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DTL's Learning and Assessment Portal (LAP)

DTL's Learning and Assessment Portal (LAP)

The Learning & Assessment Portal (LAP) has been created to streamline and optimise approaches to training management. The LAP provides for an informed understanding of the learning and development needs of staff. Some clients are saving over £100,000 a year by using it!

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Implementing a Bespoke Diversity Strategy Programme

Whether you have an existing equality & diversity policy and programme, or wish to develop one from scratch, this is a unique step-by-step programme to support and guide you through to successful implementation of your diversity strategy.

Here is a brief step by step guide to how a bespoke training package would be implemented. This basic model can be applied to any type of company to create a Bespoke Diversity Training programme.

  • Step 1: We first examine your business' existing diversity training policy. We may be able to propose revamping or building on an existing training proposal rather than starting one from scratch.
  • Step 2: We acquire input from those who have a say in company operations, such as senior managers and board members. We ask them what they feel are important elements that should be included within a diversity training proposal and for them to submit ideas for training diversity programs that would work well in their industry. All of this can usually be done in a day or two.
  • Step 3: We then use this research and input what we've gathered to draft an outline of a company-wide diversity training proposal. You may opt for a series of ongoing training programs or a single, comprehensive program that is conducted annually and administered for new recruits only.
  • Step 4: We work with you to address what is to be accomplished as part of the training program we're proposing. Goals may include expanding your customer base or promoting tolerance and understanding in the workplace to reduce employee conflict.
  • Step 5: We propose the steps of the training program, who should administer the training, where it should take place, who should participate and how long the process will take.
  • Step 6: The budget for the training program is agreed to include the cost of training facilities, professional trainers, developing printed materials for hand-outs and absorbing the cost of employees attending the program during regular working hours.
  • Step 7: We submit our Diversity Training proposal to relevant parties, with the understanding that we may need to make an oral presentation to accompany our proposal, and to answer questions from decision makers.

The Role of HR in Diversity Training: From our experience, the promotion of diversity training usually falls within the remit of Human Resources, so HR Directors and Managers would play an integral role in assessing the company's need for diversity awareness training. Therefore, we would expect to work closely with the head of HR within your company in making the case to senior executives to support the decision that the workforce will benefit from training that promotes inclusiveness and expands the organisation's diversity goals.

Needs Assessment: An initial analysis would be carried out to determine the diversity related needs of the company in cooperation with the HR manager or director. This would involve examining current policies and practices and defining what you want to achieve from your diversity strategy.

Policy Development: HR is responsible for reinforcement of diversity principles in all employment decisions. Therefore, before diversity training can be implemented, the policies on managing a diverse workforce and building cohesive, diverse work groups would be drafted with HR. The policies are then passed on to executive leadership to decide how they should be communicated or launched to employees. It is imperative that every member of the organisation is committed to the policy, starting with the head of the organisation, as employees are more likely to see the value of embracing diversity when their CEO does. Once the policies have been developed, agreed and communicated, then training is implemented to ensure you have buy-in from every part of the organisation.

Please see below for our full training overview for Bespoke Diversity Strategy.

Benefits of attending for the employer

  • Help you create a robust Diversity policy in line with your company goals and objectives.
  • The course will help your employees to work together effectively whilst working to their own strengths and achieving their targets/goals.

Benefits of attending for the delegate

  • Gain a firm understanding your company's Diversity policy.
  • Learn about Equality and Diversity law.
  • Learn how to apply your company's Diversity policy to their specific roles.
  • Deal with specific diversity needs within job roles and teams.
  • Examine the diversity issues that may affect them in their roles and how to deal effectively with them.
  • Address any diversity issues or questions that employees may have.
  • Build confidence and positive relationships amongst employees at all levels.

What you will learn

Examples of key topics that can be covered include:

  • An introduction to the concepts of diversity, equality & equal opportunities.
  • An explanation of why diversity is important.
  • Overview of Legislation (direct and indirect).
  • The Equality Act and legal liability.
  • Introducing your company's diversity, equality & equal opportunities policy.
  • How the company Diversity Policy relates to individual roles within the organisation.
  • Zero tolerance of stereotyping, prejudice, bullying and harassment.
  • Challenging unacceptable behaviour.
  • Professionalism, fairness and focus on your job and goals.
  • Evaluation and conclusions.

How is this training delivered?

  • This is a classroom based course.
  • Using employee's personal experiences to gain an understanding of the main issues, the workshop utilises individual and group exercises to relate your company's diversity policy to employee's own jobs so they can easily be applied on a day to day basis.

What qualifications will you achieve?

  • Delegates will receive a Develop Training Certificate of Attendance. If you require an accreditation, we can discuss these on an individual basis.

Delegates undertaking this course might also consider:

  • These are stand-alone courses, but you may wish to consider other Management Development courses from the "effective range".
  • Develop also offer a bespoke range of ILM products at Levels 3 and 5 in Leadership and Management.