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E-Learning Equality & Diversity Training Programmes are currently being revised in line with NHSGGC's Equality Scheme and the new Equality Act. The new Equality & Diversity Learning & Education Intranet site will have all the information you need and will be going live soon. Watch this space for details. E Learning in NHSGGC is now available via LearnPro. Once you have registered and chosen your course(s), you will be able to access your learning from most Internet connected PCs 24 hours a day, 7 days a week, so you can learn at your own pace and at a time that suits you. Don't worry if you've never used this type of learning before, there will be someone to help get you started and answer any questions you may have along the way. Most of these courses have been mapped to the core dimensions of the NHS Knowledge and Skills Framework (KSF). These courses will enable staff to contribute directly to the achievement of their Personal Development Plan (PDP) as agreed with their Line Manager. For any e-learning enquiries can you please contact: Derrick Grant Learning Centre Co-ordinator Gartnavel Royal Hospital 1055 Great Western Road Glasgow G12 0XH Tel: 0141 201 4475 (internal 64475)
Courses available for "Equality, Diversity & Rights"
Equality and Diversity Corporate Induction Module Overview/Description This equality and diversity course was created in-house by the Equality and Diversity team and Learning and Education Team. This course is primarily aimed at those staff that have basic or no knowledge of equality and diversity issues in NHSGGC. At the end of the course staff should be aware of the following:
Target Audience All employees of NHSGGC Expected Duration 1.5 hours
Lesson Objectives: Defining equality and diversity and why it is important when planning and designing and delivering services for staff, patients/carers in the NHS. Understanding and recognising the different levels of discrinmination The effects of prejudice and stereotyping and how they interact with the cycle of discrimination. How does discrimination impact on healthcare and what are the legal duties and policies that NHSGGC staff be aware of. Examples of discriminatory behaviour such as bullying, harassment and victimization. How to challenge discrimination. What NHSGGC expects from you and the benefits of equality and diversity.
Managing Diversity (UK) Overview/Description "The management of diversity really just means managing people well." Fern Lebo, quoted in Wheatley and Griffiths, 1997. This course shows you how to manage people well. You will establish the background to diversity practices, be able to make a strong case for diversity, and explore a blueprint for the implementation of diversity in any workplace. Finally, you will examine some of the major issues in diversity: age, gender, ethnicity and disability. The course will help you to see the truth in R. Roosevelt Thomas' words: "Managers have to manage people not like themselves," and be able to put into effect actions to bring these words to life. Target Audience Managers or supervisors who are concerned with diversity issues in their organisations. Expected Duration 5.0 hours Lesson Objectives The Case for Diversity recognise the benefits of implementing diversity practices in the workplace. distinguish between the concepts of diversity and equal opportunities. determine which advantages a company can gain by developing diversity practices. recognise successful and unsuccessful initiatives for implementing diversity. analyse the changes in, application of, and effectiveness of equal opportunities and diversity initiatives in the UK, from supplied data. Implementing Diversity recognise the value of establishing a model of actions to aid in implementing diversity practices. apply the four-stage model for effectively implementing diversity practices in a given scenario. determine whether a given company has applied good practice in communicating the implementation of diversity strategies. apply good practice in policies and procedures to implement diversity strategies in a given situation. Managing the Diverse Workforce recognise the benefits of knowing the requirements for managing diversity. select the key characteristics of a diverse workforce. identify the attributes of the key skills that managers need to effectively implement diversity initiatives. apply best practice in managing a diverse workforce. characterise a culture of diversity. Overview/Description Everyone spends a lot of time at work. You need to know what is expected of you, and what you can expect of your employer. Whatever your role in an organisation, you need to understand employment rights--how they apply to you, and how you apply them to others. This course examines the rights of individuals in the workplace. By the end of the course, you will know the main points of employment law, as applied to individual rights. You will also be able to establish their impact on individual workers, employers and managers. The course distinguishes between statutory rights, and rights gained through employment contracts, and details what these rights are. Finally, you will explore how employment rights can be upheld. Target Audience All managers and supervisors. Expected Duration 5.0 hours Lesson Objectives Statutory Rights recognise the value of identifying statutory employment rights. recognise the tests that can be applied to determine whether statutory employment rights apply. determine whether statutory rights apply in a given situation. identify the key statutory rights in relation to employment. determine statutory employment rights in a given business scenario. Contracts of Employment recognise the value of identifying elements of the contract of employment. apply the identified principles of contracts in a given situation. establish which implicit terms are included in given employment contracts determine the ways of varying a contract of employment within given examples. Upholding Rights identify the benefits of knowing the procedures for upholding employment rights. apply ACAS guidelines correctly in a given grievance procedure. apply ACAS guidelines correctly in a given disciplinary scenario. sequence the events when a complaint is made at an Employment Tribunal. identify the possible awards that may be made by an Employment Tribunal. Overview/Description "One of the most significant pieces of constitutional legislation enacted in the United Kingdom" (Guidance to the Act by the Home Office, 2000). This course outlines the Human Rights Act 1998. No one in Britain today will be unaffected by this Act. Understanding the Act, where it comes from and what it will do are essential parts of your knowledge base. Details of the Act as a whole will be outlined, however the focus of the course will be the impact of the Act on employment rights. The Act has had, and will increasingly have, a major impact on all types of businesses. However, public authorities, and anyone who undertakes work for them will be most affected by the Act. Therefore, in completing this course you will be able to offer informed guidance about the Act and its implications. Some organisations think that the Act will have no effect on them. They're wrong! Target Audience Managers and supervisors requiring an understanding of the Human Rights Act and its impact on employment rights Expected Duration 3.5 hours Lesson Objectives The Background to the Act recognise the value of identifying the key features of the Human Rights Act. identify the factors leading to the development of the Human Rights Act. identify the essential characteristics of the Human Rights Act. characterise a hybrid organisation in relation to the impact of the Human Rights Act. The General Terms of the Act recognise the value of identifying the main features of the Human Rights Act. characterise the three absolute rights in the Human Rights Act. identify the major limitations of human rights under the Human Rights Act. identify the qualifications that apply to qualified rights under the Human Rights Act. The Impact on Employment Rights recognise the value of identifying the impacts of the Human Rights Act on employment rights. determine the impact of the right to freedom of thought, conscience and religion on employment rights in a given scenario. determine how the right to respect private and family life impacts on a given employment scenario. identify the impact of the right of freedom of expression on employers, in a case study scenario. Overview/Description "It is easy to forget that ours is the first generation that has recognised the phenomenon of harassment in the workplace," says Michael Rubenstein in Angela Ishmael's "Harassment, Bullying and Violence at Work." As part of a series on Respecting Individual Rights, this course tackles the issue of harassment in the workplace. From jokes to violence, you will explore the range of behaviour that can be described as harassment, and understand the nature of the problem. You will explore the way that harassment is now defined, and the forms of harassment that are most common, and identify ways of dealing with and preventing harassment, including legislation. Nobody quite knows the extent of harassment in the workplace, but figures which suggest that 73 per cent of workers have experienced bullying, and 45 per cent have experienced sexual harassment, show how big the problem is. Is it happening in your workplace now? Do you want to know how to stop it? Target Audience All managers and supervisors Expected Duration 4.5 hours Lesson Objectives What Is Harassment? recognise the benefits to the manager of gaining knowledge about harassment in the workplace. identify the key elements of a definition of harassment. identify actions that constitute the major types of harassment at work. recognise the main effects of harassment at work. Dealing with Harassment recognise the benefits of effectively dealing with harassment at work. use informal methods of dealing with harassment, in a given scenario. apply formal methods of dealing with harassment inside an organisation, in a given scenario. identify the significant elements in employment tribunal proceedings about harassment. Prevention of Harassment recognise the benefits of preventing harassment analyse the effectiveness of key elements of given policies on harassment prevention. apply effective management and leadership skills to prevent harassment in a given situation. determine whether a given training programme to prevent harassment will be effective or ineffective.
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