CHC52015 Diploma of Community Services Assessment Tool – CHCDIV001 Work with diverse people | Page 1 of 42 V1.0: May 2021, Approv ed: QAC International College of Tasmania Pty Ltd trading as:...

CHC52015 DIPLOMA OF COMMUNITY SERVICES
Table of Contents
Question One    4
Question Two    4
Cultural Awareness    4
Cultural Safety    4
Cultural Competency    4
Question Three    4
Question Four    5
Question Five    5
Question Six    5
Question Seven    6
Political    6
Economic    6
Social    6
Cultural    6
Question Eight    6
Question Nine    7
Case Study One    7
Case Study Two    7
Case Study Three    8
Question Ten    8
Question Eleven    8
Question Twelve    8
Question Thirteen    9
Question Fourteen    9
Question Fifteen    9
Culture, Race Ethnicity    9
Disability    9
Religious or Spiritual Beliefs    9
Gender Including Transgender    9
Intersex    9
Generational    10
Sexual Orientation/ Sexual Identity—LGBT    10
Question Sixteen    10
Question Seventeen    10
Question Eighteen    10
Question Nineteen    11
Negative Impacts    11
Protective Factors    11
Question Twenty    11
Question Twenty One    12
Question Twenty Two    12
Part Two: Portfolio    13
Section One: Reflection of Own Self    13
Section Two: Situation One    13
Section Two: Situation Two    15
Section Two: Situation Three    16
References    18
Question One
Diversity is the management of cultural, social as well as religious beliefs of people in one society. It is more like giving space and scopes both, for the growth of diverse populations especially to those who are not native. Diversity also refers to the acceptance of various cultural groups to ensure that the interests of all are safeguarded by social and legal provisions. In Australian context, it is under zero tolerance policy across societies to show any kinds of discrimination upon the bases of culture, race or colour. The laws such as Racial Discrimination act of 1975 or Sex Discrimination Act of 1984 defend the common rights of people as well as they ensure cultural diversity is sustained as a major attribute of Australian culture of living (Bohanna et al. 2021).
Question Two
    Cultural Awareness
    Cultural awareness is the formal understanding of people who do not belong to the native background. It is more like gaining information over the cultural norms and values of others. Such knowledge helps in knowing more about the cultures of others and at the same time, it deepens the level of understanding, as per the comparisons made between the personal culture as well as the cultures of others.
    Cultural Safety
    Cultural safety, in Australian context, is to secure the rights of living for Aboriginal, To
es and Strait Islanders. This is to ensure that these individuals and communities become the part of the mainstream Australian society and their rights of living are neither challenged, nor questioned with authority. It is the process of shared vision, knowledge and cultural values of all.
    Cultural Competency
    Cultural competency implies the development of skills in individuals so that they can interact and bond with people belonging to diverse cultural backgrounds. This is the procedure, which projects the person not only as sensible at cultural level but also open enough to accept the cultures of others.
Question Three
Workplaces can develop cultural awareness and competency through organising the teams, in which members belong to different cultural backgrounds. It gives them opportunities to know each other more and respect the values and norms that one follows differently than the native one. In fact, workplaces can be the best places to develop cultural awareness of ideal kind and this is happening in the modern context; Australian organisations thrive to make sure that people belonging to diverse cultural backgrounds are
ought together and they are put as a team (Johnston, Ryan & Taylor, 2019). At the same time, in order to safeguard the interest of the employees’ cultural safety can be ensured by developing positive and healthy work culture through code of ethics.
Question Four
My first strategy will be to interact with colleagues belonging to diverse cultural background at my workplace; this will help me know about their belief systems as well as how they practice their cultural norms as well as follow their values. Secondly, I will ask questions that are related to their cultural beliefs and systems. This will ensure that the competency and awareness are aligned together in the context of the workplace (Kelly & Coleman, 2019).
At third place, I will encourage them to participate in my cultural festivals and rituals at times and vice versa. These social interactions will help all of us to get in touch with the cultural norms of each other. I would rather prefer cele
ating their festivals in workplace premise and I will encourage all others to do the same. At fourth place, I would like to be a part of team that would be of people from diverse cultural backgrounds.
Question Five
My four strategies will be reading literature, analysing electronic media, going through the rituals of people who belong to diverse cultural backgrounds as well as becoming the part of teams, as mentioned in the previous questions that hold up members belonging to various cultures. At all these levels, I will be able to share knowledge related to their culture only and it will enhance the beliefs regarding the work as well as how my perceptions about their culture will be seen at professional level. Reading and observing the traditions of others helps professionals to gain competency. According to Rajendran, Farquharson and Hewege (2017), it is more like creating open space within the professional behaviour of someone to avoid biases and prejudices.
Question Six
I belong to Hindu culture while the community I live in is structured with people belonging to various cultures such as Islamic followers, Christians, Sikhs and Persians. In our community, the common belief systems are followed and it gives us several opportunities to know about particular rituals and cultural conventions of each other. There is no single dominance in our context, as per the observations of the behaviour of community people so far (Bohanna et al. 2021).
The process of respecting the cultural values of other is simple and precisely guided by the principles of shared beliefs and cultural contexts. For example, not every festival in my community recognises any particular cultural group; it appears to be belonging to all because we all cele
ate it in this way. As per the policies, they are not documented but rather, their strict implication is always expected from all.
Question Seven
As per the analysis of the learning materials as well as personal investigation, the following shows the degree of diversity, as applied to various contexts in Australia:
    Political
    The political scenario of nation has now evolved at a rapid pace though; there are still needs and expected participations of people belonging to Aboriginal, To
es and Strait Islander communities. The influential positions in Australian political structure are taken by the native Australians and in spite of their efforts to alleviate the life norms of these people, lack of community based participation leaves gaps behind.
    Economic
    As per the observation of economic representations and diversity, Australia has grown as the hub of education for the rest of the world. This has motivated people belonging to various nationalities to appear in here and work for some quality organisations. The policies of work are liberal in Australia and this makes the work culture of all regions filled with diversity at workplace.
    Social
    At social level, diversity in Australia can be interpreted as mentioned in the economic section. When people get job security, they prefer residing in a society that is encouraging and supportive to their diversity and this is what occu
ing in the present social context of Australia.
    Cultural
    When multiple societies are built with diverse cultural backgrounds, the diversity in culture stands for sharing of knowledge, values and norms so that the integration of progressive outlook can be done.
Question Eight
The names of five federal laws here are Australian Human Rights Commission Act of 1986, Age Discrimination Act of 2004, Disability Discrimination Act of 1992, Racial Discrimination Act of 1975 and Sex Discrimination Act of 1984 (Irwin, 2020). Out of these five, in my State, The first federal law mentioned in the above list applies to all working conditions; there should be fair deals in terms of providing equal opportunities of work to people belonging diverse cultural backgrounds. If seen
oadly, all of the above acts are somehow linked to each other because the commonly address the question of avoiding discrimination of any kind whether it is related to sex, race or gender.
Question Nine
Case Study One
a) As per the observation of the case, Age Discrimination Act of 2004 applies to the case. The supervisor has
eached his duties of recruitment by refe
ing specially to the age of Mary and Andrea.
) The workplace should consider the degree of high quality performance and well liked behaviour of the two of their employees that are best suitable candidates for the given position.
c) The consequences of
eaching this act may lead to severe penalties; it may include termination from employment, fine imposed as well as maximum sentence of three years.
d) The workers in this scenario have the right to appeal in Australian Human Rights Commission as well as in Australian Nursing Association.
e) The responsibility of the worke
employer was to justify employee performance and take the right decision in terms of promoting them.
Case Study Two
a) Disability Discrimination Act of 1992 is applied in the given scenario.
) The ethical considerations in this scenario are obvious; Hayden represents the community of disabled people and this is the responsibility of the organisation that all expectations of a disabled employee are heard and addressed well.
c)...