Education
October 18, 2017
Unconscious Bias
October 18, 2017
Public Sector & Corporate
Equality, Diversity and Inclusion Transformational Training:
Customer Care: Rights & Responsibilities
Equal Opportunities Organisational Compliance & Best Practice:
The Equality Act 2010 places equality, diversity and inclusion at the centre of all employment practices and service delivery. Legislation and legal compliance require organisations to ‘actively promote’ equality, diversity and inclusion. This course sets out a clear framework for embedding equality, diversity and inclusion across all aspects of employment and service delivery ensuring that equality goes beyond compliance.
The course will facilitate an exploration of the motivations, skills and thought processes that will assist individual staff in making real, lasting and positive change in the area of equality, diversity and inclusion in employment service delivery. This course will focus on the Personal and Professional Boundaries that apply between staff and service users.
The course will facilitate an exploration of the motivations, skills and thought processes that will assist individual staff in making real, lasting and positive change in the area of equality, diversity and inclusion in employment service delivery. This course will focus on the Personal and Professional Boundaries that apply between staff and service users.
Key Contents:
- Up-date on current Equal Opportunities legislation: The Equality Act 2010
- Explaining the full range of compliance duties and embedding these duties across all organisational services
- Understanding different forms of harassment, discrimination and incident reporting
- Effectively delivering Equal Opportunities policies, impact assessments and operational plans
- To ensure that everyone receives equal treatment and opportunities.
- To challenge stereotypes, prejudices and myths.
- To promote greater efficiency and effectiveness, because equality, diversity and inclusion is about improving organisational performance.
- Equality, Integrity, Honesty and Dignity: ‘Competence’ & ‘Confidence’
- Prevention, Pro-action & Promotion
- Personal & Professional Boundaries: Setting and Understanding the Parameters
- Defining ‘Personal Space’ for staff and service users and methods for ensuring that this is respected and not violated
We will look at how to develop an Inclusive environment that responds effectively to equality, diversity and inclusion and one that creates a truly ‘discrimination free’ environment for staff, service users and those that come into day-to-day contact with the organisation.
Timings and Cost:
This is a half-day course that allows for up to two courses to be delivered in a day, ensuring excellent value. We can train up to 40 staff in each session making two courses in a day extremely cost effective for training up to 80 staff.
Half-day, one course - Course costs available on request
Full day, two courses - Course costs available on request
Full day, two courses - Course costs available on request
Book a Course
Email: info@gordonfrenchassociates.com
Call: +44 (0)20 8650 6880 or 07967 811123
Create your own course
If you cannot see the course you need, please complete our short enquiry form by clicking here and we will create a cost-effective bespoke course just for you.
Coaching and Mentoring Skills
Who Should Attend?
All those who line manage staff. All Managers with responsibility for developing new and existing staff. This will include Staff Development and Human Resource Managers and Senior Management Team members.
This course will clearly define the difference between mentoring and coaching. It will examine what we understand by mentoring and the benefits it can bring to the ‘Mentee’, the ‘Mentor’ and the organisation. What a structured mentoring process looks like. What makes a successful mentor/mentee relationship and the skills needed to be a Mentor. Coaching uses the same skills as mentoring but coaching is short-term and task-based whereas mentoring is a long-term relationship.
The CIPD summarise the difference as follows:
‘A coach has some great questions for your answers, a mentor has some great answers for your questions’
All those who line manage staff. All Managers with responsibility for developing new and existing staff. This will include Staff Development and Human Resource Managers and Senior Management Team members.
This course will clearly define the difference between mentoring and coaching. It will examine what we understand by mentoring and the benefits it can bring to the ‘Mentee’, the ‘Mentor’ and the organisation. What a structured mentoring process looks like. What makes a successful mentor/mentee relationship and the skills needed to be a Mentor. Coaching uses the same skills as mentoring but coaching is short-term and task-based whereas mentoring is a long-term relationship.
The CIPD summarise the difference as follows:
‘A coach has some great questions for your answers, a mentor has some great answers for your questions’
Key Contents:
- Facilitate the exploration of needs, motivations, desires, skills and thought processes to assist the individual in making real, lasting change.
- Use questioning techniques to facilitate Mentee’s own thought processes in order to identify solutions and actions rather than takes a wholly directive approach
- Support the Mentee in setting appropriate goals and methods of assessing progress in relation to these goals
- Observe, listen and ask questions to understand the Mentee’s situation
- Creatively apply tools and techniques, which may include one-to-one training, facilitating, counselling & networking.
- Encourage a commitment to action and the development of lasting personal growth & change.
- Maintain unconditional positive regard for the Mentee, which means that the Mentor is at all times supportive and non-judgemental of the Mentee, their views, lifestyle and aspirations.
- Evaluate the outcomes of the process, using objective measures wherever possible to ensure the relationship is successful and the Mentee is achieving their personal and developmental goals.
- Encourage Mentees to continually improve competencies and to develop new developmental alliances where necessary to achieve their goals.
- Work within their area of personal competence.
- Manage the relationship to ensure the Mentee receives the appropriate level of service and that programmes and interventions are neither too short, nor too long
Timings and Cost:
This is a half-day course that allows for up to two courses to be delivered in a day, ensuring excellent value. We can train up to 40 staff in each session making two courses in a day extremely cost effective for training up to 80 staff.
Half-day, one course - Course costs available on request
Full day, two courses - Course costs available on request
Full day, two courses - Course costs available on request
Book a Course
Email: info@gordonfrenchassociates.com
Call: +44 (0)20 8650 6880 or 07967 811123
Create your own course
If you cannot see the course you need, please complete our short enquiry form by clicking here and we will create a cost-effective bespoke course just for you.
Equality, Diversity & Disability Awareness Training
The Equality Act 2010 places equality & diversity at the centre of every organisations service delivery. This course will set out a clear framework for embedding equality, diversity and inclusion practices with a specific focus on Disability Awareness and the ‘Disability Protected Characteristic’ in the Equality Act 2010. A new protection - discrimination arising from disability, has been introduced. It means that unfavourable treatment because of something connected with a person’s disability is unlawful.
It is unlawful not to make a ‘reasonable adjustment’ for a disabled person and a disabled person no longer has to show that their impairment affects a capacity, such as mobility or manual dexterity. It continues to be lawful to treat a disabled person more favourably than other people.
We will look in detail at the definition of Disability as defined in the Equality Act 2010 and how to identify through a ‘needs based assessment process’ what sorts of ‘reasonable adjustments’ might be needed to accommodate a person with a disability or learning difficulty.
It is now unlawful to ask disability or health-related questions during a selection process, however there are some exceptions. This course will outline successful strategies for interviewing and recruiting people with disabilities.
It is unlawful not to make a ‘reasonable adjustment’ for a disabled person and a disabled person no longer has to show that their impairment affects a capacity, such as mobility or manual dexterity. It continues to be lawful to treat a disabled person more favourably than other people.
We will look in detail at the definition of Disability as defined in the Equality Act 2010 and how to identify through a ‘needs based assessment process’ what sorts of ‘reasonable adjustments’ might be needed to accommodate a person with a disability or learning difficulty.
It is now unlawful to ask disability or health-related questions during a selection process, however there are some exceptions. This course will outline successful strategies for interviewing and recruiting people with disabilities.
Key Contents:
- The Equality Act 2010: The Disability Protected Characteristic.
- How Does a Learning Difficulty Differ from a Disability
- Action Planning & Needs Based Assessment processes for making ‘Reasonable Adjustments’
- Raising Awareness around Disability Discrimination
- Understanding different forms of Disability Harassment and Discrimination
- Ensuring people with Disabilities receive Equal Treatment and Opportunities.
- Challenging Stereotypes, Prejudices and Myths.
- Equality, Integrity, Honesty and Dignity: ‘Competence’ & ‘Confidence’
- Subject & Object: ‘My’ value sets and cultural viewpoints: Luggage or Baggage
- Personal & Professional Boundaries: Setting and Understanding the Parameters
We will look at how to create working and teaching environments that respond effectively and sensitively to disability and learning difficulty, environments that are truly ‘discrimination free’ for disabled staff, service users and those that come into day-to-day contact with the organisation.
Timings and Cost:
This is a half-day course that allows for up to two courses to be delivered in a day, ensuring excellent value. We can train up to 40 staff in each session making two courses in a day extremely cost effective for training up to 80 staff.
Half-day, one course - Course costs available on request
Full day, two courses - Course costs available on request
Full day, two courses - Course costs available on request
Book a Course
Email: info@gordonfrenchassociates.com
Call: +44 (0)20 8650 6880 or 07967 811123
Create your own course
If you cannot see the course you need, please complete our short enquiry form by clicking here and we will create a cost-effective bespoke course just for you.
