Code National Code Title Type
AUJ18 BSBATSIC412 Maintain and protect cultural values in the organisation Unit of competency