7OS04 Advance Diversity and Inclusion

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The main goal of the unit Advance Diversity and Inclusion 7OS04 is to investigate the way through which a diverse and fair organisation influence the work quality should be done appropriately. The unit Advance Diversity and Inclusion 7OS04 also identifies the inclusion and diversity of the strategic workplace about the training and communication and addresses the analysis and behaviour at the workplace with trends. This unit also emphasises the present-day and historical character of line managers and trend unions in enhancing a workplace with a fair culture which is a key to managing the effectiveness of the workplace. By analysis of the UK legislation, the unit Advance Diversity and Inclusion 7OS04 pays attention to the engagement and the well-being of the workplace and its influence on segregation and inequality.

The prime emphasis of the unit Advance Diversity and Inclusion 7OS04 is on the advanced inclusion and diversity of critical people management and the decisions of the business. In addition, this unit also pays attention to the abilities of the learners in the development of the recognition of the notion of inclusion and diversity, discussion of a non-visible and visible range of the dimensions which influence the characteristics of the population of the United Kingdom. With the help of this Unit, learners can also recognise the way through which a diverse and fair workplace influences work quality.

The students can also acquire some common problems which can be addressed through the training program of the communication and management strategies of these issues effectively to enhance the influential culture of the management. In addition, learners can also identify the fundamental changes and which they can change the supply of labour in the current decades. Learners can also evaluate critically the fundamental changes and keep trends with the vertical occupation concepts and time segregation. Moreover, they can also identify the theories and data sources of finance and render examples that are evidence-based inequality and disadvantages. In the end, the learners can also cater to moral legal and business issues of culture development and Diversity management with useful versatile approaches.

Objectives of the Unit

The main objective of the unit Advance Diversity and Inclusion 7OS04 is to make the learners able to acquire significant concepts and can:

• Enhance they are performance in the organisation and become accountable for the human resource policies` implementation
• To aspire to continue the profession in HRM and possess complete information on the CIPD
• Get the working idea in the organisation for a particular time span but have less professional skills through which they can recognise the qualification of Human Resource Management
• People who have experience in employment and want to acquire an innovative and detailed understanding of HRM can learn a number of complex contexts from here.

Learning Outcomes

Here are the learning outcomes of the unit Advance Diversity and Inclusion 7OS04 which are tailored to make the learners able to acquire innovative advancements in the inclusion and diversity of the workplace issues.

LO1: Understand equality and the concepts of diversity and inclusion.

The versatile concepts of inclusion and diversity in the workplace include;

The initial concept is to value diversity which refers to understanding the employees and their worth without racial, sexual, age, cultural, or ethnic discrimination. This also caters for the inclusive environment creation where anyone feels respected and valued. Another concept is about the promotion of inclusion which refers to taking active steps to certify all the employees feel secure at the organisation.

Another concept is diversity Management which refers to the proactive steps taken for the management between the employee`s differences. It also includes policy and procedure development which enhances inclusion and diversity and certifies all the employees are aware of policies and complaints. Diversity and companionship is the fourth and final step that refers to the significance and acknowledgement of working, Inclusion, and diversity to improve workplace values.

With the help of critical analysis of these concepts, the learners can generate a better recognition of the way through which they can generate an inclusive environment in the organisation.

LO2: Understand the theoretical insights, segregation and inequality in the UK labour market.

There are versatile changes which can develop a change in the labour supply in the United Kingdom. The initial change is the maximization of the participation of women in the workplace. It enhances the multiple factors such as the Equal Pay Act of 1970 introduction and the act of sex discrimination in 1975 that generated it as discrimination to legal against women at organisations. Moreover, a great number of women will generate great professional qualifications and education that enhance their participation. Another change is the immigration increment to the UK that will generate a versatile workforce with employees having different cultures and backgrounds. The third change is the population of ageing. This generates the decline of the people of old age who don’t work, The Third change is about self-employment growth and the final change is about self-employment growth.

LO3: Understand the legal, moral and business cases for managing equality and diversity and developing a culture of inclusion.

Multiple concepts which elaborate segregation in the labour market include vertical segregation which is about the separation of employees into different Tiers and levels. Another concept is about the segregation of occupation which is about the division of workers into different occupations. Moreover, the third concept is about the segregation of time in which the workers have to work in different shifts.

LO4: Understand the effectiveness of workplace approaches to managing equality and diversity and developing inclusive workplace cultures.

Some of the psychological concepts which are included in the unit Advance Diversity and Inclusion 7OS04 will elaborate on the persistence of segregation in equality and pattern in the labour market of the UK. In this way, the initial concept is about social stratification which is about the way through which the organisation of society in different layers or strata. It will also generate inequalities between the people and different groups.

The second concept is about social closure which is about the way through which the particular people of a group are excluded from the opportunities and resources access.

The third concept is about the pre-production of the society which is about the procedure through which the inequalities are faced from one generation to the second generation. It will increase the cycle of poverty and the same strata have to be faced by generation to generation.

Assessment criteria

The assessment criteria of the unit Advance Diversity and Inclusion 7OS04 completely rely upon the learning of the students in which they have to learn the versatile concepts of inclusion and diversity. Here are the assessment criteria that cater to all the learning outcomes in it.

LO1: Understand equality and the concepts of diversity and inclusion.

• 1.1 Critically evaluate equality and the concepts of diversity and inclusion at work.
• 1.2 Discuss a range of visible and non-visible dimensions of diversity that characterise the UK’s working population.
• 1.3 Analyse key trends in the structure and composition of the UK labour force with reference to official government statistics and other recognised sources.
• 1.4 Examine the key changes that have shaped the supply of labour in the UK in recent decades.

LO2: Understand the theoretical insights, segregation and inequality in the UK labour market.

• 2.1 Critically evaluate the concepts of vertical, occupational and time segregation within the labour market.
• 2.2 Examine a range of economic theories and data sources in relation to patterns of segregation and inequality within the UK labour market.
• 2.3 Evaluate the sociological persistence of patterns of segregation and inequality within the UK labour market.
• 2.4 Discuss persistent patterns of disadvantage and inequality in the UK labour market. To include:
  • ethnic penalties
  • gender pay gap
  • class differentials
  • age-related disparities

LO3: Understand the legal, moral and business cases for managing equality and diversity and developing a culture of inclusion.

• 3.1 Assess the extent to which equality legislation is effective in creating work cultures that value diversity and promote inclusiveness.
• 3.2 Analyse the moral arguments for managing equality and diversity and fostering a culture of inclusiveness.
• 3.3 Critically evaluate the business case for managing equality, and diversity and promoting inclusiveness at work.

LO4: Understand the effectiveness of workplace approaches to managing equality and diversity and developing inclusive workplace cultures.

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