Page 5 of 5
Title / Demonstrate and apply knowledge of EEO and diversity principles in a public sector organisation
Level / 6 / Credits / 10
Purpose / This unit standard is for people who are employed in or aspire to leadership roles in the public sector.
People credited with this unit standard are able to: demonstrate knowledge of EEO and diversity principles and concepts; contribute to the development, implementation and review of EEO and diversity plans in a public sector organisation; contribute to the development of an environment which values equality and diversity as an asset within a public sector organisation; and promote action that incorporates diversity in the work team and/or group in a public sector organisation.
Classification / Public Sector Services > Public Sector Management
Available grade / Achieved
Explanatory notes
1 Performance of outcomes of this unit standard will require recognition of the need for management processes to be responsive to the needs of Māori in respect of the requirements of the State Sector Act 1988, and the Treaty of Waitangi partnership principles.
2 Performance of outcomes of this unit standard must comply with current legislation, policies and procedures, which may include but are not limited to: Crown Entities Act 2004; Employment Relations Act 2000; Human Rights Act 1993; Local Government Act 2002; New Zealand Bill of Rights Act 1990; State Sector Act 1988; The State Services Code of Conduct, Standards of Integrity and Conduct (available from http:/www.ssc.govt.nz) and/or any other agency specific code or codes of conduct and/or ethics.
It is important to note that there is in most cases specific legislation relevant to the organisation in which the candidate is employed. This must be included.
3 Resources
Useful resources can be found at:
EEO Trust website – http://www.eeotrust.org.nz; National Equal Opportunities Network (NEON) website – http://www.neon.org.nz; and The Pay & Employment Equity Unit’s website – http://www.dol.govt.nz/services/PayAndEmploymentEquity.
4 Definitions
Diversity refers to the differences between individuals. Differences include age, beliefs, values, culture, gender, interpersonal style, language, literacy and numeracy, physical differences, religion, sexual orientation.
Equal Employment Opportunities (EEO) – an Equal Employment Opportunities programme is defined in the State Sector Act 1988 and Crown Entities Act 2004 'as a programme that is aimed at the identification and elimination of all aspects of policies, procedures and other institutional barriers that cause or perpetuate inequality in respect to the employment of any person or group of persons'.
Equality means treating people fairly and with respect, and ensuring equality of access to opportunities. EEO is one aspect of equality in terms of this unit standard.
Equity groups consist of people that experience employment disadvantage at some or all stages of the employment cycle.
Managing diversity is the process of creating a climate where group identities do not inhibit any employee’s ability to contribute to organisational goals or achieve personal career goals.
Public sector refers to the State sector (central Government), including the Public Service, crown entities, non-uniformed staffs of the services and forces, offices of Parliament; and all local authorities (local Government), including local authority trading enterprises (LATEs).
Stakeholders are those individuals and groups, both inside and outside an organisation, which have some direct interest in that organisation and its behaviour, actions, products or services. Stakeholders may include clients, customers, suppliers, special interest groups, statutory agencies, and other regulatory bodies outside an organisation, and organisation executives, managers, team leaders and supervisors, employees, other human resources, employee organisations, and other employee representatives within an organisation.
5 This unit standard must be assessed against in a public sector workplace environment.
6 Assessment against this unit standard will require evidence to be based on the specified area of responsibility for which the role holder is accountable.
Outcomes and evidence requirements
Outcome 1
Demonstrate knowledge of EEO and diversity principles and concepts.
Evidence requirements
1.1 EEO and diversity are defined with reference to current government policy and legislation.
Range dimensions of diversity include – visible differences including age, gender, ethnicity, some disabilities; non-visible differences including personal responsibilities and interests, some disabilities, education, knowledge, work style, personality, language.
1.2 Employer responsibilities for EEO and diversity management are identified and explained with reference to legislation governing the public sector, and in the context of a specified public sector organisation.
1.3 Reasons for enhancing EEO and diversity management are identified and explained with reference to a specified public sector organisation.
Range reasons include but are not limited to – changing workforce demographics that affect strategies to attract, develop, and retain staff; need for innovative and productive workplaces; fairness; equity; organisational outcomes.
1.4 Benefits that can accrue to organisations that effectively manage EEO and workforce diversity are identified and described with reference to a specified public sector organisation.
Range benefits may include but are not limited to – attracting high quality candidates, improved staff engagement, increased staff retention, retention of high potential staff, reduced absenteeism, increased customer satisfaction through better reflection of customer diversity, reduced health and safety issues, enhanced organisational image, improved productivity.
Outcome 2
Contribute to the development, implementation and review of EEO and diversity plans in a public sector organisation.
Evidence requirements
2.1 Input into the development of EEO and diversity plans incorporates the principles of EEO and diversity management from the perspective of the role holder’s area of responsibility.
2.2 Changing, emerging and new trends in the role holder’s area of responsibility are identified from recent evidence and are contributed to decision makers in a timely manner to inform policy setting.
Range trends may include but are not limited to – changes in staff retention, equity groups, employee engagement, staff demographics, recruitment and selection policies and procedures, organisational policies and procedures, internal and external factors.
2.3 Implementation plan is developed which outlines the actions and resources needed to implement organisational EEO and diversity plans and the timescales by which critical outputs and outcomes are to be achieved.
2.4 Implementation plan is documented and communicated throughout the role holder’s area of responsibility in a manner and form to facilitate acceptance and implementation by others, and in accordance with organisational requirements.
2.5 Implementation of organisational EEO and diversity plans is achieved within timeframes and in accordance with implementation plan objectives and specifications.
2.6 Effectiveness of organisational EEO and diversity plans is reviewed and opportunities to improve EEO and diversity planning are identified and are contributed to decision makers.
Outcome 3
Contribute to the development of an environment which values equality and diversity as an asset within a public sector organisation.
Evidence requirements
3.1 Factors which contribute to developing an environment which values equality and diversity are identified, agreed with, and communicated to individuals and team.
3.2 Opportunities are taken to promote the benefits of equality and diversity to stakeholders, and to create a positive climate of acceptance and support.
3.3 Behaviours that demonstrate respect and support for equality and diversity are incorporated in planning and modelled in work practices in a public sector organisation.
Range evidence is required of three behaviours.
3.4 Initiatives to advance the position of equity groups within the team and/or group are identified and implemented in accordance with the established equality and diversity plan in a public sector organisation.
3.5 Barriers are identified and minimised to ensure full participation by individuals and team in work and development activities in accordance with organisational requirements.
3.6 Development opportunities to assist individuals and team members to perform effectively in a diverse environment are implemented in accordance with organisational requirements.
Outcome 4
Promote action that incorporates diversity in the work team and/or group in a public sector organisation.
Evidence requirements
4.1 Diverse attributes of individuals are identified and incorporated in work team and/or group planning in accordance with organisational requirements.
4.2 Resources and initiatives to foster and take advantage of diversity in the team and/or group are identified and incorporated in work team and/or group planning in accordance with organisational requirements.
Range resources and initiatives may include but are not limited to – diversity training material, values statements, diversity policies, networking groups, in-house newsletters, focus groups, mentoring, performance management systems that reflect a diversity focus.
4.3 Ongoing developments and strategies in managing diversity are identified and implemented into work teams and/or group in accordance with organisational requirements.
Planned review date / 31 December 2013Status information and last date for assessment for superseded versions
Process / Version / Date / Last Date for Assessment /Registration / 1 / 22 August 2008 / 31 December 2013
Revision / 2 / 20 October 2011 / N/A
Consent and Moderation Requirements (CMR) reference / 0121
This CMR can be accessed at http://www.nzqa.govt.nz/framework/search/index.do.
Please note
Providers must be granted consent to assess against standards (accredited) by NZQA, before they can report credits from assessment against unit standards or deliver courses of study leading to that assessment.
Industry Training Organisations must be granted consent to assess against standards by NZQA before they can register credits from assessment against unit standards.
Providers and Industry Training Organisations, which have been granted consent and which are assessing against unit standards must engage with the moderation system that applies to those standards.
Requirements for consent to assess and an outline of the moderation system that applies to this standard are outlined in the Consent and Moderation Requirements (CMR). The CMR also includes useful information about special requirements for organisations wishing to develop education and training programmes, such as minimum qualifications for tutors and assessors, and special resource requirements.
Comments on this unit standard
Please contact The Skills Organisation at if you wish to suggest changes to the content of this unit standard.
The Skills OrganisationSSB Code 100401 / Ó New Zealand Qualifications Authority 2012