1. Analyse community diversity and present the information in meaningful way
a) Identify the population percentage, population numbers and socio-economic factors impacting each target group. Socio-economic factors are the social and economic experiences of individuals in the society. Examples: Income and occupation, place of residence, ethnicity " culture.
Target group
Population percentage
Population numbers
Socio-economic factors impacting this group (at least 2 examples, 25 words each)
Non Australian Born
30.6
684,510
1. Low rates of labor force participation.
2. High unemployment rates.
Australian Born (Non Aboriginal and Torres Strait Islander)
63.0
1,411,516
1.Low health status due to poor nutrition, alcohol, and poor infrastructure and housing.
2. High rate of family neglect and violence.
Aboriginal and Torres Strait Islander
3.1
69,665
1.Poor literacy and education rates.
2.Cultural dimensions on the community and its people.[1]
Totals
96.7
2,165,691
b) In the table below identify the percentage and numbers of those who speak English as a first language, as opposed to those who speak English as a second language in your local state/territory. Refer back to your research links. Examples of English as a second language are individuals from culturally and linguistically diverse (CALD) backgrounds who perhaps live in areas where their native, non-English language is commonly spoken at home or in the community.
Target group
Population percentage
Population numbers
English as a first language
33.5
46,840
English as a second language
54.1
325,055
Totals
87.6
371,895
c) Based on the data you have researched, identify at least two possible barriers or restraints that affect communication and suggest possible solutions of how you would address these barriers in your communication strategy.
Possible barriers or restraints
(50 words each)
Possible solutions
(50 words each)
1. The world-views, cultural values and beliefs of the people affects their interactions, thinking, and behaviors hence affecting communication within the Western Australian societies since individuals will not be free to communicate with the people they believe do not share same cultural beliefs.
People should reflect without any form of judgment prior, after, and during their interactions with the individuals who have divergent experiences, world-views, values, and beliefs. These kinds of measures will create a lot of trust hence ensuring that people converse freely without any fear of victimisation.
2. Marginalisation of the ethnic minorities in Western Australia affects their communications with the majority group in the Australian society hence preventing any form of communication between the groups.
A democratic environment free from marginilisation should be established to motivate the marginalised group to converse freely with the Australian born citizens hence eradicating the barriers associated with marginalisation.[2]
Below is the CareShore staff profile and workplace objectives relating to diversity.
Please review the information and then answer the questions that follow
CareShore Staff Profile
Korean
2
African (not disclosed)
2
Vietnamese
1
Aboriginal and Torres Strait Islander
2
Arabic
10
Lebanese
2
Indian
2
Pakistan
1
Bangladesh
1
Nepalese
1
Afghanistan
1
Australian
10
European (not disclosed)
5
Russian
1
Chinese
2
People with disability
3 (Hearing or vision impairment)
Mature-aged workers (65+)
2
CareShore’s workplace objectives
Key outcomes
Increasing the diversity of our workforce
CareShore is committed to increasing the ratio of staff it employs from the following diversity groups:
• Aboriginal and Torres Strait Islanders
• People with disability
• Mature age workers
• People from diverse cultural and linguistic backgrounds.
An Employee Plan for each of these groups will be developed during the first 12 months of this strategy. In addition, specific recruitment strategies will also be developed for Aboriginal and Torres Strait Islanders and people with disability. These documents will outline how CareShore will increase the ratio of staff employed from these diverse groups. Given the organisation’s Closing the Gap agenda, CareShore has continued to work towards a target of 5% for Aboriginal and Torres Strait Islander staff in the next 12 months. Targets for other groups may be developed in the plans over the next 12 months.
Committing to action
CareShore is committed to workplace diversity and inclusion that reflects the significant diversity of the community we serve and ‘empowering people to actively engage and participate in their community.’ The actions our organisation will implement to ensure we achieve this goal are outlined within this strategy.
Celebrating workplace diversity and inclusion
We will take the time to acknowledge workplace diversity and inclusion and embrace the diversity each person brings to our workplace. A calendar of key dates has been included within this strategy which highlights opportunities for our organisation to reinforce the importance of workplace diversity and inclusion. These events will be acknowledged and celebrated within our organisation.
Monitoring and reporting our performance
CareShore will release an annual workplace diversity and inclusion report which summarises key achievements and areas for improvement against this strategy.
(adapted from the Department of Human Service’s Workplace Diversity and Inclusion Strategy 2011-2015)
d) Based on the CareShore staff profile, list 3 (three) potential benefits of a diverse workforce and describe how they contribute to meeting CareShore’s diversity and inclusion strategy.
Diversity Examples: Disability, culture, gender, etc.
Meeting CareShore’s inclusivity objectives through a diverse workforce
Potential benefits of a diverse workforce
Contribution to CareShore's diversity and inclusion strategy
1.A diverse workforce creates competitive advantages and increases productivity.
The creation of a competitive advantage and increase in productivity helps the firm to achieve its inclusion and versity strategy by ensuring that the various staff members competive effectively in order to accomplish its goals and objectives. The accomplishment of the firm’s goals helps it to ensure that every staff member is involved in the production process.
2.Assist to create synergy in the staff at CareShore and improves communication skills associated with the new processes and attitudes that benefits the entire team.
This benefit helps to ensure that there is maximum interaction among different staff members of the firm thought enhanced communication. The company’s inclusion and diversity strategy intends to eradicate the communication barriers in the company thus leading to enhanced communication skills and accomplishment of its inclusion and diversity strategy.[3]
3.A diverse workforce speaking various languages can enable the firm to operate in the international platform as well as associate with a wider customer-base.
A diverse workforce can be able to open global doors for the firm to execute its business due to increased customer base that is enhanced by the employment of individuals speaking different langauges. As a result, the inclusion and diversity strategy of the firm will be accomplished through workplace diversity.
e) Reflect on CareShore’s current diversity practice in relation to the objective of ‘Increasing the diversity of our workforce.’ In the table provide 2 (two) examples of each of the strengths, opportunities, weaknesses and threats to achieving CareShore’s objectives. (Refer to CareShore’s workplace objectives above)
Strengths
(possible benefits for staff and clients)
Weaknesses
(possible areas for improvement for staff)
1.Recognition and award program for the mature aged workers
1.Restricted opportunities for training for a diverse workforce.
2.Establishes competitive salaries and discounts for the staff and clients.
2.Informal announcements of job opportunities.
Opportunities
(possible benefits for the organisation)
Threats
(possible barriers to implementation)
1.Fills the knowledge or skills gap existing in the organisation.
1.Loss of the professional and experienced staff members to competitors.
2.Diversified training of the workforce thus helping them to learn variety of ideas.
2.Communication problems among staff from different cultural backgrounds.
f) Part of your role as a community services manager or team leader is to promote and foster diversity. In the table there are a number of strategies that can help achieve this. Provide an example of the work practices or resources that you could use to implement these strategies. (20 words per strategy)
Strategy
Work practice/s or resource
Role modelling
The team leader can become a role model to the diverse workforce by ensuring that he abides by the policies of the company.
Coaching
Coaching empowers the staff to become professionals of their experiences and individual lives since it is a responsibility that enhances inclusivity and diversity at workplace.
Mentoring
The manager mentors the newly recruited staff members to ensure that they understand the policies and the intended goals of the firm.
Professional development of staff
A professional staff development through training is organised by the manager to help educate the employees on how to achieve the firm’s strategy.
Consultation
Consulting the senior management and the staff members can be used to ensure that each member understand the objectives of the firm.
Collaboration
There can be partnership between different staff members to help them understand and educate each other on how to manage the cultural diversity in the organisation.
Provision of resources/information
The team leader provides vital information and resources on workplace diversity and its values to the firm.
Creating a supportive work environment
A healthy and supportive environment is established by the team leader to ensure that each employee accomplishes his or her target.
Implementing diversity policies and procedures
Diversity procedures and policies can be executed through advance training and follow up on the proportionality of the staff members.
g) Depending on the quality of diversity work practices, clients and staff can experience both positive and negative impacts. In the table identify both a positive and negative impact for each experience.
Experiences
Positive impact of quality diversity practices
Negative impacts of poor diversity practices
Example:
Management
Staff will work cohesively and provide quality services to the clients
Staff will have prejudices towards team members and clients and this will impact on service delivery
Personal behaviour
The staff members will imitate the good personal behaviours to ensure that they operate as per the organisational policies.
Staff will develop poor behaviors that will have negative impact on the provision of services to the clients.
Interpersonal relationships
Good interpersonal relationships motivates the staff members to work hard and achieve the objectives of the organisation.
Demoralises the staff members thus leading to reduced productivity and increased losses in the firm.
Perception of self
A good perception of self encourages the staff members to perform highly since it enhances their individual beliefs on their prosperity.
The negative perception of self demoralises the performance level of staff members since they will consider themselves as failures thus leading to poor performance.
Social expectations of self
Positive social expectations of self encourages an individual to have good moral behaviors thus can help other staff members to imitate the social behaviors of the fellow employees.
Negative social expectations of self discourages the individual staff members from executing their duties since they fear that their actions might not result to a positive outcome.
Social expectations of others
Positive social expectations of others enables the staff to work closely with other individuals to achieve the objectives of the company.
Negative social expectations of others discourages the staff members from performing their duties since they will rely on the performance of others in order to determine their performance level.[4]
Bibliography
"AHRI Awards 2018 - 2015 Winners". 2018. Ahri.Com.Au. https://www.ahri.com.au/awards/ahri-awards/hall-of-fame/2015-winners.
"Home". 2018. Wgea.Gov.Au. https://www.wgea.gov.au/.
"Home Department Of Local Government And Communities". 2018. Dlgc.Wa.Gov.Au. http://www.dlgc.wa.gov.au/.
"Workplace Diversity | Resources | Human Capital Magazine". 2018. Hcamag.Com. http://www.hcamag.com/hr-resources/diversity/.
[1]
"AHRI Awards 2018 - 2015 Winners". 2018. Ahri.Com.Au. https://www.ahri.com.au/awards/ahri-awards/hall-of-fame/2015-winners.
[2]
"Home". 2018. Wgea.Gov.Au. https://www.wgea.gov.au/.
[3]
"Home Department Of Local Government And Communities". 2018. Dlgc.Wa.Gov.Au. http://www.dlgc.wa.gov.au/.
[4]
"Workplace Diversity | Resources | Human Capital Magazine". 2018. Hcamag.Com. http://www.hcamag.com/hr-resources/diversity/.
