Equality and diversity training programs are becoming more important than ever now that workplaces are becoming more and more diverse. It is the employer's responsibility to ensure that all employees are aware of the laws and policies which are in place to protect other employees and guard against discrimination.
By having well designed policies in place and a training program which complements it, a company can receive the benefits of a productive workforce and no harassment, discrimination and victimisation in workplace.
This type of policy can be implemented in a number of ways. It is often a good idea to start the training process right from the hiring process. Long term employees could be introduced to the training program through regular meetings. If you would rather have your employees undergo a more detailed training course, you may also require them to undergo mandatory training sessions during work hours. Another option available to many companies is to have their employees undergo an online training program. Whichever method of training you choose, it is important to keep employees up to date with any changes which may have occurred regarding diversity and discrimination in the workplace. As laws and policies change, extra training maybe required. The training should be ongoing, not a one-time session.
Whichever approach your company takes to training there are some very specific topics which should be covered. A diversity training program must first and foremost cover all the laws that protect individuals from discrimination and harassment as well as what behaviours are and are not acceptable in the workplace. It should also make clear the consequences of ignoring inappropriate workplace behaviours, as many laws and policies make it clear that not speaking out against perceived harassment and discrimination can be just as bad as engaging in this behaviour oneself. This will make clear that behaviours will be monitored in the workplace. It should be made clear that harassment, discrimination and victimisation in any form is detrimental to not only those who are subject to it but to the workplace as a whole.
As the employer, it is your responsibility to ensure that all employees are aware of equality and diversity which will in turn help to create a united workforce and an efficient business. If they do anything that can be considered harassment or discrimination, you can be held responsible if they are not made aware of the appropriate policies and laws.
By having well designed policies in place and a training program which complements it, a company can receive the benefits of a productive workforce and no harassment, discrimination and victimisation in workplace.
This type of policy can be implemented in a number of ways. It is often a good idea to start the training process right from the hiring process. Long term employees could be introduced to the training program through regular meetings. If you would rather have your employees undergo a more detailed training course, you may also require them to undergo mandatory training sessions during work hours. Another option available to many companies is to have their employees undergo an online training program. Whichever method of training you choose, it is important to keep employees up to date with any changes which may have occurred regarding diversity and discrimination in the workplace. As laws and policies change, extra training maybe required. The training should be ongoing, not a one-time session.
Whichever approach your company takes to training there are some very specific topics which should be covered. A diversity training program must first and foremost cover all the laws that protect individuals from discrimination and harassment as well as what behaviours are and are not acceptable in the workplace. It should also make clear the consequences of ignoring inappropriate workplace behaviours, as many laws and policies make it clear that not speaking out against perceived harassment and discrimination can be just as bad as engaging in this behaviour oneself. This will make clear that behaviours will be monitored in the workplace. It should be made clear that harassment, discrimination and victimisation in any form is detrimental to not only those who are subject to it but to the workplace as a whole.
As the employer, it is your responsibility to ensure that all employees are aware of equality and diversity which will in turn help to create a united workforce and an efficient business. If they do anything that can be considered harassment or discrimination, you can be held responsible if they are not made aware of the appropriate policies and laws.
About the Author:
360 diversity delivers equality and diversity training to public, private and third sector businesses throughout the United Kingdom to help them to effectively apply and monitor equality and diversity policies.
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