Reference no: EM132361503

Conduct strategic diversity workforce planning

Learning Outcomes

Students who successfully complete this Unit should be able to:
• Research opportunities forworkforce diversity
• Develop diversity workforce objectives and strategies
• Implement initiatives to support diversity workforce planning objectives
• Monitor and evaluate workforce trends

Assessment Task:Report

You are required to research and access workforce planning policies, procedures and other related documents of any organisation of your choice.You can also refer to the organisation where you are currently employed/contracted (if applicable).

For the same organisation, you need to assume that you are working as the Diversity Managerat the Global Head Office in Brisbane, Australia. The Chief Human Resources Officer has asked you to write and present a report to the Board of Directors outlining the basics and the value to modern complex international organisations of actively building workforce diversity into their businesses.

Your assessor will assume the roles of Chief Human Resources Officer and the Chair of the Board of Directors.

Your report must address the following.

1a An outline of what is meant by organisational diversity. This description needs to explain each of the following concepts.
o Diversity as a business advantage
o How cultures, beliefs, traditions and practices contribute to organisational diversity
o How diversity and equal opportunity intersect

1b Typical workforce diversity policies. This section needs to describe:
o inclusive leave policies (eg Sorry Day and extended bereavement)
o culturally sensitive recruitment processes
o regulatory requirements
o a rationale for workforce diversity within an organisation
o the type of policies that promote the leveraging of diversity
o policy issues that can be linked to organisational diversity

1c Three example strategies that might be used to support the leveraging of organisational diversity

1d Two diversity planning methodologies that might be used in the organisation

1e Ways in which workforce trends can affect workforce planning methodologies

1f How labour trends have affected the demand for labour in your industry and your organisation.

1g A review of government policy on labour demand and supply, with particular focus on opportunities for unrepresented or underrepresented population cohorts. For example, Aboriginal and Torres Strait Islander people defined under government policy as a key community for investment.

Assessment Task 2:Report

Based on your report, the Board of Directors has chosen to investigate opportunities to actively include diversity in the organisation's workforce planning. They have asked that you conduct research into the organisation and report on the following.

2a A review of the organisation's current practices for recruiting, training and promoting staff including the organisation's Indigenous strategy with respect to recruitment and retention of Aboriginal and Torres Strait Islander Australians. The review should identify the extent to which current practices acknowledge and support diversity within the workforce. This may require the development of a diversity profile showing the extent of diversity in recruitment, training and promotion. It should reference the organisation's Reconciliation Action Plan (RAP) status and/or advise on the status or implementation of measurements to create/seek endorsement for RAP status.

2b An analysis of staff turnover to identify any trends or patterns relating to diversity. This analysis should identify the diversity of staff being recruited and leaving.

2c A comparison of workforce demographics against local, regional and international population demographics. This is to show the similarities (or differences) between the organisation's diversity profile and that of the broader population. [useful website https://profil.id.com.au]

2d Identification of factors that may affect current and future supply of workers, and an assessment of the potential impact for the organisation's workforce.

2e Assessment of opportunities for increasing diversity within the organisation that may provide opportunities working within government policy and frameworks that include an availability of funding arrangements. This assessment may include consultation with community peak bodies such as Aboriginal Affairs and Arts Access.

2f Undertake a review if the organisation has an Indigenous Employment strategy, examining pathways introducing a strategy and sourcing external revenue/funding streams to assist in the implementation of this strategy.

2g Recommendations for initiatives or policy changes that would support the valuing and leveraging of diversity to improve organisational practices and meet related regulatory requirements.

Assessment Task 3:Report and presentation

The Board of Directors was impressed with your research and want to go a step further. This means the development of objectives and strategies to enhance diversity within the organisation.

You are now required to undertake the following tasks.

3a Draw on the research you have conducted and establish a viable set of at least three objectives to enhance diversity within the organisation. The objectives will need to consider the modification or retention of the workforce, and training and development opportunities for all staff as well as identified cohorts such as LGBTI, Ability-challenged and Aboriginal and Torres Strait Islander Australians.

3b Develop a set of at least three management strategies and/or programs that will enable the organisation to meet the objectives you have established. The strategies must proactively support valuing and leveraging diversity and include succession planning that develops and retains workers from diverse backgrounds.

3c Develop two contingency strategies to increase opportunities foridentifiable population cohorts that are unrepresented or underrepresented. Include the identification of potential problems or extreme situations that would require the contingency strategies to be put in place.

3d Identify and include the possible use of two government labour market programs for training and development purposes, including Aboriginal and Torres Strait Islander programs such as VTE and Employment Parity Initiative.
3e Prepare a report and presentation outlining the objectives and strategiesand explaining the rationale and benefits for the organisation. This information is to be presented to the Chief Human Resources Officer (your assessor) at a time, date and location to be mutually agreed. The presentation should be limited to a half hour including discussion time.

3f Assuming your presentation is successful, have the Chief Human Resources Officer (your assessor) sign off on (endorse) your report.

Assessment Task 4: Implementation and review

Your presentation was successful, and you now mustimplement three of your recommended strategies and/or programs. This will require the cooperation of the organisation in which you work. This requires the following to be implemented in a work environment.

Three strategies and/or programs...

4a ...aimed at increasing opportunities for unrepresented or underrepresented population cohorts.

4b ...that support and leverage diversity to help meet the agreed workforce diversity objectives

4c ...including succession planning to ensure development and retention of workers from diverse backgrounds

4d ...that ensure compliance with regulatory and ethical requirements including changes to facilities

4e ...including training and development required to ensure sufficient skilled labour to meet organisational needs
This assessment task also requires you to monitor and evaluate the trends that you identified in your original research and relied on in your planning. After a period of time agreed to by your Chief Human Resources Officer (your assessor) you are to report on the following.

4f How the implementation of the three strategies and/or programs have impacted on staff turnover and the diversity profile of the workforce.

4g The effectiveness of the strategies and/or programs in terms of meeting the agreed objectives for valuing and leveraging diversity in the workforce.

4h Whether the labour supply trends in the external environment have shifted (eg under or over supply) and whether the organisation's targets for diversity representation need to be adjusted.

4i Recommendations for the modification of recommended objectives and strategies in response to internal and external changes and global diversity issues.