CHCDIV001 - Case Study (FIT)11 - completed 2

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) WORK WITH DIVERSE PEOPLE CHCDIV001 Student details Student name Student Email address Unit Code and Title CHCDIV001 Work with diverse people Purpose of Assessment The purpose of this assessment task is to assess your knowledge of working with diverse people in a workplace. Instructions for the Student Read through the following case studies and reflect on your learning and your own research within this unit. Prepare a response that responds to each of the issues presented below. Your responses must reflect your knowledge, skills, and application for this unit.  This is an individual assessment  To ensure your responses are satisfactory, you should consult a range of learning resources and other information such as handouts, textbooks, credible internet sources, etc.  You are required to answer the questions based on given scenarios  You must be concise, to the point and write answers according to the given word limit to each question and not provide irrelevant information  You must write your responses in your own words  You will be required to complete all parts of this assessment task © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 1

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Assessment Conditions  This assessment is untimed  You may refer to your learning materials during this assessment  You must read and respond to all questions  Answers must be typed and submitted through My eCampus for assessing  You must complete the task independently  No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory  As you complete this assessment task, you are predominately demonstrating your written skills and knowledge to your trainer/assessor Please note: A qualified trainer and assessor will review and assess all the submitted comments, observation checklists, and assessment evidence to determine the students' competence and abilities against the unit of competency requirements. A trainer and assessor will ensure each assessment has been sufficiently completed and determine the final assessment outcome. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 2

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) SCENARIO 1 Scenario 1 You work at a Fitness Centre as the Assistant Manager. The manager of the centre has asked for your help to prepare a training document that can be used to train existing and new staff on diversity in the workplace. The training tool has been developed in the format of a FAQ (frequently asked questions)document on diversity. Your manager has prepared the questionsbut has asked you to complete the answers. Work through Tasks 1.1-1.9 and provide answers to all questions. Tasks for Scenario 1 Task 1.1 a. What is cultural awareness? Cultural awareness is the ability to look inward and educated yourself, reflect on your own culture and reflect on your attitudes and beliefs about others. b. What is cultural safety? Cultural safety is achieved when an individual has acknowledged their own culture and aims to deliver services that are safe. c. What is cultural competence? Cultural competence is the ability to relate effectively to people from other cultures and walks of life. d. Why is it important for a personal trainer to possess cultural awareness and cultural competence? It is important for a personal trainer to possess cultural awareness as they are working with a range of people from different cultures often and will need to demonstrate respect and awareness of traditions. Cultural competence is equally important so that all clients are welcomed and have a sense of belonging in the gym. Cultural awareness and competency both strengthen relationships and will lead to a more diverse community in the fitness center. e. Why is it important for a manager of a fitness centre to possess cultural awareness and cultural competence? It is important for a manager to possess cultural awareness as they are working with staff and gym members. They should show cultural awareness when hiring staff, working with staff, working with clients and handling customers’ queries. Cultural competence allows the development of a positive workplace and ensures the © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 3

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) embracing of diversity. f. Why is it important for the fitness centre to be culturally safe for clients? A culturally safe fitness center will mean there is shared respect, shared knowledge and ensures a diverse community and the involvement of people from all walks of life. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 4

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Task 1.2 a. How can community attitudes, languageand the structure of culture influence a person’s beliefs and values? A person’s beliefs and values can be influenced by community attitudes as values and beliefs are expressed differently. Communities may have negative attitudes towards some factors which can affect the community members’ ways of acting and thinking. Language can impact how relationships are built and how people interact. This directly affects what a person believes, and values based on how they were communicated with and what cultures were translated to them. Structures will determine how members of a community interact and behave with each other and establish culture norms and values. b. What is an example of a negative effect that community attitudes, language and the structure of culture can have on a person or group of people? A negative effect of community attitude includes shaping how a person responds. This could include discriminatory behaviour or stigmatizing certain behaviors. Language barriers in a community can lead to people lacking a feeling of belonging and support and may lead to emotional and social struggles. Structure in a community will impact how members interact, so teaching them respect and loyalty. Negative effects of structure can include the need for competition. c. What is an example of a positive effect that community attitudes, language and the structure of culture can have on a person or group of people. Positive community attitudes will carry down into individuals, positively impacting their values and beliefs through life. Language in a community can effect an individuals self esteem, attitude and feelings of belonging, leading to their emotional and social development. Community structure can create a sense of familiarity and belonging within a community. Task 1.3 a. What is political diversity, and how does this influence how an individual engages in both work and day to day life? Political diversity is the acceptance of people with diverse backgrounds and with differing characteristics. Federal laws protect Australians from discrimination and breaches of their human rights. It defines acceptable behaviors in the workplace and day to day life. b. What is social diversity, and how does this influence how an individual engages in both work and day to day life? Social diversity is a community where individual differences are accepted and welcomed. Social diversity impacts the way Australians interact with each other and communicate despite individual differences. c. What is economic diversity, and how does this influence how an individual engages in both work and day-to-day life? Economic diversity is both the social and economic aspects of society and included © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 5

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) employment opportunities that are for people regardless of gender, race, or background. This influences individuals in work by affecting their wages and day to day life in the form of opportunities and inclusion. d. What is cultural diversity, and how does this influence life in Australia? Cultural diversity refers to the existence of a broad range of cultural and ethnic groups. It influences life by allowing individual to act respectfully to one another and avoid bias and discrimination. Task 1.4 a. What is the Universal Declaration of Human Rights? A document that expresses the fundamental rights and freedoms that should apply to all people. b. What is the relationship between human needs and human rights? Human needs are the basics a human needs for survival, human rights are the rights and freedoms a person is entitled to. Human rights lead to the fulfilment of basic human needs. c. What are three (3) ways a workplace can actively promote and support c. What are three (3) ways a workplace can actively promote and support human rights? -Defining acceptable behaviours -Actively promote diversity and acceptance -Provide ongoing training to staff to promote acceptance and a diverse workforce © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 6

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Task 1.5 Complete the table on the key characteristics of diversity Area of diversity Describe the key characteristics of this area of diversity Culture, race, ethnicity Language, religion and customs, biology, expression and identification Disability Physical abilities Religious or spiritual belief Perspective on life, death and nature of reality, practices, rituals Gender Ways to identify, equality, continuously changing over time Transgender Identifying with a different gender to what a person was assigned at birth. Intersex Diversities of bodies and gender identities, one or more innate sex characteristics. Does not fit within the binary notions of a male or female. Generational Representing a wide range of ages in the workplace Sexual orientation/identity Behavioral components which focus on the sex of the individuals’ sexual partners. Lesbian/gay Capacity to form attraction and relationships with a person of the same gender Bisexual Attraction to more than one gender Heterosexual Attracted to the opposite gender Task 1.6 a. What is the impact of diversity practices and experience on people’s personal behaviour and interpersonal relationships? Diversity practices and experiences can lead to more inclusive and empathetic behaviour towards others and in relationships. b. What is the impact of diversity practices and experience on people’s perception and social expectations of others? Diversity practices and experience will clarify expectations and perceptions for people and can avoid misunderstandings of service. Diversity practices will minimize cultural assumptions. Task 1.7 a. What are the legal and ethical considerations for promoting diversity in the workplace? Ethical considerations include valuing differences and diversity of people, treating people with respect, eliminating unfair or inappropriate barriers. Legal considerations include prohibiting discrimination in terms of gender, race, work status, age and © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 7

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) religion. b. What are the consequences for a fitness worker who breachesanti-discrimination legislation? Financial penalties, professional penalties and damages awarded to the affected employees. c. Complete the table below to describe the different types of discrimination. Type of discrimination Description Age Treating people less favorably based on age. For example, refusing to hire someone as they are older than most employees. Disability Discrimination against people with physical or mental disabilities. For example, rejecting a employee who needs the use of a wheelchair. Racial Treating someone poorly or unfairly due to their racial orientation. This could include using derogatory language towards a person of a different race to yourself. Sex Treating people poorly/differently due to their sexual orientation. This could mean paying males a higher wage for the same position as a female. Task 1.8 a. What are three (3) examples of protective factors in the workplace for marginalised groups? -Defining acceptable behaviors in the form of code of conducts -Providing training to staff to promote acceptance. -Complying with the universal declaration of human rights. b. What physical, mental and emotional health issues may be present in marginalised groups? What are the causes? Health issues that may be present in marginalized groups include depression, anxiety, post traumatic stress disorders, chronic health conditions and poor physical functioning. This can be due to income inequality; causing financial stresses, lack of resources and social isolation. c. Describe the potential impact of discrimination, trauma, exclusion and negative attitudes on marginalised groups. Discrimination, trauma, exclusion and negative attitudes can all contribute to compromised health conditions. Mental, physical and emotional health conditions may include depression, anxiety, stress disorders and low self esteem. Marginalized groups exposed to these factors can be at a higher risk of developing mental health disorders and having poor physical conditions. Task 1.9 Describe the following resources that can be used to support individuals and organisations to respond © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 8

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) positively to diversity. Resource How can this resource be used to support individuals and organisations to respond positively to diversity? Language and cultural interpreter A cultural interpreter can be used to facilitate communication between two parties where there is a language barrier that is preventing effective communication. This can be used to minimize or remove communication barriers that are present because of differences in culture. Imagery Imagery can be used to communicate a message or mental image. To support individuals and organizations to respond positively, imagery can be used to promote a range of diversities and display flags and artworks to show support. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 9

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) SCENARIO 2 Scenario 2 You are the team leader at a fitness centre where one employee constantly makes “jokes” about people being on medication for depression and thinks they should just “get over it”. You happen to know that an employee within earshot of these comments is on medication for depression. Tasks for Scenario 2 Task 2.1 a. What legal and ethical principles of diversity are not being followed in this scenario? List at least three (3). -Treat people with respect -Value the differences of people -Making judgements based on equity and merit b. What are the potential impacts of the legal and ethical concerns from Task 2.1a? Professional consequences, financial consequences, damage to the employees involved. Task 2.2 Outline three (3) strategies you could use to eliminate the negative attitudes and behaviours without revealing employee confidential information and discuss why you would use them. -Set and remind employee of standards relating to positive attitude and behaviours -Enforce positive attitudes about mental health in the workplace and provide some education -Avoid using employee names or details when referring to mental health. Task 2.3 In relation to this scenario:  List at least three (3) rights and/or responsibilities of workers  List at least three (3) rights and/or responsibilities of employers  And at least one (1) action that should be taken when any of these rights are infringed Workers rights: © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 10

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) - Anti harassment protective factors - Retaliation protections - Complain procedures Employer Rights: - Create and maintain a workplace free of discrimination - Anti discrimination policies - Training and addressing complaints efficiently and effectively. When any of these rights are infringed, an employee or employer can request assistance from the FWO to handle the situation. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 11

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Task 2.4 In the workplace, whocould be consulted and what kind of guidance should be sought to assist in addressing this scenario? Consulting with the manager for further guidance is recommended, or escalating the matter to a HR team member. When seeking guidance, you'd be asking for: 1. Advice on how to handle the situation while ensuring a fair and respectful approach. 2. Clarity on company policies and procedures regarding inappropriate behavior or harassment in the workplace. 3. Resources or recommendations for educational programs or training related to mental health awareness and sensitivity. 4. Support in facilitating a conversation or intervention to address the behavior of the employee making the comments. 5. If that doesn't work, you may want to take legal action. Human rights law can be complex and so before doing this, you will need to take legal advice. 6. In the workplace the human resources department can also be consulted to address the scenario Your request for guidance would aim to ensure that the issue is addressed in a manner that upholds the well-being of all employees, fosters a supportive environment, and aligns with the organization's values and policies. Task 2.5 What steps would you take to address the situation if the behaviour persists? Provide at least three (3) steps. -Ensure the employee is made aware of their infringements regarding discrimination/harassment in the workplace -Write a formal letter stating the employee’s actions/comments and what has been done to address it. -Follow company procedure regarding discrimination if the behaviour persists. SCENARIO 3 Scenario 3 You are in the lunchroom at your workplace with your colleague,David. There is a heated debate on diversity on the tv program that is playing. A person on the program is expressing negative views towards multiculturalism in Australia and is upset that Aboriginal and Torres Strait Islander people are requesting land rights. David, who is also watching the program, mentions that he does not know much about diversity © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 12

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) in Australia but would like to learn more. Tasks for Scenario 3 Task 3.1 Write what you would say toDavid to explain Australia's influences and changing practices and how this has impacted diverse communities. Australian culture has changed over the years to increase acceptance of different races and to increase the rights of Indigenous Australians. A new set of reforms was introduced in 2021 on Aboriginal Land Rights, showcasing how Australia is responding to increased recognition of the rights of Indigenous Australians. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 13

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Task 3.2 David has thanked you for this information and has expressed the desire to learn more about Aboriginal and Torres Strait Islander peopleand the issues they have faced. What information can you tell David on the following:  Social issues that affect Aboriginal and Torres Strait Islander people  Political issues that affect Aboriginal and Torres Strait Islander people  Economic issues that affect Aboriginal and Torres Strait Islander people  How Australian culture and western systems have impacted Aboriginal and Torres Strait Islander people and their ability to engage in services a. Social issues that affect Aboriginal and Torres Strait Islander people Aboriginal and Torres Strait Islander people are more likely than other Australians to experience various forms of disadvantage, including higher unemployment rates, poverty, isolation, trauma, discrimination, exposure to violence, trouble with the law and alcohol and substance abuse. b. Political issues that affect Aboriginal and Torres Strait Islander people Protection and assimilation policies which impacted harshly on Indigenous people included separate education for Aboriginal children, town curfews, alcohol bans, no social security, lower wages, State guardianship of all Aboriginal children and laws that segregated Indigenous people into separate living areas. c. Economic issues that affect Aboriginal and Torres Strait Islander people Primary economic issue affecting indigenous Australians is that a large majority live in remote areas which have little access to retail and facilities. d. How Australian culture and western systems have impacted Aboriginal and Torres Strait Islander people and their ability to engage in services Since the colonization of Australia by European settlers, Aboriginal and Torres Strait Islander Australians have experienced extreme hardships, ranging from the loss of traditional culture and homelands to the forced removal of children and denial of citizenship rights. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 14

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) SCENARIO 4 Scenario 4 You are required to reflect on your own perspectives on diversity and implement a plan to improve your self and social awareness. Tasks for Scenario 4 Task 4.1: The following questions are structured as a guide to assist you in reflecting on your own perspectives on diversity. a. In your own words, define and explain the concept of diversity. In your response, identify at least five (5) types of diversity. Diversity is the presence of a wide variety of characteristics, backgrounds and differences in groups, organisations and society. 5 types of diversity include cultural, gender, generational, abilities and language. b. Describe your own cultural and social perspectives on diversity. Your answer should include information on the influences in your life that have impacted your social perspectives and your culture. Address the below factors in your response to describe their influence on your social and/or cultural perspectives. In your answer, you can address additional factors that have impacted your personal cultural and social perspectives.  Nationality  Race  Gender  Social environment  Social interactions My cultural and social perspective on diversity comes from an understanding viewpoint and is welcoming of all cultural backgrounds and values. My perspective has been influenced on my upbringing in a multicultural setting and was full of interaction with diverse groups of people. As a child, I was constantly interacting with people from diverse nationalities and race, went to a multicultural school and was taught about the importance of respect and understanding. c. Identify at least two (2) of your own social or cultural biases and how these biases typically influence your behaviours and attitudes. An unconscious bias of mine is social stereotyping which influences my thoughts and opinions of people before knowing their abilities. A social bias of mine includes forming opinions of people before they give me information about themselves. My behaviour is affected by this through interactions with others and judgements. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 15

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CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) d. Reflect on the biases you identified in Task 4.1c and identify how you can address these biases. These biases can be addressed through the acknowledgment of my bias and consciously work with the client with respect and attitudes that are general, with no bias. Reflecting on my own biases allows me to understand them and properly manage them when working with others to promote respect in all areas. e. Identify below at least two (2) different limitations you have working with diverse people. These limitations may relate to (but are not limited to) the following:  Your awareness of diverse cultures and customs  Language/communication barriers  Differences in or lack of understanding of different political and religious views Limitations of working with diverse people include a lack of awareness of other religions and their customs. Being understanding and mindful of diversity is important in overcoming this limitation. Another limitation may include barriers in communication which could create difficulty in interactions. Lack of communication can cause a disruption in the interaction and misunderstandings which could lead to damages to relationships. f. Describe below how you can use this awareness of the limitations you have identified in Task 1e above to work effectively with diverse people. To work effectively with people with varying views on religion, understanding and a ‘non-judgemental’ approach is key. Having an open mind and interest to learn will communicate to others that they are respected and welcomed. Awareness of communication barriers allow you to properly implement ways to overcome this. This could include the use of an interpreter, avoiding advanced language and using affirming body language to assist with the communication. g. How can you use self-reflection to support your ability to work with inclusive practices and to become more understanding of others? Self-reflection allows you to be aware of your inner thoughts and views, limiting bias and judgement. In this way, self-reflection allows you to respect diversity and be welcoming of it, creating a mutual understanding with others. h. Identify and plan two different strategies to improve your own self and social awareness. (Note: you will be required to implement these strategies in Task 4.2) -Cultural competence -Active listening Task 4.2: Implement strategies to improve your own self and social awareness In this task, you are required to implement the strategies that you planned in Task 4.1h to improve your own self and social awareness.  You are required to implement your strategies under the supervision of your workplace supervisor  You are able to simulate implementing your strategies if you are unable to actually implement these in the workplace  Complete the sections below to describe how you implemented each strategy IMPLEMENTATION RECORD © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 16

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Strategy 1 a. Describe your strategy and how you implemented it Cultural competence – I implemented this through educating myself about cultures and customs in my own time, learning about values to better understand clients’ backgrounds and preferences in terms of fitness and health factors. b. Describe how the strategy was successful in improving both your self-awareness and social awareness My social awareness was benefited through learning about new customs and values that affect clients and potential clients. Strategy 2 a. Describe your strategy and how you implemented it Active listening – I implemented this through directing my attention to the clients’ eyes, looking for visual and verbal cues. This helps me understand their needs and emotions. b. Describe how the strategy was successful in improving both your self-awareness and social awareness Active listening allows me to focus on the clients needs and emotions, paying attention to their facial expressions and tone. My self awareness improved through the conscious implementation of active listening which positively affects my posture and body language. My social awareness improved through learning client needs and the preferences of cultures in terms of fitness. © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 17

CHCDIV001 - Work with diverse people Case Studyv1.1 (2023/04/21) Submission Instructions Please proofread your work and save a copy of your assessment to keep in your own records. Save the document to include your name in the file, for example: CHCDIV001 – Case Study – Your Name Submit your completed assessment for marking by your assessor. Assessor Overall Feedback Satisfactory ☐ Not Satisfactory ☐ Date: Date: Comments: © 2022 Foundation Holdings Pty Ltd and its licensors Commonwealth of Australia Copyright Regulations 1969 | 18

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CHCDIV001 - Case Study (FIT)11 - completed 2

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