Q7. Reviewing My Behaviour Against ‘Working Inclusively’ (AC 2.3)

To compare my behaviour with the six Associate-level standards of working inclusively within the CIPD Profession Map, I made reflections on my recent experiences and asked Aisha, who is the Director at Nexxobyte, to provide feedback. I talked about how I am showing inclusive practice in my daily work and in what ways I can improve this.

Based on my self-review, I am naturally appreciative of differences, everyone is treated equally, and communication is always encouraged. I will always give space to the input of the team and ensure that normal voices are heard during meetings. According to Aisha, I was empathetic and fair but she also indicated that I might improve on acting and confronting her exclusionary behaviours whenever they occur to me. I realised that though I am sure about my ability to foster the idea of inclusion through the design of policies, I have noticed that there are certain situations when I am afraid to confront senior employees about the lack of inclusivity. This is connected to building more professional bravery and impact in trying to talk to people in hard situations.

In conclusion, the review established that I practice effective and strong inclusive values and behaviours, including fairness and collaboration, yet I have to work on my ability to influence people. The feedback of Aisha allowed me to understand that inclusion means not simply appreciating diversity but actively pursuing action that would make sure that all voices are heard during decision-making.

I aligned my behaviour with the six Associate-level standards in the CIPD(2021) Profession Map by considering the experience of recent events and receiving feedback on my behaviour by Aisha and my line manager. Inclusivity -The idea is to know people as people to work together in a better way and practice according to the needs. Valuing Diversity – I prefer to know new people and listen to their thoughts and ideas to have a varied point of view and be able to hear others. Developing Relationships – I develop constructive working relationships with others, and further colleagues to achieve problem solution and ownership. Sharing Knowledge I am very easy-going, I transfer expertise, resources and policy rationale to other people enabling them to contribute and learn. Conflict Resolution – I believe in helping others to solve the conflict at the first opportunity by implementing mediation and neutral questioning. Psychological Safety — I promote colleagues to share ideas, ask fellow workers and resolve issues to raise their concerns without fear of intimidation.

Feedback: Aisha, my line manager, commended my empathy, equality and inclusive policy formulations. According to feedback, I have strong collaboration and listening skills but a lack of professional courage to confront senior exclusionary behaviour and escalate accordingly. This embodies the CIPD focus in regard to professional courage and influencing.

Development actions: I will rehearse difficult conversations, use assertive and evidenced based speaking, listening to opinions, building trust and sharing knowledge practise, questioning to acknowledge comprehension, record findings and seek mentoring.

Q8. How the People Practitioner Role is Evolving (AC 3.1)

People practitioners are changing rapidly, and their focus on analysis and employee experience and wellbeing has to be stronger:

Enhanced Data and Analytics Attention: The people practitioners are currently expected to utilize HR data and analytics to aid in decision-making. It involves examining the trends on employee turnover, engagement and performance in order to give evidence-based recommendations (CIPD, 2025b). In my case, it will imply acquiring more analytical and digital abilities to analyze the workforce data successfully. The knowledge in analytics will enable me to make presentable insights to the leadership of Nexxobyte and enable more strategic people planning.

Increased Focus on People (Employee Wellbeing and Experience): The modern people practitioner is an active participant in creating good employee experiences to enhance engagement, inclusion, and retention. Changes in the post-pandemic period and the hybrid structure of work demand an increased focus on HR in the context of wellbeing and belonging (Harter,and Wigert (2025). As an individual professional, I need to broaden my knowledge of wellbeing strategies, employee voice, and development of an inclusive culture.

These changes imply that my position will keep leaving administration and compliance and shift to strategic partnership. I should thus focus on constant learning especially in HR analytics and inclusive culture construction to be effective and credible as a people professional at Nexxobyte.

Q9. My Current Strengths, Weaknesses, and Development Areas (AC 3.2)

My reflection (Q7) and research (Q8) revealed that I have various strengths and areas of improvement in my people practice.

I have good communication and collaboration skills as my key strengths. I collaborate with different teams and can establish trust without difficulty, which facilitates inclusion and equality. My knowledge of learning and development processes is also good and this has aided me in planning systematic methods of Nexxobyte.

One of the weaknesses I have is the inability to confront senior colleagues in situations where I observe unwarranted or unjust behaviour. I am not always willing to confront but I prefer to keep things quiet therefore I am limited in my influence. I should also acquire better analytical skills so that I can apply data to make HR recommendations.

I am therefore developing in the following areas:

Improving my skills of using people data and evidence as a means of influencing decisions.
Enhancing my professional bravery and power to oppose unsuitable practices.

Also, I think that I am on track to become a better people professional who is ethically and inclusively active. Nevertheless, in order to be more successful at Nexxobyte, I must develop in the areas of strategic influence and confidence in the implementation of the principles of inclusiveness at every level.

Considering the feedback of Q7 and exploring research information, Q8 helped me to evaluate my strengths and weaknesses through self-reflection and feedback provided by my line manager triangulated with the CIPD Profession Map. My key strengths include:

(1) Solid teamwork and relationship-building, as indicated by the fact that I can constructively work across teams towards the objective of conflict resolution and at an early stage.

(2) Inclusiveness and appreciation of diversity are demonstrated by listening actively to other opinions, and promoting psychological safety.

(3) Readiness to give knowledge, assist fellow employees in the interpretation of policies and procedures. These strengths advocate good people practice and are in tandem with the shifting projection of the people professionals.

My weaknesses include:..

Please click the following icon to access this assessment in full