About This Unit

This optional unit examines how a fair and diverse workplace affects work quality. It covers strategic workplace diversity and inclusion through communication, training, behavior management, and trend analysis. The unit highlights the historical and current roles of trade unions and line managers in fostering a fair workplace culture crucial for organizational effectiveness. It also explores how strategic actions and decisions, viewed through the lens of UK legislation, extend beyond legal compliance to address workforce well-being, engagement, and the impact of inequality and segregation.

What You Will Learn

• Develop an understanding of diversity and inclusion, including various visible and non-visible dimensions within the UK workforce.
• Explore how a fair and diverse workplace enhances work quality and organizational effectiveness.
• Learn about common issues addressed through communication training programs and effective strategies for managing these challenges to foster a positive management culture.
• Analyze key trends and fundamental changes in the labor supply over recent decades.
• Critically evaluate concepts such as vertical occupation and time segregation, and examine economic theories and data to provide evidence-based examples of disadvantage and inequality.
• Understand the legal, moral, and business justifications for managing diversity and creating an inclusive culture. Evaluate the effectiveness of various approaches to these issues.
• Review the historical role of trade unions within organizations and their current relevance, including aspects of labor laws.

This Unit Is Suitable For

Those responsible for implementing human resource policies in their organizations.

Individuals who have completed the CIPD Foundation Diploma in Human Resource Practice and wish to advance their career in HR.

HR professionals with experience seeking to deepen their knowledge and impact on strategy, policy, and people management.

Individuals pursuing professional qualifications to advance their careers in HR and learning and development.

Learning Outcomes

• Upon completing this unit, learners will:
• Grasp the core concepts and theoretical insights related to diversity and inclusion in the UK labor market.
• Understand segregation, inequality, and their theoretical underpinnings.
• Comprehend the rationale for managing diversity and promoting an inclusive culture.
• Evaluate the effectiveness of various approaches to managing diversity and developing inclusive workplace cultures.

Entry Requirements

• Candidates typically must be at least 18 years old and have a working knowledge of English (GCSE grade C/4 or equivalent; IELTS 6.5/ESOL Level 2 if English is not their first language).
• Most institutions require a bachelor’s degree or CIPD Level 5 qualifications, with relevant HR experience. Some may accept substantial strategic HR experience as a degree substitute, subject to review.
• Institutions may use diagnostic tools or interviews to ensure candidates meet the necessary qualifications.

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Resources used for the unit

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.