Unit of competency Outline
Date retreived
23/07/2026 1:22 AM AWST
23/07/2026 1:22 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.
Work effectively with diversity
Work effectively with diversity
Unit of competency
National Code
PSPGOV308B
PSPGOV308B
State Code
C8004
C8004
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
30/10/2014
Field of Education
120505 - Work Practices Programmes
Original Release Date
30/10/2014
Nominal Hours
20
Description
This unit covers the competency for individuals without supervisory responsibilities to work effectively with diversity. It includes recognising and valuing individual differences and working effectively with diverse clients and colleagues.In practice, working with diversity is demonstrated in the context of other generalist or specialist work activities such as working effectively in the organisation, upholding the values of public service, contributing to the workgroup, delivering client services, procuring goods or services, 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 environmentPSPGOV408A Value diversityPSPGOV505A Promote 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. Recognise and value individual differences
- 1.1 Workgroup diversity is explored to identify attributes that may be of benefit to the organisation and its client base.
- 1.2 Colleagues are assisted to acknowledge and use their diverse attributes to contribute to workgroup processes, outcomes and delivery of services to diverse clients.
- 1.3 Own work practices are used to acknowledge and reflect the diversity of self and colleagues for the benefit of workplace activities, stakeholder relationships and outcomes.
- 1.4 Client diversity is identified and responded to in accordance with legislation, policy and guidelines.
2. Work effectively with diverse clients and colleagues
- 2.1 A range of communication styles is developed and used to respect and reflect the diversity of the workplace and client groups.
- 2.2 Compliance with the requirements of public sector legislation, policies and guidelines relating to workplace diversity is demonstrated through personal conduct in the workplace.
- 2.3 Feedback from clients and the workgroup is sought and utilised to continuously improve personal effectiveness in working with diversity.
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.
Diversity may include:
age
cultural background
disability
educational level
ethnicity
expertise
family responsibilities
gender
interests
interpersonal approach
language
learning styles
life experience
marital status
not fitting the dominant paradigm of the organisation
personality
physical capability
political orientation
race
religious belief
sexual orientation
socio-economic background
thinking styles
work experience
working styles
Colleagues may include:
peers
trainees
work experience personnel
supervisors and senior management
internal stakeholders
external stakeholders/clients/customers
Legislation, policy and guidelines may include:
Commonwealth legislation addressing diversity issues, for example:
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Disability Discrimination Act 1992
Workplace Relations Act 1996
Privacy Act 1988
Human Rights and Equal Opportunity Commission Act 1984.
State/Territory legislation addressing diversity issues, such as Victoria's Racial and Religious Tolerance Act
public service/public sector management acts
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)
Diversity may include:
age
cultural background
disability
educational level
ethnicity
expertise
family responsibilities
gender
interests
interpersonal approach
language
learning styles
life experience
marital status
not fitting the dominant paradigm of the organisation
personality
physical capability
political orientation
race
religious belief
sexual orientation
socio-economic background
thinking styles
work experience
working styles
Colleagues may include:
peers
trainees
work experience personnel
supervisors and senior management
internal stakeholders
external stakeholders/clients/customers
Legislation, policy and guidelines may include:
Commonwealth legislation addressing diversity issues, for example:
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Disability Discrimination Act 1992
Workplace Relations Act 1996
Privacy Act 1988
Human Rights and Equal Opportunity Commission Act 1984.
State/Territory legislation addressing diversity issues, such as Victoria's Racial and Religious Tolerance Act
public service/public sector management acts
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)
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:
PSPETHC301B Uphold the values and principles of public service
PSPGOV301B Work effectively in the organisation
PSPGOV302B Contribute to workgroup activities
PSPGOV309A Address client needs
PSPGOV310A Work in and with small, regional and remote organisations
PSPGOV312A Use workplace communication strategies
PSPGOV314A Contribute to conflict management
PSPGOV315A Give and receive workplace feedback
PSPLEGN301B Comply with legislation in the public sector
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
working effectively with diversity in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
public sector legislation, regulations, policies and guidelines
definition and benefits of workplace diversity
public sector values and codes of conduct
organisational procedures and protocols
current information on diversity issues
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
working effectively with diversity in a range of (3 or more) contexts (or occasions, over time) in contexts such as participating in a workgroup or delivering client services.
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:
PSPETHC301B Uphold the values and principles of public service
PSPGOV301B Work effectively in the organisation
PSPGOV302B Contribute to workgroup activities
PSPGOV309A Address client needs
PSPGOV310A Work in and with small, regional and remote organisations
PSPGOV312A Use workplace communication strategies
PSPGOV314A Contribute to conflict management
PSPGOV315A Give and receive workplace feedback
PSPLEGN301B Comply with legislation in the public sector
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
working effectively with diversity in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
public sector legislation, regulations, policies and guidelines
definition and benefits of workplace diversity
public sector values and codes of conduct
organisational procedures and protocols
current information on diversity issues
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
working effectively with diversity in a range of (3 or more) contexts (or occasions, over time) in contexts such as participating in a workgroup or delivering client services.
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
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3497 | PSPGOV308A | Work effectively with diversity | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWV87 | PSPGEN015 | Work effectively with diversity | Unit of competency |