This page details work carried out by members of the Equally Professional network in relation to staff development.
- Training was given to all Institute staff when the current strategy was drawn up. Additional training has been provided to line managers on changes in employment law and the equality and diversity directives. New members of staff receive training as part of their induction. Articles in staff newsletter around disadvantaged groups.
CIH
- General equal opportunities training provided for all staff. Training given to all staff on important changes – e.g. most recently on age discrimination. Respect for diversity and lifestyles of colleagues and others incorporated into staff values. Staff training reviewed annually. Collect data on age, race, disability and family.
CILIP
- A diversity training programme for staff is under consideration at some point during the 2008/09 financial year. Statistics are maintained in terms of staff recruitment, with particular emphasis on age, gender and race. Monitoring is carried out to benchmark recruitment against the ethnic mix of the population within what is considered to be the usual ‘travel to work’ distances in relation to our offices in London and Corby. The Institute’s HR Manager ensures that recruitment adverts are published so as to reach as wide an audience as possible.
CMI
- Diversity & equality policy in place for all employees, states that ‘Diversity and equality are everyone’s responsibility and all employees are expected to support and implement this policy wholeheartedly.’ Job applicants asked for info on ethnicity and disability.
CIPR
- We have
- a rolling programme of equalities awareness training for all staff
- a rolling programme of recruitment and selection training, which emphasises equal opportunities, for all involved in recruitment procedures
- a programme of equalities impact assessment training, which was cascaded by managers to staff in the autumn of 2007.
This training has been supplemented by other more specialised training from time to time e.g. deaf awareness training to a representative sample of staff in 2005.
GTCE
- Considering need for diversity awareness training in HR action plan. Staff fairly aware of diversity issues but no formal impact assessment. Diversity Forum established to look at embedding diversity across the Institute.
IoP
- Generic diversity training is mandatory for all staff and is provided on an ongoing basis. Specific training is provided on function basis, for example, on how to deal with discrimination complaints, DDA etc.
Law Society