BSBTWK501 Assessmnet V2.0 Updated On 27.07.2021

Learner Assessment Pack
BSBTWK501
Lead diversity and inclusion
Table of Contents
Record of Assessment ................................................................................................................... 3
Learner Information .......................................................................................................................... 5
Steps for Learners ............................................................................................................................. 6
Reasonable Adjustment..................................................................................................................... 6
Resources Required for Assessment .................................................................................................. 7
Assessment Agreement ..................................................................................................................... 9
Short Answer Questions.......................................................................................................... 11
Practical Assessment................................................................................................................... 28
Your State/Territory ................................................................................................................ 29
Simulated Workplace Project Assessment .............................................................................. 30
Project Overview ................................................................................................................. 30
Task 1: Review of Current Diversity Policy .......................................................................... 32
Task 2: Revision of Diversity Policy...................................................................................... 36
Task 3: Develop Training Plan.............................................................................................. 37
Task 4: Implement Strategies on Diversity Struggles ........................................................... 40
Task 5: Develop Processes Promoting Benefits of Diversity ................................................ 41
Task 6: Promote Diversity in External Forums ..................................................................... 43
Task 7: Address Diversity Complaints or Harassment Allegations ....................................... 45
BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

This document is uncontrolled when printed.
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Record of Assessment
Instructions:
This section is to be completed by your assessor.
Assessment Details
Learner DUY HOANG PHUC NGUYEN
Course Code SIT40516
Unit of Competency BSBTWK501 - Lead diversity and inclusion
Assessor Name DOM
RTO Australian International College
Needs more
Assessment Activity Satisfactory
evidence
Short Answer Questions  
Workplace Project Assessment
Task 1: Review of Current Diversity Policy  
Task 2: Revision of Diversity Policy  
Task 3: Training Needs Analysis  
Task 4: Implementing Strategies on Diversity Struggles  
Task 5: Developing Processes Promoting Benefits of Diversity  
Task 6: Promoting Diversity in External Forums  
Task 7: Address Diversity Complaints or Harassment Allegations  

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Assessor’s Comments
Remarks/feedback
Details of further evidence required
Please tick the appropriate box. Yes No
Comments and further action required are noted in the Learner Assessment
 
Pack
Results discussed and agreed to by the learner

 
You have the right to appeal the outcome of your assessment.
 Competent
The Learner is
 Not Yet Competent
Assessor’s signature Date signed
I further confirm that I have verified the learner’s submissions by contacting the learner’s supervisor
and/or observer whose names appear in the Supervisor/Observer Verification Log above.
After reassessment, the Learner is:  Competent  Not Yet Competent
Assessor’s signature Date signed

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Learner Information
This Learner Assessment Pack is designed for you to complete the assessment for BSBTWK501 - Lead
diversity and inclusion (Release 1). It refers to a simulated business provided by your assessor.
The assessment tasks include Short Answer Questions where you need to demonstrate your
knowledge and understanding of the unit, and the Practical Assessment, where you need to
demonstrate your skills required in the unit. It is recommended that you complete the Practical
Assessments taking into consideration – simulated work environment. Information about simulated
work environment can be accessed via Moodle under learner’s resources.
Each Learner Assessment Pack is made up of four parts:

Assessment Delivery
Learner Information
Steps for Learner
Assessment Agreement
Assessment Tasks
Assessment Tasks, including:
 Short Answer Questions
 Practical Assessment
Before you commence your assessment, ensure that you have a good knowledge of the subject, have
thoroughly read your Learner Resource, and clearly understand the assessment requirements and the
expectations of the industry to which the assessment is related.
Assessments are to be completed using simulated work environment. All information related to
simulated work environment can be accessed via moodle under learner’s resources.
You will be required to demonstrate knowledge and skills which must be observed directly by your
assessor. Where the observation task may be difficult for the assessor to directly observed, a video
recording of the practical observation task must be submitted as supplementary evidence.
The practical assessment tasks have to be completed using simulated environment, as instructed by
your assessor.
Instructions are given for each task. If you have questions, or unclear how to proceed, consult with
your assessor.
Records of all aspects of the assessment must be kept in your Learner Assessment Pack
The record of assessment is a legal document and must be signed, dated, and a copy stored as
required by Australian International College.

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Steps for Learners
Your Learner Assessment Pack:
1. Upon receiving your Learner Assessment Pack, discuss with your assessor the expectations
and requirements of this assessment. You may also need to supply contact details of one or
two work referees who can confirm your skills in the industry.
2. Your Learner Assessment Pack is where you will get the task information. Complete each task
as instructed a simulated business, as discussed with your assessor.
3. After you complete your assessment, gather and submit your evidence documents as detailed
in the task(s) in the timeframe agreed with your assessor.
Your assessor will advise you if there are any further steps for you to take to satisfactorily
complete this assessment.
Reasonable Adjustment
Adapted Reasonable Adjustment in teaching, learning and assessment for learners with a disability -
November 2010 - Prepared by - Queensland VET Development Centre
Reasonable adjustment in VET is the term applied to modifying the learning environment or making
changes to the training delivered to assist a learner with a disability. A reasonable adjustment can be
as simple as changing classrooms to be closer to amenities or installing a particular type of software
on a computer for a person with vision impairment.
Why make a reasonable adjustment?
We make reasonable adjustments in VET to make sure that learners with a disability have:
 The same learning opportunities as learners without a disability, and
 The same opportunity to perform and complete assessments as those without a disability.
Reasonable adjustment applied to participation in teaching, learning and assessment activities can
include:
 Customising resources and assessment activities within the training package or accredited
course
 Modifying the presentation medium
 Learner support
 Use of assistive/adaptive technologies
 Making information accessible both before enrolment and during the course
 Monitoring the adjustments to ensure learners needs continue to be met
Assistive/Adaptive Technologies
Assistive/Adaptive technology means ‘software or hardware that has been specifically designed to
assist people with disabilities in carrying out daily activities’ (World Wide Web Consortium - W3C). It

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includes screen readers, magnifiers, voice recognition software, alternative keyboards, devices for
grasping, visual alert systems, digital note-takers.
Resources Required for Assessment

To complete the Practical Assessment tasks, you will require access to:
 Computer with internet and email access, and a working web browser
 Installed software: Word, Adobe Acrobat Reader
 Simulated workplace environment that will allow you access to:
o Relevant information that the learner requires to review and assess the current
organisational diversity policy
 Current organisational diversity policy
 Guidelines on organisational processes for feedback on policy

 Legislation, regulation, or best practice related to workplace diversity
 Information on implementation of diversity policy in the work area, including:
- Staff workplace interactions and socialization
- Diversity issues involved in the workplace
- Diversity complaints and harassment
 Diversity initiatives based on industry or workplace standards, guidelines, and

approaches
o Relevant information that the learner can use to identify staff struggling with diversity
 Records on staff performance

 Documents and history of complaints and harassment
o Documents/sources of information to be accessed to research on processes in
improving workplace diversity, including:
 Online or printed sources about workplace diversity processes, practices or

requirements
 Organisational documents such as business plans or similar, with relevant
objectives and practices for workplace diversity
o Workplace templates, including or similar to the following:
 SWOT Analysis
 Training Needs Analysis from simulated work environment
 Training Plan

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o People, including:
 At least one stakeholder whom you need to consult with the review of the
current diversity policy
 At least two staff struggling with workplace diversity
 At least two people involved with complaints and harassment allegations

People involved with complaints and harassment allegations can be staff,
customers/clients, or stakeholders.
o Legislation/regulations/codes of practice/standards relevant to workplace diversity,
including:
 Anti-discrimination legislation, such as

- Age Discrimination Act 2004
- Disability Discrimination Act 1992
- Racial Discrimination Act 1975
- Sex Discrimination Act 1984
 Fair Work Act 2009

 Privacy Act 1988
 State/Territory-specific requirements
o Opportunity to:
 Revise the current organisational diversity policy to improve its currency and
efficacy
 Develop and implement diversity training for staff struggling with diversity
 Develop processes that promotes the benefits of diverse workforce

 Promote diversity in external forums
 Address diversity complaints or harassment allegations

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Assessment Agreement
Instructions:
Complete this section in the Learner Assessment Pack for each learner.
1. Discuss each section of the Assessment Agreement with the learner to identify the
Delivery Method and Assessment Pathway to be undertaken, and to ensure that the
Assessment Conditions and Resources Required are present in the assessment
environment.
2. Tick each section as applicable to the learner’s situation.
3. Have the learner and you sign the confirmation at the end of this agreement.
Please tick at least one of the following for each section: 
Delivery Method
Classroom 
Small Group 
One-on-One 
Online 
Other (please describe) 
Assessment Pathway (for Practical Assessment)
Learner’s Organisation (Pre-assessment meeting conducted) 
Simulated Workplace Environment 

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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:
Legislation, regulations and codes of practice for managing diversity 
Workplace diversity policies and procedures. 
Assessors of this unit must satisfy the requirements for assessors in applicable vocational
education and training legislation, frameworks and/or standards.
I confirm that the activities and assessment completed for this unit are my own work, and comply
with all relevant copyright and plagiarism rules.
I understand that if there is any doubt in the authenticity of any piece of my assessment submission,
I can be orally examined, and the signatory of evidence records may be contacted.
Duy Hoang Phuc Nguyen

Learner’s name
Kevin 14 Sep 2023

Learner’s signature Date
Assessor’s name
DOM
14 Sep 2023
Assessor’s signature Date
End of Assessment Agreement

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Short Answer Questions

Preliminary Task
Short Answer Questions 3 to 6 will require you to refer to legislation for working with diversity.
These legislations must be applicable to the state/territory of the workplace you will use inclusive
work practices in.
For your assessor’s reference, indicate below which state/territory your workplace/organisation
is based or located in by ticking the box that corresponds to your answer.
When answering Short Answer Questions 3 to 6, refer to the workplace diversity legislation and
regulations applicable to the state/territory you ticked below.
The state/territory where your workplace/organisation is based or located in.
 Australian Capital Territory  South Australia
 New South Wales  Tasmania
 Northern Territory  Victoria
 Queensland  Western Australia

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Question 1
Identify at least two applications in the workplace of each benefit of diverse workplace listed below.
Application should show how each benefit reinforces staff performance and/or the general working
environment of the workplace.
Benefit of Diverse Workplace Application of Benefit to the Workplace
i. Diverse teams can bring different

1. Enhancing business performance
perspectives and approaches to
problem-solving, which can lead to
more effective decision-making and
better business outcomes.
A diverse workforce can help organizations expand

into new markets and reach new customers by
better understanding and connecting with diverse
communities.
1. A diverse workplace can foster a culture of

2. Enhancing innovative and creative
innovation and creativity by encouraging
thinking
different
ideas and perspectives.
2. A team with diverse skills and backgrounds
can approach problems and projects from
multiple angles, leading to more innovative
solutions and ideas.
1. A diverse workplace can promote a culture

3. Reducing employee grievances
of respect and understanding, reducing
conflicts and grievances between
employees.
By creating an inclusive environment, employees

are more likely to feel valued and supported,
reducing the likelihood of grievances related to
discrimination or harassment.
1. A diverse workplace can promote health
2. Promoting staff health and
and wellbeing by offering diverse
wellbeing
perspectives on health and wellness,

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including different dietary and exercise

habits.
By promoting inclusivity and respect, employees

are more likely to feel supported and valued, which
can positively impact mental health and wellbeing.
Additionally, a diverse workplace can provide
opportunities for employees to learn about and
celebrate different cultures and traditions,
promoting a sense of community and belonging.

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Question 2
Listed below are the competitive advantages of a diverse workplace.

Identify at least two specific examples of how each competitive advantage listed below can be
observed in a workplace with a diverse workforce.
Competitive Advantage of Diverse Specific Examples How Each Competitive

Workplace Advantage Can Be Observed in the Workplace
A diverse workforce can help organizations
1. Increased profitability
better understand and serve a broader
range of customers, leading to increased
sales and revenue.
Research shows that diverse teams tend to be

more innovative and make better decisions, which
can lead to cost savings and increased efficiency,
ultimately improving profitability.
1. Diverse teams can bring a wider range of

2. Better overall performance
skills, knowledge, and perspectives to a
project, leading to more thorough and
effective problem-solving and better
overall performance.
1. A diverse workplace can foster a culture of

creativity and innovation, encouraging
employees to think outside the box and
come up with new and better ways of
doing things.
A diverse workforce can help
2. Strong financial performance
organizations tap into new markets
and expand their customer base, which
can lead to increased sales and
revenue, ultimately improving
financial performance.
i. Companies with a diverse workforce

tend to be more resilient and
adaptable to changing market
conditions, which can help them
maintain a strong financial
performance even in uncertain times.

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ii. Additionally, a diverse workforce can

help organizations better understand
and respond to the needs and
preferences of diverse stakeholders,
including investors and customers,
which can also contribute to a strong
financial Learner Assessment Pack
performance

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Question 3
Complete the table below:

a. Identify title of the latest version of the state/territory specific legislation on age
discrimination relevant to the workplace.
b. Identify date when legislation was last updated.
c. Identify date when the legislation was accessed.
d. Identify at least two sections in the legislation that your organisation can implement.
e. For each identified section, briefly describe an example of how the organisation can
demonstrate its implementation.
Title of the latest version of the state/territory The latest version of Western Australia specific
specific legislation on age discrimination:
legislation on age discrimination relevant to the
workplace is the Equal Opportunity Act 1984
(WA).
Date when legislation was last updated: March 30, 2020.
Date when the legislation was accessed: March 30, 2023
Provisions in the Legislation Related to the How the Organisation Can Demonstrate its
Workplace Implementation
Discrimination in employment against by ensuring that job advertisements,

recruitment
persons on the grounds of age
processes, and selection criteria do not
discriminate against job candidates based
on their age. The organisation can also
Clause or section: 15 provide equal opportunities for
professional
development, training, and promotion for all
employees, regardless of age.
by ensuring that any age-related
a. Genuine occupational requirements
requirements for a particular job or role
are based on genuine occupational
requirements and not on stereotypes or
assumptions about age. The
Clause or section: 18 organisation can conduct a job analysis to

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identify the essential requirements of the

job and determine whether age is a
genuine occupational requirement for
the role. Any age limits or requirements
should be clearly documented and
communicated to employee and job
candidates.

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Question 4

a. Identify title of the latest version of the state/territory specific legislation on disability
e. For each identified section, briefly describe an example of how the organisation can
Title of the latest version of the state/territory The latest version of New South Wales specific
specific legislation on disability
discrimination:
workplace is the Anti-Discrimination Act 1977
(NSW).
Date when legislation was last updated: March 1, 2021.
Date when the legislation was accessed: March 1 2021
by ensuring that age is not a factor in
Prohibition of discrimination on the ground of
recruitment and selection processes, and that
a. age in employment
all candidates are assessed based on their
skills, qualifications, and experience. This can
be achieved by developing clear and objective
Clause or section: 50
selection criteria, conducting blind resume
screening, and ensuring that interview
questions are relevant and non-
discriminatory.
Exceptions to the prohibition of discrimination by ensuring that any exceptions to the

a. on the ground of age prohibition of discrimination on the ground of
age are based on genuine occupational
requirements. This can be achieved by

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conducting a thorough analysis of the duties

and responsibilities of the role, and
identifying any essential requirements that
may justify an age limit. Any exceptions
should be clearly
documented and communicated to
employees and job candidates.

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Question 5

a. Identify title of the latest version of the state/territory specific legislation on racial
e. For each identified section briefly describe an example of how the organisation can
Title of the latest version of the state/territory The latest version of Queensland specific
specific legislation on racial discrimination:
legislation on age discrimination relevant to
the workplace is the Anti-Discrimination Act
1991 (QLD).
Date when legislation was last updated: September 28, 2020.
Date when the legislation was accessed: 30/3/2023
a. Discrimination on the ground of age by ensuring that job advertisements,

recruitment processes, and selection
criteria do not discriminate against job
candidates based on their age. The
Clause or section: 7 organisation can also provide equal
opportunities for professional
development, training, and promotion for
all employees, regardless of age.
b. Genuine occupational requirements by ensuring that any age-related

requirements for a particular job or role are
based on genuine occupational
requirements and not on stereotypes or
assumptions about age. The organisation
Clause or section: 25 can conduct a job analysis to

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identify the essential requirements ofthe

job and determine whether age is a genuine
occupational requirement for the role. Any
age limits or requirements should be clearly
documented and communicated to

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Question 6

a. Identify title of the latest version of the state/territory specific legislation on sex
Title of the latest version of the The latest version of ACT specific legislation on age
state/territory specific legislation on sex
discrimination relevant to the workplace is the
discrimination:
Discrimination Act 1991 (ACT).
Date when legislation was last updated: June 18 2020
b. by ensuring that job advertisements,
a. Discrimination on the ground of age
organisation can also provide equal
Clause or section: 7 opportunities for professional
development, training, and promotion for
all employees, regardless of age.
c. Genuine occupational requirements by ensuring that any age-related requirements

for a particular job or role are based on genuine
occupational requirements and not on stereotypes
or assumptions about age. The organisation can
conduct a job analysis to identify the essential
requirements of the job and determine whether
age is a genuine occupational requirement for the

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role. Any age limits or requirements should be

clearly documented and communicated to

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Question 7

a. Identify title of the latest version of the legislation on human rights relevant to the
workplace.
d. Identify at least two sections in the legislation that your organisation can implement to
promote human rights within the workplace.
Title of the latest version of the legislation on The latest version of Victoria specific legislation
human rights:
on age discrimination relevant to the workplace
is the Victorian Charter of Human Rights and
Responsibilities Act 2006.
Date when legislation was last updated: December 1, 2021.
b. by ensuring that job advertisements,
a. Right to equality before the law
Clause or section: 8 opportunities for professional
development, training, and promotion
for all employees, regardless of age.
d. by providing flexible working
c. Protection of families and children
arrangements for employees who have
caring responsibilities for their children or
elderly family members. This can include
options such as part-time work, job
Clause or section: 17 e. sharing, and working from home. The
f. organisation can also provide parental
leave and carer's leave to support

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employees who need to take time off to

care for their family members.

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Question 8

a. Identify title of the latest version of the legislation on equal opportunity relevant to the
workplace.
d. Identify at least two sections in the legislation that your organisation can implement to
promote equal opportunity within the workplace.
Title of the latest version of the legislation The latest version of South Australia specific
on equal opportunity relevant to workplace:
workplace is the Age Discrimination Act 2004 (SA).
Date when legislation was last updated: 23 November 2017.
b. by ensuring that its employment practices,

a. Discrimination in employment
c. policies, and procedures do not
discriminate against employees or job
applicants based on their age. The
Clause or section: 6 opportunities for training, development,
and promotion to all employees
by offering training programs that
d. Discrimination in access to
are accessible
training
and inclusive to all employees, regardless
of their
age. The organisation can also ensure that
Clause or section: 8 the
training programs cover topics such as age
diversity, unconscious bias, and age
stereotypes to

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promote awareness and understanding

among
employees.

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Practical Assessment
The Practical Assessment is a set of tasks that must be completed in an environment with
conditions similar to that of a real workplace.
To be assessed for this unit of competency, you must demonstrate your skills and knowledge to
lead and promote diversity and inclusion in the workplace.
The Practical Assessments in this workbook include:
1. Workplace Project Assessment
A series of tasks assessing the learner’s practical knowledge and skills relevant to the unit
of competency. This includes the learner completing simulated workplace documents or
similar as evidence of competent performance.
2. Workplace Practical Observation
A set of assessment tasks where the learner must demonstrate practical skills relevant to
the unit of competency. These skills are to be demonstrated while being observed by the
assessor.
IMPORTANT!
 All signatures/initials in your submissions, including yours, must be handwritten and
dated. Submissions with signatures/initials must be scanned.
 The supervisor/observer who completes and signs your evidence submissions must
provide their real name, contact number, and email address for your assessor’s reference.
 Should you encounter issue or concerns regarding your assessment, contact your
assessor.

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Your State/Territory
Some tasks in this Practical Assessment require you to refer to legislation and regulations for
working with diversity. These legislation and regulations must be applicable to the state/territory
of the workplace you will use inclusive work practices in.
For your assessor’s reference, indicate below which state/territory your workplace/organisation
is based or located in by ticking the box that corresponds to your answer.
When completing these tasks, refer to the workplace diversity legislation and regulations
applicable to the state/territory you ticked below.
The state/territory where your workplace/organisation is based or located in.
 Australian Capital Territory  South Australia
 New South Wales  Tasmania
 Northern Territory  Victoria
 Queensland  Western Australia

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Simulated Workplace Project Assessment
Project Overview
This simulated workplace project assessment requires you to demonstrate your knowledge in
leading workplace diversity initiatives and promoting its benefits and competitive advantages.
This assessment is divided into seven tasks:
 Task 1: Review of Current Diversity Policy
 Task 2: Revision of Diversity Policy
 Task 3: Develop Training Plan
 Task 4: Implementing Strategies on Diversity Struggles
 Task 5: Developing Processes Promoting Benefits of Diversity
 Task 6: Promoting Diversity in External Forum
 Task 7: Complaint Process
This project requires you to complete the assessment tasks in an environment with conditions
similar to that of a workplace.
Each task comes with a set of instructions. You are to follow and perform these instructions while
being observed by the assessor and/or submit any required documentation.
Before starting this assessment, your assessor will discuss with you these tasks, including
instructions and guidance for satisfactorily completing them.

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You are required to:

 Complete the tasks within the time allowed, as scheduled in-class roll.
 Identify points for improvement on the current organisational policy, and gaps between
the current organisational diversity policy and legislations relevant to diversity.
 Revise the current diversity policy to address the points for improvement and gaps
identified.
 Identify and develop training plans for staff struggling with diversity.
 Implement the training developed to provide assistance to the staff struggling with
diversity.
 Develop processes that demonstrates the benefits of working with various groups.
 Promote the benefits of workforce diversity to external forums.
 Execute the proper organisational procedures in processing complaints and harassments
allegations relevant to diversity.
Resources Required for Assessment

Resources you need to access to complete the project assessment are outlined in the Resources
Required for Assessment section of this workbook.
Discuss each requirement with your assessor before commencing with each task. They will
organise the resources required for this assessment.
Forms and Templates

Generic forms and templates are provided in the project tasks, unless otherwise specified. These
can be accessed from Moodle under Bounce Fitness resources.:
BSBTWK501 Forms and Templates
Review these forms and templates with your assessor before starting the task.

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Task 1: Review of Current Diversity Policy
ASSESSMENT INSTRUCTIONS
This task will require you to review and analyse the current organisational diversity policy in
preparation for revising the diversity policy on Workplace Project Task 2.
Use the SWOT Analysis template provided under the Bounce Fitness resources on Moodle.
To complete this task, you must:
 Locate and review existing diversity policy, procedures, and workplace data relevant to
implementation of the diversity policy, including information on:
o Organisational goals with regards to workplace diversity
This refers to the expected output of implemented diversity policy by the
organisation. Additionally, this refers to a set of objectives set by the organisation
for observing fairness within the simulated workplace.
o Legislative related to workplace diversity.
This may refer legislations on:
 Human Rights involving workplace diversity

 Equal Employment Opportunity
 Anti-discrimination in the workplace
o Complaint data, statistics, and other research information on organisation’s
application of diversity policy in work area.
Complaint data are records of the information regarding the complaints. This may
refer to the personal details of the complainant and defendant, and other related
information regarding the incident.
Complaint statistics are numerical data representing the parameters of the
collected complaints in the organisation over a certain period. These parameters
provide quantitative means to assess the trend of the complaints in the
organisation.

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 Consult at least two different stakeholders and conduct a SWOT analysis in assessing the
currency and efficacy of the existing complaint data, statistics, and other research
information on diversity initiatives.
Relevant stakeholders refer to groups/individuals who have relevant information on the
current diversity policy and/or have the capability to provide the necessary opinion,
confirmation, and authority on evaluating the policies of the organisation.
Currency refers to the appropriateness of the diversity policy with regards to complying
with the latest legislations, regulations and code of practice for managing diversity.
Efficacy refers to the effectiveness of the policy in meeting the workplace diversity goals of
the organisation.
 Complete the SWOT analysis template by identifying the following:
o Evaluate the current workplace diversity policy by outlining at least one item for
each of the following:
 Strength
 Weakness
 Opportunity
 Threat
o Identify at least two gaps between policy and current regulations, codes of
practice and legislations relevant to diversity.
Gaps between the current diversity policy and current regulations, codes of
practice and legislations include:
 Regulation of requirements or provisions indicated in the legislations.
 Obsolete information in the diversity policy with regards to the latest
versions of the legislations.
 Additional requirements or provisions added in the current legislations but

not found in the diversity policy.
o Based on the results of your SWOT analysis, identify at least two improvements to
be made on the diversity policy. These improvements will be used in the revision
of the diversity policy in Workplace Project Task 2.
Improvements pertain to feedback and suggestions aimed to improve the diversity
condition in the workplace.

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Review the Workplace Project Task 1 – Assessor’s Checklist before starting this task. This form
outlines the following:
 Resources you are required to access to complete the task. Discuss these resources with
your assessor prior to starting this task
 All criteria your submission must address to satisfactorily complete this task. You assessor
will also discuss with you the criteria outlined in this form prior to the assessment
Your assessor will discuss these resources with you, and the criteria outlined in this form prior to
this assessment.
Review the template you will use to complete this task. If you are using a template from your
workplace/organisation, discuss with your assessor to ensure that the template covers all
requirements that apply to this task. Otherwise, use the SWOT Analysis template provided at the
Bounce Fitness site.
Submit the completed SWOT Analysis template to your assessor. Include any supplementary
documents/sources used to accomplish the SWOT Analysis template, such as:
 Current diversity policy implemented by the organisation in the workplace
 Policies and procedure relevant to diversity in the workplace
 Latest version of legislations relevant to diversity in the workplace
You must also submit evidence of consultation with at least two stakeholders of the organisation
in evaluating the currency and efficacy of the current workplace diversity policy.
Evidence must be at least one of the following:
 Email correspondence
 Meeting minutes
 Role play record form - consultation with the stakeholders

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ROLE PLAY RECORD FORM
Please fill out this sheet, and ask participants to sign it.
Date of the role play 9 Sep 2023
Location of the role play Room 215
Role play start time 10:00 Role play finish time 11:00
PARTICIPANTS
Participant Name Signature Date
(The learner) Kevin Kevin 9 Sep. 23
Stake holder 1 Noti Noti 9 Sep. 23
Stake holder 2 Mark Mark 9 Sep. 23
I confirm that the meeting/presentation above took place on the date and at the place specified
above, and participants above participated in the meeting/presentation.
Assessor Name: DOM Signature: Date:14 Sep

2023

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Task 2: Revision of Diversity Policy
This task requires you to modify at least two areas of improvement in the workplace diversity
policy.
Prior to commencing this task, you must:
 Have completed Workplace Project Task 1; and
 Have access to Bounce fitness diversity policy accessible vis Moodle under Bounce fitness
resources.
This must be the same policy accessed to complete Workplace Project Task 1.
 Access and review the workplace diversity policy that you have sourced out in Workplace
Project Task 1.
 Using the SWOT Analysis Template completed in Workplace Project Task 1, modify the
section in the diversity policy document based on your findings. Outline the modifications
done using the version control section of your policy document.
this assessment.
Submit the revised diversity policy to your assessor.

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Task 3: Develop Training Plan
This task will require you to complete a Training Plan for each staff struggling with workplace
diversity.
This task is divided into two parts:
Part A. Conduct Training Needs Analysis
 Identify at least two staff who are struggling with interacting with diverse people within
the workplace.
You may identify at least two staff struggling with diversity based on records, data, and
observation. Common evidence of diversity struggles include:
o Struggles on social interactions.
o Seclusions during gatherings.
o Difficulty in approaching other people.
 Conduct a training needs analysis for each staff struggling on workplace diversity.
o Consult with each staff struggling on diversity to identify at least one workplace
diversity training need for the respective staff.
Training need refers to the skills, information or capabilities that an individual
requires to effectively carry out their workplace diversity obligations.
o Identify the following information:
 Name and work role of each staff struggling with workplace diversity
 At least two diversity issues that the staff is struggling on

 Training/skills development required to address each issue
 Description of each training to be conducted
 Date of each training period
 Expected outcome of each training

 Accomplish the Training Needs Analysis template for submission to the Assessor, including
all supplementary documents used.
Use the Training Needs Analysis Template provided at the Bounce Fitness site.

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You must also submit an evidence of consultation with at least two staff consulted.
Evidence must be at least one of the following:
 Email correspondence
 Meeting minutes
Role play record form of communication/discussion
Date of the role play 14 Sep 2023
PARTICIPANTS
Consultation Noti Noti 9 Sep. 23

member 1
Consultation Mark Mark 9 Sep. 23

member 2

2023
Part B. Complete Training Plans

 Develop a training plan for each staff struggling on workplace diversity. The training plans
must correspond to the findings of the training needs analysis conducted on each staff.
The training plan must include:
o Training identified for each staff struggling with diversity

Page 38 of 46
o Proposed training schedule

o Outline of activities and topics to be covered by the training
o People assigned to the training
o Expected outcome of the training
 Partially accomplish one training plan template for each staff consulted with the
information that you identified.
Actual outcomes should be left blank.
Use the Training Plan Template provided at the Bounce Fitness site.
this assessment.
Submit the completed Training Plan to your assessor.

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Task 4: Implement Strategies on Diversity Struggles
This task will require you to conduct diversity training according to the training plan developed in
Workplace Project Task 3.
 Review the following information from each completed Training Plan from Workplace
Project Task 3:
o Required training for each staff struggling on diversity
o How each required training will be delivered
 Conduct and implement the training plan developed in Workplace Project Task 3
 Update the actual outcomes section of the Training Plan according to the actual outcomes
of the training conducted.
this assessment.
Submit at least two evidence of training completion for each training conducted for each staff.
Evidence can include:
 Training provided and related details.
 Email of confirmation
 Qualification transcript

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Task 5: Develop Processes Promoting Benefits of Diversity
Your assessor will observe you as you develop two processes by consulting at least two staff to
promote the benefits of a diverse workplace for Bounce Fitness.
You will be assessed on your practical skills to:
 Identify at least two issues in the organisation that can be addressed by promoting the
benefits of diversity in the workplace.
Issues refer to the hindrances experienced by the organisation in performing their business-
related tasks.
 Consult at least two staff members to identify the staff insights on possible points for
improvements regarding the current workplace diversity condition.
 Identify appropriate processes that demonstrate the benefits of working with various
groups which best suits the needs of the organisation in addressing the issue raised.
 Develop at least two processes that promotes the benefits of working with diversity that
addresses the identified issues in the organisation.
To complete this task, you must accomplish process plans for each of the processes developed to
promote the benefits of workplace diversity in addressing the problems encountered by Bounce
Fitness.
this assessment.
Submit the each of the completed processes promoting the benefits of workplace diversity to your
assessor.

Page 41 of 46
Date of the role play 9 Sep. 23
PARTICIPANTS
Stakeholder 1 Athar Athar 9 Sep. 23
Stakeholder 2 Mark Mark 9 Sep. 23

2023

Page 42 of 46
Task 6: Promote Diversity in External Forums
This task will require you to promote the role of diversity in providing an organisation a competitive
advantage in external forums.
 Identify the previous initiatives of the organisation in promoting workplace diversity and
collect data on success supported by the identified diversity initiatives.
Competitive advantages are the attributes gained by promoting diversity in the workplace
that enables the organisation to outperform its competitors, which includes:
o Increased profitability
o Improved business performance
o Stronger financial impact
 Develop discussion plan or outline on competitive advantages of workforce diversity to
be discussed in an external forum.
External forums are platforms that allows the learner to promote diversity outside the
organisation, which includes:
o Conferences or seminars
o External Publications
o Social media
 Promote the benefits of workforce diversity through external forum.

Page 43 of 46
this assessment.
Submit the evidence of external forum promotion to your assessor.
Evidences of external forum promotion include:
 Conference or seminar token
 External publication
 outline or draft of promotion in external forms.

Page 44 of 46
Task 7: Address Diversity Complaints or Harassment Allegations
This task will require you to address workplace complaints or harassment allegations relevant to
diversity. You may choose to process two of either general diversity complaints or harassment
allegations, or one of each.
Workplace complaints relevant to diversity refer to the issues raised within the organisation that
involves undesirable diversity conditions in the workplace, which may include general complaints
and harassment allegations. The actions to be taken in addressing general complaints and
harassment allegations may differ based on the legislative requirements, guidelines and policies.
General complaints are issues raised within the organisation that had portrayed misconduct
related to diversity. This includes all forms of discrimination in the workplace.
Harassment allegations are complaints within the organisation that are offensive in nature. This
includes sexual harassment, discriminatory harassment, personal harassment, and harassment
based on religion.
 Review the guidelines followed by the company in processing workplace complaints or
harassment allegations.
Guidelines to be reviewed refer to policies and legislations related to diversity workplace
complaints. These guidelines highlight the initial steps to be taken and necessary process
in resolving issues.
 Conduct the initial steps in processing at least two complaints collected within the
organisation.
Initial steps refer to the necessary preparations and investigations to assess the situation
related to the complaint, which includes:
o Review of organisational guidelines on processing complaints relevant to diversity
issues
o Gathering of supplemental information related to the complaint or harassment
allegation
o Dialogue with the complainant and defendant

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 Conduct negotiation steps wherein the complaint or harassment allegation is to be
assessed.
Assessment during the negotiation step include:
o Assessing the validity of the complaint or harassment allegation
o Discussion of violations and sanctions related to the complaint or harassment
allegation
o Discussion on how the complaint or harassment allegation can be settle
 Resolve the complaints by providing applicable measures to address the complaint or
harassment allegation.
Measures refer to the necessary steps to be conducted in solving the issue encountered in
the complaint, which includes:
o Enforce punishment to staff proven to be guilty of the complaint or harassment
o Rearrange organisation structure to avoid recurrence of complaint or harassment
o Have the offender attend training relevant to the complaint or harassment
this assessment.
Submit the following to your assessor:
 Evidences of initial steps taken in processing complaints
 Evidence of resolving complaint
You must also submit the organisational policies and procedures in processing complaints as a
supplementary document.

Page 46 of 46

BSBTWK501 Assessmnet V2.0 Updated On 27.07.2021

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Learner Assessment Pack

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Learner DUY HOANG PHUC NGUYEN

Course Code SIT40516

Unit of Competency BSBTWK501 - Lead diversity and inclusion

Assessor Name DOM

RTO Australian International College

Short Answer Questions  

Workplace Project Assessment

Task 1: Review of Current Diversity Policy  

Task 2: Revision of Diversity Policy  

Task 3: Training Needs Analysis  

Task 4: Implementing Strategies on Diversity Struggles  

Task 5: Developing Processes Promoting Benefits of Diversity  

Task 6: Promoting Diversity in External Forums  

Task 7: Address Diversity Complaints or Harassment Allegations  

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Details of further evidence required

Please tick the appropriate box. Yes No

Results discussed and agreed to by the learner

Assessor’s signature Date signed

After reassessment, the Learner is:  Competent  Not Yet Competent

Assessor’s signature Date signed

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Each Learner Assessment Pack is made up of four parts:

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Resources Required for Assessment

 Current organisational diversity policy

 Guidelines on organisational processes for feedback on policy

 Diversity initiatives based on industry or workplace standards, guidelines, and

 Records on staff performance

 Online or printed sources about workplace diversity processes, practices or

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

 At least two staff struggling with workplace diversity

 At least two people involved with complaints and harassment allegations

 Anti-discrimination legislation, such as

 Fair Work Act 2009

 Develop processes that promotes the benefits of diverse workforce

 Address diversity complaints or harassment allegations

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Please tick at least one of the following for each section: 

Other (please describe) 

Assessment Pathway (for Practical Assessment)

Learner’s Organisation (Pre-assessment meeting conducted) 

Simulated Workplace Environment 

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Legislation, regulations and codes of practice for managing diversity 

Workplace diversity policies and procedures. 

Duy Hoang Phuc Nguyen

Kevin 14 Sep 2023

End of Assessment Agreement

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Short Answer Questions

The state/territory where your workplace/organisation is based or located in.

 Australian Capital Territory  South Australia

 New South Wales  Tasmania

 Northern Territory  Victoria

 Queensland  Western Australia

BSBTWK501 – Lead Diversity and Inclusion Learners Assessment V2.0

Benefit of Diverse Workplace Application of Benefit to the Workplace

i. Diverse teams can bring different