Unit of competency Outline

Date retreived
22/07/2026 8:50 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.

Manage diversity

Manage diversity

Unit of competency
National Code
CUETEM09B
State Code
D1612
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
1.00
Current Release Date
05/04/2004
View on TGA
State Implementation and Classification
Approved Date
23/03/2011
Field of Education
080399 - Business And Management, N.e.c.
Original Release Date
23/03/2011
Nominal Hours
60
Description
This unit describes the skills and knowledge required to provide leadership in a diverse workplace where customers and staff may be from a wide range of backgrounds. It builds on the unit BSBDIV301A Work effectively with diversity. This unit is closely based on, and equates to, the unit SITXHRM007A Manage workplace diversity in the Tourism, Hospitality and Events Training Package.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Encourage respect for diversity in the workplace
  • 1.1. Provide a role model for others through individual behaviour that demonstrates respect for diversity
  • 1.2. Develop work practices and undertake planning in a manner which shows respect for workplace diversity
  • 1.3. Assist and coach colleagues in ways of accepting diversity in relation to both colleagues and customers
2. Use diversity as an asset
  • 2.1. Recognise the skills of a diverse workforce and use these to enhance organisational performance
  • 2.2. Promote the benefits of productive diversity to colleagues
3. Deal with problems arising from diversity issues
  • 3.1. Recognise workplace problems that arise from diversity issues promptly and take action to resolve the situation
  • 3.2. Identify training needs and take appropriate action
  • 3.3. Use coaching and mentoring to assist colleagues to successfully work in a diverse environment
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.
Diversity is used here in its broadest sense and may be related to:
age
disabilities
family structure
gender
language
race
sexual preference
special needs
Planning and work practices that reflect respect for diversity may include:
acknowledgment of religious and cultural celebrations
appropriate allocation of duties to particular staff members
consideration of customers with special needs
culturally appropriate mixing of staff
training in culturally-appropriate communication
consultation sessions with
special interest groups
sponsors
stakeholders
the audience for a product or service
the community, e.g. local, regional, ethnic or racial
Benefits of productive diversity may include:
a multi-lingual workforce
a workforce that reflects the diversity of the customer base
different perspectives on problem solving
education of the workforce
improved cross-cultural communication
increased trade with other countries/cultures
more interesting work environments
removal of prejudice
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
The following evidence is critical to the judgement of competence in this unit:
understanding of the role of leaders and managers in encouraging diversity in the cultural industries
knowledge of cross-cultural communication techniques as they apply to leaders and managers
knowledge of specific cultural issues that may apply in a particular industry context.

Context of and specific resources for assessment
The assessment context must provide for:
project or work activities that allow the candidate to address typical diversity issues found in cultural industries workplaces.

Method of assessment
Assessment may incorporate a range of methods to assess performance and the application of essential underpinning knowledge, and might include:
case studies to develop strategies for effectively managing diversity in different industry contexts
oral or written questions to assess knowledge of cross-cultural issues and communication techniques
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.

Assessment methods should closely reflect workplace demands and the needs of particular groups (e.g. people with disabilities, and people who may have literacy or numeracy difficulties such as speakers of languages other than English, remote communities and those with interrupted schooling).

Guidance information for assessment
No particular resource requirements apply to the assessment of this unit.
Replaces
State Code National Code Title Type
C5809 CUETEM09A Manage diversity Unit of competency