Equality Suite

The Equality Suite is a comprehensive suite of training programmes covering all areas of Equality, Diversity and Inclusion.

Of course, all organisations are different, so the Equality Suite is designed to be flexible and adaptable. Each programme is centred on a group of core modules relevant to the subject. A wide range of additional modules are developed from our core units and added following a needs analysis by one of our expert trainers to perfectly match your organisation and its needs – whatever your size.

The training programmes are delivered by expert diversity practitioners in a stimulating and high-impact manner that’s been proven to deliver results. Our trainers employ a variety of formats, including work groups, buzz groups, classroom learning though case studies, DVDS, quizzes and interactive presentations, as well as set pre-course work. The training has been designed to support you as you enable equality in your organisation. It will help managers and staff recognise and deal with inappropriate behaviour, and stresses individual responsibilities as well as corporate objectives.

Training of this kind can often be important to ensure your compliance with new equality legislation and it comes with a wide range of options and costs to reflect your individual needs.

Our Courses

The Business Case for Diversity – How inclusive is your organisation?

Overview

Do you want to be an employer of choice?

Our training can help you to understand your workforce and help your teams work more effectively and efficiently together.

Understanding the diversity of your workforce can help to build better teams to deliver your business objectives.

When you get diversity right you can gain the competitive edge.

Employ the right talent and build an inclusive workforce for success.

What are the aims and objectives of the module?

Aim: To give senior managers a clear over view of the business benefits of the equality diversity and inclusion agenda and how it impacts on business results.

Objectives – by the end of the module you will:

  • Understand the business drivers for diversity in the workplace
  • Understand your legal responsibilities, particularly where the organisation is covered by the public sector equality  duties
  • Apply an analysis tool to enable the organisation to create an action plan as part of its business strategy
  • Understand the threats, risks and consequences of getting it wrong.

Areas covered

  • Defining Diversity, Equality and Inclusion
  • The Business Case
  • The Legal Journey
  • Values, Attitudes and Behaviours
  • Organisational Responsibilities
  • Dealing with inappropriate behaviour

Included in the programme is the use of benchmark or audit tool standards to help you assess where your organisations is and identify where you would like to be

Using information to identify goals and measures of success

Who is the programme aimed at?

All senior managers and Board level members who want to lead the organisation to become an exemplar and who want to add value to their business through their people.

Benefits

Getting diversity right within any organisation can improve:

  • Innovation
  • Motivate existing employees
  • Improve productivity
  • Improve reputation
  • Increase commitment
  • Reduce turnover
  • Reduce recruitment costs
  • Create an inclusive working environment

Evaluation and Action Planning

Proposed approach to impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

  • Immediate reaction
  • 3 month review – progress against objectives, issues raised and experiences
  • 6 month review – measures of success
    • has the attitude and behaviour of the workforce changed,
    • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.

Diversity in the workplace – Building an Inclusive organisation

Overview

Our training can help you to understand your workforce better, support your workforce to work more effectively and efficiently together.

Understanding the diversity of your workforce can help to build better teams to deliver your business objectives.

Get diversity right and gain the competitive edge.

What are the aims and objectives?

Aim: To increase participants’ knowledge and understanding of equality, diversity and inclusion; help increase their understanding of individuals’ rights and responsibilities for themselves and others and how actions impact on others

Participants will develop a common understanding of equality, diversity and inclusion in relation to meeting business objectives

Objectives – By the end of the module you will be able to:

  • Define and demonstrate an understanding of the context of equality and diversity and how this impacts on your relationships with others and the delivery of business goals
  • Demonstrate an understanding of actions, behaviours and  communications
  • Demonstrate an understanding how diversity and equality can benefit you and your organisation.
  • Demonstrate an understanding ofwhat a diversity ‘exemplar’ employer means.
  • Define key equalities legislation in the UK
  • Demonstrate an understanding of your personal and organisational responsibilities.
  • Demonstrate awareness of cultural competence
  • Recognise and promote best equality practice.

Areas covered

  • Defining equality and diversity
  • The difference  between diversity and equal opportunity
  • Diversity and discrimination
  • Challenging prejudice and discrimination
  • Understanding stereotypes
  • Different cultures and their value to business
  • Understanding of what influences you
  • Assertiveness versus bullying  – legal obligations and legislation
  • Understand or identify what diversity competence looks like
  • Employment tribunals overview
  • Current legislation

Who is the course aimed at?

All employees within the organisation.

Benefits to the organisation

Getting diversity right within your organisation can improve:

  • Innovation
  • Motivation
  • Improve your personal performance
  • Identify your personal development plan
  • Productivity
  • Reputation
  • Commitment
  • Turnover
  • Recruitment costs
  • The risks to the organisation
  • The working environment

Evaluation and action planning

Impact evaluation is an important aspect of ensuring that you get a return on your investment and will also support the concept of sustainability

We use the 3 stage model of evaluation:

  • Immediate reaction – end of session
  • 3 month review – progress against objectives, issues raised, personal experiences
  • 6 month review
    • has the attitude and behaviour of the workforce changed,
    • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.

Managing Equality Impact Assessments effectively

Overview

The Equality Impact Assessments (EIA) are a legal requirement for all public sector organisations under current equality legislation and should be an integral part of all policy management processes.

EIA is a systematic ongoing process to evaluate the impact of business policies on the employees, service user and/or customer.  The EIA process is about gathering evidence to answer 2 basic questions to assess whether the policy or practice has a positive or negative impact on some groups.

What are the aims and objectives?

Aim: To introduce participants to the concept of EIA and the use of tools to ensure best practice in policy, practice and procedures.  To use EIA as a tool to review, create, implement and assess the impact on the organisations delivery of services.

Participants will have a common understanding of equality and diversity in relation to organisational development and policy management.

Objectives: By the end of the course, you will be able to:

  • Define and demonstrate an understanding of the context of equality, diversity in  impact assessment – both tangible and  intangible and an understanding of the difference this will have on delivering business objectives
  • Demonstrate an understanding of the key issues around managing equality and diversity in the context of policy review and implementation
  • Understand the purpose of impact assessments and the implications and consequences of non compliance for all stakeholders
  • Understand the importance of gathering relevant information to measure current impact of existing systems, processes and procedures
  • Demonstrate an understanding of the processes for policy review, including the  application and use of the tools
  • Understand how to set SMART goals to deliver policies, practices and procedures which are fit for purpose

Areas covered

  • Defining and understanding the terminology associated with Equality Impact Assessments (EIA)
  • Overview of why the EIA process and  outputs are important
  • Understanding the stages of the EIA process and how to implement
  • Understanding what is involved and how to do it

Who should attend?

Employees who have lead responsibility for a policy area and senior managers with an overall responsibility for policy delivery.

Benefit

The introduction and implementation of a comprehensive EIA strategy for the organisation will ensure that all business priorities are delivered with a commitment and assessment of the needs of all groups, users and employees, including:

  • Supporting strategic goals
  • Eliminate discrimination by identifying existing and potential inequalities
  • Identify opportunities to actively promote equality
  • Make sure that policies are responsive to the needs of diverse groups
  • Provide information to support decision making
  • Comply with statutory duties
  • Provide trust and confidence among different equality groups – population and workforce
  • Identify and mange legal, organisational and reputational risk
  • Respond more easily to Freedom of Information requests in relation to equality issues

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

  • Immediate reaction
  • 3 month review – progress against objectives, issues raised and experiences
  • 6 month review – measures of success
    • has the attitude and behaviour of the workforce changed,
    • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.

Dignity in the Workplace – How inclusive is your workforce?

Overview

Dignity at work is a collective responsibility for all employees to have a right to be treated with respect.  In modelling this behaviour it is a fundamental part of building good business and team relations to work towards being a good employer, and creating an environment where employees feel that it is a good place to work.

Getting the right approach to dignity, bullying and harassment is really important for the reputation of the organisation, mistakes can be costly in terms of financial, legal and damage to the business.

What are the aims and objectives?

Aim: To introduce participants to the concepts of, dignity, bullying, harassment and how employee behaviour impacts on customers, service users, colleagues and the delivery/achievement of business goals.

Objectives: By the end of the course, you will be able to:

  • understand terminology and legislation associated with dignity, harassment and bullying
  • understand the impact of inappropriate behaviour and language on colleagues, service users and customers
  • use appropriate terminology that encourages a culture of respect within the workplace and in customer relations
  • recognise the benefits of Dignity at Work and the negative impact of bullying and harassment at work on individuals, teams and business delivery
  • understand the legal ethical and business case for  dignity at work
  • understand your responsibilities and the organisations responsibilities for creating a positive culture to work in.

Areas covered

  • Demystifying terminology
  • Understanding culture and behaviours
  • Understanding behaviours and attitudes
  • Roles and responsibilities

Who should attend?

All employees from across the organisation should attend as part of demonstrating a positive culture in the workplace

Benefits

The risks to the organisation of getting this wrong are:

  • Poor morale
  • Poor employee relations
  • Poor performance both of individuals and the business
  • Loss of respect for those involved
  • Loss of productivity
  • Absence issues
  • Health and wellbeing particularly stress related
  • Organisational reputation
  • Financial costs to the business
  • Need for support for employees dealing with allegations

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

  • Immediate reaction
  • 3 month review – progress against objectives, issues raised and experiences
  • 6 month review – measures of success
    • has the attitude and behaviour of the workforce changed,
    • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.

Equality Act 2010

Overview

The Equality Act 2010 is an important piece of legislation which will impact on all organisations – whether you are in the public or private sector.

The legislation harmonises and extends most of the equality legislation from the last 40 years. It extends the groups who are now protected by the legislation and introduces the concept of dual discrimination.

Our training will give you the opportunity to explore the implications of the new legislation and help you to identify what you may need to do or consider as part of the implementation of this legislation.

What are the aims and objectives?

Aim: to give you an overview of the new Equality Act, identify the key priorities and implications for your organisation

Objectives

By the end of the session you will:

  • understand the basic concepts of equality and diversity
  • understand who is protected under the legislation (protected groups)
  • Understand how to apply the legislation in the workplace
  • receive support material, including the codes of practice and guidance
  • appreciate what aspects of business are covered by the legislation  – implications for public and private sector
  • understand the Public Sector Equality Duty – applicable to public sector

Areas covered

  • The equality journey
  • Protected Groups
  • Public sector equality duties
  • Discrimination
  • Enforcement
  • Single Equality Scheme

Who should attend?

All staff in the organisation, to gain an overview of the new legislation and their responsibilities

Benefits

  • Understand the implications of the new legislation
  • Ensure you are up to date on current legislation
  • Ability to review policies to ensure they are in line with new legislation
  • Take stock of your current policy practice and processes
  • Minimise the risks to the organisation

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

  • Immediate reaction
  • 3 month review – progress against objectives, issues raised and experiences
  • 6 month review – measures of success
    • has the attitude and behaviour of the workforce changed?
    • is diversity an integral part of business activity?

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as employee surveys to measure the impact of the Equality Suite on your organisational culture.

Diversity Champions

Overview

Having Diversity Champions is a unique way of mainstreaming all the important work that is already being achieved within an organisation.  The Champions become the conduit for disseminating information, driving behavioural and cultural change across the organisation and link equality, diversity and inclusion into corporate objectives of the organisation.

The Champions can raise awareness of

  • the consequences of harassment and bullying
  • help support staff by facilitating change
  • model behaviour that is a fundamental part of building good business
  • help the organisation work towards being a good employer
  • help employees feel that it is a good place to work

What are the aims and objectives?

Aim: To introduce participants to the concepts of Diversity Champions and how the role of Champions can support the positive behaviours of the organisation

Objectives: by the end of the session you will:

  • understand  some of the key concepts of equality and diversity
  • understand the policy context of equality and diversity
  • have some knowledge of the new Equality legislation
  • understand the role of the Champion
  • be able to challenge discriminatory comments and behaviour
  • know where to find support and resources both internally and externally

Areas covered

  • Equality legislation
  • Role and responsibilities of the Champion
  • Appropriate and inappropriate behaviours
  • Building diversity competence in the workplace

Who should attend?

Those who want to champion equality as part of the organisations culture and competence

Benefits

Minimise the risk to the organisation of getting behaviours wrong

Consequences:

  • poor morale
  • poor employee relations
  • poor performance both of individuals and the business
  • loss of respect for those involved
  • loss of productivity
  • absence issues
  • health and  wellbeing  -s tress
  • organisational reputation
  • financial costs
  • support for employees

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

  • Immediate reaction
  • 3 month review – progress against objectives, issues raised and experiences
  • 6 month review – measures of success
    • has the attitude and behaviour of the workforce changed,
    • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.

Our Suite of Products

Reach Out

Diversity Online

Ambassador Programme

Diversity Plus

The Equality Suite

Insight

Authenticate

 

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