5OS05 Diversity and Inclusion

5OS05 Diversity and Inclusion

About This Unit

This unit’s scope covers the importance of leadership styles that monitor, manage and report on fairness and diversity at the workplace. It reviews how the leadership styles contribute to the formation of fair practice and regulations. The section explicitly highlights how promoting an inclusive and diverse workforce can foster positive cultures that embrace diversity and register better organisational performances. The unit suggests that the feeling of inclusion even within a diverse workforce provides an occupational satisfaction that will reflect through better customer satisfaction and, hence, better performance.

What Will You Learn?

Within unit 5OS05, students will learn how strategies promoting diversity and inclusion in organisational contexts play critical roles in overall value creation. The unit entails assessing the advantages and disadvantages of diversity and inclusion and their contribution to customer and employee satisfaction. First, the unit addresses the laws and regulations and their requirements for inclusion in terms of gender, disability, race and pay differences. Secondly, students will know the organisational strategies and policies necessary for inclusion and diversity and, consequently, the impacts of equality. Therefore, learners will understand the roles of managers in the development of positive cultures that embrace each member of the workforce, making them feel included.

This Unit Is Suitable for Persons Who?

This unit is suitable for persons aspiring for or currently occupying managerial positions. The eligible applicants must be individuals driven to learn and apply HR and L&D principles and best practices. People with CIPD Level 3 qualifications are also ideal for the unit because their knowledge of keywords and concepts covered in Level 3 will enable them to decipher advanced concepts faster than individuals with no HR or L&D background.    

Learning Outcomes

One

The first requirement is knowing the significance of embracing the inclusion of diverse persons in the organisational contexts. A perfect display of this understanding entails:

1. Providing accurate evaluations of diversity and inclusion’s value for customers, employees and other stakeholders. The social and moral values comprise the resolution of gender pay gaps, safety and respect, improved tolerance, and better relations with communities within organisations environs. However, the value impact in the business frontier includes improved flexibility, better engagement and employee retention, vast and diverse talent pools, streamlined problem-solving, teamwork, innovation, ideas, and better manager-employee and co-worker relations. The social and business values contribute to organisations’ reputation, access to new markets and vast customer bases, and product and service delivery innovations.
2. Accurately describing critical components of the laws about workplace diversity and inclusion. Entrants have to elucidate equality and diversity laws such as The 2010 Equality Act, exploring the requirements for equality impact and targeted discrimination evaluations, gender and ethnic inclusion, and healthy pay gap margins. From the description, students will have addressed ways organisations can safeguard their employees, even those from minority groups, from victimisation, any form of harassment, and discrimination. However, an additional focus on non-compliant employment cases will display learners’ understanding of the repercussions of violating any legislation.
3. Lastly, entrants must display their understanding by highlighting factors impeding diversity and inclusion. For example, they can identify challenges such as low commitment levels at the senior management and for presenting valid cases, feasibility issues, difficulties in sourcing diverse employees, internal differences, change management, group and individual resistance or conflict to meet the CIPD’s course minimums.

Two

Students must be in a position to facilitate the reflection and promotion of diversity and inclusion in organisations. Fully reaching the threshold requires that students conduct or develop:

1. A diversity and inclusion review regarding a specific organisation’s policies and practices and the context within which they apply.
2. An assessment of the impact of equality (EqIA) that focuses on balancing the effects posed on protected clusters and persons. On the other hand, students must also analyse the EqIA to develop a clear context. They must address legislation, benefits, the transformation of EqIA into policies, persons best suited for conducting the assessments and other surrounding concepts.
3. A set of strategies that underpin organisational diversity and inclusion. Learners essentially have to bear the ability to compile documents that provide the best policy and L&D frameworks for persons in managerial ranks.

Three

Lastly, entrants must demonstrate their ability to fix best practice approaches that reinforce diversity and inclusion. Learners must do the following:

1. First, students have to explore the roles of managers in the development of inclusive and diverse cultures.
2. Entrants also have to develop recommendations in practice that embrace differences and fuels diversity and inclusion among all stakeholders, including employees and customers.
3. Finally, the CIPD requires students to develop strategies for monitoring and measuring the impacts of positive, inclusive cultures.

What Are the Entry Requirements?

Like other CIPD Associate Level courses, Level 5 has no specific preconditions for joining its classes. However, the foundation goes to great lengths to ensure that each applicant understands coursework and answers assignments accurately. The CIPD requires all applicants to meet the eligibility minimums by providing English proficiency certifications such as the IELTS if they do not speak English as a first language. The CIPD exempts people from English-speaking countries from providing the credentials. Therefore, the unit can be accessible to anyone who has surpassed the age of 18, can pay for the Level 5 course, and has a strong will towards learning and applying the best HR and L&D practices relevant to management today.

How Can We Help?

If you are taking any CIPD or HR-related course and seek help in specific aspects of coursework or whole assignments, we are your go-to partner. We offer 24-hour assistance and professional support that interweave convenience with speed and unbeatable quality. Our firm takes pride in its vast network of clients who have an equal place in developing better customer services. Therefore, our company lets its clients direct service delivery, including all preferences and conditions necessary for maximising performances in individual units. In addition, our group of HR graduates and professionals ensure all assignments fit undergraduate level standards and address the learning outcomes set for each unit.

Resources

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