Equality and Diversity: Meeting The Challenges of the Equality Act (3 days)

Equality and Diversity: Meeting The Challenges of the Equality Act (3 days)
11 Oct 2010	WS3366	£679	London Euston (11-12 October and 4 November 2010)
13 Oct 2010	WS3368	£659	Birmingham City Centre (13-14 October and 3 November 2010)
18 Oct 2010	WS3367	£659	Leeds City Centre (18-19 October and 2 November 2010)
31 Jan 2011	WS3794	£659	Leeds City Centre (31 January to 2 February 2010)
15 Feb 2011	WS3795	£659	Birmingham City Centre (15-17 February 2010)
01 Mar 2011	WS3796	£679	London Euston (1-3 March 2010)
24 May 2011	WS3797	£679	London Euston (24-26 May 2010)
07 Jun 2011	WS3798	£659	Leeds City Centre (7-9 June 2010)
14 Jun 2011	WS3799	£659	Birmingham City Centre (14-16 June 2010)
19 Sep 2011	WS3800	£659	Leeds City Centre (19-21 September 2010)
26 Sep 2011	WS3801	£659	Birmingham City Centre (26-28 September 2010)
04 Oct 2011	WS3802	£679	London Euston (4-6 October 2010)
Click on dates above for details & booking

217

3 day Programme

Latest Legislation, Single Equality Schemes & Impact Assessments

All organisations that receive Government funding are expected to operate to the highest standards in promoting equality and diversity. The Equality Act 2010, largely effective as of 01 October 2010 places increased responsibilities on public sector bodies to have robust and transparent processes/reporting in place.

These responsibilities will be cascaded to all organisations that work with or in the public sector as ministers have already pointed out that with an annual expenditure of around £200 billion every year on goods and services, the public sector has “an important opportunity to use its purchasing power to promote equality

In a similar vein the latest Common Inspection Framework places increased pressure on learning providers to promote equality, tackle discrimination and narrow achievement gaps; and in doing so it expects, and in some cases requires learning providers to assess the impact of their work in relation to equality and diversity, taking appropriate action in response to their findings.

In business terms, Single Equality Schemes and the undertaking of rigorous equality and diversity impact assessments are now going to be a necessity for most organisations. The Government itself is already facing the threat of legal action for failing to adhere to Equality legislation and this if nothing else provides a clear warning to others of the need to understand and adhere to the latest legislation.

With the recent change of Government there have been many changes to planned implementation but Five things are very clear:-

There is no suggestion or proposal that the October 2010 starting date for the Equality Act and the April 2011 implementation date for the new public equality duties under the Actwill be changed. This means that most elements of the act will come into effect on 01 October 2010
There isgoing to be a strong and robustshift away from a prescribed "top down" model of impact assessments and single equality schemes. A localised model forthese arrangementsthat is "fit for local purpose" is very strongly suggested.
The Coalition Government are already taking forward proposals to either abolish or replace some strategic public bodies such as regional development agencies and NHS Trusts who have obligations under the socio economic clause of the Equality Act. This clause is highly sensitive politically and it is being speculated that the Coalition Government will make arrangements to repeal this clause.
In the same way, there is political controversy over further clauses in the Equality Act concerning equal pay audits and what has been called the "tie breaker" for recruitment/selection interview panels to considerusing when faced with equally matching candidates from different diversity strands.
The Coalition Government face the prospect of being taken to court by the Commission for Equality and Human Rights as well as the Fawcett Society in terms of the October 2010spending reviews which it is being alleged have not been equality proofed for impact in terms of how, for example, budget cuts might cause some groups a greater detriment than others.

This 3-day programme is designed as a One Stop Shop! It is designed to bring participants up to date with the latest on the Equality Act 2010, Equality and Diversity Legislation and the ways it can be best complied with and then provides practical and pragmatic help with the 2 biggest challenges, Single Equality Schemes and Impact Assessments.

For Whom

This 3-day programme is designed to help participants to understand the latest legal requirements of the Equality Act 2010, to help them to understand and develop a Single Equality Scheme and use the very valuable impact assessment tools.

It is especially suited to all those involved in strategic operational, and HR management roles within public sector and/or national/large regional organisations receiving government funding.

Including Representatives from:

Schools
FE Colleges
Independent Training Provider Organisations
Infrastructure Organisations
Public Sector Bodies
All Bodies using or hoping to use Public Funding

Day 1 in isolation, see modular options below, is also considered suitable for

Teachers, Trainers and Learning Support Staff involved with learners
Operational and HR Managers including Centre Managers and Verifiers
Front line staff who liaise with employers

IMPORTANT OPTIONS - Modular Programme

The 3- day programme covers all the key requirements of the current and pending equality and diversity legislation and it is recommended that the programme is attended as a whole. It is recognised however, that not everyone will be able to attend on three consecutive days and indeed some people will only wish to cover specific issues. Consequently, each day of the programme can be attended in isolation. Days 2 and 3 begin with a recap on the core underlying legislation that was covered on Day 1. Where delegates are attending all three days, there is an option to join the programme at morning break, 10.45, on each day and miss the legislative review element. The 3-day programme attracts a price discount over booking single days. Booking options are thus:

Full 3-day Programme
Day 1 – Understanding and Implementing the Latest Legislation
Day 2 – Equality Impact Assessments Made Easy
Day 3 – Developing and Implementing a Single Equality Scheme

To help participants decide which option is most suitable for them it is also recommended that those who cannot answer most of the following questions, confidently and without recourse to reference materials, should attend the 3-day programme.

What are the eight existing discrimination statutes?

What is meant by the phrase "associated discrimination"?
Outline two examples of the economic argument for equality and diversity?
List three different issues associated with the prevailing demographic time bomb
Where and why is Positive Discrimination allowed in employment (in one part of the UK?)
What do you understand to be the intention behind the 2010 Equality Act?
List six of the 13 proposals within the 2010 Equality Act
What are the grounds for a GOQ or a GOR?

Those who have attended our previous workshops on Equality and Diversity Effective Implementation or our workshop on The Equality Act for Schools and Colleges should be able to attend days 2 and 3 without attending on day 1

CONTENT

DAY 1 – Understanding and Implementing the Latest Legislation

The first day of this modular programme is designed to ensure that participants have a robust knowledge of the latest legislation and how it applies in practice. In doing so the workshop also explores the very real ways in which political correctness can go astray. Far too often, initiatives are instigated in good faith but due to a lackof real knowledge on what is good and/or effective practice looks like are fundamentally flawed.

The workshop therefore covers the content of the Equality Act 2010 and the immediate implementation decisions of this new statute, taken by the Coalition Government. We also look at issues and new concepts already arising from this legislation and proposed draft Codes of Practice which will be put before the new Parliament.

With this up to date knowledge participants are then ready to look at the, operationally, most challenging “requirements” of the latest legislation, (technically its not actually a specified requirement but just about the only way the requirements can be effectively met in practice) Impact Assessments.

Day 1 Aims and Objectives

As a result of this workshop delegates will:-

Understand the potential impact of equality and diversity legislation, - with signposts about the importance of equality impact assessment tools
Understand individual and organisational responsibilities – and the growing emphasis upon organisational duties
Be in a better position to challenge unacceptable behaviour
Be in a position to clearly articulate the considerations which have shaped, and which continue to shape, equality and diversity including:

Legal
Business
Demographic
Historical
Moral

Be able to relate more easily to academic concepts and models used in the study, definition and application of equality and diversity strategies
Be equipped with practical and tangible ideas to audit and develop best practice within both the workplace and from a service delivery perspective

Day 1 Content

Examines the economic, legal and demographic drivers which are currently shaping equality and diversity issues

Discusses how these three drivers are impacting upon service delivery, employment and your stakeholders in the public and private sector
Revisits prevailing legislation on discrimination with signposts about the impact of both recent judicial decisions and those in Parliament
Defines new concepts and terms on discrimination and allied issues
Reconciles these drivers with your existing employment and service delivery policies, protocols and procedures
Examines prevailing best practice in the public and private sector on equalities and diversity
Highlights what external scrutiny regimes are looking for when they inspect your existing provision on equalities and diversity
Provides opportunities for problem solving and sharing issues from your workplace
Highlights prevailing and expected changes within theequality and diversity legislative framework
Signposts the gradual shift from an individual to an organisational focus upon these issues
Highlights, the proven, importance of Equality Impact Assessment Tools as a way of addressing the new and growing public equality duties
Signposts sources of external information and advice on all these issues

The specific requirements for Schools and Colleges – Note this section is the last session (45 Minutes) of the day and optional for those not involved in the educational sector.

DAY 2 – Impact Assessments Made Easy

Equality Impact Assessments have been used successfully in the last decade by a large number of public bodies to address the equality duties on race, gender and disability. The new public equality duties will extend to embrace age, sexual orientation, religion & belief - so that similar, vital attention will also need to be given to these areas in the very near future.

Introducing and/or updating Equality and Diversity impact assessments needs to be approached with great care. The size and complexity of the task can be daunting and it is imperative that an approach is adopted that is both effective and time-efficient. The overarching approach should be to “carefully consider” each impact assessment and respond in a way that is “reasonable, practical and proportionate”.

Day 2 outlines what needs to be done - where, when and how to make equality and diversity impact assessments effective. It illustrates approaches and provides both templates and solutions that minimise the burden whilst ensuring overall effectiveness is maintained

Participants are encouraged to bring their equality and diversity impact assessment toolkits to the workshop to use as a base for discussion and review. Exemplar toolkits are provided for those looking to introduce impact assessments for the first time or wishing to evaluate different approaches.

Day 2 Aims and Objectives

By attending this workshop participants will understand or understand better:

How to implement Effective Equality and Diversity Impact Assessments
The Stages and Process that need to be followed
The importance of action planning, monitoring and review
The underpinning the legislation that drives the need for EDIAs

Day 2 Content

The workshop is split into 5 distinct but related sections

1 Review of the prevailing legal situation/expectations

Snapshot of the existing equality law framework
Steady shift in the burden of proof
Vicarious liability
Content and parliamentary passage of the Equality Bill, April 2009.
Implications for public sector organisations
Implications for stakeholders
Expectations - Ofsted Inspection and similar scrutiny regimes

Please note that the first 90 minutes of the workshop provides a summary overview of the key underpinning legislation and delegates. Delegates who have attended our workshop on Understanding and Implementing the Latest Legislation, our 2 day workshop on Single Equality Schemes or are attending this event as part of our 3 day programme on Equality and Diversity 2010/11 may wish to miss this part and arrive at 10.45 for core content.

2 What should good Impact Assessment toolkits or staged process guidance comprise?

Aims – governance/management/implementation
Existing data and intelligence
New sources of data and intelligence
Fast track assessments
In depth assessments – positive/neutral/adverse
Consultation and Involvement strategies/processes
Action Planning – Joining up to Single Equality or Diversity Specific Schemes
Publication
Monitoring and Review
Quality Assurance
Links to Single Equality Schemes

3 Working through and engaging with each of the processes?

This session looks in more detail at each of the above key stages and process and how they work in practice.
This session includes:

a user-friendly Equality Impact Assessment tool to use for, and within, a Single Equality Scheme
case studies showing how the Impact Assessment tool can either "fast track" policies and procedures (employment or service delivery) OR subject them to a more detailed journey through consultative and subsequent decision-making stages
illustration of how to use an EqualityImpact Assessment Tool to identify areas for improvement in employment or service delivery

4 Contextualisation

Session 4 explores individual examples, situations and issues faced by participants and explores how the recommended principles and approaches could be applied. In doing so, this session uses live situations to help participants contextualise the techniques better and understand how to apply them in actual situations they have encountered.

5 Sources of further help/signposting to other support

Many organisations approaching Impact Assessment for the first time are likely to find that others have met the same or similar situations before. Using the experiences of others can often provide a fast and effective range of ways to assess impact. This session highlights some of the options available for tapping into such resources.

DAY 3 - Developing a Single Equality Scheme

The final day of this 3 day programme is deigned to help participants bring all the points of convergence and divergence between the equality and diversity strands and impacts assessments are brought together and "fine tuned" within the resultant Single Equality Duty and Scheme, being considered by their own organisation.

Day 3 Aims and Objectives

To provide frameworks and guidance to help participants develop single equality schemes including:

An outline of the factors and drivers underpinning single equality schemes
Templates and Guidance and a framework for a robust single equality scheme
Scope for analysis of how your own Single Equality Scheme meets good quality and proven external benchmarks
Information on how impact assessment processes plug into your own Single Equality Scheme
The clear link between Single Equality Scheme action points with all other corporate strategies and expected outputs

Day 3 Content:-

Reminds delegates about the extension of the equalityduty to sexual orientation, age and religion & belief within the implementation schedule for the Equality Act 2010.
Looks at best practice in some sectors already embracing all the equality and diversity strands within a Single Equality Scheme
Provides a generic framework for a Single Equality Scheme in governance, comprehensivemanagementaction planning, embracing the people you employ, the people you serve and all your stakeholders- as well as those you anticipate you might employ, serve or work with as stakeholders
Will advise on how best to integrate the Impact Assessment process within Single Equality Schemes
Provides opportunities for problem sharing and solving issues within a Single Equality Duty and Scheme
Provides information about how Equality Steering Groups and other in house support mechanisms can assist with the implementation of Single Equality Schemes
Signposts sources of external support, information and guidance on the new equality duties
Reminds participants where Equality Impact Assessments complement Single Equality Schemes (note our related workshop on Equality Impact Assessments or our 3-day Equality and Diversity programme provide full coverage of Impact Assessments.)

Please note that the first 90 minutes of day 3 provides a summary overview of the key underpinning legislation and delegates. Delegates who have attended our workshop on Understanding and Implementing the Latest Legislation, our 2-day workshop on Single Equality Schemes or are attending this event as part of our 3-day programme on Equality and Diversity 2010/11 may wish to miss this part and arrive at 10.45 for core content.

Bring With You

Participants are encouraged to bring their existing Policies, Single Equality Schemes and equality and diversity impact assessment tool kits to the workshop to use as a base for discussion and review. Please select as appropriate to the content of individual days.

This is not essential and for those who do not have such processes in place Exemplar toolkits are provided for those looking to introduce for the first time or wishing to evaluate different approaches.

Presenter

The workshop is led by an equality and diversity professional with experience as a former officer with the Equality and Human Rights Commission, and its predecessor body the Equal Opportunities Commission

Delivery Style

The workshop delivery style is lively, participative and sensitive to your needs. Throughout the day a range of activities will be undertaken, including:-

You the jury – your verdict on real people with real discrimination cases.
Demographic quiz
Media observatory
Formal tutorials
Templates Checklists and Guidance
One-to-one Interviews
Group Workshops
Open Plenary Debates
Problem Solving and Sharing
Open “Surgery” on your policies and practice
Benchmarking best practice in the public and private sectors
SMART/SMARTER Action Planning

Related Equality and Diversity Workshops

Certificates of Professional Development.

Formal Certificates of Development will be issued, by post, to participants who complete this workshop. These certificates will detail the key learning aims and the face-to-face learning hours undertaken, enabling participants to update their CPD records and logs accordingly. The workshop also allows time, during the day, for participants to reflect on and record their personal learning development and consider how best to apply the knowledge gained on return to work. This element of the programme is designed to maximise the benefits from attending and enable participants to make better review judgments when recording their CPD activities.

Excellence in Learning