Unit of competency Outline

Date retreived
24/07/2026 12:33 AM AWST

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Conduct strategic diversity workforce planning

Conduct strategic diversity workforce planning

Unit of competency
National Code
BSBDIV801
State Code
AUK87
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
25/03/2015
View on TGA
State Implementation and Classification
Approved Date
15/09/2015
Field of Education
080303 - Human Resource Management
Original Release Date
15/09/2015
Nominal Hours
70
Description
This unit describes the skills and knowledge required to conduct high level strategic diversity workforce planning for an organisation. This includes developing objectives and strategies, implementing initiatives and monitoring and evaluating trends and processes. It focuses on making provision for inclusivity to ensure that training, employment and promotional opportunities are provided to all cohorts of the Australian population in an attempt to actively leverage diversity in the workplace.This unit also covers the research associated with labour markets, labour market programs and the requirement to match organisational needs with employee skills and knowledge. It applies to individuals who assess factors that may affect the supply of workers; align workforce objectives with business plans; and design strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. No licensing, legislative or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1 Research opportunities for workforce diversity
  • 1.1 Review current organisational practices for recruiting, training, and promoting staff
  • 1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics
  • 1.3 Identify and assess factors that affect current and future supply of workers
  • 1.4 Assess opportunities for diversity within the organisation
  • 1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements
2 Develop diversity workforce objectives and strategies
  • 2.1 Establish objectives to enhance diversity within the organisation, including considerations such as the modification or retention of the workforce to enhance inclusivity and training and development opportunities for all cohorts
  • 2.2 Establish management strategies that support valuing and leveraging diversity
  • 2.3 Communicate objectives and rationale to relevant stakeholders
  • 2.4 Obtain agreement and endorsement for diversity objectives and establish targets
  • 2.5 Improve overall organisational diversity practices by developing contingency strategies in areas of identified need, that incorporate unrepresented and underrepresented population cohorts
3 Implement initiatives to support diversity workforce planning objectives
  • 3.1 Implement action to support agreed objectives that aim to increase opportunities for unrepresented or underrepresented population cohorts
  • 3.2 Incorporate the need for skilled labour to meet organisational needs and the possible use of government labour market programs for training and development purposes into implementation initiatives
  • 3.3 Implement strategies that leverage diversity to assist in meeting the organisation's workforce diversity objectives
  • 3.4 Implement a succession planning system to ensure workers from diverse backgrounds are developed and retained
  • 3.5 Implement appropriate programs, to ensure compliance with regulatory and ethical requirements
  • 3.6 Implement programs that support valuing and leveraging diversity in the workplace
4 Monitor and evaluate workforce trends
  • 4.1 Review workforce planning objectives against exiting employees, workforce changes and the local population
  • 4.2 Monitor labour supply trends for areas of over or under supply in the external environment with a view to correcting cohort representational issues within the organisation's workforce
  • 4.3 Monitor effects of labour trends on demand for labour
  • 4.4 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global diversity issues
  • 4.5 Regularly review government policy on labour demand and supply, focussing on opportunities for unrepresented or underrepresented population cohorts
  • 4.6 Evaluate effectiveness of change processes against agreed objectives in order to promote the leveraging of diversity in the workplace
No information
No information
Replaced By
State Code National Code Title Type
OCD44 BSBHRM615 Contribute to the development of diversity and inclusion strategies Unit of competency
State Code National Code Title Type
AVQ8 BSB80315 Graduate Certificate In Leadership Diversity Qualification