Order this Assignment Now: £179

AC 1.1 Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders.

 

Please write clearly in block capitals.
Centre number:
Centre name:
Learner number (1st 7 digits of CIPD Membership number):
Learner surname:
Learner other names:
Unit code:	5OS05
Unit title:	Diversity and inclusion
Assessment ID:	CIPD_5OS05_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre marking – if applicable
Second resubmission date for centre marking – if applicable
Declared word count

 

 

5OS05 Diversity and inclusion

This unit focuses on how adapting leadership styles to manage, monitor and report on equality and diversity is essential for inclusive practice and legislation. The importance of promoting a diverse and inclusive workforce to drive a positive culture and celebrate diversity and inclusion increases organisational performance as well as meeting the needs of employees and customers more effectively.

Preparation for the Tasks:

• At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress.
• Refer to the indicative content in the unit to guide and support your evidence.
• Pay attention to how your evidence is presented, remember you are working in the People Practice Team.
• Ensure that the evidence generated for this assessment remains your own work.
• Completing and acting on formative feedback from your Assessor.
• Reflecting on your own experiences of learning opportunities and continuous professional development.
• Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as key research authors on the subject.

You will also benefit from:

Scenario

You are in the role of Equity, Diversity and Inclusion Manager and are just about to launch your new diversity strategy for the organisation with an aim to promote and recognise the different values of people in organisations through practices that are ethical and fair. Your first challenge is to get buy-in from senior leaders and managers in order to embrace and create a climate conducive to the success of the strategy and to embed best practice approach.

To achieve this, you are required to produce a report that consists of three sections. You should provide a written response to each point in each section, making appropriate use of academic theory and practical examples to expand your response and illustrate key points. 

To help the reader, please use headings and assessment criteria references to signpost the assessment criteria being addressed. Please refer to word count policy.

Section One

Section one should provide senior leaders and managers with an understanding of the importance of embracing diversity and inclusion practices in organisations.

You are required to:

1. Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders. (AC 1.1)

2. Explain the key elements of the legal framework surrounding diversity and inclusion. (AC 1.2)

3. Identify the barriers to achieve diversity and inclusion in organisations. (AC 1.3)

SECTION ONE

Your evidence must consist of:

• Written responses to each of the 3 instructions above.
• Approximately 1300 words in total, refer to CIPD word count policy.

Section Two

Section two should review practice and conduct an equality impact assessment to ensure that diversity and inclusion is reflected and promoted in the organisation.

You are required to:

4. Conduct an organisational review on three people practices, gauging the strengths and limitations in respect of diversity and inclusion. (AC 2.1)

5. Conduct an equality impact assessment (EqIA) to ensure that there are no disproportionate impacts on protected individuals or groups. (AC 2.2)

6. Develop approaches to strengthen diversity and inclusion within organisational policies and practices. (AC 2.3)

SECTION TWO Your evidence must consist of: Written responses to each of the 3 instructions above. Approximately 1300 words in total, refer to CIPD word count policy.

Section Three

Section three should recommend approaches to creating a culture of diversity and inclusion, considering the role of leaders and managers in this and how to monitor the impact of the culture.

You are required to:

7. Evaluate the role managers and leaders play in creating an organisational culture which fully embraces diversity and inclusion. (AC 3.1)

8. Recommend approaches that organisations can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders. (AC 3.2)

9. Develop approaches to measure and monitor the impact of a diverse and inclusive organisational culture. (AC 3.3)

SECTION THREE Your evidence must consist of: Written responses to each of the 3 instructions above. Approximately 1300 words in total, refer to CIPD word count policy.

Assessment Criteria Evidence Checklist

You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met.

Section 1 – Assessment criteria		Evidenced Y/N	Evidence reference
1.1	Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders.
1.2	Explain the key elements of the legal framework surrounding diversity and inclusion.
1.3	Identify the barriers to achieve diversity and inclusion in organisations.

 

Section 2 – Assessment criteria		Evidenced Y/N	Evidence reference
2.1	Conduct an organisational review to improve diversity and inclusion in an organisational context.
2.2	Conduct an equality impact assessment (EqIA) to ensure that there are no disproportionate impacts on protected individuals or groups.
2.3	Develop approaches to strengthen diversity and inclusion within organisational policies and practices.

 

Section 3 – Assessment criteria		Evidenced Y/N	Evidence reference
3.1	Evaluate the role managers and leaders play in creating an organisational culture which fully embraces diversity and inclusion.
3.2	Recommend approaches that organisations can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders.
3.3	Develop approaches to measure and monitor the impact of a diverse and inclusive organisational culture.

Declaration of Authentication

Declaration by learner

I can confirm that this assessment is all my own work and where I have used materials from other sources, they have been properly acknowledged.
Learner name:
Learner signature:
Date* *This should be the date on which you submit your assessment

Declaration by Assessor

I confirm that I am satisfied that to the best of my knowledge, the work produced is solely that of the learner.
Assessor name:
Assessor signature:
Date:

5OS05 Diversity and inclusion

Assessment Criteria marking descriptors.

Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC.

Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions.

The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria. 

To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria.

The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred. Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders.

Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre.

Overall mark	Unit result
0 to 17	Fail
18 to 22	Low Pass
23 to 29	Pass
30 to 36	High Pass

 

 

Marking Descriptors

Mark	Range	Descriptor
1	Fail	Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. Insufficient or no evidence of the use of references to wider reading to help inform answer.
2	Low Pass	Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.  Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. Sufficient evidence of the use of references to wider reading to help inform answer.
3	Pass	Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. Good evidence of the use of references to wider reading to help inform answer.
4	High Pass	Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Considerable evidence of the use of references to wider reading to inform answer.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Marking grid and feedback for learner

Unit 5OS05: Assessor Feedback to Learner
Centre number	Please enter your centre number here
Centre name	Please enter your centre name here
Learner number (1st 7 digits of CIPD Membership number)	Please enter the learner number here. Must be 1st 7 digits of CIPD membership number
Learner surname	Please enter learner surname here
Learner other names	Please enter learner other names here e.g., first name and middle name(s)

 

TASK 1 – Report Section One
AC Number	Assessment Criteria	Mark 1-4
1.1	Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
1.2	Explain the key elements of the legal framework surrounding diversity and inclusion.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
1.3	Identify the barriers to achieve diversity and inclusion in organisations.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
Total marks for TASK 1		Enter total marks here
Total marks for TASK 1 (resubmission 1 if applicable)		Enter total marks here
Total marks for TASK 1 (resubmission 2 if applicable)		Enter total marks here

 

TASK 2 – Report Section Two
AC Number	Assessment Criteria	Mark 1-4
2.1	Conduct an organisational review to improve diversity and inclusion in an organisational context.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
2.2	Conduct an equality impact assessment (EqIA) to ensure that there are no disproportionate impacts on protected individuals or groups.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
2.3	Develop approaches to strengthen diversity and inclusion within organisational policies and practices.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
Total marks for TASK 2		Enter total marks here
Total marks for TASK 2 (resubmission 1 if applicable)		Enter total marks here
Total marks for TASK 2 (resubmission 2 if applicable)		Enter total marks here

 

TASK 3 – Report Section Three
AC Number	Assessment Criteria	Mark 1-4
3.1	Evaluate the role managers and leaders play in creating an organisational culture which fully embraces diversity and inclusion.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
3.2	Recommend approaches that organisations can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
3.3	Develop approaches to measure and monitor the impact of a diverse and inclusive organisational culture.
	Please enter your Assessor feedback here	Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)	Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)	Enter mark here
Total marks for TASK 3		Enter total marks here
Total marks for TASK 3 (resubmission 1 if applicable)		Enter total marks here
Total marks for TASK 3 (resubmission 2 if applicable)		Enter total marks here

 

Total marks for UNIT		Enter total unit marks here	Grade	Enter grade here
Total marks for UNIT (resubmission 1 if applicable)		Enter total unit marks here	Grade (resubmission 1 if applicable)	Enter grade here
Total marks for UNIT (resubmission 2 if applicable)		Enter total unit marks here	Grade (resubmission 2 if applicable)	Enter grade here
Assessor Feedback Summary Please enter your summary and developmental points for the learner here. Please use a different font colour for any resubmission comments.
Assessor signature	Please enter your Assessor signature here
Date	Please enter date here

Assess the value of diversity and inclusion in organisations for employees, customers and wider stakeholders.

(Plagiarised Answer - Example Only)

Diversity and inclusion (D&I) initiatives in organizations offer multifaceted benefits to employees, customers, and wider stakeholders. Understanding these benefits is crucial for gaining buy-in from senior leaders and managers.

Value for Employees:

D&I fosters a sense of belonging and psychological safety among employees, leading to higher morale, engagement, and retention rates. When employees feel valued and respected regardless of their backgrounds, they are more likely to contribute their full potential to the organization. Research by McKinsey & Company reveals that ethnically diverse companies are 35% more likely to outperform their peers in financial returns. Moreover, diverse teams are known to be more innovative and creative. When individuals with different perspectives, experiences, and skills collaborate, they can solve problems more effectively and generate fresh ideas. For instance, a study conducted by Harvard Business Review found that teams with diverse members make better decisions 87% of the time.

Value for Customers:

In today`s globalized marketplace, customers come from diverse backgrounds, and they expect to see themselves represented in the products, services, and marketing strategies of companies. Embracing diversity allows organizations to understand and meet the needs of a broader customer base. For example, a study by Deloitte found that companies with inclusive cultures are twice as likely to exceed financial targets and three times more likely to be high-performing. Moreover, diverse teams can provide unique insights into consumer preferences and behaviors, leading to more innovative and market-responsive offerings. This can enhance customer loyalty and brand reputation. For instance, Airbnb`s implementation of inclusive design principles led to the creation of new features that catered to a wider range of users, resulting in increased customer satisfaction and revenue.

Value for Wider Stakeholders:

D&I initiatives not only benefit employees and customers but also contribute to the broader society and economy. By promoting equality and fairness, organizations become more socially responsible and contribute to the creation of inclusive communities. This can enhance the organization`s reputation, attract top talent, and strengthen relationships with stakeholders such as investors, suppliers, and government agencies. Furthermore, diverse and inclusive organizations are better equipped to navigate complex global challenges, such as demographic shifts, cultural differences, and regulatory changes. They demonstrate adaptability and resilience, which are critical for long-term success in today`s dynamic business environment. Diversity and inclusion are not just moral imperatives but also strategic advantages for organizations. By embracing D&I, companies can unlock the full potential of their employees, better serve their customers, and contribute to a more equitable and prosperous society. Therefore, gaining buy-in from senior leaders and managers is essential for embedding D&I practices into the organizational culture and realizing these valuable benefits