All companies know they need to take part in regular equality and diversity training courses. Financial restraints may mean you have to run the courses yourself, instead of bringing in a professional. But with finances well and truly squeezed right now, how can you make sure you run a killer course on a budget?
If you are planning to hold your next employment training course, you’ll probably be looking into how you can make it educational and interesting. In this article, there are four simple tips for how you can nail your next course:
1) Define Diversity
Diversity training can be tricky to master, simply because it is an umbrella term for so much. To make sure all your employees completely understand what the training will encompass, you need to thoroughly define what exactly diversity means. Explain that it covers race, age, gender, religion, sexual orientation, disability and much more. Staff may be surprised at just how broad it really is.
2) Define the Training
Just like the term itself, equality training can also cover an array of topics and areas. In order to make the time as enjoyable and enlightening for everyone involved, it would be advisable to outline exactly what you’re going to cover. This should include employment law basics, as well as awareness and acceptance of diversity, cultural views, and historical information.
3) Define Your Objectives
Once you have defined, to yourself and your staff, what you’re covering in your training and what the ‘jargon’ means, you then need to develop and define your objectives. This is essentially what you want your staff to learn during the training. You want your staff to leave with certain levels of knowledge and new skills, so make sure these are clearly defined.
4) Define Your Desired Outcomes
The next step is equally as important. Employers should understand that you can’t completely change someone’s beliefs; however they need to understand what is appropriate for the office. Your desired outcomes then, should be based on how you want the behaviour in the office to change. As anti-discriminatory can be a grey area, you need to make sure you are completely clear on what you’re teaching.
As the employer, you are going to be held liable for any discriminatory behaviour that takes place in the work place. This covers everything from overtly derogatory statements to what is sometimes described as workplace ‘banter’. Employment tribunals are damaging to both your reputation and your finances so it is your best interests to be vigilant when it comes to diversity.