Unit of competency Outline
Date retreived
22/07/2026 6:50 PM AWST
22/07/2026 6:50 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.
Work with equity and diversity
Work with equity and diversity
Unit of competency
National Code
DEFEQ001C
DEFEQ001C
State Code
WG927
WG927
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
17/10/2013
Field of Education
120505 - Work Practices Programmes
Original Release Date
17/10/2013
Nominal Hours
10
Description
This unit covers the competency required to apply the principles of equity and diversity in the workplace.The unit requires the member to recognise individual differences in the workplace, to value these differences and to adjust their behaviour to account for these differences.
Notes
Elements and Performance Criteria
1. Recognise individual differences
- 1.1 Differences between colleagues are acknowledged in accordance with workplace equity and diversity principles.
- 1.2 Equity and diversity principles are applied in accordance with workplace requirements.
- 1.3 Legislative and statutory requirements are identified and applied in accordance with workplace requirements.
2. Demonstrate respect for individual differences
- 2.1 Personal behaviour shows sensitivity to the differences between colleagues in accordance with workplace requirements.
- 2.2 Personal conduct complies with an awareness of workplace equity and diversity in accordance with workplace requirements.
- 2.3 Available support is identified and accessed in accordance with workplace requirements.
- 2.4 Communication styles are adjusted to reflect equity and diversity in accordance with workplace requirements.
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 in the Performance Criteria is detailed below.
Differences may include:
Age, gender, ethnicity, cultural background, language, sexual orientation, physical differences, political or religious belief, family or carer responsibility, education level, expertise, work experience, working style, socio economic background, personality profile, geographic location, marital status, interests
Colleagues may include:
peers
subordinate staff
senior staff
internal stakeholders
external stakeholders/clients/customers
Equity and diversity principles may include:
Consulting people on policies and decisions that affect them
Eliminating artificial, unfair and inappropriate barriers to workplace participation
Making judgements genuinely based on fairness and merit
Providing appropriate means to monitor and address discrimination and harassment
Providing opportunities for flexibility when meeting organisational requirements
Recognising all people as individuals and valuing differences
Treating each other with respect and dignity
Using the different contributions that people can make to the team
Workplace requirements may include:
Any location in which members, employees, contractors and their staff work, and include buildings, aircraft, vehicles, maritime vessels and movable structures such as tents in a field and/or base environment
Requirements may also include:
working without supervision
working under general guidance on progress and outcomes
supervision of others
guiding and facilitating teams
responsibility for and limited organisation of the work of others
Legislative and statutory requirements may include:
The following legislation:
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Human Rights and Equal Opportunity Commission Act 1986 Privacy Act 1988
Work health and safety (Commonwealth Employment) Act 1991
Disability Discrimination Act 1992
Workplace Relations Act 1996
Public Service Act 1999
The following Defence instructions:
PERS 12-1 General Scope of Legal Assistance Provided to Service Personnel and Legal Aid to Australian Defence Force Members Overseas
PERS 19-2 Work health and safety (Commonwealth Employment) Act 1991 Implementation within the Australian Defence Force
PERS 26-2 ADF Policy on Religious Practices of ADF Members
PERS 32-1 Employment of Women in the ADF
PERS 32-2 Defence Equity Adviser Network
PERS 34-1 Redress of Grievance - TriService Procedures
PERS 34-2 Complaints of Discrimination and Harassment through the Human Rights and Equal Opportunity Commission
PERS 34-3 Inquiries by the Commonwealth Ombudsman and the Defence Force Ombudsman affecting the Department of Defence and the Australian Defence Force
PERS 35-2 Application of the Sex Discrimination Act to the ADF
PERS 35-3 Discrimination, Harassment, Sexual Offences, Fraternisation and other Unacceptable Behaviour in the Australian Defence Force
PERS 36-3 Inherent Requirements of Service in the Australian Defence Force
PERS 42-1 ADF Family Support Policy
PERS 44-1 ADF Policy Regarding the Avoidance and Elimination of Racial Discrimination and Racist Behaviour
PERS 45-1 Jurisdiction under the Defence Force Discipline Act - Guidance for Military Commanders
PERS 49-2 Variable Working Hours for Australian Defence Force Members
PERS 50-1 Equity and Diversity in the Australian Defence Force
PERS 51-1 Australian Defence Force Policy for Inter-Service Couples
other departmental instructions related to equity and diversity
Personal behaviour may include:
Overt and implicit behaviour
Available support may include:
Chaplains
Defence equity advice lines
Defence equity organisation website
Equity advisers
Family liaison officers
Legal officers
Medical officers
Psychologists
Social workers
Supervisors in the chain of command
Training materials
Communication styles may include:
Written, verbal and non-verbal cues
Differences may include:
Age, gender, ethnicity, cultural background, language, sexual orientation, physical differences, political or religious belief, family or carer responsibility, education level, expertise, work experience, working style, socio economic background, personality profile, geographic location, marital status, interests
Colleagues may include:
peers
subordinate staff
senior staff
internal stakeholders
external stakeholders/clients/customers
Equity and diversity principles may include:
Consulting people on policies and decisions that affect them
Eliminating artificial, unfair and inappropriate barriers to workplace participation
Making judgements genuinely based on fairness and merit
Providing appropriate means to monitor and address discrimination and harassment
Providing opportunities for flexibility when meeting organisational requirements
Recognising all people as individuals and valuing differences
Treating each other with respect and dignity
Using the different contributions that people can make to the team
Workplace requirements may include:
Any location in which members, employees, contractors and their staff work, and include buildings, aircraft, vehicles, maritime vessels and movable structures such as tents in a field and/or base environment
Requirements may also include:
working without supervision
working under general guidance on progress and outcomes
supervision of others
guiding and facilitating teams
responsibility for and limited organisation of the work of others
Legislative and statutory requirements may include:
The following legislation:
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Human Rights and Equal Opportunity Commission Act 1986 Privacy Act 1988
Work health and safety (Commonwealth Employment) Act 1991
Disability Discrimination Act 1992
Workplace Relations Act 1996
Public Service Act 1999
The following Defence instructions:
PERS 12-1 General Scope of Legal Assistance Provided to Service Personnel and Legal Aid to Australian Defence Force Members Overseas
PERS 19-2 Work health and safety (Commonwealth Employment) Act 1991 Implementation within the Australian Defence Force
PERS 26-2 ADF Policy on Religious Practices of ADF Members
PERS 32-1 Employment of Women in the ADF
PERS 32-2 Defence Equity Adviser Network
PERS 34-1 Redress of Grievance - TriService Procedures
PERS 34-2 Complaints of Discrimination and Harassment through the Human Rights and Equal Opportunity Commission
PERS 34-3 Inquiries by the Commonwealth Ombudsman and the Defence Force Ombudsman affecting the Department of Defence and the Australian Defence Force
PERS 35-2 Application of the Sex Discrimination Act to the ADF
PERS 35-3 Discrimination, Harassment, Sexual Offences, Fraternisation and other Unacceptable Behaviour in the Australian Defence Force
PERS 36-3 Inherent Requirements of Service in the Australian Defence Force
PERS 42-1 ADF Family Support Policy
PERS 44-1 ADF Policy Regarding the Avoidance and Elimination of Racial Discrimination and Racist Behaviour
PERS 45-1 Jurisdiction under the Defence Force Discipline Act - Guidance for Military Commanders
PERS 49-2 Variable Working Hours for Australian Defence Force Members
PERS 50-1 Equity and Diversity in the Australian Defence Force
PERS 51-1 Australian Defence Force Policy for Inter-Service Couples
other departmental instructions related to equity and diversity
Personal behaviour may include:
Overt and implicit behaviour
Available support may include:
Chaplains
Defence equity advice lines
Defence equity organisation website
Equity advisers
Family liaison officers
Legal officers
Medical officers
Psychologists
Social workers
Supervisors in the chain of command
Training materials
Communication styles may include:
Written, verbal and non-verbal cues
The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
work in an acceptable and non discriminatory way while establishing rapport and good working relationships with all colleagues
Assessment must also confirm the ability to:
recognise differences in the workplace
apply the principles of equity and diversity in all aspects of work
adjust communication styles to reflect the equity and diversity in workplace
Consistency in performance
Competency should be demonstrated in a range of actual or simulated work contexts.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed by observing an individual within the workplace or simulated environment in a role where the application of equity and diversity is required.
Specific resources for assessment
There are no specific resource requirements for this unit.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
work in an acceptable and non discriminatory way while establishing rapport and good working relationships with all colleagues
Assessment must also confirm the ability to:
recognise differences in the workplace
apply the principles of equity and diversity in all aspects of work
adjust communication styles to reflect the equity and diversity in workplace
Consistency in performance
Competency should be demonstrated in a range of actual or simulated work contexts.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed by observing an individual within the workplace or simulated environment in a role where the application of equity and diversity is required.
Specific resources for assessment
There are no specific resource requirements for this unit.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AVR22 | DEFGEN006 | Work with equity and diversity | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J630 | DEF10112 | Certificate I in Defence Force Cadets | Qualification |