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Support with Writing CIPD Assignments module 5 in peaopole managment
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5CO02
Evidence-based practice
Learner Assessment Brief
Assessment ID / CIPD_5CO02_23_01
Level 5 Associate Diploma in
▪ People Management
▪ Organisational Learning and Development
▪
▪
Version 1 – Released June 2023
Expires June 2024
Level 5 Associate Diploma
Please write clearly in block capitals. (You MUST complete all highlighted fields)
Centre number:
Centre name:
8
7
5
Oakwood International
Learner number (1st 7 digits of CIPD
Membership number):
Learner surname:
Learner other names:
Declared total word count (You MUST
provide your wordcount for each
submission)
Unit code:
5CO02
Unit title:
Evidenced-based practice
Assessment ID:
CIPD_5CO02_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre
marking – if applicable
Second resubmission date for centre
marking – if applicable
Assessor name (1st Submission):
Assessor Electronic signature:
Assessor name (2nd Submission):
Assessor Electronic signature:
Assessor name (3rd Submission):
Assessor Electronic signature:
IQA name (if applicable):
IQA signature (if applicable):
Version 1 – Released June 2023
2
Level 5 Associate Diploma
5CO02
Evidence-based practice
This unit assignment addresses the significance of capturing robust quantitative and qualitative evidence to
inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical
lens to improve decision-making and how measuring the impact of people practice is essential in creating
value.
CIPD’s insight
Technology and data use in HR functions (March 2023).
Is there an ideal ratio when it comes to the size of HR teams in organisations? There are plenty of variables
to consider. These include HR’s role in the business, the extent to which ‘HR responsibilities’ are delegated
elsewhere, the capability and capacity of those with said responsibilities, and of course, how technology
and data are used to support HR functions.
In this article, we outline the findings from our survey of 1,174 UK-based HR bosses to shed light on HR’s
operating model from a technology and data perspective. Respondents were from organisations with 50 or
more employees worldwide – the size we’d expect technology like HR information systems (HRIS) to
become crucial for keeping track of employee records.
https://www.cipd.co.uk/knowledge/work/technology/workplace-people-management/technologydata-hr-functions
Evidence-based practice for effective decision-making (April 2022)
Evidence-based practice is about making better decisions, informing action that has the desired impact. An
evidence-based approach to decision-making is based on a combination of using critical thinking and the
best available evidence. It makes decision makers less reliant on anecdotes, received wisdom and personal
experience – sources that are not trustworthy on their own. It’s important that people professionals to
adopt this approach because of the huge impact management decisions have on the working lives and
wellbeing of people in all sorts of organisations worldwide. This factsheet outlines the four sources of
evidence considered key to effective evidence-based practice, before highlighting the importance of
combining these to ensuring actions have the greatest chance of success. It outlines and refutes a number
of misconceptions about evidence-based practice, before looking at literature which demonstrates the
effectiveness of evidence-based practice. Finally, the factsheet explains the practical implications of
applying evidence-based practice to real-life organisational scenarios.
https://www.cipd.co.uk/knowledge/strategy/analytics/evidence-based-practice-factsheet
People analytics (May 2021)
People analytics is about analysing data about people to solve business problems. You can find people data
from HR systems, from other departments like IT, and from external sources such as salary surveys. You can
use insights from people data to drive organisational change.
In this factsheet, we explain what people analytics is, why it’s important and how it’s used. We introduce
key terms such as correlation, causation, predictive and prescriptive. We also discuss who is responsible for
people analytics as well as the strategy and process for doing people analytics.
https://www.cipd.co.uk/knowledge/strategy/analytics/factsheet
Version 1 – Released June 2023
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Level 5 Associate Diploma
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so
that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning
or as formative assessment material.
Preparation for the Tasks:
▪
At the start of your assignment, you are encouraged to plan your assessment work with your
Assessor and where appropriate agree milestones so that they can help you monitor your progress.
▪
Refer to the indicative content in the unit to guide and support your evidence.
▪
Pay attention to how your evidence is presented, remember you are working in the People Practice
Team.
▪
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
▪
Completing and acting on formative feedback from your Assessor.
▪
Reflecting on your own experiences of learning opportunities and continuous professional
development.
▪
Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as key
research authors on the subject.
Version 1 – Released June 2023
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Level 5 Associate Diploma
Scenario
Your manager has just returned from the monthly Senior Management meeting where all departmental
heads have been asked to present a report that showcases how they contribute to business performance. As
someone who has experience in evidence-based practice and data analytics, she has asked if you would
produce a report for Senior Management that explains what evidence-based practice is and its relevance to
people professionals. She would also like you to include practical examples of the types of data analysis that
people practitioners use to gain insight into people practices.
In readiness for this you are required to complete a report comprising two sections.
Section One –Report
For section one, you are to produce a report that provides the Senior Management team with knowledge
and understanding of what evidence-based practice is and the approaches that can be taken for effective
critical thinking and decision-making that ensures integrity and value is upheld.
You must ensure that you:
▪
Evaluate the concept of evidence-based practice and assess how approaches to evidencebased practice can be used to provide insight that supports sound decision-making across a
range of people practices and organisational issues. (AC 1.1)
▪
Evaluate one appropriate analysis tool and one appropriate analysis method that might be
applied by organisations to recognise and diagnose issues, challenges, and opportunities. (AC
1.2)
▪
Explain the main principles of critical thinking and describe how these might apply to your
own and others’ ideas to assist objective and rational debate. (AC 1.3)
▪
Explain three decision-making processes that can be applied to ensure that effective
outcomes are achieved. (AC 1.4)
▪
Assess three different ethical perspectives and explain how understanding of these can be
used to inform and influence moral decision-making. (AC 1.5)
▪
Appraise two different ways organisations measure financial and non-financial performance,
providing one example of each. (AC 3.1)
▪
Explain how people practices add value in an organisation and identify two methods that
might be used to measure the impact of people practices. (AC 3.2)
You should relate to academic concepts, theories and professional practice throughout your report to
ensure that your work is critical and informed by using key academic texts, articles and relevant
publications. All cited references used should be correctly acknowledged and presented in full in a
bibliography at the end of your report.
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Level 5 Associate Diploma
Your evidence must consist of:
▪
▪
▪
▪
Written responses to each of the 7 instructions above.
Approximately 2900 words in total, refer to CIPD word count policy.
IMPORTANT NOTE: At Associate Level Referencing is mandatory – you must provide a
reference where you have drawn from a secondary source; Harvard referencing is preferable.
Please use the Reference box provided to record all your long references. Short references
should be included within the narrative. We advise you read the guidance on how to set out
your references on the Learner Hub.
Upload the completed Learner Assessment brief, with both tasks completed, through the
Assignments option in the Oakwood Learner Hub.
Section One – Report Questions
Evaluate the concept of evidence-based practice including how it can be applied to decision-making in
people practice. (AC 1.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 450 words
Type here…
Evaluate a range of analysis tools (One) and methods (One) including how they can be applied to
diagnose organisational issues, challenges and opportunities. (AC 1.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
Explain the principles of critical thinking including how you apply these to your own and others’ ideas.
(AC 1.3)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 450 words
Type here…
Explain a range (three) of decision-making processes. (AC 1.4)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
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Level 5 Associate Diploma
Assess how different ethical perspectives can influence decision-making. (AC 1.5)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
Appraise (two) different ways organisations measure financial and non-financial performance. (AC 3.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
Explain how to measure the impact and value of people practice using a variety of (two) methods. (AC
3.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
References
Please provide your full long reference list here. The Harvard method is preferable. Please refer to the
guidance on the Learner HUB.
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Level 5 Associate Diploma
Section Two – Quantitative and qualitative analysis review
For section two, you are to provide a quantitative and qualitative analysis review using the two sets of data
provided.
Firstly, review the Equality, Diversity, Inclusion and Salary data that is presented in Table 1 and provide
analysis of it to show the:
a)
b)
c)
d)
e)
percentage of each gender by type.
ethnicity as a percentage per team.
disability percentage as an organisational whole and by teams.
salary difference across genders.
overall average salary paid by the organisation.
Present your findings using appropriate diagrammatical forms and make justifiable recommendations
based on your evaluations.
Table 1 – Equality, Diversity and Inclusion Salary Data – (please click on the icon to open the table)
Table 1
General employee
data.xlsx
Secondly, Table 2 gives the rating feedback scores for a sample of 300 employees taken from a recent
survey on hybrid working practices. Provide scrutiny of the applied scores, present written commentary on
any themes or patterns that might be occurring, and present recommendations based on your findings.
Table 2 – Feedback scores from a recent employee survey on hybrid working practices
Table 2
Feedback scores
from a recent employee survey on hybrid working practices.xlsx
Completion of the above two activities will address the following ACs:
▪
With reference to a people practice issue, interpret analytical data using appropriate analysis tools
and methods. (AC 2.1)
▪
Present key findings for stakeholders from people practice activities and initiatives. (AC 2.2)
▪
Make justified recommendations based on evaluation of the benefits, risks and financial
implications of potential solutions. (AC 2.3)
Version 1 – Released June 2023
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Level 5 Associate Diploma
Your evidence must consist of:
▪
▪
▪
▪
Written responses to each of the 3 instructions above.
Approximately 1000 words in total, refer to CIPD word count policy.
IMPORTANT NOTE: At Associate Level Referencing is mandatory – you must provide a
reference where you have drawn from a secondary source; Harvard referencing is preferable.
Please use the Reference box provided to record all your long references. Short references
should be included within the narrative. We advise you read the guidance on how to set out
your references on the Learner Hub.
Upload the completed Learner Assessment brief, with both tasks completed, through the
Assignments option in the Oakwood Learner Hub.
Section Two – Analysis Questions
With reference to a people practice issue, interpret analytical data using appropriate analysis tools and
methods. (AC 2.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
You must show your calculations in this section
Type here…
Present key findings for stakeholders from people practice activities and initiatives. (AC 2.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 200 words
You must insert your graphs in this section
Type here…
Make justified recommendations based on evaluation of the benefits, risks and financial implications of
potential solutions. (AC 2.3)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
References
Please provide your full long reference list here. The Harvard method is preferable. Please refer to the
guidance on the Learner HUB.
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Level 5 Associate Diploma
Assessment Criteria Evidence Checklist
You may find the following checklist helpful to make sure that you have included the required evidence to
meet the task. This is not a mandatory requirement as long as it is clear in your submission where the
assessment criteria have been met.
Section 1 – Report
Evidenced
Y/N
Assessment criteria
1.1
Evaluate the concept of evidence-based
practice including how it can be applied to
decision-making in people practice.
1.2
Evaluate a range of analysis tools and
methods including how they can be applied
to diagnose organisational issues,
challenges and opportunities.
1.3
Explain the principles of critical thinking
including how you apply these to your own
and others’ ideas.
1.4
Explain a range of decision-making
processes.
1.5
Assess how different ethical perspectives
can influence decision-making.
3.1
Appraise different ways organisations
measure financial and non-financial
performance.
3.2
Explain how to measure the impact and
value of people practice using a variety of
methods.
Evidence reference
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Level 5 Associate Diploma
Section 2 – Quantitative and qualitative analysis
review
Assessment criteria
2.1
With reference to a people practice issue,
interpret analytical data using appropriate
analysis tools and methods.
2.2
Present key findings for stakeholders from
people practice activities and initiatives.
2.3
Make justified recommendations based on
evaluation of the benefits, risks and financial
implications of potential solutions.
Evidenced
Y/N
Evidence reference
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Level 5 Associate Diploma
Declaration of Authentication
Declaration by learner
I can confirm that this assessment is all my own work and where I have used materials from
other sources, they have been properly acknowledged.
Learner name:
Learner signature:
We cannot accept a typed or e-signature. You need to scan or photograph your handwritten
signature and inset the image here. You MUST add a new date for each submission. *This should
be the date on which you submit your assessment.
Submission Date 1:
Submission Date 2:
Submission Date 3:
Declaration by Assessor
I confirm that:
▪ I am satisfied that to the best of my knowledge, the work produced is solely that of the learner.
▪ The learner’s work was conducted under the conditions laid out by the assessment brief.
1 submission Assessor
name:
Assessor signature:
st
Date:
2 submission Assessor
name:
Assessor signature:
nd
Date:
3 submission Assessor
name:
Assessor signature:
rd
Date:
Version 1 – Released June 2023
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Level 5 Associate Diploma
5CO02
Evidence-based practice
Assessment Criteria marking descriptors.
Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate
where the learner sits within the marking band range for each AC.
Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should
use the mark descriptor grid as guidance so they can provide comprehensive feedback that is
developmental for learners. Please be aware that not all the mark descriptors will be present in every
assessment criterion, so assessors must use their discretion in making grading decisions.
The grid below shows the range for each unit assessment result based on total number of marks awarded
across all assessment criteria.
To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment
criteria.
The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the
assessment criteria have been failed or referred.
Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be
used internally by the centre.
Overall mark
Unit result
0 to 19
Fail
20 to 25
Low Pass
26 to 32
Pass
33 to 40
High Pass
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Level 5 Associate Diploma
Marking Descriptors
Mark Range
Descriptor
1
Fail
Insufficient demonstration of knowledge, understanding or skills (as
appropriate) required to meet the AC.
Insufficient examples included, where required, to support answers.
Presentation and structure of assignment is not appropriate and does not
meet the assessment brief.
Insufficient or no evidence of the use of references to wider reading to help
inform answer.
2
Low Pass
Demonstrates an acceptable level of knowledge, understanding or skills (as
appropriate) required to meet the AC.
Sufficient and acceptable examples included, where required, to support
answers.
Required format adopted but some improvement required to the structure
and presentation of the assignment.
Answers are acceptable but could be clearer in responding to the task and
presented in a more coherent way.
Sufficient evidence of the use of references to wider reading to help inform
answer.
3
Pass
Demonstrates good knowledge, understanding or skills (as appropriate)
required to meet the AC.
Includes confident use of examples, where required, to support each
answer.
Presentation and structure of assignment is appropriate for the assessment
brief.
Answers are clear and well expressed.
Good evidence of the use of references to wider reading to help inform
answer.
4
High Pass
Demonstrates a wide range and confident level of knowledge,
understanding or skill (as appropriate).
Includes strong examples that illustrate the point being made, that link and
support the answer well.
Answers are applied to the case organisation or an alternative organisation.
Answers are clear, concise and well argued, directly respond to what has
been asked.
The presentation of the assignment is well structured, coherent and
focusses on the need of the questions.
Considerable evidence of the use of references to wider reading to inform
answer.
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14
5CO03
Professional behaviours and
valuing people
Learner Assessment Brief
Assessment ID / CIPD_5CO03_23_01
Level 5 Associate Diploma in
▪ People Management
▪ Organisational Learning and Development
•
•
Version 1 – Released June 2023
Expires June 2024
Level 5 Associate Diploma
Please write clearly in block capitals. (You MUST complete all highlighted fields)
Centre number:
8
Centre name:
7
5
Oakwood International
Learner number (1st 7 digits of CIPD
Membership number):
Learner surname:
Learner other names:
Declared total word count (You MUST
provide your wordcount for each
submission)
Unit code:
5CO03
Unit title:
Professional behaviours and valuing people
Assessment ID:
CIPD_5CO03_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre marking –
if applicable
Second resubmission date for centre
marking – if applicable
Assessor name (1st Submission):
Assessor Electronic signature:
Assessor name (2nd Submission):
Assessor Electronic signature:
Assessor name (3rd Submission):
Assessor Electronic signature:
IQA name (if applicable):
IQA signature (if applicable):
Version 1 – Released June 2023
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Level 5 Associate Diploma
5CO03
Professional behaviours and
valuing people
This unit focuses on how applying core professional behaviours such as ethical practice, courage and
inclusivity can build positive working relationships and support employee voice and well-being. It considers
how developing and mastering new professional behaviours and practice can impact performance.
CIPD’s insight
HR and standards (December 2022)
This factsheet explains what British and International standards in HR are and why they matter. It introduces
the British and International HR standards already published or under development and outlines the CIPD
involvement in their development. Whether or not organisations have a dedicated HR team, they will at
some point need guidance on ethical and effective human resource management practice in areas such as
workforce planning, recruitment, inclusion and diversity, learning and development, and human capital
reporting. British and International standards provide such guidance. International experts develop them, in
collaboration with key stakeholders. These standards advocate responsible people management practices
and support the organisations that adopt them to improve their organisational resilience and
sustainability.https://www.cipd.co.uk/knowledge/strategy/hr/standards-factsheet
Equality, diversity and inclusion (EDI) in the workplace (November 2022)
Promoting and delivering EDI in the workplace is an essential aspect of good people management. To reap
the benefits of EDI, it’s about creating working environments and cultures where every individual can feel
safe, a sense of belonging and is empowered to achieve their full potential. Whilst legal frameworks vary
across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected
characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity,
race, religion or belief, sex and sexual orientation. However, an effective EDI strategy goes beyond legal
compliance and seeks to take an intersectional approach adding value to an organisation, contributing to the
wellbeing and equality of outcomes and impact on all employees. This includes: accent, age, caring
responsibilities, colour, culture, visible and invisible disability, gender identity and expression, mental health,
neurodiversity, physical appearance, political opinion, pregnancy and maternity/paternity and family status
and socio-economic circumstances amongst other personal characteristics and experiences. This factsheet
explores what workplace equality inclusion and diversity (EDI) means, and how an effective strategy is
essential to an organisation’s business objectives. It looks at the rationale for action and outlines steps
organisations can take to implement and manage a successful EDI strategy, from recruitment, selection,
retention, communication and training to addressing workplace behaviour and evaluating
progress.https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#6428
Ethical practice and the role of people professionals (August 2022)
Scandals involving workplace harassment and poor treatment of workers have highlighted what can happen
when ethics aren’t integral to the way organisations operate. With unique access to staff throughout their
careers, as well as opportunities to influence an organisation’s strategy and the way it manages its workforce,
people professionals are uniquely placed to support embedding principled decision-making into daily
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Level 5 Associate Diploma
practice. Ethics are at the heart of professionalism. To create cultures of transparency and trust, practitioners
should demonstrate strong standards of integrity when advising business leaders. This factsheet explores
what ethical practice means and why it matters in an organisational context. It outlines the trade-offs
involved in upholding ethical values and the challenges faced by people professionals. Finally, it looks at the
profession’s role in creating ethical organisational cultures.
https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet
Ethics at work: an employer’s guide
Ethical values provide the moral compass by which we live our lives and make decisions: ‘doing the right
thing’ because it’s the right thing to do. However, there are several reasons why unethical behaviour
continues to happen in the workplace, from individual actions and choice to industry-wide indiscretions and
compromising decisions.
In this guide, we discuss the red flags to watch out for, along with practical tips and resources to safeguard
your organisation and people against ethical breaches and misconduct. The guide draws on – and
complements – the latest CIPD research, and features nine areas of action employers can prioritise to ensure
they behave ethically. If you’re an employer or manager looking to foster and encourage ethical behaviour in
your organisation, you’ll find the practical advice you need in this
guide.https://www.cipd.co.uk/knowledge/culture/ethics/ethics-work-guide
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so
that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning or
as formative assessment material.
Version 1 – Released June 2023
4
Level 5 Associate Diploma
Preparation for the Tasks:
▪
At the start of your assignment, you are encouraged to plan your assessment work with your
Assessor and where appropriate agree milestones so that they can help you monitor your progress.
▪
Refer to the indicative content in the unit to guide and support your evidence.
▪
Pay attention to how your evidence is presented, remember you are working in the People Practice
Team.
▪
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
▪
Completing and acting on formative feedback from your Assessor.
▪
Reflecting on your own experiences of learning opportunities and continuous professional
development.
▪
Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as key
research authors on the subject.
Version 1 – Released June 2023
5
Level 5 Associate Diploma
Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people
practitioner and the values that underpin the people practice profession.
To complete the task, you should provide a written response to each of questions below, making appropriate
use of academic theory and practical examples to expand your response and illustrate key points.
▪
With reference to typical activities and behaviours, appraise what it means to be a ‘people
professional’. (AC 1.1)
▪
Discuss how ethical values underpin the work of a people professional, including two examples of
how ethical values might be applied in a people practice context. (AC 1.2)
▪
Consider the importance of people professionals being able to influence others and ensure that the
‘people practice voice’ is heard in an organisation, through informed, clear and confident
communication. (AC 1.3)
▪
For each of the situations below (a & b), provide an example of an issue that would cause you to raise
the matter to a manager (or other authority) – and describe how you would do this.
a) where you consider something to be unethical (whether or not it is illegal),
b) where you believe something contravenes legislation. (AC 1.4)
▪
Discuss two theories or models relating to the human and business benefits of people at work feeling
included, valued, and fairly treated, concluding your discussion with a summary of your own view of
these benefits. (AC 2.1)
▪
Discuss two ways in which a people professional can build inclusivity into a people practice initiative
at the design stage, and two ways of checking inclusivity after a people practice initiative is
implemented. (AC 2.2)
Your evidence must consist of:
▪
▪
▪
▪
Written responses to each of the 6 instructions above.
Approximately 2250 words in total, refer to CIPD word count policy.
IMPORTANT NOTE: At Associate Level Referencing is mandatory – you must provide a reference
where you have drawn from a secondary source; Harvard referencing is preferable. Please use
the Reference box provided to record all your long references. Short references should be
included within the narrative. We advise you read the guidance on how to set out your
references on the Learner Hub.
Upload the completed Learner Assessment brief, with both tasks completed, through the
Assignments option in the Oakwood Learner Hub
Version 1 – Released June 2023
6
Level 5 Associate Diploma
Task one – Questions
Appraise what it means to be a people professional. (AC 1.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
Recognise how personal and ethical values can be applied in the context of people practice. (AC 1.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 300 words
Type here…
Consider the importance of people professionals contributing to discussions in an informed, clear and
confident way to influence others. (AC 1.3)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 350 words
Type here…
Recognise when and how you would raise matters which conflict with ethical values or legislation.
(AC1.4)
a) where you consider something to be unethical (whether or not it is illegal),
b) where you believe something contravenes legislation
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 350 words
Type here…
Argue the human and business benefits of people feeling included, valued, and fairly treated at work
linking to (two) related theory. (AC2.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 400 words
Type here…
Discuss (two) strategies for designing an
