Blue Tulip Training have supported a number of organisations in implementing the concept of equality diversity and inclusion into practice. The process has been conducted through:
- Consultancy work, e.g., Diversity audits Blue Tulip Training provide consultancy input to organisations who wish to develop their strategic long-term view on the concept of diversity. This includes facilitating in Senior Management meetings, writing reports, updating policies and ensuring that the organisational ethos does include diversity issues into all aspects.
- Managing Diversity Specific to Managers - Raising awareness of the importance of diversity within the organisational context. Helping participants consider the integration of diversity and its value into everyday management practice, with staff, clients, colleagues and other professionals
- Equality and Diversity One day course using frame of policies and proceedures focuses on behaviour, values, attitudes, beliefs and how these impact on everyday workplace practices. An update on legislation is included.
- Challenging Discrimination One-day workshop, exploring methods and practices and how to challenge discrimination effectively. Also examines the implications of not challenging from an individual perspective and from an organisational governance view
- Equality Monitoring
- Bite size sessions (lasting up to two hours)
All training programmes are customised to meet the organisation’s requirements.
- Diversity Dialogues – a series of two hour coaching input held over six sessions, specifically for Senior Managers and Leaders of Organisations.
Organisations generally have a history of diversity within its construction and format, thus reflecting the diverse need and aspirations of stakeholders, the management structure and staff teams at all levels. Many of the organisations have recognised and some are recognising now that in order to be productive and effective, there is a need to be responsive and dynamic to meet the challenges of rapid regional and global changes.
Diversity is today’s buzzword for political, practical, topical and legislative reasons. It is increasingly being recognised that organisations that value diversity, encourage respect for individuals and promote equality of opportunities will be better placed than others to reap dividends, thus creating a greater business competitive edge.
From an organisational perspective, by not looking at diversity and its rewards, the organisation reputation can be tarnished as it fails to deny itself to the widest pool of talent. Further it can also be deprived of benefits such as increased motivation, low staff turnover and access to a wider market from staff and client perspective. With a diverse workforce and effective equalities strategies and implementations, the benefits could be recouped with a further bonus of enabling organisation to develop its ethos, expanding on its unique character and areas of specialist expertise.
The flip side to not promoting diversity could inevitably be perceived as a form of discrimination. In the current climate, with the changes in legislation, more monitoring by the Government and more job vacancies than applications, it would be unacceptable for individuals who are denied jobs, access to training or promotions due to discrimination and prejudice. It would also be considered inappropriate for individuals to suffer or to be exposed to victimisation and harassment.
Too many organisations have learned that failing to promote diversity is expensive when a discrimination case has been brought against them, with the accompanying negative PR and low staff morale. With diveristy not promoted seriously or with commitment, some people may not be benefiting from the organisation’s activities. An organisation may appear to be open and unprejudiced but the way it operates could be detrimental to a particular group of people.
Diversity is about
- Differences of background, values and beliefs that are recognised and valued
- Ensuring that it is the concern of all employees, not just a management or human resource responsibility
- Allowing flexibility for creativity and enhancing talent as opposed to suppressing
- Employees being valuing by being consulted and listened to
- Creating an environment of synergy and interdependence.
In comparison, Equality of Opportunity is the state of being equal especially in status, rights and opportunities applied through policies, procedures and strategies. This would be through
- Being aware of and removing discriminatory practices
- Introducing realistic measurable and timed outcomes such as organising training, monitoring of practices.
"Sneha was invited to deliver our 5th anniversary lecture at Pitney Bowes Ltd in May 2012. It was delivered to a room full of senior leaders and members of our Diversity & Inclusion Council, and via conference call to our international audience, and went down exceptionally well. Sneha gave an excellent presentation with plenty of time for discussion and handling some quite challenging questions very professionally and with insight. The real life examples given, helped to bring it to life and show the relevance of this topic to our organisation. I would like to thank you for your time and for starting a thought process in Pitney Bowes that we hope to take further. The material and delivery were both excellent. Erika Henson."
Head of Diversity & Inclusion Council, (International) Pitney Bowes Limited
“Snéha has trained mental health managers (one day course) in race and culture and our front line staff in gathering and monitoring ethnic data (half day course) over a couple of years. She has also undertaken a review of the Primary Care Trust's policies in the light of the Race Relations Amendment Act and was a trainer for practice staff and General Practitioners in Watford for a project raising awareness in working with minority ethnic patients.”
Penny Bennetts - St Albans and Harpenden Primary Care Trust
”Snéha is involved in providing the Group with a training session in relation to Equality and Race. The event “Working With Respect", is being provided to Board Members, staff and tenant committees. Snéha's approach and personable style has been a great asset in presenting a challenging subject to a wide audience. The feedback for Snéha's training has been extremely positive. Snéha has also assisted the Group in reviewing its policies and strategy in meeting the challenge to become a diverse employer."
John Fletcher, Personnel and Training Manager, Longhurst Housing Association