A point of note on Training, my colleagues. Any trainer who we get to
undertake the training has to be aware of the legislative requirements of
all the Equality areas and we have to have evidence of having established
this. Remember always the "reasonable and practicable" test that is there to
try and engender the appropriate institutional spirit through the letter of
the law. We are now expected to be able to justify and defend (in case of
challenges, legal or otherwise) whatever it is that we do, why and when we
do it, how we do it, with whom we do it, what outcomes result and what
action we take because of those particular outcomes, in responding to the
Act's requirements.
Specifically, the RRAA has the General and Specific Duty requirements. We
also need to remember that since July 19, the EU Race Directive Regulations
have become part of the RRAA so when we train our staff, we need to remember
the additional requirements of the new definitions of direct and indirect
racism and also the burden of proof.
The institutional responsibility, accountability and liability under the Act
has been made more onerous and as the responsibility is institutional, it
also means that all those staff who are involved with all institutional
functions that are deemed to be race equality relevant, will need to be
trained and supported in a particular way. Unless this training is based on
appropriately established needs, (identifying and qualifying race equality
relevant functions first, then through effective Communication and
Consultation Strategies with all those staff who are likely-to-be affected)
it might end up leaving them worse off than they were before they undertook
any training.
We all know how challenging this area of functioning is already, please do
not let us make it even more so. Training has to be seen, through evidence,
to be appropriate in that it should be contributing to the bigger picture
of intended institutional good practice, as defined by the RRAA's
requirement.
If we are intending to train staff to be aware of harassment and bullying,
in the way that we should so that they can take the institution in a
particular direction, the following are just some of the questions to be
asked and answered appropriately. What sort of awareness should our staff
have, why, so how should they then be trained, by whom and what will we
expect them to do when they are trained, how will we know when this happens
as it should, or not as the case may be. Who are the appropriate trainers
and how can they be accessed. What other processes and procedures are/should
be there to enable staff to then do their work effectively and how do we
know that the processes and procedures are as effective as they could/should
be.
These are just some of the numerous questions that everyone who is involved
with the institution, has to answer, according to their own
responsibilities, accountabilities and liabilities and unfortunately, or
fortunately, the whole process begins with the statutory requirements that
have been placed on our institutions.
If any further issues arise out of the above, please feel free to raise
them with me at any time.
I look forward to hearing from you soon.
Mannie Kusemamuriwo
Policy Adviser: Ethnicity & Cultural Diversity
Equality Challenge Unit
3rd Floor, 4 Tavistock Place
London WC1H 9RA
Tel 020 7520 7063
Fax 020 7520 7069
[log in to unmask]
-----Original Message-----
From: Caroline Williamson [mailto:[log in to unmask]]
Sent: 05 September 2003 19:46
To: [log in to unmask]
Subject: Re: Training in Harassment and Bullying Awareness
Colleagues:
Re: bullying.
An immensely useful source of support, information and guidance can be found
at www.successunlimited.couk. Tim Field, the creator of this resource has
also produced a number of useful publications, checklists etc.
The website, stories of other people and their experiences and checklists
are particularly useful for those trying to come to terms with the
possibility that they might be being bullied. People can access these
discreetly and on request. Using these materials also takes some of the
heat out of open sessions/workshops. In the early stages of introducing
these initiatives they inevitably attract a mix of perpetrators, 'victims',
'survivors', and those wishing to offer support, guidance, make a point .
etc.
best wishes - Caroline :-)
----- Original Message -----
From: "Gillian Lay" <[log in to unmask]>To:
<[log in to unmask]>Sent: Friday, September 05, 2003 1:15 AM
Subject: Re: Training in Harassment and Bullying Awareness
> Hello - here at Flinders staff traditionally do not attend voluntary
> sessions on harassment / discrimination, but like to go to sessions
> on bullying usually because they have been experiencing the behaviour.
>
> Two ....................
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