Hi Andrea

 

I’ve just started at Goldsmiths (6 weeks ago) and am currently developing training here.  I previously worked at The National Archives where we held a half day mandatory E&D training session.  It was a really interactive session which covered the Equality Act 2010, focusing on protected characteristics/types of discrimination in the main.  We used case studies to illustrate the legislation in practice and people worked in small groups to problem solve. 

 

Following on we focused on our strategic direction and action plan, giving examples of initiatives that had improved access, inclusion and diversity (E&D in practice) ending with the emphasis on individuals to participate and take responsibility in their own areas.  We have a strategy for mainstreaming E&D at The National Archives and have already seen many things come to fruition and a real shift in the culture so E&D is becoming really embedded.

 

So I think we took a very similar approach to you from what I can gather and around 90% of the feedback we had from around 540 attendees was ‘very good’ or ‘excellent’.   I think it can be really difficult to please everyone with mandatory training.  Have you thought about running some additional sessions that are more specialised/high level based on the feedback and requirements of individuals?   

 

I had the same problem with induction which became much shorter as the training developed because what I had previously covered in induction was then included in the training. So a very short snappy induction session, an overview of 15mins with questions. 

 

I was just beginning to develop some training on unconscious bias to incorporate into the training but then departed for Goldsmiths.  I’d really like to discuss this further and any information you can give about how you’ve incorporated unconscious bias into your training would be much appreciated. I’d also like to explore the possibility of developing an online module too. Do you have a telephone number I could contact you on? 

 

Kind regards

 

Parveen Betab

Equality and Diversity Manager

Goldsmiths College

 

Tel: 020 7919 7997

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Hi

 

I was hoping you might have some helpful tips about improving our E&D Induction session of 30 minutes or be willing to share what you do?

 

At present we have mandatory E&D training for all new starters which includes:

·         An online module which covers the legislation (Equality Act 2010) and

·         A 30 minute presentation at the Corporate Induction event which covers, bias/unconscious bias, what diversity is, expected behaviours, organisational policies and procedures.

 

Feedback on the 30 minute presentation is very mixed, some staff really appreciate the topic, discussions and videos and others feel it is too superficial, general and ‘too low level’.

 

Some difficulties with the Corporate Induction are:

·         I don’t want to duplicate the online module as I don’t want to bore people. Besides the legislation and compliance is important but there are ‘softer’ aspects I want to cover as well.

·         Our Induction is for all staff ranging from security guards, facilities operatives, administrators/secretaries, IT staff, academics at all levels and deans and directors of service. Their existing knowledge differs greatly as does their exposure to students and other staff.

·         The E&D modules are mandatory as our VC and some senior managers belief very strongly that equality is important and want to ensure that these values are communicated clearly to all new staff.

·         I want all new staff to understand that E&D is everybody’s responsibility and not something that ‘just sits in HR’.

 

I was wondering whether in your institution you have some form of mandatory E&D training, how long that is, what topics you cover? Would it be better to pick one area for a 30 minute Induction event rather than try and cover very briefly a different range?

 

Kind regards,

Andrea

 

Andrea Lechner

HRM (Development & Diversity)

Anglia Ruskin University

 

 

 

 

 

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