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(Solution) 5C003 Discuss, with examples, how you have, or would, achieve both of these (AC 2.2)

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Solution 2.2 Designing an Inclusive People Practice Initiative To design an inclusive people practice initiative and ensure its inclusivity after
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(Solution) 5C003 Ethical people practice; business and human benefits of included, valued and fairly treated

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Solution Feeling included is identified as a strategy in which the employees who possess differences and disability are involved and
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(Solution) 5C003 New (AC1.2) Recognise how personal and ethical values can be applied in the context of people practice

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Solution Ethical Value Transparency- Transparency refers to openness, communication, and accountability. Individuals and organisations that value transparency ensure information is
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(Solution) 5C003 New (AC1.3) Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others

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Solution As a people professional, it is crucial to be willing and able to influence others in an informed, clear
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(Solution) 5C003 New (AC1.4) Recognise when and how you would raise matters which conflict with ethical values or legislation

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Solution Unethical Behavior in the Workplace An example of unethical behavior could involve favoritism in recruitment. A hiring manager might
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(Solution) 5C003 New (AC2.1) Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory

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Solution Fairly Treated at Work Business Benefits: McClelland’s Three Needs Theory McClelland’s Three Needs Theory posits that people are motivated
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(Solution) 5C003 New (AC2.2) Discuss strategies for designing and ensuring inclusive people practices

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Solution Absenteeism One people practice issue a company may face is high rates of absenteeism. Employees calling in sick when
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(Solution) 5C003 New (AC2.3) Reflect on your own approach to working inclusively and building positive working relationships with others

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Solution Feedback from Josephine on Working Inclusively Josephine, a colleague from the operations team, provided feedback on my ability to
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(Solution) 5C003 New (AC3.1) Explore how the role of a people professional is evolving and the implications this has for continuing professional development

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Solution Changing Role of the People Professional In recent years, the role of the people professional has undergone significant changes,
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(Solution) 5C003 New (AC3.2) Assess your strengths, weaknesses and development areas based on self-assessment and feedback from others

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Solution Feedback I received feedback from Josephine, a project manager, during a performance review. She noted that while I effectively
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(Solution) 5C003 New (AC3.3) Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey

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Solution Development need identified from self- assessment What formal or informal learning activity will I undertake? Why have you chosen
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(Solution) 5C003 outcome of your assessment (strengths, weaknesses and development areas) and the information that informed your conclusions. (AC 3.2)

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Solution 3.2 Self-Assessment of Strengths, Weaknesses, and Development Areas In assessing my strengths, weaknesses, and development areas based on the