SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD THAT HAS PASSED THE END DATE: 

Implement a programme of diversity management in the workplace 
SAQA US ID UNIT STANDARD TITLE
116924  Implement a programme of diversity management in the workplace 
ORIGINATOR
SGB Generic Management 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Generic Management 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular-Fundamental  Level 5  Level TBA: Pre-2009 was L5  14 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "Reregistered" 		 2018-07-01  2023-06-30  SAQA 06120/18 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2026-06-30   2029-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
A person credited with this unit standard is able to demonstrate an understanding of the various types of discrimination and the various designated groups potentially forming part of any workplace. The learner will have the ability to develop tools to counteract ideologies of superiority, and the ability to sensitise a workforce in this area in order to work toward bringing about transformation in the South Africa.

In particular, on completion of this unit standard, the learner is able to:
  • Discuss the ideology of superiority.
  • Detail various factors manifested as discrimination.
  • The roles of institutional and personal power in diversity issues.
  • Complete research and facilitation on diversity and the management thereof.
  • Develop tools to counter discrimination.
  • Prepare a framework to manage diversity in the workplace.
  • Promote a culture of equality.
  • Relate the learning gained in achieving this unit standard to Organisational Transformation and Change Management (OT&CM). 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Learners should be competent in:
  • Communication at NQF Level 4 
    		•

    UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Develop an understanding of how race, sex and other factors are involved in power-hierarchies arising from ideologies of superiority. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The difference between discrimination based on ideologies of superiority and those that are not, is analysed and the results delivered in a presentation. 

    ASSESSMENT CRITERION 2 
    Feedback is given on how personal and institutional power, based on historically-based ideologies, affects group and management processes. 

    ASSESSMENT CRITERION 3 
    A presentation is made showing the extent and methods of entrenchment of ideologies of superiority in South African history. 

    ASSESSMENT CRITERION 4 
    An explanation is given of how ideologies of superiority have affected the learner's own personal development and how the learner has undertaken a process to heal any damage experienced. 

    ASSESSMENT CRITERION 5 
    An assessment is presented of the way in which ideologies become institutionalised. 

    SPECIFIC OUTCOME 2 
    Demonstrate where and how group identity, stereotyping, discrimination, exclusion and
    cultural difference affect interpersonal relationships in an organisation. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The factors related to ideologies and how they affect a selected workplace is audited and identified in a written report. 

    ASSESSMENT CRITERION 2 
    Trends and gaps in positive and supportive workplace relationships are identified and discussed using examples from an organisation. 

    SPECIFIC OUTCOME 3 
    Develop the tools to combat practices that keep ideologies of superiority alive. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    An audit is made of the ways in which a selected organisation presents itself in terms of historical record, e.g. artifacts, festivals, taboos and informal culture. 

    ASSESSMENT CRITERION 2 
    An analysis is provided of the extent to which the ways in which a selected organisation presents itself in terms of historical record supports or contradicts ideologies of superiority. 

    ASSESSMENT CRITERION 3 
    A plan is presented to engage institutional leadership with a view to replacing any culture embracing ideological superiority with one that does not. 

    ASSESSMENT CRITERION 4 
    The factors included in any plan to replace cultures embracing ideological superiority with ones that do not are identified in a presentation. 

    ASSESSMENT CRITERION 5 
    A personal plan is designed by the learner to contradict any occurrence of ideologies of superiority in his/her life. 

    SPECIFIC OUTCOME 4 
    Develop a framework for effective diversity management. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The way in which a selected organisation would link different aspects of change management to an evaluation of diversity is presented in a matrix. 

    ASSESSMENT CRITERION 2 
    A participatory workshop model is designed to enable managers to acquire the skills of diversity management. 

    ASSESSMENT CRITERION 3 
    An effective grievance procedure is designed which could gain the support of all employees, including management. 

    ASSESSMENT CRITERION 4 
    The skills related to conflict resolution which could be used in situations based on diversity issues are presented to interested parties. 

    ASSESSMENT CRITERION 5 
    An analysis is made of how the power affect management practices including line management, mentoring, supervision, small group work and career pathing. 

    SPECIFIC OUTCOME 5 
    Develop a programme to promote a culture of equality. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    A programme is presented which engages employees in understanding and valuing each others' life-stories, especially in relation to their cultures. 

    ASSESSMENT CRITERION 2 
    A workshop is designed to enable employees to appreciate and value the successes of a particular organisation with regard to inclusive practice and to make further progress in this regard. 

    SPECIFIC OUTCOME 6 
    Define and implement a diversity management strategy/policy in accordance with the business plan of a selected organisation. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The business plan of a particular organisation is analysed to determine how, if at all, this has been communicated throughout the workplace. 

    ASSESSMENT CRITERION 2 
    The performance management process of a chosen organization is analysed to determine the way in which the company uses this to advance appreciation of diversity and effectiveness of diversity management. 

    ASSESSMENT CRITERION 3 
    The way in which exit interviews could be conducted with a view to establishing how, if at all, staff turnover is linked to diversity issues is explain ed focusing on how this information could be fed into management structures. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    Accreditation for this Unit Standard shall be obtained from the relevant Education and Training Quality Assurance Body, through summative and formative assessment by a registered assessor
  • Assessors must be registered as an Assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Moderators must be registered as assessors with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Training providers must be accredited by the relevant ETQA or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.

    Moderation should include both internal and external moderation where applicable. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The knowledge underpinning the above specific outcomes is:
  • An overview of the South African Constitution.
  • An overview of South Africa's Bill of Human Rights.
  • Types of designated groups and forms of discrimination.
  • Tools to promote a culture of equality.
  • The concepts of businesses as going concerns and the profit motive.
  • The fundamentals of OT&CM.
  • A basic knowledge of South African history and the legal system in place prior to the introduction of the HRD, and other, related legislation. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Problem identification and solution in creative ways in order to implement a diversity management strategy in accordance with a company's business plan. 

    UNIT STANDARD CCFO WORKING 
    Team and group work are utilised to demonstrate how discrimination can affect interpersonal relationships in a workplace. 

    UNIT STANDARD CCFO ORGANISING 
    Organising and managing self to enable the development of tools to combat ideologies of superiority, as found in South African history, in an organisation. 

    UNIT STANDARD CCFO COLLECTING 
    Critically collecting, evaluating and analysing information in order to understand power-hierarchies. 

    UNIT STANDARD CCFO DEMONSTRATING 
    An understanding of related systems within an organisation so that a framework and programme can be developed to promote equality and manage diversity in a company. 

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this unit standard was Reregistered in 2012; 2015. 

    UNIT STANDARD NOTES 
    N/A 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  49076   National Diploma: Organisational Transformation and Change Management  Level 5  NQF Level 05  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  SERVICES 
    Elective  50081   Further Education and Training Certificate: Leadership Development  Level 4  NQF Level 04  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  LG SETA 
    Elective  50205   National Certificate: Municipal Integrated Development Planning  Level 5  Level TBA: Pre-2009 was L5  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  LG SETA 
    Elective  63369   National Diploma: Trade Union Practice  Level 5  NQF Level 05  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  ETDP SETA 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    1. Amabamba Recruitment 
    2. Bephaswana Skills Development (Pty) Ltd 
    3. Dee's Training (PTY) LTD 
    4. DM Training Consultants 
    5. Edutraining Business College 
    6. Faranang Marketing 
    7. Fire Protection Association of Southern Africa 
    8. Furniture World Training Centre 
    9. Growth Management Consulting 
    10. ICM t/a Institute for Career Management 
    11. Inkqubeko Investment (Pty) Ltd 
    12. IQ Skills Academy (PTY) LTD. 
    13. Jobafrik Consulting 
    14. Josmap Training Institute 
    15. KOKANO PROJECTS PTY LTD 
    16. Lewerb Holdings (PTY) Ltd 
    17. Limadi Industrial Projects 
    18. MANCOSA Pty (Ltd) 
    19. Mortarboard Training Solutions 
    20. MTK Corporate Solutions 
    21. Nemalale Eagles Consultancy CC 
    22. Neopeo Trading & Projects 
    23. Networx for Career Development 
    24. Nkinane Trading Enterprise 
    25. Nokusho M Consulting and Trading 
    26. Pebetse Training and Consulting 
    27. PFIM Trading (Pty) Ltd 
    28. PMA Holdings (PTY ) LTD. 
    29. Progressive School of Business and Engineering (Pty) 
    30. PTDEV (Pty) Ltd 
    31. Reflections Development Institute 
    32. Regent Business School (Pty) Ltd t/a Regent Business School 
    33. Resonance Institue of Learning 
    34. Siza Nesu Training and Consultants 
    35. Tachfin Holdings 
    36. Tembe Service Providers 
    37. Tloumogale Business Development & Consulting 
    38. Tshepang Consulting & Project 
    39. Tshwane Training Institute (PTY) LTD. 
    40. Umqondo Consultancy 
    41. University of Venda 
    42. Vukauzakhe Traiding Enterprise 


    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.