Online resources for Equality, Diversity and Inclusion
The Equality, Diversity and Inclusion eLearning course can be accessed in Oracle Learning.
Log onto Oracle & select the "Learning" App within your landing page
Select the "Required Learning" button, you will then be able to select the learning item listed as: HR-OD: Equality, Diversity and Inclusion
Select to enrol on the offering and press the "launch" button to start the training.
Pearn Kandola are a leading independent business psychology firm that works with global organisations. They are offering a series of webinars taking a closer look at what makes a truly inclusive organisation. The following is explored:
- what actually makes a difference when we talk about inclusion at work;
- the strengths and development areas of leaders regarding inclusion,
- how we can most effectively embed inclusion into key processes such as recruitment and positive action programmes to support promotion
Click here to access the webinar series including:.
Inclusive workplace cultures not only benefit individuals and their wellbeing, but it’s also been proven to have tremendous organisational benefits. These include greater productivity, more engagement, and higher levels of innovation. This webinar, presented by Professor Binna Kandola OBE, provides an introduction to inclusion week and examines what we mean by having an inclusive culture. The webinar also addresses some of the challenges that we now face in creating an inclusive culture when many people are working remotely. As with all of the talks this week, this will contain practical recommendations and actions.
We all know that leaders have a huge impact in how inclusive people feel their organisation is, as well as how much progress is made on diversity and inclusion across the organisation in general. Thousands of leaders and their team members have now completed our PK:INDYNAMICS for Leaders survey, and in this seminar Dr Nic Hammarling shares our insights into the common inclusion strengths of leaders; the exclusion traps they most often fall into, and the biggest differences between how inclusive they think they are as a leader in comparison to how inclusive their team perceive them to be. Nic also shares information about the practical tools you can share with your leaders to enable them to be more inclusive.
We all like to think that we are inclusive, cooperative, and supportive team members. How true is that? How inclusive would our colleagues say we are? And whilst we may be inclusive ourselves and our behaviour towards others, to what extent do we recognise exclusive behaviour by others? To what extent are we prepared to take action if we do recognise that some of our colleagues are being less than inclusive? These are some of the questions which teams need to address if we are to create organisations that make people feel valued, respected, and able to be themselves in the workplace. These are the issues that are addressed by Professor Binna Kandola OBE in this webinar, examining the role of inclusive teams.
The first opportunity to get inclusion right is in the recruitment process. However, organisations often overlook this step and make decisions which make inclusion at other stages of the employee life cycle very difficult. In this seminar, Bailey Bell explores three core aspects of inclusive selection, including: the barriers to attracting a diverse talent pool and how to overcome these. Bailey also explores how you can ensure your processes are inclusive from your shortlisting criteria, through to the decision-making process itself. Finally, we explore the crucial onboarding process; with a particular focus on the practical steps you can put in place to increase inclusion at this stage.
Positive action programmes can have a phenomenal impact on the levels of diversity at senior grades if, and only if, it is well designed, communicated, developed, and delivered. In this seminar, Dr Nic Hammarling reviews the research conducted by Pearn Kandola into the critical factors that determine the success of great positive action programmes, and what you should be expecting from a positive action programme in terms of promotion rates for minority employees. Nic also explores the art of communicating around positive action initiatives to avoid rejection of the programme by both intended beneficiaries and non-beneficiaries alike.