7OS04 Advanced diversity and inclusion

7OS04 Advanced Diversity and Inclusion examines how to communicate and train for strategic workplace diversity and inclusion and how to address workplace behaviour and identify trends. It focuses on the historical and current roles of trade unions and line managers in promoting a fair workplace culture, which is critical to managing workplace effectiveness. Through the lens of UK legislation, this Unit investigates how strategic actions and decisions go beyond legal compliance, focusing on employee well-being and engagement and the effects of inequality and segregation.

In this course, you will learn:

By discussing a variety of visible and non-visible dimensions that define the working population in the United Kingdom, you will understand the concept of diversity and inclusion. You will also examine the major trends and changes that have shaped the labour supply in recent decades. You will investigate various economic theories and data sources and provide evidence-based examples of disadvantage and inequality while critically evaluating the concepts of vertical occupation and time segregation. Finally, you’ll examine the legal, moral, and business reasons for managing diversity and cultivating an inclusive culture and the efficacy of various approaches.

Who should take this Unit?

This Unit is required for the following people:

• Those who have completed the CIPD Foundation Diploma in Human Resource Practice work in an organisation responsible for implementing human resource policies.
• Have some industry experience but no professionally recognised human resource qualifications.
• Are you a senior human resources practitioner looking to broaden and deepen your capacity, knowledge, and skills to have a more significant impact on strategy, policy, and people?
• By obtaining professional credentials, they wish to advance their careers in human resources (HR) and learning and development (L&D) management.
• A desire to gain more autonomy, influence, and judgment to lead and drive organisations and people strategically.
• By obtaining professional credentials, they wish to advance their careers in human resources (HR) and learning and development (L&D) management.

Learning outcomes

After completing this Unit, learners should be able to achieve the four primary learning outcomes listed below. These outcomes are further subdivided into several categories. They will be able to do the following:

• As a result of the learning outcomes, comprehend the concepts of diversity and inclusion.
• Understand the legal, moral, and business arguments for managing diversity and creating a welcoming workplace culture.
• Recognise the efficacy of workplace approaches to diversity management and developing inclusive workplace cultures.

Qualifications and entry requirements

The Unit has several formal requirements for an expert-level qualification, some of which vary by institution and others apply to all students enrolled. Furthermore, most institutions have developed diagnostic tools to ensure that candidates have the qualifications to study for work and live productive lives in a changing business environment (7CO01). Some institutions, for example, require applicants to be 18 years old on or before July 1st of the academic year in which they wish to enrol. Furthermore, most institutions conduct interviews with students before enrolling them in a course.

Most institutions require candidates to have a working knowledge of the English language to enrol in a course. Some require candidates to have a C/4 or equivalent GCSE in English, for example. On the other hand, institutions adhere to the CIPD guideline, which requires learners who do not speak English as their first language to seek counselling before enrolling in the program. Furthermore, IELTS 6.5/ESOL Level 2 or an equivalent from those who speak English as a second language are required by some institutions. Other institutions, on the other hand, prefer to review cases on an individual basis.

Most employers expect candidates to have a bachelor’s degree, CIPD level 5 qualifications, and prior experience working in human resources. Others require applicants to have a Level 6 Bachelor’s degree (Hons) in human resource-related subjects. Candidates must, however, have relevant experience as a human resource. In addition, significant strategic human resource experience, subject to review, is acceptable as a degree substitution in exceptional cases. These diagnostics ensure that students can complete the Units while meeting the literacy requirements.

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Resource

• Choi, J. O., Shane, J. S., & Chih, Y. Y. (2022). Diversity and Inclusion in the Engineering-Construction Industry.
• Ocobock, C., Niclou, A., Loewen, T., Arslanian, K., Gibson, R., & Valeggia, C. (2021). Demystifying mentorship: Tips for successfully navigating the mentor-mentee journey. American Journal of Human Biology, e23690.
• Timko, M. (2022). Creating Opportunity through Workforce Development Innovation. In Generation A. Emerald Publishing Limited.
• Jonsen, K., Point, S., Kelan, E. K., & Grieble, A. (2021). Diversity and inclusion branding: a five-country comparison of corporate websites. The International Journal of Human Resource Management, 32(3), 616-649.
• Kalkanci, B., Rahmani, M., & Toktay, L. B. (2019). The role of inclusive innovation in promoting social sustainability. Production and Operations Management, 28(12), 2960-2982.
• Kirton, G., & Greene, A. M. (2021). The Dynamics of Managing Diversity and Inclusion: A Critical Approach. Routledge.
• Kuknor, S., & Bhattacharya, S. (2021). Organisational inclusion and leadership in times of global crisis. Australasian Accounting, Business and Finance Journal, 15(1), 93-112.
• Mulvie, A. (2021). Learning and Development for a Multigenerational Workforce: Growing Talent Amongst Age Diverse Employees. Routledge.

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