Capability 1C1 Great Western Railway (gwr) Defining Learning Outcomes

As part of this feedback, we noted a significant interest in the “Equality & Diversity” module.

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  “All of the content was very interesting and I’d like to know more!”
  
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  “I’d be keen to have a further update on harassment and the perception of harassment.”
  
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  “Whilst I understand this was a short course, I do feel there is more to be explored on this topic – in particular, it would be great to have a better understanding of the legislation and the company policy with regards to this.”
  

After the initial pilot had been delivered, we held a review meeting with the key stakeholders for the programme and we discussed the feedback we had received with regards to the “Equality & Diversity” module. We noticed that the design was 4.0 out of 5 (although still high was the lowest out of the 5 modules). The main reason for this was that the delegates wanted a longer course for this module.

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  Extended the “Equality & Diversity” module by 3 hours to include role plays and understanding the specific different cultures they regularly come across
  
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  Pre-Coursework – more reading material about the legislation involved in this area is to be sent out along with pre-workshop objectives
  
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  Equality & Diversity Roll Out To 360 Staff – Instead of face to face training we created an elearning programme (1 hour duration) that saved Galliard £36,000 in face to face training (36 days) and also 2,160 hours in work time (360 x 7 hours – 36)we are in the process of creating an e
  

We are committed to treating everyone fairly, we respect and value the diversity of our clients, staff, suppliers and all other people we work with.

Annually we ensure our policies and programmes show due regard for equality, diversity and inclusion. Recently, due to this we have successful identified and supported a member of staff who has special dietary needs (Gluten, Wheat and Dairy free) and also a hearing impaired member of staff where we have supported them through changing the layout of the office, not have background noise as well conducting an equipment audit for them.

In terms of our staff and clients we have disabled toilets and access and prior to any training we check with our clients for any special requirements needed to conduct the training in an inclusive manner. For example, any religious requirements like time out for prayers during certain times of the day, groups where English is not their first language and hence we change the style and content to suit.

All trainers have a checklist which covers a comprehensive list of requirements to make sure that whoever turns up is made to feel welcome and can benefit equally from the programme (Appendix 3 Attachment)

Trainers ensure that any hand-outs, scenarios, case studies and exercises avoid any unhelpful stereotypes and seek to reflect the diversity of society in the UK.

We embed equality and diversity by:

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  Paying attention to the needs of delegates from diverse groups within our course design – including an equality analysis/impact assessment process in our course development to ensure that we give due consideration to inclusivity and accessibility.
  
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  Making explicit to delegates the standards of conduct that we expect in the way that they interact and dealing promptly and appropriately with inappropriate behaviour.
  
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  Identifying opportunities within our training for delegates to work collaboratively in diverse groups.
  
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  Devising creative and respectful ways of using the diverse experiences of delegates to add value to the learning experience for everyone.
  

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  Ensure the integration of equality and diversity into our learning materials to ensure there are no stereotypes for case studies and materials and seek to ensure that they reflect the diversity of society as a whole
  

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  Ensure company documentation, marketing material and website content conforms to equality requirements
  

Best practice in course design and delivery.

2 examples where we have used innovative techniques to reduce travel and classroom time

Virgin Atlantic Training Academy

The Requirement

Virgin wanted to train their 50 account managers in management best practices, sales, influencing and negotiation skills. They were from all over Europe so needed a scalable solution that was cost effective, scalable and did not take up a lot of time out of the office or with travel.

We created the Virgin Training Academy.