The ultimate goal of any organisational equality and diversity training initiative will be to achieve an employment system characterised by equality that realises an harmonious work environment, that maximises the opportunity and ability of all to reach their potential and to contribute to organisational and individual success.

When providing training the training objectives should always be stated.  The focus of training is to give participants the opportunity to gain knowledge and increase awareness, reflect on their attitudes, develop their skill and to adapt organisational and individual processes and behaviour where necessary.

Examples of objectives might include:

Intercultural Training:  Raise awareness and understanding among participants to equip them to operate in a multi-ethnic workplace.

Anti-harassment and Bullying Training: Educate all staff on issues of sexual harassment, harassment and bullying and inform them of their roles and responsibilities in ensuring a harassment and bullying free work environment.

Disability Training: Enable participants to identify the barriers to participation and establish the accommodation required to enable people with disabilities to participate in the workplace.

Recruitment and Selection Training:  Increase the knowledge and skills of staff responsible for and involved in any way in the procedures and processes of recruitment, selection, appointments and promotions.

Senior Management Training:  Raise awareness of their legal and company responsibility and accountability and any organisational weakness and develop their ability to formulate strategic plans in relation to equality and human rights.

Examples of Content of Equality and Human Rights Training in relation to the Nine Grounds

Disability Equality Training should include:

  • Defining disability
  • Beliefs and attitudes in relation to disability
  • Assumptions, stereotypes and prejudice
  • Facts about people with disabilities – dispelling the myths
  • Legislation and relevant human rights instruments
  • People with disabilities in equality and human rights policy and procedures
  • Reasonable accommodation of people with disabilities
  • Positive action
  • Case studies
  • Action programme to achieve inclusion for employees with disabilities
  • Role of information technology.

Age Equality Training should include:

  • Legislation and human rights instruments
  • Positive Action
  • Aging and ageism (younger and older people) issues
  • Assumptions, stereotypes and prejudice
  • Impact of ageism in the workplace
  • Age issues in equality and human rights policy and procedures
  • Positive actions permitted for people over 50 years
  • Initiatives and action programmes
  • Age management skills.

LGBTI training should include:

  • Equality legislation in relation to lesbian, gay, bisexual, transgender and intersex (LGBTI ) people and human rights instruments
  • Sexual orientation and transgender and intersex identities in equality and human rights policies and procedures
  • Facts and common myths about LGBTI people
  • Assumptions, stereotyping and prejudice
  • Understanding why sexual orientation and gender identity are workplace issues
  • Individual and workplace sensitivity to issues affecting LGBTI employees or prospective employees
  • Supports required in the workplace.

Please note that these factsheets are for information only. They do not constitute legal advice and should not be treated as such.