How Sticky is your Equality Training?
No matter how fabulous your equality training is, unless you follow up the training and have systems in place to reinforce and embed, you may as well write me a cheque now!
Organisations that have equality embedding do some of the following: (Note: list is far from exhaustive)
- Measure: I dont know who it was who said "you get what you measure" Set equality goals as part of your regular appraisal process in line with your equality action plans. For all staff at all levels
- Publicise: all successes and achievements (you can get some of these from the appraisals) – on your intranet, newsletters, web site etc. Share unashamedly!
- Team Meetings: is equality on the agenda for all your team meetings? If not add it.
- Board members: are your board members trained along with your staff on the legal and regularly framework in this area?
- Management Team: how much are your management team walking and talking role models – if not don’t expect staff to do what they are not doing
- Policies, procedures and practices: are you doing an equality analysis for each policy as you would a risk assessment?
- Recruitment: ensure this isn’t just a tick box. Ask candidates what they understand equality to mean – and look out for “it’s about treating everyone the same”!
- Culture: do staff feel safe to raise concerns? How open are the management team to listen to concerns and challenges to the way things are done?
- Indirect Discrimination: ensure you are fully aware what this means. You may not intentionally unfairly discriminate – that’s no guarantee you wont be
- Consult, Ask, Involve
Feel free to contact us regarding any of the above - what would you add to the list?
