Diversity & Inclusion Training

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1 Diversity & Inclusion Training greatwithtalent ltd 2013 great{with}diversity is a trademark of greatwithtalent ltd which is registered in the United Kingdom and other countries. +44 (0)

2 Introduction Online learning is a cost effective, flexible and practical intervention. Over the following pages is a comprehensive list of our thirteen diversity and inclusion elearning courses. Whether you have a small group of people or you want to run an elearning program on an ongoing basis or for a larger number of candidates there are a number of options available. Please tell us a little more about your requirement by ing us at or call us on

3 Courses Course Theme Description Learning Outcomes Equality essentials Making sense of equality in practice Realising the benefits of an age diverse workforce This interactive learning tool is designed to demystify and simplify equality issues and provides a practical introduction to the key principles for promoting equality in the. An age-balanced workforce enables your organisation to benefit from a broad mix of skills and experience and gives you the edge in catering for a multi-generation audience. What we mean by equality and diversity The basic provisions of the Equality Act 2010 The key benefits of good equality practice in the How to recognise and challenge inappropriate behaviour at work How to provide an inclusive and accessible customer experience How to put equality policy into practice. The responsibilities of employers and employees under the Equality Act 2010 Why age is a key aspect of diversity Why it is misleading, unreasonable and unlawful to make assumptions about people s abilities based on age alone How an age-balanced workforce can give your organisation a healthy combination of fresh thinking, new ideas, stability and experience How to prevent ageism in the recruitment process Age laws designed to protect employees throughout their working lives How the abolition of the Default Retirement Age (DRA) impacts on your organisation. 3

4 Bullying and harassment: effective interventions 15 min Challenging behaviour: Dealing with bullying and harassment in the Disability confident: Working with disabled customers and colleagues Knowing how to respond effectively is key to dealing with unacceptable behaviour. This bite-size video briefing looks at what victims and bystanders can do to challenge bullying and harassment in the and the wider role of managers and organisations in tackling the problem. Combining original drama with personal testimony and expert analysis, this e-learning course covers a wide range of bullying and harassment issues, giving employees the tools for recognising and tackling inappropriate behaviour and the skills for working successfully as part of a diverse team. Developed in partnership with Business Disability Forum (BDF), this course combines original drama with powerful personal testimony from people with a range of disabilities and insight from the experts to show the practical steps you need to take in order to provide effective service for disabled customers and support disabled colleagues and staff. How victims of bullying and harassment can take effective action to confront perpetrators What bystanders can do to intervene and challenge unacceptable behaviour The importance of supporting colleagues who are being bullied and harassed The responsibility of managers and organisations to deal with bullying and harassment in an effective way. Why certain behaviours are inappropriate. What constitutes bullying and harassment and the damage it can cause to your organisation. The legal responsibilities of employers and employees with regards to bullying and harassment under the Equality Act How to identify and respond to bullying and harassment in the. The skills necessary to work successfully as part of a diverse team. The advantages of being disability confident Why we may need to challenge our attitudes to disability The requirements of the Equality Act 2010 with regards to disabled people The most appropriate ways to work with disabled colleagues and how to communicate with and serve disabled customers The types of reasonable adjustments that need to be made for staff and customers with disabilities The importance of promoting appropriate behaviour in relation to deliberate bullying and harassment a diverse team. 4

5 The Diversity Challenge: Maximising the potential of our diverse workforce The diversity challenge combines key learning points with original drama and analysis from diversity experts to encourage your employees to challenge long-held misconceptions and prejudices about race, age, disability and all the other ways in which we differ and appreciate the true benefits of a diverse workforce. What we mean by diversity at work The benefits of having a diverse workforce How to actively support and manage a diverse How to develop diverse products and services The responsibilities of employers and employees under the Equality Act 2010 Why unwitting discrimination and harassment happens and what we can do to address it How to remove unhelpful 'filters' when recruiting and selecting people. Working effectively with the Equality Act min Focusing on the key provisions of the Equality Act, the course contains a total of 20 powerful dramatised scenarios and expert insight into how we can recognise and challenge offensive or inappropriate behaviour and reap the benefits of a diverse and inclusive workforce. The provisions of the Equality Act 2010 What constitute protected characteristics under the Act The seven types of discrimination covered under by the Act The business benefits of an inclusive How to recognise and challenge inappropriate behaviour How to provide an inclusive and accessible customer service. Gender matters: Creating an inclusive for both men and women Valuing employees on the basis of their ability and not their gender is a crucial part of building a fair and inclusive. This course looks at the benefits of a genderinclusive and what we can do to achieve it. Employers and employees obligations under the Equality Act 2010 real-life factors that support and inhibit gender balance at work how people s needs differ depending on their gender gender bias in employment, including for people undertaking gender reassignment How to effective build working relationships through organisational culture change adverse team. 5

6 Maternity and paternity: The management guide 140 min There are few more important moments in a person s life than becoming a parent and as an employer, you have an important role in supporting them on their journey. The process starts from the moment you are informed of a pregnancy and continues far beyond your employee s return to work - and the investment you make in effective communication and planning will be extremely important for the employee s wellbeing and commitment to return. Employee maternity and paternity will also impact on your other employees and the organisation as a whole, so the effective management of any transitions and changes will be important for the smooth operation of your business. The law regarding maternity and paternity The business and societal factors that demand best practice when managing maternity and paternity How to develop your awareness of the issues surrounding maternity and paternity How to manage maternity and paternity transitions effectively How to apply a simple and effective framework to underpin and support planning, communication and negotiations. Creating an inclusive 90 min Challenging our perceptions of race and understanding the benefits of an ethnically and culturally diverse workforce are key to tackling racial inequality in the and creating equality of opportunity. This course combines original drama with insight from leading equality and diversity experts and legal analysis to provide an essential toolkit for eliminating discrimination in the and building a fairer and more inclusive working environment. The requirements of the Equality Act 2010 Why race and culture are key issues within the The importance of appropriate behaviour in creating an inclusive The importance of equality of opportunity and how honest, objective appraisals can help support this The main barriers to career development for many minority or ethnic groups a diverse team. 6

7 Religion and belief: Respecting and accommodating faith and belief in the Enabling people of different beliefs to work together in harmony is essential for any organisation that wants to get the best from all of its employees and cater to a diverse client base. The Equality Act 2010 makes it illegal to discriminate against employees, job seekers or trainees on the grounds of religion or belief, or lack thereof. With the UK enjoying greater religious diversity than any other country in the European Union, the challenge of enabling different beliefs to work together is a particularly important one. This course provides guidance on best practice and emphasises the value of a religiously diverse and inclusive. Employers and employees obligations under the Equality Act 2010 and certain behaviours that might be unlawful The variety of religions and beliefs in the UK today The benefits of having a religiously-diverse workforce The right of employees with no religion to be respected and treated no less favorably than their religious colleagues a diverse team. Sexual orientation: Respecting lesbian, gay and bisexual people in the 55 min Understanding bias: How to eliminate prejudice in your organisation The Equality Act 2010 outlaws discrimination against employees, jobseekers or trainees on the basis of sexual orientation. This course has been designed to help employees to work successfully with LGB customers and colleagues and create a fair and inclusive where everyone can give their best. Understanding Bias takes an in-depth look at the nature of bias and how it impacts on the. The course provides psychological insights into how our own behaviour might be affected by prejudice and looks at what we can do to reduce or eliminate its influence in the decisions that we make. Suitable for teams of all types, the course has been designed to help people at all levels including operational managers and staff, HR managers and trainers and senior executives and business leaders. What the Equality Act 2010 says about sexual orientation Why certain behaviours are inappropriate and offensive The types of prejudice that lesbian, gay or bisexual people can face Why you can t always be sure of someone s sexual orientation, and therefore should not make assumptions a diverse team How to create a working environment based on respect. How and why people are biased How unconscious bias can impact on the and on working relationships What we can do to reduce or eliminate bias from our decisionmaking process How to address bias in specific situations, such as recruitment and performance management 7

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