Equality and Diversity Training: Bringing Down the Cost of Bullying
While over eighty per cent of employers in the United Kingdom have a stated policy on bullying and harassment in the work place, costly damage cases involving work place bullying continue to appear in the courts. Clearly there is a deeper attitude here that needs taking care of. That is where equality and diversity training is able to save money for employers all over the country.
Bullying is not the only form of harassment or discrimination that regularly crops up in work places throughout the United Kingdom. It is also not the only form of harassment or discrimination that employers in the United Kingdom have created policies to prevent. Unfortunately, just as bullying has remained headline news for a large percentage of the working population in the United Kingdom, so have other forms of discriminatory behaviour. It is because of this that equality and diversity trainingmodules have been developed to target specific areas of inequality in the work place.
A training module can last for half a day or a day, according to the requirements of the company booking the course. In addition to normal training modules, companies are also able to purchase bespoke customised learning programmes, which aim to deliver individual specific or company specific equality and diversity information.
Many of the modules and programmes on the equality and diversity training course lists are workshop based. The workshop format allows the trainers to address causes and misconceptions about discriminatory behaviours like bullying. In a workshop environment every delegate is "in it together" – that is, no one person is singled out or put under the spot light.
Equality and diversity training, aims to start by defining the area of discriminatory behaviour under discussion. Without a clear definition of bullying and harassment, for example, it is difficult to lead a group of delegates into considering how their own styles of management may be construed by the people who work under them.
Once the types of bullying and harassment behaviour have been defined and outlined, the training module is able to move into a discussion of strategies for tackling it. Strategies are discussed in two parts: the first part directly assesses possible ways of dealing with bullying and harassment and the second part attempts to define ways to address cultural issues that may underlie it.
Equality and diversity training also develops an understanding of the legal obligations that a company and the people who work for it have to curb and prevent bullying and harassment. It is this part of the course that concretely defines the financial ramifications for companies that do not implement useful anti bullying strategies. In effect, the first portion of the course explores the bullying behaviour, and the ways in which companies can react to prevent them: while the second part of the course shows what could happen if such prevention does not occur.
Equality and diversity training, aims to finish by allowing delegates to construct a thorough plan of action with direct relevance to their own place of work. By leading delegates through the course in a structured manner, the hope is that a final plan of action will evolve naturally.
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