Answers - Chcdiv001 Student Assessment. v1. 110520 (For Chc43115)

STUDENT ASSESSMENT
CHCDIV001 Work with diverse people
ASSESSMENT SUMMARY / COVER SHEET

(This sheet is in the Student Assessment pack)
This form is to be completed by the assessor and used a final record of student competency. All student submissions
including any associated checklists (outlined below) are to be attached to this cover sheet before placing on the students
file. Student results are not to be entered onto the Student Management System unless all relevant paperwork is
completed and attached to this form.
Student Name:
Student ID No:
Final Completion Date:
Assessor Name: Siti Hamzah
Unit Code/ Title CHCDIV001 Work with diverse people
Please attach the following documentation to this form Result

❑ Observation Checklist in the Work Placement
Assessment Task 1- Record Book (1 assessor observation)
S / NYS
Observation & Logbook ❑ Work Placement Record Book attached (2
workplace supervisor observations)
Assessment Task 2-
Written Test
❑ Written Test attached S / NYS
S = Satisfactory; NYS = Not Yet Satisfactory
Final Assessment Result for this unit C / NYC
C = Competent; NYC = Not Yet Competent
Assessor: I declare that I have conducted a fair, valid, Signature: ____________________________

reliable and flexible assessment with this student, and I
have provided appropriate feedback. Date: ____/_____/_____
Student Declaration: I declare that I have been assessed Signature: ____________________________

in this unit, and I have been advised of my result. I also am
aware of my appeal rights. I also declare that the work Date: ____/_____/_____
submitted is my own, and has not been copied or
plagiarised from any person or source.
Administrative use only
❑ ________________
Entered onto Student Management System Date Initials
Student Assessment CHCDIV001 (for CHC43115)

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Responsibility: Director of Studies Create Date: 11 May 2020
Einstein College of Australia Provider No:22459 CRICOS: 03223E ABN: 46 129 237 092
STUDENT ASSESSMENT
ASSESSMENT TASK 1 – OBSERVATION & LOGBOOK

This information which is in the Student Assessment pack is to be handed to each student to outline the assessment
requirements
Student Instructions
This assessment is to be undertaken in a fully equipped disability support care facility.
You are to be observed on 3 occasions (2 by your workplace supervisor and 1 by your

assessor) working with diverse people. During the observation, you are to undertake the
normal range of duties included in your work role as well as communicate effectively with
clients and staff at all times. You are to undertake the following during this observation:
Work in a culturally respectful manner at all times

Show respectfulness for cultural diversity in all communication and interactions at all
times with clients, staff and families
Participate in strategies to eliminate bias and discrimination, including as appropriate:
Cross-cultural work teams
Inclusion in decision making
Ensuring workplace is free of culturally insensitive literature, posters or signage
Establish and maintain professional relationships with colleagues / clients from a range
of cultural backgrounds
Communicate in a sensitive and respectful manner with persons from a range of cultural
backgrounds
Respond respectfully and sensitively to cultural beliefs and practices that may cause
harm such as cultural dietary preference, cultural activities, etc
Use constructive communication to maintain effective relationships, mutual trust and
confidence such as using verbal communication, body language, facial expressions,
gestures, use of pictures, translators, etc.
Take appropriate steps to identify and resolve any cross-cultural misunderstandings or
conflict, including:
Identifying issues that may cause conflict
Avoiding topics / issues that would only cause conflict
Making an effort to sensitively resolve differences, taking into account cultural
issues and considerations
Seeking assistance where needed
Address any individual differences in a timely fashion
Comply with all appropriate workplace documentation and reporting requirements
Identify and implement culturally safe work practices such as provision of food services,
physical contact, communication, etc.
Undertake a structured process to reflect on own perspectives on diversity
Recognise and respect the needs of people from diverse social and cultural
backgrounds in at least 3 different situations:
select and use appropriate verbal and non-verbal communication
recognise situations where misunderstandings may arise from diversity and formed
appropriate responses

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STUDENT ASSESSMENT
Your 3 observations will be observed as follows:

2 observations by your host employer / workplace supervisor
1 observation by an Assessor from your College
(These are to be recorded in your Work Placement Record Book that will be given to
you by your assessor)
To be assessed on: workplacement

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STUDENT ASSESSMENT
ASSESSMENT TASK 2 – WRITTEN TEST

This information which is in the Student Assessment pack is to be handed to each student to outline the assessment
requirements.
Student Instructions
This is an open book written test. Therefore, you are allowed to bring books/ resources that
can help you to answer the test.
Your assessor will set a date and time for this open book written test.
On the test date:

Your assessor will set ground rules including no phones, talking, etc.
Your assessor will pass a copy of the assessment to you.
Your assessor will allow time for reading and questions before commencing assessment.
You will have 1.5 hours for this assessment. You are not to leave the classroom within 15
minutes of commencement of the assessment.
Once assessment has commenced, no communication between students is allowed.
If you repeatedly talk, or are caught cheating, you will be removed from the classroom, and
reported to student administration. Your assessment will be marked as “incomplete”
Remember – assessments are a participatory process, so your assessor can help re-word
questions, but cannot lead to answers.
Once completed, your assessment will be marked accordingly.
In the event that a question is not answered correctly, your assessor will discuss the response
with you to determine if you did not know the answer, or did not understand the question.
In order to achieve competency, all questions MUST be answered correctly.
This assessment will be done on: 27/02/24

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STUDENT ASSESSMENT
ASSESSMENT TASK 2 – WRITTEN TEST
Please complete below

Student Name:
Student ID No:
I declare that the work submitted is my own, and has not been copied or plagiarised from any person or
source.
Student Signature: Date: 27/02/24
STUDENT INSTRUCTIONS
Please refer to the instructions below regarding completing this assessment
This is an open book written test. In the time allocated, you are to answer all of the following questions. Make sure you:
Print or write or type clearly
Answer all questions
Ask your assessor if you do not understand a question. Whist your assessor cannot tell you the answer, he/she may be able to re-word
the question for you
Do not talk to your classmates. If you are caught talking, you will be asked to leave and your assessment will not be marked.
Do not cheat or plagiarise the work of others. Anyone caught cheating will automatically be marked Not Yet Competent for this unit.
There are NO EXCEPTIONS to this rule.
QUESTIONS
Reflect on your own perspectives. The following questions are used as a guide to the
answer:
What are your social and cultural perspectives and biases? Why?
Have you identified any limitations in self and social awareness?
Identify and plan for ways to improve your own self and social awareness.
a. My cultural experience respects worldwide diversity. I was taught the importance of

respecting other people's culture and connecting well with different cultures. It's not safe
from prejudices though. I have come to know, for example, that my culture is the greatest
and the closest of all cultures. Therefore, the very fact that I respect cultural diversity, I
internally disregard other cultures without demonstrating it. This can be because that's what
I learned as I grew up from my family and people from my culture. However, this bias is
spontaneously fading as I still interact with people from different cultures. Currently, I
respect all, appreciate diversity and examine every culture as equal though different. It’s
necessary because this stuff affects how one sees the planet, and the way one can step
back and let others feel differently, and make choices that represent difference.
b.The two main barriers to knowing oneself and society are illusions and knowledge.
Illusions cause impressions of other people and other things to be misinterpreted. Lies in
other people's knowledge also impair my social awareness. I have thus always misdirected
my understanding of society and myself.
c.By recognizing uncomfortable situations and changing my response for better

performance, I can increase my self-awareness and social knowledge. I'll also keep an eye

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STUDENT ASSESSMENT
out for any behaviors that might lead me to modify my behavior and provide helpful criticism.
In addition, I would stop depending on the wisdom of others and offer an apology for any
unpleasant remarks I may have made. I'll continue to be perceptive when observing others
and utilizing body language. I'll also embrace my favorable traits and use them when
interacting with various people.
How do you appreciate diversity and inclusiveness, and their benefits within your work?
Use the following questions as a guide to your answer:
How do you value and respect diversity and inclusiveness across all areas of your
work?
How do you contribute to the development of work place and professional relationships
based on appreciation of diversity and inclusiveness
What work practices do you use that make environments safe for all?
If you do not currently work, discuss how you would appreciate the benefits of diversity and
inclusiveness in your ideal role.

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STUDENT ASSESSMENT
In the workplace, we can value diversity and inclusivity in the following ways:
An organization's diversity vision and goals and how they relate to the overarching business
goals. Participate actively in the diversity initiative. Participate in or form an employee
resource group. You may also offer your services as a chairperson or member of a
committee that plans events and activities pertaining to diversity. Think about taking on the
role of mentor, mentee, or partner in a mentoring relationship. Although they take time to
complete, these activities offer a great chance for both professional and personal growth.
Develop cultural competency. Spend some time getting to know the many racial, religious,
and cultural backgrounds that your coworkers represent. Invite your colleagues to discuss
some of their cultural traditions and rituals. Learn the terminology associated with diversity,
and if you make a mistake, admit it and seek assistance. Instead of treating others how you
would like to be treated, consider how they would prefer to be treated. Common social
customs and activities that you find comfortable might not be to everyone's taste. Be
courteous at all times and, above all, avoid making crude jokes.
A. The following steps includes the value and respect diversity and inclusiveness across
all area of your work are:
• Get to know someone different than you. Take a genuine interest in someone
with a different background. Make sure that your conversations find common
ground in an area that it does not offend cultural sensibilities.
• Invite input from others with different backgrounds. Not only does this show
respect, but it makes good business sense to have a diverse opinion.
• Bring together diverse groups for innovation. Inviting as many backgrounds
and cultures as possible will increase the pace and creativity involved with
innovation. Companies that do not change and innovate will die and the diversity
can be a company's most valuable resource in this area.
• Find out about everyone in your departments skills, knowledge and
experience. This will help you respect what they bring to the workplace.
• Invite someone with a diverse background to lunch or change your table every
day at lunch in the break room so you can sit with new people.
• Avoid language that demeans a particular group of individuals. For instance
avoid calling women girls and avoid jokes that have religious or cultural
inferences.
• When hiring or promoting individuals do so on the basis of facts only. Skills,
abilities, knowledge and results should be the only factors involved in your
decisions. Do not let biases or stereotypes affect the process.
B. Contribution to the development of work place and professional relationships based

on appreciation of diversity and inclusiveness are:
• Be aware of unconscious bias. Building awareness is a first step towards real
change.
• Communicate the importance of managing bias.
• Offer diversity and inclusion training.
• Acknowledge holidays of all cultures.
• Make it easy for your people to participate in employee resource groups.
• Mix up your teams.

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STUDENT ASSESSMENT
C. Here are some tips to help make your workplace safe:

• Understand the risks. Once you know the particular hazards of your job or
workplace, you can take steps to reduce your risk of work-related injury or illness.
• Reduce workplace stress. Common causes include long hours, heavy
workload, job insecurity and conflicts with coworkers or bosses. Stress can lead to
depression, sleeping difficulties and problems with concentration.
• Take regular breaks. Staying fresh and alert will help you avoid injury or
burnout. Schedule the most difficult tasks of each day for times when your
concentration is best, such as first thing in the morning.
• Use mechanical aids whenever possible. Instead of trying to lift or carry a
heavy object, use a wheelbarrow, conveyor belt, crane or forklift.
• Wear protective equipment to suit the task. If worn correctly, gear such as
earplugs, earmuffs, hard hat, safety goggles, gloves or full-face mask can
dramatically reduce your risk of injury.
• Stay sober. Alcohol and drugs are a contributing factor in around three per
cent of workplace fatalities.
• Talk over any concerns. Your employer or human resources manager need to
be informed about hazards and risks. Your employer is legally obliged to ensure a
safe working environment.
• Know your rights. Organizations such as Work Safe Victoria or unions can
offer information and advice on workplace safety issues.
How do you communicate with people from diverse backgrounds and situations? The
following questions are used as a guide to the answer:
How do you show respect for diversity in communication with all people?
A. How do you show respect for diversity in communication with all people?
Answer: These are some of the methods to show respect for diversity of all types
of people:
• Expand Your Cultural Understanding. The first step in effectively
communicating with others who are different from you is to understand their
cultural norms and expectations.
• Be Aware of Your Own Influences.
• Keep It Straightforward.
• Be Respectful
• Be Receptive
• Earn a Graduate Certificate in Communication.
What are the verbal and non-verbal communication methods you use to establish,
develop and maintain effective relationships, mutual trust and confidence?

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STUDENT ASSESSMENT
Effective communication with clients and colleagues will make your work easier and more
enjoyable. There are 3 elements of face-to-face communication such as:
i. Tone: the way we speak

• Gentle or aggressive
• Pauses.
ii. Body language: our mannerisms and demeanor

• Facial expressions
• Gaze—looking at the other person or away from them;
iii. paying attention or not

• Gestures—arm and hand movements
• Posture—leaning forward or back; relaxed or stiff
• Distance from the other person—too close or too far
Communication in any workplace is essential. It is not possible to know the preferences or

needs of a client or how best to provide treatment without contact. But it can be very difficult
to interact effectively with people you don't share a language with. Language is a very
important component of the communication process but not having the same language as
anyone else does not mean we can not communicate with them.
There are many other factors that play a part in how we communicate. In fact, these other
factors can be even more powerful than words. The way we go about communicating with
another person—even when we do not speak the same language—can have an enormous
impact on the way we make that person feel and the way they will respond to us.
What are the strategies you employ when a language barrier exists?

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STUDENT ASSESSMENT
To overcome language barriers in the workplace, here are a few things you can do:
• Use plain language.
• Find a reliable translation service.
• Enlist interpreters.
• Provide classes for your employees.
• Use visual methods of communication.
• Use repetition.
• Be respectful.
How would you seek assistance from interpreters or other persons?
Communication aids and other strategies to assist communication between people who do
not speak the same language are invaluable in any setting. Use the following strategies to
ensure that clients can communicate in their own language as much as possible:
• Learn a few words in the languages of the clients with whom you are working.
• Use communication charts and other aids.
• Ask relatives and friends for help when necessary and appropriate.
• Use signage.
Other strategies to improve communication may require specific training and authorization.
Your manager (or their delegate) is responsible for coordinating communication aids such
as:
• Requesting professional interpreters
• Organizing bilingual doctors and care staff
• Using telephone interpreter services.

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STUDENT ASSESSMENT
How do you promote understanding across diverse groups? The following questions are
used as a guide to the answer:
Identify issues that may cause communication misunderstandings or other difficulties.
If dealing with different individuals, draw upon one's own experiences. While working with
diverse people, appreciate diversity and inclusiveness, and their benefits. Communicate with
people from different cultures and from different circumstances. Identify issues that may
cause communication misunderstandings or other difficulties. List of issues:
● Language
● Tone of voice and body language
● Use of words and terminology
● Distractions, not listening, not getting the whole story

STUDENT ASSESSMENT
Discuss the impact of social and cultural diversity where difficulties or

misunderstandings occur.
The impact of cultural differences on misunderstandings. Where difficulties or

misunderstandings occur, consider the impact of social and cultural diversity.
Misunderstandings can occur from:
•Language barriers
•Personal belief
•Paranoid feelings due to assumptions
•One person believes their way is right without respecting the others ways
Discuss how you could make an effort to sensitively resolve differences, taking account
of diversity considerations.

STUDENT ASSESSMENT
Cross-cultural conflict and challenging interactions may involve a person behaving in any of
the following ways towards another person on the basis of their cultural or linguistic
background:
• name calling
• use of offensive language
• degrading comments in reference to a person's ethnicity, culture, religion or
background
• ridicule based on a person's physical appearance
• teasing or put downs
• shouting/abuse/aggressive language
• Excluding/ isolating/ ignoring.
Being subjected to any of the above behaviours can make a person feel:
• angry
• upset/sad
• ashamed
• frightened
• isolated
• Intimidated.
No-one has the right to make another person feel that way. It is your right NOT to accept
offensive behaviours. Justifying, ignoring, or doing nothing about such behavior gives
permission for it to continue.
Think about a time you have worked with diverse people. Outline the situation; what
was the scenario, how many people were involved etc. Was the experience a positive or
a negative experience? If it was positive, discuss why; how was everyone included? If
the experience was negative, discuss why, and discuss some strategies that could have
been employed to help include everyone.

STUDENT ASSESSMENT
You have to prepare for a wide range of obstacles as a small business owner. For
instance, even while it doesn't directly affect your employees, an event that occurs in the
outside world could still negatively affect them. Any time could be an internal challenge, like
harassment or discrimination. Both big and small firms face these very significant issues.
Planning is necessary since we are aware that no one works in an organization
experiencing a cultural crisis in order to avoid such hazards. How small businesses should
prepare for certain emergencies and concerns related to HR. Seldom do businesses make
mistakes, own up to their mistakes, and move on. Bigger companies, the same concepts
apply to smaller companies.
Finding the appropriate people is a top business goal for the majority of small firms,
according to Sephora's diverse teams, who also make better business decisions. Sephora
is one company that has begun to realize this. High-achieving women are actively
encouraged by the company to go into tech and digital roles, even though technical jobs
need a variety of abilities.
How cultural awareness, cultural safety and cultural competence impact different work
roles?
Cultural awareness – an awareness of different cultural groups, including identification of

own cultural values, practices and identity.
Cultural competence – behaviours, attitudes and policies that together create effective
cross cultural working relationships.
Community and disability services organizations need to consider the diversity of their
clients' values, beliefs and cultural expectations. Be aware of your own cultural
background/experiences, attitudes, values, and biases that might influence your ability to
assist clients from diverse cultural populations.
1. Get training for global citizenship

2. Bridge the culture gap with good communication skills
3. Practice good manners
4. Celebrate traditional holidays, festivals, and food
5. Observe and listen to foreign customers and colleagues
6. Pay attention to differences in culture
7. be aware of different time zones
What is the definition of diversity? Please give a detailed definition.

STUDENT ASSESSMENT
Diversity is a concept that encompasses the presence of a wide range of human

differences within a group, organization, community, or society. These differences can
include but are not limited to race, ethnicity, gender, sexual orientation, age, socioeconomic
status, physical abilities, religious beliefs, political beliefs, and cultural backgrounds.
At its core, diversity recognizes and respects the uniqueness of individuals and
acknowledges that each person brings a unique perspective, experience, and set of
strengths to the table. It's not just about representation or the mere presence of individuals
from different backgrounds, but also about valuing and celebrating those differences,
fostering inclusivity, and creating environments where everyone feels respected, heard,
and empowered to contribute their best.
Diversity goes beyond mere tolerance and requires active efforts to promote equity and
inclusion. It involves creating spaces where people from diverse backgrounds feel
welcomed, supported, and included in decision-making processes, opportunities, and
activities. This can include implementing policies and practices that address systemic
inequalities, promoting cultural competence, and fostering dialogue and understanding
among individuals with different perspectives.
How do different cultures and the community attitudes impact on different people and
groups?
Different cultures and community attitudes have a significant impact on individuals and
groups in various ways:
● Identity Formation: Cultural norms, values, and traditions play a crucial role in
shaping an individual's sense of identity. People often identify with their
cultural heritage, which influences their beliefs, behaviors, and perceptions of
themselves and others. Community attitudes toward certain cultural or ethnic
groups can either validate or challenge individuals' identities, impacting their
self-esteem and sense of belonging.
● Social Interactions: Cultural differences can affect how people interact with
one another. Communication styles, norms around personal space, greetings,
and gestures can vary widely across cultures. Understanding and respecting
these differences are essential for effective cross-cultural communication and
building positive relationships within diverse communities.
● Health and Well-being: Cultural beliefs and practices can significantly impact
health behaviors, attitudes toward illness, and access to healthcare services.
For example, certain cultures may have specific dietary habits, traditional
healing practices, or stigmas around mental health issues. Community
attitudes toward health and wellness may influence individuals' willingness to
seek medical help or adhere to treatment plans.

STUDENT ASSESSMENT
● Education and Work Opportunities: Cultural and community attitudes can

influence educational and employment opportunities for individuals and
groups. Stereotypes and biases may affect academic achievement, career
advancement, and hiring decisions. Inclusive educational and work
environments that celebrate diversity and foster equitable opportunities are
essential for promoting social mobility and economic empowerment.
Overall, the impact of different cultures and community attitudes on people and groups is
multifaceted and complex. Recognizing and respecting cultural diversity, challenging
biases and stereotypes, and promoting inclusivity are essential steps toward creating more
equitable and harmonious societies.
Discuss 4 features of diversity in Australia and how they impact on different areas of
work and life?

STUDENT ASSESSMENT
The English national language, the rule of law, equality and recognition, parliamentary
democracy, freedom of speech and religion, and the Constitution (Commonwealth of
Australia 2008: 1)
There is no denying the tangible influence of this variety on our daily lives and careers. As
a result of our successful management of our variety, Australia has benefited greatly and
has the potential to profit even more; we are now recognized as a symbol of worldwide
cultural diversity. Workplace effects of cultural diversity can take many different forms.
Miscommunication, the construction of barriers, and harmful adaption behaviors are
examples of negative impacts. Diverse attitudes, beliefs, philosophies, conventions,
practices, principles, patterns, and traditions characterize the cultural diversity of workers.
Increased diversity may have an impact on community integration and social participation.
Among other things, greater cross-border movement, a shift away from traditional gender
roles, rising living standards, and individualization processes are all contributing to the
expanding diversity of society.
How does anti-discrimination legislation impact the way you would work and what are
the consequences of breaching this legislation?

STUDENT ASSESSMENT
Anti-discrimination legislation plays a significant role in shaping workplace practices and

behaviors, as well as defining acceptable standards of conduct. Here's how it impacts the
way you would work and the consequences of breaching this legislation:
● Promotion of Equal Opportunity: Anti-discrimination legislation promotes

equal opportunity and prohibits discrimination based on protected
characteristics such as race, ethnicity, gender, age, disability, sexual
orientation, religion, and more. In the workplace, this means ensuring fair
treatment and opportunities for all employees, regardless of their background
or identity. As a result, you would need to adopt inclusive hiring practices,
provide equal access to training and development opportunities, and create a
respectful work environment free from harassment and discrimination.
● Training and Awareness: Employers are often required to provide training and
raise awareness about anti-discrimination laws and policies to ensure that
employees understand their rights and responsibilities. This may include
educating staff on recognizing and addressing discriminatory behaviors,
understanding the consequences of discrimination, and promoting diversity
and inclusion in the workplace. As an employee, you would need to
familiarize yourself with these laws and adhere to company policies to avoid
unintentional breaches.
● Consequences of Breach: Breaching anti-discrimination legislation can have

serious consequences for individuals and organizations. Depending on the
severity of the offense and applicable laws, consequences may include legal
action, financial penalties, reputational damage, and loss of employment.
Individuals who experience discrimination may file complaints with relevant
authorities such as human rights commissions or pursue legal action through
civil courts. Employers found guilty of discrimination may face fines,
compensation orders, and injunctions, as well as damage to their brand and
business reputation.
● Employer Responsibilities: Employers have a legal obligation to prevent

discrimination and harassment in the workplace and to take appropriate
measures to address complaints or concerns raised by employees. This
includes conducting investigations, providing support to victims, and
implementing corrective actions to prevent recurrence. Employers may also
be held vicariously liable for discriminatory acts committed by their employees
in the course of employment, highlighting the importance of fostering a culture
of respect and equality within the organization.
In summary, anti-discrimination legislation shapes workplace practices by promoting equal

opportunity, raising awareness about discrimination, and imposing consequences for
breaches. As an employee, it's essential to understand and comply with these laws to
create a fair and inclusive work environment and to avoid the legal and reputational risks
associated with discrimination.

STUDENT ASSESSMENT
What are human rights? Discuss this in relation to the universal declaration of human
rights and your workplace or community sector.
The organization should have a policy ensuring there are no breaches of human rights and
discrimination in employment on the basis of race, color, gender, religion, political opinion,
national extraction, social origin, age, medical record, criminal record, marital status,
impairment, disability, nationality, sexual preference or trade union.
• Universal declaration of human rights
• Relationship between human needs and human rights
• Frameworks, approaches and instruments used in the workplace
There are discrimination and human right Acts which help to protect people from
discrimination and harassment in the workplace.
Universal Declaration of Human Rights. The Universal Declaration of Human Rights

(Universal Declaration) is an international document that states basic rights and
fundamental freedoms to which all human beings are entitled.
The Universal Declaration of Human Rights, instituted at the end of the Second World War,
details basic human rights as:
• The right to make decisions and have a choice
• The right to protection
• The right to justice
• The right to adequate shelter
• The right to freedom of movement
• The right to education
What rights and responsibilities do you and your clients have if your human rights are
being infringed?

STUDENT ASSESSMENT
Human rights and needs

Understanding the rights and responsibilities of workers, employers and customers,
including appropriate action when rights are infringed or responsibilities are not exercised,
as detailed in:
• Legislation
• Industry and organization codes of conduct, practice and ethics
• Industry and organization service and practice standards
• Accreditation standards
• International and national charters
Briefly discuss each of the key areas of diversity and their characteristics, including:
Culture, race, ethnicity

STUDENT ASSESSMENT
A group's language, religion, and customs are all aspects of their culture and define their
way of life. Generally speaking, an individual's ethnicity relates to the country they identify
with. Race is a social construct that is frequently connected to skin tone and other physical
traits.
Disability
People with disabilities are the largest group in the country, and the only one any person
can join at any time. The definition of diversity requires acceptance and respect. Disabled
people cross all lines of race, gender, educational, socioeconomic and organization.
Religious or spiritual beliefs
Religions span national, geographic, cultural and ethnic boundaries and may be the focus
of individual and family identification. Religious institutions and observances play an
important role in catering for people’s social, psychological and cultural needs as well as
their spiritual needs.

STUDENT ASSESSMENT
Gender, including transgender/intersex/Gay/Lesbian etc.
Sex Files is the concluding paper from the Commission’s sex and gender diversity project.
The project specifically focused on issues concerning legal identity because it was the
issue raised most frequently with the Commission. However there are a number of other
significant issues facing people of diverse sex and/or gender identities. These include:
● appropriate protection from discrimination
● access to health services and treatment, in particular accessing and receiving
hormone therapy, sex affirmation treatment and surgery
● Greater public awareness of sex and gender diversity issues.
● Moreover, In Australia 60% of people vote for living relationship to same gender.
Generational
To put it simply, having a diverse mix of ages represented in the workforce is known as
generational diversity. While younger generations are recognized for possessing robust
practical knowledge of business technologies, more seasoned workers tend to gain from
traditional business abilities. Businesses can interact and engage with customers of all
ages thanks to this diversity.

STUDENT ASSESSMENT
What are the potential needs of marginalised groups, including:

The protective factors
The physical, mental and emotional health issues/care needs
A. The protective factors

Answer: Marginalized groups
This diversity offers companies the benefit of engaging and interacting with clients from all
age spectrums. This is primarily a social trend by which a minority or subgroup is
marginalised and their needs or wishes ignored. For example: for most of the twentieth
century, the marginalisation of black people as a whole persisted unopposed, thankfully
things are getting better.
All workers should understand the potential needs of marginalized groups, including:
• Protective factors
• Physical, mental and emotional health issues/care needs
• Consideration of impacts of discrimination, trauma, exclusion and negative attitudes
B. The physical, mental and emotional health issues/care needs

Answer: Marginalization is the social cycle of being or being marginal (relegating or
confining itself to a lower social or outer boundary or bottom, as of social standing).
Marginalisation requires degrees of control denied to men. It means an individual or group's
social cycle of prejudice and alienation, and treating them as inferiors. Simply stated,
marginalisation is simply viewed as a resident of the 3rd class. Marginalization has the
ability to cause significant material deprivation, and may exterminate communities in its
most extreme form.
How do discrimination, trauma, exclusion and negative attitudes impact on people?

STUDENT ASSESSMENT
Traumatic experiences, perceived injustice, and psychological distress among different

members of socially disadvantaged groups. Consistently, perceived discrimination has been
shown to be correlated with decreased mental health, but less well known are the
psychological mechanisms that underlie this correlation
How can an organisation be supported to respond to diversity?
Supporting an organization to respond effectively to diversity involves implementing

strategies and initiatives that promote inclusivity, equity, and respect for all individuals
within the workplace. Here are several ways to support an organization in responding to
diversity:
● Developing Diversity and Inclusion Policies: Establishing clear policies and

guidelines that explicitly outline the organization's commitment to diversity
and inclusion is essential. These policies should address recruitment and
hiring practices, employee training and development, promotion opportunities,
harassment and discrimination prevention, accommodations for individuals
with disabilities, and other relevant areas. The policies should be
communicated to all employees and integrated into organizational culture and
practices.
● Providing Diversity Training and Education: Offering training programs and

educational resources on diversity, equity, and inclusion can help raise
awareness, build cultural competence, and foster understanding among
employees. Training sessions can cover topics such as unconscious bias,
microaggressions, privilege, and respectful communication. Incorporating
interactive workshops, guest speakers, and case studies can enhance
learning and encourage open dialogue about diversity-related issues.
● Implementing Diversity Recruitment Strategies: Adopting proactive strategies

to attract and retain a diverse workforce is essential for building an inclusive
organization. This may involve revising job descriptions to eliminate biased
language, expanding recruitment networks to reach underrepresented

STUDENT ASSESSMENT
groups, implementing blind resume screening processes to reduce

unconscious bias, and ensuring diverse representation on interview panels.
Additionally, creating a welcoming and inclusive onboarding experience for
new hires can help them feel valued and supported from the outset.
● Promoting Employee Resource Groups (ERGs): Establishing Employee

Resource Groups (ERGs) or affinity groups can provide support, networking
opportunities, and a sense of belonging for employees from diverse
backgrounds. ERGs can focus on various dimensions of diversity, such as
race, ethnicity, gender, sexual orientation, disability, and generational
differences. Encouraging participation in ERGs, providing resources and
sponsorship, and incorporating their input into organizational decision-making
processes can help amplify diverse voices and perspectives within the
organization.
● Evaluating and Monitoring Progress: Regularly assessing diversity and

inclusion efforts through surveys, focus groups, and key performance
indicators (KPIs) can help track progress and identify areas for improvement.
Collecting demographic data on employees, analyzing representation at
different levels of the organization, and monitoring metrics such as employee
satisfaction, turnover rates, and diversity training participation can provide
valuable insights into the effectiveness of diversity initiatives. Using this data
to inform decision-making and adjust strategies accordingly demonstrates a
commitment to continuous improvement and accountability.
● Fostering Inclusive Leadership: Leaders play a crucial role in modeling

inclusive behaviors, setting the tone for organizational culture, and driving
diversity initiatives forward. Investing in leadership development programs
that emphasize inclusive leadership competencies, promoting diverse
leadership representation at all levels of the organization, and holding leaders
accountable for creating inclusive environments are essential steps in
fostering a culture of diversity and inclusion.
What are the influences and changing practices in Australia that impact on the diverse
communities that make up Australian society?

STUDENT ASSESSMENT
It is common knowledge that migration has had a positive economic, social and cultural
impact on Australia. Generally speaking, migrants and refugees show strong resilience and
adaptability to new challenges and surroundings. They are willing to take menial job when
first settling.
Multiculturalism in Australia is today reflected by the multicultural composition of its people,

its immigration policies, its prohibition on discrimination, equality before the law of all
persons, as well as various cultural policies which promote diversity, such as the formation
of the Special Broadcasting Service.
What social, political and economic issues affect Aboriginal and/or Torres Strait Islander
people?
Inadequate socioeconomic status, education, and work experience are associated with
debt, homelessness, financial difficulties, crime, and social isolation. Domestic violence
against Indigenous Australians is disproportionately high, and they are overrepresented in
the legal system.
The overrepresentation of Aboriginal and Torres Strait Islander children in care has been
caused by a number of factors, including poverty, assimilation policies, intergenerational
trauma, discrimination, and forced child removals. It has also been exacerbated by a lack
of knowledge about the cultural variations in family structure and child rearing techniques.

STUDENT ASSESSMENT
What western systems and structures impact Aboriginal and/or Torres Strait Islander
people and their engagement with services?
Discrimination, prejudice and lack of cultural understanding indicate that there is still
inequality and social disparity among Aboriginal and Torres Strait Islander people. Cultural
beliefs, principles, and perceptions of the world affect thought, attitudes, and relationships
with others.
What is the impact of diversity practices and experience on others?
Diversity behaviours and interactions have an effect on personal behaviour, interpersonal

relationships, attitudes, and other people's social standards in the workplace through
workers who belong to various cultures typically have different ways of thinking and can
examine a subject from another viewpoint.
What is the relationship between human needs and human rights?

STUDENT ASSESSMENT
The relationship between human needs and human rights is complex and interconnected,
as both concepts are fundamental to the well-being and dignity of individuals and societies.
Understanding this relationship involves recognizing the following key points:
● Human Needs: Human needs refer to the essential requirements for survival, well-
being, and fulfillment that are common to all individuals. These needs encompass
various dimensions, including physiological needs (such as food, water, and shelter),
safety needs (such as security and protection from harm), social needs (such as
belongingness and connection), esteem needs (such as recognition and self-
respect), and self-actualization needs (such as personal growth and fulfillment of
potential). Meeting these needs is essential for individuals to lead healthy, meaningful
lives and to achieve their full potential.
● Human Rights: Human rights are inherent rights and freedoms that are universally
recognized and protected by law, regardless of nationality, ethnicity, religion, gender,
or other characteristics. Human rights are based on principles of dignity, equality, and
justice and encompass civil, political, economic, social, and cultural rights. Examples
of human rights include the right to life, liberty, and security of person; the right to
freedom of speech and expression; the right to education; the right to work and just
and favorable conditions of work; and the right to an adequate standard of living,
including food, clothing, and housing.
Human needs apply to the possessions such as food and water that human beings must
have for survival and human rights are the possessions that human beings are entitled to
have because of the fact that they are alive (UN, 2015).
Human needs, like food and water, are tangible and intangible possessions that human
beings will not survive without. Human rights are tangible and intangible things which human
beings are entitled to as human beings.
What is discrimination?
Discrimination refers to the unfair or unjust treatment of individuals or groups based on
certain characteristics or attributes that are perceived as different or inferior. Discrimination
can occur in various contexts, including employment, education, housing, healthcare, and
social interactions. It can manifest in different forms, ranging from overt acts of prejudice
and bias to subtle, systemic practices that perpetuate inequalities. Discrimination is often
rooted in stereotypes, prejudices, and power imbalances and can have significant negative
impacts on individuals' well-being, opportunities, and sense of belonging

STUDENT ASSESSMENT
Discuss three things that an organisation's commitment to creating a working

environment that values the diversity of people will include.
Things that an organisation’s commitment to creating a working environment that values the
diversity of people will includes:
• Appropriately Connect with Employees.
• Interact with Different People.
• Create Employee Resource Groups.
• Place Importance on Inclusion.
• Hold Better Meetings.
• Invest in Diversity Training.
Discuss the Steps for Becoming Culturally Competent.

STUDENT ASSESSMENT
Steps for Becoming Culturally Competent:

• Be aware of why you want to learn more about other cultures.
Start by examining your own cultural identity, biases, and assumptions. Reflect on
your beliefs, values, and experiences that shape your worldview. Recognize that
everyone has biases, and commit to challenging and unlearning them. Cultivate an
openness to learning about other cultures and perspectives.
• Educate yourself on intercultural communication.

Take the initiative to learn about different cultures, histories, and traditions. Read
books, watch documentaries, attend cultural events, and engage in conversations
with people from diverse backgrounds. Seek out resources and training programs on
cultural competence, diversity, and inclusion. Stay informed about current events and
social issues affecting marginalized communities.
• Become aware of your own culture and biases.
• Let go of any ethnocentric beliefs.

Actively challenge stereotypes, prejudices, and discriminatory attitudes whenever you
encounter them. Speak up against biased language or behavior in your personal and
professional environments. Advocate for diversity and inclusion initiatives within your
community or workplace. Use your privilege and influence to amplify marginalized
voices and promote social justice.
• Ask questions during intercultural exchanges
Seek out opportunities to interact and build relationships with people from diverse
backgrounds. Engage in cross-cultural collaborations, volunteer work, or community
activities that bring together individuals from different cultural, racial, ethnic, and
religious backgrounds. Be proactive in creating inclusive spaces where everyone
feels welcomed and respected.
List four tips for responding to diversity in the workplace.
• Redefine, and recognize the many types of diversity.

• Redefine discrimination, and clamp down on all its forms.
• Celebrate diversity in all ways possible.
• Keep reaching out.

STUDENT ASSESSMENT
What are the key valuing diversity behaviours? List four
When we focus on diversity, we're focusing on

• the race,
• ethnicity,
• gender,
• age,
• physical or mental abilities,
• Sexual orientation, and origin of our workforce.
What are the four Commonwealth Acts which cover discrimination in the workplace?
The Commonwealth of Australia has enacted several laws to address discrimination in the
workplace. Four key Acts that cover discrimination in the workplace at the federal level
include:
1. Sex Discrimination Act 1984: This Act prohibits discrimination on the basis of
sex, gender identity, intersex status, marital or relationship status, pregnancy,
or potential pregnancy. It covers various aspects of employment, including
recruitment, terms and conditions of employment, promotion, dismissal, and
harassment. The Act also prohibits discrimination in other areas such as
education, provision of goods and services, and access to accommodation.
2. Race Discrimination Act 1975: This Act makes it unlawful to discriminate

against someone on the basis of race, color, descent, or national or ethnic
origin. It covers discrimination in employment, education, access to public
services, provision of goods and services, and other areas. The Act aims to
promote equality and eliminate racial discrimination and harassment in all
aspects of Australian society.
3. Disability Discrimination Act 1992: This Act prohibits discrimination on the
basis of disability in various areas, including employment, education, provision
of goods and services, access to premises, and accommodation. It requires
employers to make reasonable adjustments to accommodate the needs of
employees with disabilities, such as providing accessible facilities or modifying
work arrangements. The Act aims to ensure equal participation and
opportunities for people with disabilities in all aspects of life.
4. Age Discrimination Act 2004: This Act prohibits discrimination on the basis of

STUDENT ASSESSMENT
age in employment and other areas such as education, provision of goods and
services, and access to premises. It covers discrimination against both
younger and older individuals and aims to promote equal opportunities and
eliminate age-based stereotypes and prejudices in the workplace and society.
These Acts provide legal protections against discrimination and harassment in the
workplace and other areas of public life. They establish frameworks for complaints
processes, investigations, and remedies for individuals who experience discrimination.
Employers are required to comply with these laws and ensure that their workplace policies
and practices are inclusive and free from discrimination.
What is discrimination in language, and how can you avoid it at work?
Language discrimination refers to the unfair treatment of an individual based solely upon the
characteristics of their speech; such as, accent, size of vocabulary, and syntax. It can also
involve a person's ability or inability to use one language instead of another.
1. Adapt your vocabulary to the level of your listener. Adjusting your vocabulary
to others, selecting words that others understand, demonstrates respect.
2. Use jargon sparingly. The key to effective use of jargon is to use it only with
people who you know will understand it.
3. Use slang that is appropriate to the listeners and situation. Slang is informal
vocabulary developed and used by particular groups. It excludes those who are
not a part of the group. Slang should be avoided if the audience may not share
the same characteristics.
4. Use inclusive language. Change your words to eliminate the generic he by
using both male and female pronouns (i.e., he or she) or by using plurals (i.e.,
they).
5. Use non-offensive language. Think about how you adjust your language to
avoid offending grandma. Use the same consideration for your audience.
What is nonverbal communication and body language?
Body language is the use of physical behavior, expressions, and mannerisms to

communicate nonverbally, often done instinctively rather than consciously.
The many different types of nonverbal communication or body language include:
● Facial expressions: The human face is extremely expressive, able to convey
countless emotions without saying a word. And unlike some forms of nonverbal
communication, facial expressions are universal. The facial expressions for
happiness, sadness, anger, surprise, fear, and disgust are the same across cultures.
● Body movement and posture: This type of nonverbal communication includes your
posture, bearing, stance, and the subtle movements you make.
● Gestures: Use your hands when arguing or speaking animatedly, often expressing
yourself with gestures without thinking. However, the meaning of some gestures can
be very different across cultures. While the OK sign made with the hand, for
example, conveys a positive message in English-speaking countries, it’s consider
offensive in countries such as Germany, Russia, and Brazil. So, it’s important to be

STUDENT ASSESSMENT
careful of how you use gestures to avoid misinterpretation.

● Eye contact. For most people the visual sense is dominant, eye contact is an
especially important form of nonverbal communication. Many things can be
conveyed by the way you look at others, like curiosity, affection, animosity or
attraction. Eye contact is also important in keeping the conversation going and in
gauging the interest and answer of the other person.
● Touch. We communicate a great deal through touch. Think about the very different
messages given by a weak handshake, a warm bear hug, a patronizing pat on the
head, or a controlling grip on the arm, as example.
● Voice: Think about how your tone of voice can indicate sarcasm, anger, affection, or
confidence.
List four ways to help overcome communication difficulties across cultural and linguistic
bonds.
Ways to help overcome communication difficulties across cultural and linguistic bonds such
as:
a. Encouraging patients and promoting trust building and cultural understanding
are important (Conway, Tsourtos & Lawn, 2017). This will help to prevent
miscommunication and bad results in health care.
b. The health care professional will use correct terminology, share relevant
information and accept de-medicalisation. It will eliminate miscommunication and
bad results from scepticism, blame, and mistrust.
c. Similarly, to develop community awareness, healthcare practitioners will share

information with the patients and their families. It provides both stakeholders with
specific information demonstrating diversity and the need to access resources
such as healthcare.
d. It is important that patient and care professionals collaborate to promote fast

recovery and self-management. It will promote the relationship between the
practitioner and the patient, and allow patient-centered therapies to evolve.
In what situations might you use a professional interpreter?

STUDENT ASSESSMENT
A qualified interpreter is often needed during calls, exhibits, and in-person or video
meetings and at lectures discussing new items, knowledge or business plans. It is
important to get a professional interpreter with experience specific to your industry.
An authorised interpreter or translator should be used when a request for an interpreter is

made by: an individual, carer or family member. A member of staff can not understand
what information an individual, caregiver or family member transmits.
List four of the issues that may cause conflict in a culturally diverse environment.
Four of the problems that could cause tension in a culturally diverse environment are:
• Acceptance and Respect.
• Accommodation of Beliefs.
• Ethnic and Cultural Differences.
• Gender Equality
What steps should you take to respond to cross-cultural conflict in your workplace?
Steps should you take to respond to cross-cultural conflict in your workplace such as:
● Step1: Keep your cool—try not to respond emotionally.
● Step 2: Tell the instigator promptly, clearly and calmly that you find their actions
upsetting.
○ The important thing to remember here is that the person understands you find
their actions, not them offensive. A good response would be: ‘Please do not
say that to me, I find it offensive and upsetting’. This response is clear, direct,
and does not attack the person. It addresses the action. If your response is
directed to the person, they are likely to get defensive, a situation not likely to
work in your favour.
● Step 3: If the person apologises, accept their apology.
● Step 4: If they don't apologise, let it go once.
● Step 5: If the offensive behaviour happens again, action needs to be taken.
● Step 6: The action taken will depend on the parties involved. Will change depending
on who is involved in the conflict situation. We will now look at responses for the

STUDENT ASSESSMENT
range of possible parties in the health care setting.
Discuss the process for communicating with a complaining client.

STUDENT ASSESSMENT
While resolving your complaint through the approaches above we may:

• consult professionals about clinical or technical matters
• ask for information from you, the service provider or other people
• visit the service involved
• review any relevant information given to us
• refer an issue to another organisation if they can more appropriately deal with
it.
Complaints handling procedure

• Listen to the complaint. Thank the customer for bringing the matter to your
attention. ...
• Record details of the complaint. ...
• Get all the facts. ...
• Discuss options for fixing the problem. ...
• Act quickly. ...
• Keep your promises. ...
• Follow up.

STUDENT ASSESSMENT
Before you hand in your written assessment, make sure that you:
Re-check your answers and make sure you are happy with your responses
Have written your Name, Student ID and Date and signed it.
Assessor's Judgement:
Result: Satisfactory / Not Yet Satisfactory
Comments:
Assessor: I declare that I have conducted a fair, valid, Name: _______________________________

reliable and flexible assessment with this student, and I
have provided appropriate feedback. Signature: ____________________________
Date: ____/_____/_____


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STUDENT ASSESSMENT

CHCDIV001 Work with diverse people

ASSESSMENT SUMMARY / COVER SHEET

Final Completion Date:

Assessor Name: Siti Hamzah

Unit Code/ Title CHCDIV001 Work with diverse people

Please attach the following documentation to this form Result

S = Satisfactory; NYS = Not Yet Satisfactory

Final Assessment Result for this unit C / NYC

C = Competent; NYC = Not Yet Competent

Assessor: I declare that I have conducted a fair, valid, Signature: ____________________________

Student Declaration: I declare that I have been assessed Signature: ____________________________

Student Assessment CHCDIV001 (for CHC43115)

ASSESSMENT TASK 1 – OBSERVATION & LOGBOOK

This assessment is to be undertaken in a fully equipped disability support care facility.

You are to be observed on 3 occasions (2 by your workplace supervisor and 1 by your

Work in a culturally respectful manner at all times

Student Assessment CHCDIV001 (for CHC43115)

Your 3 observations will be observed as follows:

To be assessed on: workplacement

Student Assessment CHCDIV001 (for CHC43115)

ASSESSMENT TASK 2 – WRITTEN TEST

On the test date:

This assessment will be done on: 27/02/24

Student Assessment CHCDIV001 (for CHC43115)

ASSESSMENT TASK 2 – WRITTEN TEST

Please complete below

a. My cultural experience respects worldwide diversity. I was taught the importance of

c.By recognizing uncomfortable situations and changing my response for better

Student Assessment CHCDIV001 (for CHC43115)

Student Assessment CHCDIV001 (for CHC43115)

B. Contribution to the development of work place and professional relationships based

Student Assessment CHCDIV001 (for CHC43115)

C. Here are some tips to help make your workplace safe:

Student Assessment CHCDIV001 (for CHC43115)

i. Tone: the way we speak

ii. Body language: our mannerisms and demeanor

iii. paying attention or not

Communication in any workplace is essential. It is not possible to know the preferences or

Student Assessment CHCDIV001 (for CHC43115)

How would you seek assistance from interpreters or other persons?

Student Assessment CHCDIV001 (for CHC43115)

Student Assessment CHCDIV001 (for CHC43115)

Discuss the impact of social and cultural diversity where difficulties or

The impact of cultural differences on misunderstandings. Where difficulties or

Student Assessment CHCDIV001 (for CHC43115)

Student Assessment CHCDIV001 (for CHC43115)

Cultural awareness – an awareness of different cultural groups, including identification of

1. Get training for global citizenship

What is the definition of diversity? Please give a detailed definition.

Student Assessment CHCDIV001 (for CHC43115)

Diversity is a concept that encompasses the presence of a wide range of human

Student Assessment CHCDIV001 (for CHC43115)

● Education and Work Opportunities: Cultural and community attitudes can

Student Assessment CHCDIV001 (for CHC43115)

Student Assessment CHCDIV001 (for CHC43115)

Anti-discrimination legislation plays a significant role in shaping workplace practices and

● Promotion of Equal Opportunity: Anti-discrimination legislation promotes

● Consequences of Breach: Breaching anti-discrimination legislation can have

● Employer Responsibilities: Employers have a legal obligation to prevent

In summary, anti-discrimination legislation shapes workplace practices by promoting equal

Student Assessment CHCDIV001 (for CHC43115)

Universal Declaration of Human Rights. The Universal Declaration of Human Rights