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Assessment instructions Overview Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and condit

Assessment instructions
Overview
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the terms and conditions, and address fully each assessment task.
Written work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the overall unit of competency. When undertaking any written assessment tasks, please ensure that you address the following criteria:
Address each question including any sub-points
Demonstrate that you have researched the topic thoroughly
Cover the topic in a logical, structured manner
Your assessment tasks are well presented, well referenced and word processed
Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is completing all the assessment tasks on time.
Plagiarism
Plagiarism is taking and using someone else’s thoughts, writings or inventions and representing them as your own. Plagiarism is a serious act and may result in a learner’s exclusion from a course. When you have any doubts about including the work of other authors in your assessment, please consult your trainer/assessor. The following list outlines some of the activities for which a learner can be accused of plagiarism:
Presenting any work by another individual as one’s own unintentionally
Handing in assessments markedly similar to or copied from another learner
Presenting the work of another individual or group as their own work
Handing in assessments without the adequate acknowledgement of sources used, including assessments taken totally or in part from the internet.
If it is identified that you have plagiarised within your assessment, then a meeting will be organised to discuss this with you, and further action may be taken accordingly.
Collusion
Collusion is the presentation by a learner of an assignment as their own that is, in fact, the result in whole or in part of unauthorised collaboration with another person or persons. Collusion involves the cooperation of two or more learners in plagiarism or other forms of academic misconduct and, as such, both parties are subject to disciplinary action.
Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more training and experience).
Once the learner has completed all the assessments for this unit of competency, the learner will be awarded “Competent” (C) or “Not Competent” (NC) for the relevant unit of competency.
Confidentiality
The college will treat anything, including information about your job, workplace, employer, with strict confidence, in accordance with the law. However, you are responsible for ensuring that you do not provide us with anything regarding any third party including your employer, colleagues and others, that they do not consent to the disclosure of. While we may ask you to provide information or details about aspects of your employer and workplace, you are responsible for obtaining necessary consents and ensuring that privacy rights and confidentiality obligations are not breached by you in supplying us with such information.
Assessment appeals process
If you feel that you have been unfairly treated during your assessment, and you are not happy with your assessment and/or the outcome as a result of that treatment, you have the right to lodge an appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed further with the request after discussions with your trainer/assessor, you need to lodge your appeal via the complaint and appeal form which is available on the college website.
Recognised prior learning
Learners will be able to have their previous experience or expertise recognised on request.
Special needs
Learners with special needs should notify their trainer/assessor to request any required adjustments as soon as possible. This will enable the trainer/assessor to address the identified needs immediately.
Assessment requirements
Assessment can be:
Direct observation
Product-based methods e.g. reports, role plays, work samples
Portfolios – annotated and validated
Questioning.
The assessment activities in this workbook assess aspects of all the elements, performance criteria, skills and knowledge and performance requirements of the unit of competency.
To demonstrate competence in this unit, you must undertake all activities in this workbook and have them deemed satisfactory by the assessor. Once you have demonstrated the required level of performance, you will be deemed competent in this unit.
As part of the assessment process, all learners must abide by any relevant assessment policies as provided during induction.
Candidate Details
Assessment – BSBHRM615 – Contribute to the development of diversity and inclusion strategies
Please complete the following activities and hand in to your trainer/assessor for marking. This forms part of your assessment for BSBHRM615 – Contribute to the development of diversity and inclusion strategies
Name: Ivamere N Anthony
Learner ID: 0000016501
Email: 00000016501@abitglobal.edu.au
Declaration
I declare that no part of this assessment has been copied from another person’s work with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by another person. I also understand the assessment instructions and requirements and consent to being assessed.
Signed: Iva Anthony
Date: 22nd October 2023
If activities have been completed as part of a small group or in pairs, details of the learners involved should be provided below:
This activity workbook has been completed by the following persons and we acknowledge that it was a fair team effort where everyone contributed equally to the work completed. We declare that no part of this assessment has been copied from another person’s work with the exception of where we have listed or referenced documents or work and that no part of this assessment has been written for us by another person.
Learner 1: ____________________________________________________________
Signed: ____________________________________________________________
Learner 2: ____________________________________________________________
Signed: ____________________________________________________________
Learner 3: ____________________________________________________________
Signed: ____________________________________________________________
Assessment Task 1 – Knowledge Assessment
Knowledge Evidence
The candidate must be able to demonstrate knowledge to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including knowledge of:
K.E. 1.0 organisational workforce diversity and inclusion policies including:
regulatory requirements
rationale for workforce diversity within an organisation
policies that promote the leveraging of diversity
issues that can be linked to diversity
K.E. 3.0 common planning methodologies
K.E. 4.0 workforce trends affecting workforce planning methodologies
K.E. 5.0 diversity characteristics including regulatory requirements
cultural background and ethnicity
age
gender and gender identity
ability
sexual orientation
religious belief
language
education.

Question 1
Explain and provide examples of the following elements related to a workplace diversity:
Australian regulatory requirements –
Regulatory requirements arerules that businesses must follow. They are invoked by designated regulators and compliance officers – those who make and enforce the rules. Also known simply as regulations, these obligations can specify different things.
rationale for workforce diversity within an organisation
A diverse and inclusive environmentestablishes a sense of belonging among employees, making them feel more connected and productive. Organizations that adopt practices see huge gains in the form of business results, innovation, and decision-making.
policies that promote the leveraging of diversity
A diversity policy serves asa guiding document that outlines an organization’s commitment to diversity and sets the tone for inclusive behaviour and practices. An inclusive work environment is one where all employees, regardless of their background or characteristics, feel welcomed, respected, and treated fairly.
issues that can be linked to diversity

Gender/Sex –mainly refers to Male and Female, but it is not limited to multiple variations in gender.
Age – refers to specific person’s range of ages
Language – relates to different languages which depend on each nation
Race – refers to the basis of inherited physical and behavioural differences of each person
Cultural background – refers to different ethnicity and norms from where each person was born
Disability – refers to person who requires special equipment either physically or mentall
Question 2
Provide and explain two (2) examples of common planning methodologies.
Internal Practices Internal Practices refer to workings behaviours that impact on employee relationships, interactions and accomplishments in an organisation. In other word, Internal practices typically affect staff in an organisation. Internal Practices include:
o Organisational structure
o Work processes/systems
o Work behaviours of employees
o Recruitment processes
o Training and development processes
o Technology and innovative o Performance management (e.g. staff objectives and goals, performance evaluation processes, appreciation and recognition)
o Communications with other employees
2. External Practices External Practices refer to how your organisation interacts with others who are outside our organisation. The examples of external practices include dealers, suppliers, business partners as well as custom
Question 3
Provide two (2) examples of workforce trends affecting workforce planning methodologies.
Question 4
Briefly explain each diversity characteristic in your word:
cultural background and ethnicity
age
gender and gender identity
ability
sexual orientation
religious belief
language
education
Assessor’s feedback for Assessment Task 1 – Knowledge Assessment
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1. Did the learner explain and provide examples of the following elements related to a workplace diversity?
Australian regulatory requirements
rationale for workforce diversity within an organisation
policies that promote the leveraging of diversity
issues that can be linked to diversity
Yes No
(Please circle) K.E. 1.0, 3.0, 4.0 and 5.0
2. Did the learner provide and explain two (2) examples of common planning methodologies? Yes No
(Please circle)
3. Did the learner provide two (2) examples of workforce trends affecting workforce planning methodologies? Yes No
(Please circle)
4. Did the learner briefly explain each diversity characteristic in their word:
cultural background and ethnicity
age
gender and gender identity
ability
sexual orientation
religious belief
language
education
Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory

Assessment Task 2 – Skill Assessment Case Study A: APPLE INC.
Apple Inc.’s organisational culture is a key factor in the continuing success of its business. A company’s organisational or corporate culture establishes and maintains the business philosophy, values, beliefs, and related behaviors among staff members. Apple also has a corporate culture that enables human resources to support a wide range of strategic objectives. For instance, the cultural traits of the company are aligned with the drive for innovation that is a key factor to determine business competitiveness in the information technology, online services, and consumer electronics industries. In accordance with the organisational culture, this business condition facilitates the fulfillment of Apple Inc.’s corporate mission and vision statements. Through the leadership of Steve Jobs and now, through the leadership of Tim Cook, the company continually and successfully enhance its cultural characteristics to maximize human resource support for business relevance in various markets around the world. Apple shapes its corporate culture and uses it as a tool for strategic management and success.
Through its corporate culture, Apple Inc. strengthens its competitive advantages against other companies in different industries. The firms competes against information technology companies, including Samsung, Google, Amazon.com, Dell, Lenovo, Sony, and PayPal, as well as IBM and Intel. These competitors impose a strong external force that influences strategic management among firms in the industry, as illustrated in the Porter’s Five Forces analysis of Apple Inc. As a result, cultural traits must reinforce necessary competitive advantages through the workforce. The company partially achieves this strategic objective through its organizational culture.
The company provides a wide range of products to its consumers such as
Consumer electronics – Ipad, iPhone, iPod
Personal Apple computers – MacBook
Servers
Personal Apple computers – MacBook
Personal Apple computers – MacBook
Currently, Apple has employed 132,000 people in the company. Apple Inc. has made a profit of US$59.531 billion in the year 2018. With the successful products that you saw in the marketplace by Apple.
Activity 1A
Performance Criteria
P.C. 1.1 Review current organisational practices for recruiting, training, and promoting staff
Instruction& Guideline: Research methodology is recommended in case some information cannot be directly found through APPLE INC’s website. Learners could alternatively analyse information from reliable sources such as journal article, blog etc.
Question 1
Review and identify the following organisational practices based on APPLE INC.
Current organisational practices for recruiting.
Current organisational practices for training
Current organisational practices for promoting staff

Assessor’s feedback for Activity 1A
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1A Did the learner review and identify current organisational practices for recruiting based on APPLE INC? Yes No
(Please circle) P.C. 1.1
1B Did the learner review and identify current organisational practices for training based on APPLE INC? Yes No
(Please circle)
1C Did the learner review and identify current organisational practices for training based on APPLE INC? Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory
Activity 1B
Performance Criteria
P.C. 1.2 Review current data on staff turnover, workforce demographics and local, regional and international population demographics.
P.C. 1.3 Identify and assess factors that affect current and future supply of workers
P.C. 1.4 Assess opportunities for diversity within the organisation
Performance Evidence
The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:
In the course of the above, the candidate must:
P.E. 3.0 research opportunities for workforce diversity and inclusion
Question 1
Identify the term of staff turnover and how it is important for each organisation to notify the staff turnover rate.
Question 2
Research and review the current number of existing employees globally of APPLE INC. Compare whether the employment rate in 2020-2021 is higher or lower than previous years.
Guideline: The learner may gather necessary information and documents through Apple’s website or other reliable sources. Where is required, please provide the evidence such as links or screenshot.
Question 3
Answer the following questions based on your research of Apple INC.
Give three (3) examples of diversity characteristics in Apple Organisation?
Assess whether the trends of diversity opportunities in Apple INC are going positively or negatively. (You could provide the comparison between the past record and latest record)
Clearly explain how diversity opportunities are necessary and beneficial to Apple’s staff.

Assessor’s feedback for Activity 1B
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1. Did the learner identify the term of staff turnover and how it is important for each organisation to notify the staff turnover rate? Yes No
(Please circle) P.C. 1.2-1.4
P.E. 3.0
2. Did the learner research and review the current number of existing employees globally of APPLE INC. Compare whether the employment rate in 2020-2021 is higher or lower than previous years? Yes No
(Please circle)
3. Did the learner answer the following questions based on your research of Apple INC:
Give three (3) examples of diversity characteristics in Apple Organisation?
Assess whether the trends of diversity opportunities in Apple INC are going positively or negatively. (You could provide the comparison between the past record and latest record)
Clearly explain how diversity opportunities are necessary and beneficial to Apple’s staff.
Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory

Activity 1C
Performance Criteria
P.C. 1.5 Provide recommendations that support valuing and leveraging diversity to improve organisational practices and meet regulatory requirements
Performance Evidence
The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:
In the course of the above, the candidate must:
P.E. 5.0 Critically analyse existing organisational workforce diversity and inclusion objectives with evaluation of their effectiveness and recommendations for improvement.
Assessment Conditions
Skills in this unit must be demonstrated in a workplace or simulated environment where the conditions are typical of those in a working environment in this industry.
This includes access to:
A.C. 2.0 relevant legislation, regulations and codes of practice
Question 1
Provide and explain three (3) recommendations to support and leverage a workplace diversity.
Question 2
Provide two (2) Australian regulations that an organisation must follow to comply with a diverse workforce. Explain how each of them is related to a diversity.
Assessor’s feedback for Activity 1C
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1. Did the learner provide and explain three (3) recommendations to support and leverage a workplace diversity? Yes No
(Please circle) P.C. 1.5
P.E. 5.0
A.C. 2.0
2. Did the learner provide two (2) Australian regulations that an organisation must follow to comply with a diverse workforce?
Did the learner explain how each of them is related to a diversity? Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory
Case Study B: APPLE INC’s Diversity and Inclusion Policy (Human Rights Policy)
Our Commitment to Human Rights
“At Apple, we are optimistic about technology’s awesome potential for good. But we know that it won’t happen on its own. Every day, we work to infuse the devices we make with the humanity that makes us.”
—Tim Cook
People Come First
At Apple, our respect for human rights begins with our commitment to treating everyone with dignity and respect. But it doesn’t end there. We believe in the power of technology to empower and connect people around the world— and that business can and should be a force for good. Achieving that takes innovation, hard work, and a focus on serving others. It also means leading with our values. Our human rights policy governs how we treat everyone—from our customers and teams to our business partners and people at every level of our supply chain. With humility, optimism, and an abiding faith in people, we’re committed to respecting the human rights of everyone whose lives we touch.
Our Commitment to Human Rights
We’re deeply committed to continually assessing our progress and building the lessons we learn into everything we do. We’ve worked hard to embed a respect for human rights across our company—in the technology we make, in the way we make it, and in how we treat people.
The Technology We Make
As a global technology company, we feel a deep sense of responsibility to make technology for people that respects their human rights, empowers them with useful tools and information, and enhances their overall quality of life. We do that with our uncompromising commitment to security and user privacy—setting the industry standard for minimizing personal data collection. We build privacy protections into everything we make—from products like iPhone, to services like Apple Pay, to our comprehensive review process for every app on the App Store.
Hand in hand with the privacy of our users is our commitment to freedom of information and expression. Our products help our customers communicate, learn, express their creativity, and exercise their ingenuity. We believe in the critical importance of an open society in which information flows freely, and we’re convinced the best way we can continue to promote openness is to remain engaged, even where we may disagree with a country’s laws.
We act responsibly when it comes to the content on our platforms, and with services like Apple News, we make it easy for our users to find timely information from the most trusted sources. Across all our services, including the App Store, Apple Podcasts, and others, users can choose from a wide variety of options, and we carefully review the content on every Apple app and service against our guidelines and standards.
We work every day to make quality products, including content and services, available to our users in a way that respects their human rights. We’re required to comply with local laws, and at times there are complex issues about which we may disagree with governments and other stakeholders on the right path forward. With dialogue, and a belief in the power of engagement, we try to find the solution that best serves our users—their privacy, their ability to express themselves, and their access to reliable information and helpful technology.
Finally, when it comes to making technology that empowers and connects people, we’ve always believed in creating the most accessible products and services in the world—because technology made for everyone should meet everyone’s needs.
The Way We Make It
Respect for human rights shapes how we make our products and services. Our responsibilities go beyond our stores and corporate offices: They extend to our supply chain, the communities we’re a part of, and the planet we all share.
Respect for human rights shapes how we make our products and services. Our responsibilities go beyond our stores and corporate offices: They extend to our supply chain, the communities we’re a part of, and the planet we all share.
Respect for human rights shapes how we make our products and services. Our responsibilities go beyond our stores and corporate offices: They extend to our supply chain, the communities we’re a part of, and the planet we all share.
An essential part of our impact on humanity is our effort to protect the planet—in how we design, build, and recycle our products.
We run Apple on 100 percent renewable energy, and we’re working with our suppliers to make the same transition. Every day, we’re making progress on our goal of reaching a closed-loop supply chain that uses only recycled and renewable content. And we’ve put our innovation and expertise to the task of conserving water, making robots that recycle and recover precious materials, and sharing our road map for the future to inspire our industry peers to join us on our environmental journey.
How We Treat People
We’ve always said Apple’s soul is our people. That’s why we’re committed to respecting the human rights of everyone whose lives we touch—including our employees, suppliers, contractors, and customers. At Apple and throughout our supply chain, we prohibit harassment, discrimination, violence, and retaliation of any kind—and we have zero tolerance for violations motivated by any form of prejudice or bigotry. We require our employees to be trained annually on Apple’s Business Conduct Policy, which reflects our commitment to respect human rights and to conduct business ethically, honestly, and in compliance with applicable laws and regulations. We’re also deeply committed to the essential work of improving diversity, increasing inclusion, and advancing racial justice—both within our company and through efforts like our Racial Equity and Justice Initiative, which is focused on education, economic equality, and criminal justice reform. Our efforts here are motivated by a strong desire to create a welcoming and supportive environment for all our teams and to help combat discrimination, injustice, and systemic racism. We require every Apple employee to participate in trainings on unconscious bias, and we’re working to improve representation and diversity in positions of leadership and at every level of our company.
Our Commitment to International Human Rights Standards
We’re deeply committed to respecting internationally recognized human rights in our business operations, as set out in the United Nations International Bill of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. Our approach is based on the UN Guiding Principles on Business and Human Rights. We conduct human rights due diligence to identify risks and work to mitigate them. We seek to remedy adverse impacts, track and measure our progress, and report our findings. We believe that dialogue and engagement are the best ways to work toward building a better world. In keeping with the UN Guiding Principles, where national law and international human rights standards differ, we follow the higher standard. Where they are in conflict, we respect national law while seeking to respect the principles of internationally recognized human rights.
Transparency and Communication
We want everyone—from our customers to our industry peers—to know about our values and the progress we’re making for people and the planet.
We track and measure our performance across a range of areas, and we apply the lessons we learn to continually improve. We report our performance publicly in several ways, including in our Transparency Report, and in our Supplier Responsibility, Modern Slavery, and Conflict Minerals reports.
To make sure our progress is as meaningful and impactful as possible, we work with a broad range of groups—including workers’ rights advocates and local leaders— and consult with stakeholders that include United Nations bodies, governments, nongovernmental organizations, and the world’s leading human rights and labor experts.
Our Board of Directors has adopted this policy on behalf of Apple and is responsible for overseeing and periodically reviewing the policy. Apple’s Senior Vice President and General Counsel oversees the implementation of our policy and reports to the Board and its committees on our progress and significant issues.
We always strive to be an example for others to follow, and to share our progress to accelerate industrywide change. But we also know our work will never be finished— because we believe that if we aren’t finding ways to improve, we aren’t looking hard enough.
Reference:
Apple. (2020). Privacy Governance. Human Rights Policy. Retrieved from https://www.apple.com/legal/privacy/en-ww/governance/
Case Study C: Workplace Behaviors (The extract of APPLE INC’s Business Conduct Training)
Drugs and Alcohol
Apple cares about the health and safety of our employees. You are expected to comply with Apple’s guidelines regarding alcohol, drugs, and smoking, whether it is in the workplace, at Apple-sponsored events, or while conducting Apple business. You are not permitted to be under the influence of any legal or illegal drug that impairs your ability to perform your job, and employees are prohibited from manufacturing, soliciting, distributing, possessing, or using any illegal drugs or substances in the workplace, or while working. Use good judgment and keep in mind that you are expected to perform to your full ability at work. For more information, see the Alcohol, Drugs and Smoke-Free Environment Policy.
Environment, Health, and Safety (EH&S)
Apple is committed to protecting the environment, health, and safety of our employees, customers, and the global communities where we operate. Apple’s EH&S team provides guidance on how to conduct your job while meeting or exceeding all applicable environmental, health, and safety requirements. Use good judgment and always put the environment, health, and safety first. Work proactively with the EH&S team to anticipate and manage EH&S risks in a timely manner. For more information on the EH&S team, policies, training, and programs, visit the EH&S website.
Harassment and Discrimination
Apple is committed to providing a workplace free of harassment (including sexual harassment) or discriminationbased on a personal trait. Personal traits include race, color, ancestry, national origin, religion, creed, age, mental and physical disability, sex, gender, sexual orientation, gender identity or expression, medical condition, genetic information, marital status, military or protected veteran status, or any other characteristic protected by law. We are dedicated to maintaining a creative, culturally diverse, and supportive work environment, and do not tolerate discrimination or harassment of employees or non-employees with whom we have a business, service, or professional relationship. This applies to all interactions where you represent Apple, including interactions with employees, customers, suppliers, and applicants for employment. If you have been harassed or discriminated against, or have witnessedsuch behavior, report the incident to anyone on the People Team, a supervisor or manager at any level, orBusiness Conduct. For more information, see the Equal Employment Opportunity Policy and People policies for your region. We also do not tolerate workplace violence of any kind.
Reference:
Apple INC. (2020). Business Conduct. The way we do business. Retrieved from https://s2.q4cdn.com/470004039/files/doc_downloads/Business-Conduct-Policy.pdf
Activity 2A
Performance Criteria
P.C. 2.1 Confirm objectives to enhance diversity and inclusion within organisation with required stakeholders
P.C. 2.2 Consult and establish management strategies that support valuing and leveraging diversity and inclusion
P.C. 2.3 Communicate objectives and rationale to relevant stakeholders
P.C. 2.4 Obtain agreement and endorsement for diversity and inclusion objectives and collaboratively establish targets
Performance Evidence
The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:
In the course of the above, the candidate must:
P.E. 1.0 contribute to developing a diversity and inclusion strategy for at least one work area
P.E. 2.0 evaluate effectiveness of that strategy when implemented, and recommend improvements.
P.E. 4.0 develop organisational workforce diversity and inclusion objectives and strategies
Knowledge Evidence
The candidate must be able to demonstrate knowledge to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including knowledge of:
K.E. 2.0 Strategies that support leveraging organisational diversity and inclusion
Assessment Conditions
Skills in this unit must be demonstrated in a workplace or simulated environment where the conditions are typical of those in a working environment in this industry.
This includes access to:
A.C. 1.0 workplace documents and resources relevant to performance evidence
A.C. 2.0 Relevant legislation, regulations and codes of practice
A.C. 3.0 Relevant organisational records, policies and procedures.
Question 1
Identify two (2) different approaches which can be utilised when confirming diversity objectives with required stakeholders.
Question 2
When confirming objectives to enhance diversity and inclusion, identify who can be relevant stakeholders.
Instruction: In a small group of 3-4 people or as instructed by the trainer:
Discuss the following elements in your group
Ensure every participant presents information using language and non-verbal features appropriate to audience
Make a summary of what your group has discussed in your workbook
Question 3
Your group members and you are the board of directors of APPLE INC. The group is trying to improve diversity and inclusion in the workplace by making some changes to the diversity policy and practices (Case study B, C), discuss and complete the following task:
Confirm objectives to enhance diversity and inclusion with relevant stakeholders
Obtain agreement and endorsement for the objectives and changes
Establish targets for the changes in collaboration with stakeholders

Question 4
Read Human Rights Policy and the extract of business conduct (Case Study B and C), discuss in your group how an organisational policy and business conduct have supported and leveraged a diverse workplace.
Question 5
If the APPLE INC aims to further value and leverage diversity and inclusion, discuss the best strategy which the organisation should implement.
Make sure that your group members discuss and agree with the selected approach

Question 6
How you would evaluate the effectiveness of the diversity strategy (answer from question 5) when implemented, and what would be potential improvements that could be made?
Assessor’s feedback for Activity 2A
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1. Did the learner identify two (2) different approaches which can be utilised when confirming diversity objectives with required stakeholders? Yes No
(Please circle) P.C. 2.1, 2.2, 2.3, 2.4
P.E. 1.0, 2.0, 4.0
A.C. 2.0
2. Did the learner identify who can be relevant stakeholders when confirming objectives to enhance diversity and inclusion? Yes No
(Please circle)
3. Did the learner discuss and complete the following task?
Confirm objectives to enhance diversity and inclusion with relevant stakeholders
Obtain agreement and endorsement for the objectives and changes
Establish targets for the changes in collaboration with stakeholders
Yes No
(Please circle)
4. Did the learner discuss in their group how an organisational policy and business conduct (Case study B and C) have supported and leveraged a diverse workplace? Yes No
(Please circle)
5. Did the learner discuss the best strategy which the organisation should implement? Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory

Activity 2B
Performance Criteria
P.C. 2.5 Contribute to development of required contingency strategies
Question 1
Provide three (3) examples of contingency strategies with diversity.
Question 2
Identify the steps when preparing contingency strategies.
Scenario:
If you were working as HR Manager at APPLE INC, you recently were reported that the company’s recruitment and selection process has a poor diversity. The key issue is that the firm has a predominantly male workforce so that you as the HR Manager are planning to enhance its diversity practices. By doing this, the company will attract and hire more females to work together in an organisation.
Initially, the company will start to advertise the jobs by mainly using social media, the company’s website, local news and industry magazines etc.
Question 3
From a provided scenario, develop and clearly explain three (3) contingency strategies to help an organisation promoting diverse recruitment.
Assessor’s feedback for Activity 2B
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competency
(Code and Title)
Date
Marking checklist Performance Criteria*
1. Did the learner provide three (3) examples of contingency strategies with diversity? Yes No
(Please circle) P.C. 2.5
2. Did the learner identify the steps when preparing contingency strategies? Yes No
(Please circle)
3. Did the learner develop and clearly explain three (3) contingency strategies to help an organisation promoting diverse recruitment? Yes No
(Please circle)
Comments
Provide your (assessor’s) comments here:
The learner’s performance was: Not satisfactory Satisfactory
Competency record to be completed by assessor
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the overall unit. Indicate in the table below if the learner is deemed competent or not yet competent for the unit or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence
(Code and Title)
Date
Has the learner completed all required assessments to a satisfactory standard? Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner to prove their competency across the entire unit? Yes No
(Please circle)
Learner is deemed: Not yet competent Competent
Comments from trainer/assessor:

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