CMI 306 Assignment Example

The written word, however generated and recorded, is still expected to form the majority of assessable work produced by Learners at Level 3. The amount and volume of work for this unit should be broadly comparable to a word count of 2000-2500 words within a margin of +/-10%.  The excessive use of word count is not grounds for referral, however the CMI reserve the right to return work to the Centre for editing and resubmission by the Learner. 

The following are excluded from inclusion in word count if used and not required by the assessment brief an introduction to a job role, organisation or department, index or contents pages, headings and sub headings, diagrams, charts and graphs, reference list or bibliography, reflective statement drawn from undertaking the assignment and how this has impacted the learners work.

Assessment Questions

TASK 1: Legal and organisational frameworks for inclusivity, equality and diversity

Organisations must understand the legal frameworks and strategies that promote inclusivity, equality, and diversity. Taking steps to uphold these principles creates a fair and successful work environment where employees from different backgrounds feel informed, safe, and heard. This approach also allows businesses to benefit from new perspectives, which can lead to improvements in processes and results. Employers can implement training programs to raise awareness about these topics, and they should adopt internal protocols to ensure respect is maintained in all organisational operations.

AC 1.1 Define the key terminology used in the context of equality and diversity

Example:

Equality is the idea that everyone, no matter their identity or circumstances, should have the same access to opportunities, rights, and resources. Diversity refers to the variety of human differences, including race, sex, sexual orientation, gender identity, age, and more. Inclusivity involves welcoming different perspectives and ensuring that everyone feels heard and respected. Equity means creating balance by recognising and addressing any disparities that may arise from a person’s background or circumstances.

AC 1.2 Summarise the legal and organisational requirements for equality and diversity

Example:

Equality and diversity are essential factors for any organisation. Responsible employers must create a fair and inclusive working environment for everyone, regardless of their race, age, gender, background, or other characteristics. Legally, companies must follow laws related to discrimination and equal rights. Additionally, employers are encouraged to implement policies that promote diversity and equality among their staff. This can include initiatives that support the growth and development of all employees. Promoting fairness at work helps maintain a productive atmosphere where everyone feels respected, valued, and supported in doing their best work.

AC 1.3 Discuss the potential consequences of failing to meet legal and organisational requirements

Example:

Not meeting legal and organisational requirements can have serious consequences for both individuals and businesses. This can lead to fines, penalties, and damage to a company’s reputation, which can be very harmful. Additionally, those responsible for breaking these laws or rules may face disciplinary action, which could include losing their job or even jail time in serious cases. Therefore, it is crucial for everyone to fully understand and follow all regulations to ensure a successful outcome.

TASK 2: Understanding equality, diversity and inclusive working practices in own area of responsibility

As a manager, you are expected to promote equality, diversity, and inclusive working practices in your area. You need to hold a team briefing on equality and diversity that is tailored to the needs of your team. The briefing should cover the key principles that support inclusive practices, the behaviours that encourage inclusion in the workplace, and the benefits of working in an inclusive environment.

AC 2.1 Explain the principles which underpin inclusive working practices

Example:

As professionals, we must ensure that equality, diversity, and inclusive practices are embraced in the workplace. This can be done by creating open communication channels that welcome employees from different backgrounds and beliefs. I focus on building an environment free from discrimination, where all staff members can express themselves openly. I also actively support initiatives and activities that promote cultural awareness and inclusion among colleagues, as every individual is important, regardless of their background or personal characteristics.

AC 2.2 Outline the behaviours which promote inclusion in the workplace

Example:

Promoting inclusion in the workplace involves creating an open and welcoming environment for employees from diverse backgrounds. This includes actively listening to others without getting defensive when challenged, looking for opportunities to collaborate with peers, valuing different perspectives, and being open to feedback and criticism. It also means respecting diverse ways of thinking and solving problems, ensuring that everyone’s voice is heard regardless of their gender, race, or other identities, and avoiding unconscious bias during recruitment and decision-making. Ultimately, fostering inclusion is about ensuring that every individual feels safe at work and that all opinions are respected.

AC 2.3 Discuss the benefits of inclusive working practices

Example:

Inclusive working practices create an environment of acceptance and support. They highlight the importance of diversity in all its forms, allowing different voices and viewpoints to be heard. These practices give employees the chance to grow both personally and professionally, encouraging collaboration among colleagues with different experiences and backgrounds. Additionally, implementing inclusive practices can lead to greater creativity, better problem-solving, improved customer service, and higher job satisfaction and productivity. In summary, a workplace where everyone feels respected, accepted, and valued brings many benefits for both employers and employees.

TASK 3: Supporting equality, diversity and inclusive working practices

Managers must understand the issues that can impact inclusive working practices. They should know how to support equality, diversity, and inclusion in their area of responsibility based on the needs they identify.

AC 3.1 Discuss how issues which affect inclusive working practices can be identified

Example:

To identify issues that affect inclusive working practices, it’s important to closely observe how the work environment is operating. Employers, managers, and staff should recognize the value of diversity and work to eliminate unconscious bias in their decision-making. Regular check-ins with individual team members can help uncover any underlying issues that might be impacting staff morale or workplace attitudes.

AC 3.2 Explain the types of support that can be given to individuals with diverse needs

Example:

Supporting individuals with diverse needs involves understanding the various types of support they may require. This can include physical, occupational, and emotional support.

• Physical support means helping with daily activities like dressing, eating, and moving around.
• Occupational support includes assistance with leisure activities or finding meaningful jobs.
• Emotional support involves providing resources to promote mental health recovery, such as social interactions and therapy.

By offering these types of support, we can better meet the needs of individuals with diverse backgrounds.

AC 3.3 Explain a process for implementing equality, diversity and inclusive working practice

Example:

To develop a process that promotes equality, diversity, and inclusion in the workplace, businesses should follow several steps. First, they should conduct a thorough review of their current practices, policies, and procedures to find areas that need improvement. Next, workspaces should be designed to be welcoming and accessible to all employees. This includes ensuring physical accessibility, such as having wide doorways and wheelchair-accessible facilities. It also means creating a sense of psychological safety by fostering an environment that celebrates differences and encourages open communication.

TASK 4: Monitoring and managing equality and diversity within own area of responsibility

Managing and monitoring equality and diversity is an ongoing activity that is essential for long-term success. A key responsibility of the manager is to identify and address challenges that may affect the implementation of equality, diversity, and inclusive working practices.

AC 4.1 Identify methods for monitoring equality, diversity and inclusive working practices

Example:

To monitor and promote diversity and inclusivity in the workplace, it’s important to first understand what needs to be assessed. Tools like surveys, focus groups, and interviews can help gather insights into employees’ views on equality and inclusivity. Additionally, tracking workplace data can show how progress is being made over time.

AC 4.2 Summarise how challenges to implementing equality, diversity and inclusive working practice may be overcome

Example:

To implement equality, diversity, and inclusive working practices, managers need to ensure that their staff shares the same values. Employees must understand how biases can affect the workplace and work to eliminate them. This means recognizing behaviours that support inclusion and those that do not. Managers should also promote a culture of respect and create opportunities for open dialogue, so employees feel comfortable raising any concerns they may have.

TASK 5: Challenging Discrimination

It’s important for a manager to understand the benefits of challenging discriminatory practices for the organisation, the team, and customers. They should also know what actions they can take within their authority when addressing discrimination.

AC 5.1 Explain the benefits of challenging discriminatory practices of staff and colleagues

Example:

Taking action against discriminatory practices helps create a professional workplace where everyone is respected, valued, and supported. Challenging discrimination fosters an environment where people can freely express their genuine thoughts and feelings in a safe and healthy way. This leads to better collaboration among staff and colleagues, as everyone feels empowered to communicate without fear of discrimination.

AC 5.2 Discuss how discriminatory behaviour can be challenged

Example:

Discriminatory behaviour can be addressed through open communication, direct challenges, and support networks. Having open discussions between those affected by or witnessing discrimination helps highlight the underlying issues. By proactively engaging in conversations, this approach allows participants to uncover misconceptions and misunderstandings, and to find solutions that everyone can agree on.

AC 5.3 Explain limits of authority when challenging discrimination

Example:

Challenging discrimination can involve complex situations where authority limits should be considered. Depending on the context, authority may belong to a supervisor, the organisation, or legal regulations. To understand the limits of authority, it’s important to identify who has decision-making power and how far their influence reaches. In a hierarchical system with clear rights and responsibilities for each role, the guidelines for addressing discrimination may be clearly outlined.

Must Read:

• CMI 306 Principles of Equality, Diversity and Inclusive Working Practice