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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD THAT HAS PASSED THE END DATE: 

Explain how to manage diversity in the workplace 
SAQA US ID UNIT STANDARD TITLE
244579  Explain how to manage diversity in the workplace 
ORIGINATOR
SGB Life Skills 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 07 - Human and Social Studies People/Human-Centred Development 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular-Fundamental  Level 3  NQF Level 03  2 
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
2024-06-30   2027-06-30  

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 replaces: 
US ID Unit Standard Title Pre-2009 NQF Level NQF Level Credits Replacement Status
114932  Explain how to manage diversity in the workplace  Level 3  NQF Level 03  2   

PURPOSE OF THE UNIT STANDARD 
This Unit Standard is intended for employers and employees, including managers, Human Resource Managers, Non-Government Organisations (NGOs) and people who work with issues of diversity, who are responsible for creating a harmonious work environment. It will lead learners to acquire knowledge and skill to effectively manage diversity in the workplace, which should, in turn, improve productivity, deal with negative behaviour and promote inclusion in the process of change.

A manager in the context of this Unit Standard is the manager of a small business and first line managers of business units, team leaders and supervisors in medium and large organisations. The term business unit implies a small business, cost centre, section or department.

The Unit Standard was developed as a means of contributing to change in leadership focus and empowering managers to look at people issues.

The qualifying learner is capable of:
  • Explaining diversity.
  • Describing the role and responsibility of an organisation in managing diversity.
  • Describing the role and responsibility of the individual in creating a harmonious work environment.
  • Exploring issues in a specific workplace in order to suggest ways of managing diversity. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that learners are competent in Communication at NQF Level 2. 

    UNIT STANDARD RANGE 
    The typical scope of this Unit Standard is diversity in the workplace. Ways in which an individual can negatively influence the work environment include, but are not limited to, passive aggressive, disruptive, work damaging, restrictive, obstructive and counter productive behaviour. 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Explain diversity. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The concept of diversity is explained with examples. 
    ASSESSMENT CRITERION RANGE 
    Includes, but is not limited to:
  • Gender, sexual orientation, age, race, language, cultural norms and taboos, minority groups in a work situation to reflect demographics, rank, responsibility, nationality and class.
     
    		•

    ASSESSMENT CRITERION 2 
    Reasons why certain people in an organisation voluntarily group together are explored in terms of commonalities, affiliations and support. 

    ASSESSMENT CRITERION 3 
    The implications of different groupings for group dynamics, cohesion and synergy in an organisation are identified with examples. 

    ASSESSMENT CRITERION 4 
    The concept of stereotypes is explained and an indication is given of the dangers of judging people based on preconceptions of a group. 

    SPECIFIC OUTCOME 2 
    Describe the role and responsibilities of an organisation in managing diversity. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The impact of organisational structure on the management of diversity is explained with reference to policies, practices and the Employment Equity Plan. 

    ASSESSMENT CRITERION 2 
    The importance of consultation in managing diversity in the workplace is explained and an indication is given of the consequences of neglecting to consult employees. 

    ASSESSMENT CRITERION 3 
    The potential benefits if management provides Employee Assistance Programmes (EAP) or employee wellbeing programmes are identified and an indication is given of why ongoing evaluation of such programmes is important. 

    ASSESSMENT CRITERION 4 
    The importance of communication and literacy as a means of managing diversity is explored for a selected workplace. 

    SPECIFIC OUTCOME 3 
    Describe the role and responsibilities of the individual in creating a harmonious work environment. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Ways in which an individual can positively influence the work environment are identified in terms of managing diversity. 

    ASSESSMENT CRITERION 2 
    Ways in which an individual can negatively influence the work environment are identified in terms of managing diversity. 

    ASSESSMENT CRITERION 3 
    The responsibility of the individual to contribute to democratic processes in an organisation is identified and an indication is given of when and how it is possible for employees to exercise their democratic rights in a specific organisation. 

    SPECIFIC OUTCOME 4 
    Explore issues in a specific workplace in order to suggest ways of managing diversity. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Issues of diversity are identified in a specific workplace. 

    ASSESSMENT CRITERION 2 
    Employment Equity (EE) statistics for a specific organisation are interpreted and an indication is given of what the statistics mean in the particular situation. 

    ASSESSMENT CRITERION 3 
    Observable issues of diversity in an organisation are investigated and compared to the EE statistics. 

    ASSESSMENT CRITERION 4 
    Evidence of diversity management in an organisation is identified and suggestions are made for improving diversity management in the organisation. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • Anyone assessing a candidate against this unit standard must be registered as an assessor with the relevant ETQA or ETQA where a Memorandum of Understanding (MOU) exists with the relevant ETQA.
  • Any institution offering learning that will enable achievement of this unit standard must be accredited as a provider through the relevant ETQA or ETQA where a Memorandum of Understanding (MOU) exists with the relevant ETQA.
  • Moderation of assessment will be overseen by the relevant ETQA according to the moderation guidelines and the agreed ETQA procedures. 
    		•


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    The learner is able to identify and solve problems in suggesting ways of improving diversity management in a workplace. 

    UNIT STANDARD CCFO COLLECTING 
    The learner is able to collect, organise and evaluate information in interpreting EE statistics and investigating issues of diversity in a workplace. 

    UNIT STANDARD CCFO COMMUNICATING 
    The learner is able to communicate effectively in suggesting ways of managing diversity. 

    UNIT STANDARD CCFO DEMONSTRATING 
  • The learner is able to demonstrate cultural and gender sensitivity in suggesting ways of dealing with diversity.
  • The learner is able to see the world as a set of related systems by indicating the consequences if employers neglect to consult their employees and explaining the implications of different groupings for cohesion, group dynamics and synergy within an organisation. 
    		•

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

    UNIT STANDARD NOTES 
    This unit standard replaces unit standard 114932, "Explain how to manage diversity in the workplace", Level 3, 2 credits. 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Elective  72049   National Certificate: Pharmacist Assistance  Level 3  NQF Level 03  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  As per Learning Programmes recorded against this Qual 
    Elective  49256   Further Education and Training Certificate: Counselling  Level 4  NQF Level 04  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  HW SETA 
    Elective  74410   Further Education and Training Certificate: Public Awareness Promotion of Dread Disease and HIV/AIDS  Level 4  NQF Level 04  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  HW 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.
     
    NONE 


    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.