training, memberships, subscriptions and support packages -

Trans Awareness 1.0 is an entry-level session that introduces the key ideas and information people need to know about trans-related matters.

 The session will: 

 • Explain what ‘trans’ means and describe the diversity of those who might use the term 

• Introduce key concepts crucial to understanding trans people 

• List the main legislation relating to trans identities

 • Outline ways an organisation can work towards being trans-inclusive

 • Provide links to further resources and help

Trans Awareness 2.0  is a two part training session that introduces the key information people need to know to support trans colleagues or to work with trans clients. 

At the end of the session, delegates will have:  

• An appreciation of how sex, gender and sexual orientation interact 

• Improved understanding of trans identities, terms and language 

• A basic grounding in the key laws relating to trans people 

• Increased awareness of trans experiences and ways to be trans inclusive 

• Increased confidence in working with trans colleagues/clients/students 

• Information about helpful resources 

This programme is designed to provide clarity, guidance and direction for managers and staff within this area by defining what is bullying and harassment and how to prevent it by using appropriate behaviours / skills to promote dignity and respect at work.  

At the end of the session, delegates will have a comprehensive understanding of: 

 • Key Legislative Responsibilities 

 • How and Why People Bully  

• Work Related Case studies 

• Challenging and Reporting 

• Defining and Recognising Bullying and Harassment 

• Personal, Team and Organisational Consequences 

• Bullying versus Legitimate Performance Management 

• Key Skills and Behaviours for Success 

This stand-alone course raises awareness of the importance of being an active bystander and provides employees with practical steps for protecting targets of abusive behaviour and preventing future misconduct.   

This training:  

• Defines the concept and benefits of bystander intervention 

• Depicts different types of discrimination and harassment bystanders may witness 

• Demonstrates how a bystander can support targets of discrimination and harassment and help prevent future incidents 

• Explores effective approaches for bystander intervention, such as disrupting, supporting confronting and reporting 

• Explains the importance of exercising good judgment in choosing how and when to respond 

This training provides a comprehensive view to develop your knowledge on neurodiversity from a positive perspective.  

The content includes –   

• What is Neurodiversity?  

• What do the terms all mean? 

• What are the challenges and how to support someone in the workplace with – 

o Attention Deficit Hyperactivity Disorder (ADHD) 

o Autism Spectrum Disorder / Autism Spectrum Condition- Dyscalculia 

o Dyslexia 

o Dyspraxia/Developmental Coordination Disorder (DCD) 

o Developmental Language Disorders / Speech and Language Impairments 

• Experiential exercises will allow participants to consider the impact on the person on having some challenges and show why 2-way communication is essential. 

• Practical tools to make reasonable adjustments and making your organisation more accessible including assistive technologies. 

• The roles of  line managers in interviews, induction and providing ongoing support to employees. 

The training will give your team an understanding of the legislation that protects LGBQIA+ people, and look at the variety of terminology so that no one need ever be afraid of saying the wrong thing. 

This training will -   

• Give you an understanding of LGBTQIA terminology, helping you to feel confident speaking to diverse groups without the fear of saying the wrong thing.  

• Help you recognise anti-LGBTQIA prejudice, understand the effects on LGBTQIA people and know how to act on it.  

• Give you a knowledge of how the law protects LGBTQIA people from discrimination.  

• Help you to develop the empathy and knowledge to better support LGBTQIA colleagues and partners.  

This interactive workshop features a range of activities and thought provoking discussions that will enable individuals to start a journey of self-reflection based on their current values and beliefs. 

Delegates will also be encouraged to consider their cultural and social experiences may have helped develop any bias within their own worldview.   

Content includes -  

• To understand the various types of discrimination. 

• To explore how beliefs, values and attitudes drive behaviour. 

• Recognising the benefits of embracing difference. 

• To raise awareness of the nine protected characteristics within the Equality Act. 

• To gain an awareness of employer and employee duties in relation to equality and diversity, and inclusion. 

• Explore the different types of bias, cultural/social and experience along with exploring the problems that they create. 

• Raise awareness of the consequences of discrimination and the effects on people. 

• Empower individuals through improving their knowledge and upskilling them so they are more confident discussing equality issues. 

• Challenge common stereotypes, misconceptions and prejudicial attitudes in society. 

 A modern, practical and interactive analysis of the area of equality and diversity within recruitment. 

This course includes a CIPD endorsed 'Diversity in Recruitment Health Check' questionnaire for interviewers and examples of best practice recruitment and retention practices from selected leading UK organisations. Electronic copies of learning materials provided.  

At the end of the session, delegates will have a comprehensive understanding of:  

• The Changing UK Workforce  • Practical Case Examples 

 • Inclusive language and available software 

• Reasonable adjustments 

• Neurodiversity and intellectual disability 

• Key legislative considerations (PSED) • Recruitment EqIA’s 

• How, when and where to recruit diverse talent

• How to interview and assess equitably 

• Acceptable and Unacceptable Questions / Statements  

• Challenging Historical Stereotypes and Prejudices  

• How to identify inequality in your own recruitment processes and to deploy best practice interventions to address them.

Our workshop provides a comprehensive and engaging overview of disability, with up-to-date information on disability legislation, helping to improve understanding and compliance across your organisation.  

The training takes delegates through a journey of disability awareness. It takes a holistic view on disability and what this means for the organisation and provides delegates with the skills, knowledge and confidence to be proactive with disability issues in the workplace and support their colleagues.  

Content includes: 

• Exploring the definition of disability Looking at the legal definition, developing an understanding of what this means in practice. 

• Understanding disability context: history and models of disability discovering how society viewed disability in the past and understanding the difference between and impact of, the medical and social models. 

• Developing a deeper understanding of a range of disabilities - hearing personal stories and sharing experiences and knowledge Interactive and engaging activities to explore some of the barriers disabled people face. 

• Workplace adjustments - exploring the different types of adjustments which positively impact the working lives of disabled colleagues Developing understanding through scenarios and case studies, so it can be readily applied in the workplace. 

• Where to get help how you can access support services. 

• Disability action planning - creating an effective individual action plan to change or improve how they support disabled colleagues and carers.  

This training encourages participants to look at their own thought process, stereotyping, biases and how this can lead to micro-aggressions hurting the organisations culture. 

The content includes –   

• Create awareness surrounding the common occurrences of micro-aggresions. 

• Explore the outcomes associated with the experience of microaggressions. 

• Discover techniques to minimise the occurrence of micro-aggressions and ways to respond when someone has been micro-aggressive. 

• What biases are, how they develop & how to manage them in different situations. 

• How to identify and positively call-out and challenge bias in work. 

• How to avoid flawed decision making, individually, collectively, and make prudent decisions more quickly. 

• How to successfully apply bias awareness in recruitment, performance management and HR policies. 

• How to quickly identify and mitigate biases using Emotional Intelligence plays in identifying and reducing biases in your workplace. 

• How to successfully embed your bias awareness and skills in your organisation long-term.  

This course takes you through the process of working with an employee from the moment they inform you of their or their partners pregnancy, to the point where they return to work, and beyond. It addresses parenthood at work, placing these in the context of managing your whole team, and building on your existing people skills to do so.   

The content includes: 

• Understand the business, legal and societal factors that increasingly demand best practice, at all levels, when managing maternity / paternity.

 • Develop your awareness of the issues surrounding maternity and paternity and how to better manage expectations, conflict and concerns. 

 • Gain the confidence to manage maternity and paternity transitions effectively. 

• Be able to apply a simple and effective framework to underpin and support planning, communication and negotiations. 

• Develop comprehensive conflict resolution, problem solving and communication skills when dealing with disputes during pregnancy, maternity and paternity leave and return-to-work. 

• Learn how to develop a step-by-step approach that allows you to treat each case of pregnancy, maternity and paternity within your team fairly.  

This comprehensive training programme provides both employers and employees with everything they need to know about returning to work post pregnancy and considerations for expectant parents.  

The content includes:  

• Understand the need for risk assessments and method statements to be performed when you find out an employee is expecting. 

• Learn how to conduct a comprehensive risk assessment and method statement and what you must consider and who should be involved in that process. 

• Learn new and innovative ways to combat common risks identified, and how to review interventions on an ongoing basis. 

• Learn how to listen, document and respond to concerns, worries and fears from pregnant employees.  

• Gain practical tips of what steps you can take to celebrate pregnancy within your team to develop a culture of inclusiveness and cohesion including through art, music, photography, online, writing and poetry. 

• Develop a bank of knowledge gleaned from real life case studies about better practices in relation to new styles and approaches when managing pregnant employees.  

• Understand the best approach to take when an employee experiences a difficult pregnancy including a still birth or neonatal bereavement.  

• Understanding surrogacy, adoption, IVF and other parenthood methods and develop a comprehensive and fair approach to managing staff through the process.   

This course will help managers understand the area of employment law relating to managing the maternity process and will outline a best practice process and procedure; whilst improving confidence in dealing with the maternity/paternity process. 

This includes definitions; rights and entitlements (including time off for antenatal appointments) and will also make you aware of the common pitfalls of dealing with maternity and pregnancy incorrectly or unfairly. You will get to understand the rules surrounding maternity leave and pay; including the notice requirements expected of the employee throughout the process; along with the responses required by the employer.  

The content includes: 

• A comprehensive understanding of the legislation protecting the maternity process and the PSED placed on public sector employers in respect of maternity and pregnancy

• An appreciation of the various better practices in place across Government and other public bodies in respect of pregnancy, maternity and paternity  

• Critically reviewed your own practice, thoughts, behaviours and misunderstandings about pregnancy, maternity and paternity

• Understand reasonable adjustments and the redeployment of staff and resources before, during and after maternity and paternity leave  

• Develop your interpersonal skills in dealing with disputes that may arise during the pregnancy, maternity and paternity process 

• Learn how to conduct an Equality Impact Assessment of any decision taken during the pregnancy, maternity and paternity process.  

As an employer, managing pregnancy, maternity and paternity leave is an inevitable part of business and executing it correctly can make the difference between a happy workforce or a disgruntled one, it can even lead to legal action.  

You may worry that your team will be left overstretched, that a crucial cog in your machine is missing or that the reduced skill set will hurt performance and be felt throughout your organisation. However this course will help you develop positive practices that all employers should adopt to ensure that staff feel comfortable and supported throughout their pregnancy and supported in their return to work.  

The content includes: 

• Explore the common pitfalls that employers often fall foul of and develop survival techniques on how to avoid and respond to them. 

• Review and dissect real life case studies of when employers get it right and when they get it wrong. 

• Understand your own limitations and being able to admit when you get it wrong and what remedies to deploy to correct them.  

• Learn how and when to ask for help and where to find it.  

• Understand the whole pregnancy, maternity and paternity journey and discern the best multi-disciplinary approach for your organisation. What key individuals should be involved and when.  

• Develop a comprehensive safety and wellbeing checklist for pregnant employees through engagement with stakeholders, staff networks, HRBP’s and Centres of Excellence.  

• Reviewing policies and procedures through a pregnancy, maternity and paternity lens.  

This programme is designed to provide a modern, practical and interactive introduction to this area. Optional EIA toolkits comprising all documentation and completion guides are available. 

Participants complete real EIAs using their own policies and receive expert feedback and guidance.  

At the end of the session, delegates will have a comprehensive grasp of:  

• The purpose of EqIA’s • Legislative refresher (Public Sector Equality Duty if appropriate) 

• Document completion 

• Understanding the terms Positive, Negative and Adverse impacts 

• Statutory roles and responsibilities of organisations • Internal and External benefits to completing EqIA’s 

• Practical screening techniques and assessment of risk 

• Consultation tehniques and publishing completed EqIA’s 

• Auditing and reporting on EqIA’s

This programme is designed to provide managers and senior leadership with the knowledge and skills to audit and quality assure any EqIA framework.     

The training will –    

• Explore key skills and competencies required to adequately complete a comprehensive audit of EqIA’s.    

• Understand the importance of auditing and quality assuring EqIA’s   

• Effective communication skills with colleagues and leadership when giving feedback about EqIA’s.    

• Pitfalls, oversights and hidden landmines to measuring impact.  

• Identify when an EIA is required and who should be involved in the process.  

• How to record EIA compliance for evidentiary support. 

This IIRSM approved sexual harassment awareness training course has been designed for everyone and aims to raise awareness of workplace sexual harassment. 

It provides the necessary tools and information to identify, prevent, and most importantly, remove sexual harassment from the workplace. This CPD Accredited course is suitable for all levels of employees and is relevant to all industry sectors.

The course content includes -

 • Define sexual harassment in the workplace 

 • The law on sexual harassment in the workplace 

 • Recognising the behaviours that could lead to sexual harassment 

 • Discuss the difference between banter and harassment Identify the legislation relating to harassment at work and the implications for themselves 

 • Discuss the impact and consequences sexual harassment can have on the individual, the harasser and the organisation 

 • Know what to do if you think you are being sexually harassed 

 • How to request the behaviour to stop 

 • How to report incidents of harassment Informal and informal procedures 

 • Know what to do if you are accused of sexual harassment 

 • Handling new modalities of sexual harassment including social media, Microsoft Teams / Zoom meetings and telephone (texting, Whatsapp, Snapchat, Facebook Messenger)

An interactive workshop that explores the roles and responsibilities each member of staff has to promote and embed EDI within their organisation and is perfect for staff networks, executive sponsors and allies.   

The course will help participants to – 

 • First Discover 

o Career development and transitions Culture,  

o Neuroscience and Strengths o Pivotal capabilities and experiences 

 o Business leader insights  

• Organisation Dynamics 

 o Competitive landscape and demographics  

o Future of work and leadership implications  

o Riding uncertainty 

o Purpose, culture, values and ethics  

o Talent dynamics  

• Leadership 

o Servant and Love based Leadership 

o Leveraging Strengths 

o Be, Do, Have 

o Living on Purpose, Role modelling and the value of Contribution   

• Communication  

o Personal branding 

o Stakeholder engagement and management  

o Unplanned consequences o Power of storytelling   

• Power Networks 

o Establishing powerful networks o Stakeholder enrolment – sponsors, mentors, coaches 

o Social media and virtual forums o Reverse and reciprocal contribution  

• Teams, Divisions and Organisation  

o Strategy, execution and organisation capability 

o Pivotal leadership attributes 

o Walking in Synchrony – being an instrument of change  

o Developing a “side hustle”  

o ESG, community and society  

 • Saboteurs and Joy thieves  

o Imposter Syndrome o Resilience, wellbeing and personal effectiveness

o Rejections, wins, failures and disappointments  

o Envisioning and sustaining momentum  

o Celebration and recognition  

Team leaders should aim to create an inclusive culture that celebrates differences and fosters the best performance from every team member. 

This course equips you with knowledge and impactful strategies that can help you successfully manage, counsel, and lead a diverse team. It explains how to prepare yourself to lead by identifying cornerstones of diversity and reviewing diversity and inclusion terminology. And shares strategies for observing and coaching your team to cultivate behaviours that build trust and strengthen relationships.  

Course Content– 

• Managers Self-Preparation o Get yourself ready to manage, counsel, and lead 

o Define diversity and inclusion terminology 

o Identify cornerstones of diversity o Establish an open-door policy up front  

• Observe Behaviours 

o Get to know the team and individuals 

o Recognise normal behaviour of team members 

o Team dynamics, performance and expectations 

o Multigenerational teams 

o Eliminate toxic influences, intimidation, bullying and more 

 • Coach Team to Improve Behaviour

 o Deal with inappropriate behaviour 

o Create a team agreement o Practice self-monitoring 

o Use coaching tools to monitor results  

• Built Trust and Strengthen Relationships

 o Allow people to express their culture 

o Reflect on societal and political influences 

o Appreciate input and suggestions from all 

o Build Ongoing trust  

Diversity data can provide you with invaluable insight about your organisation – it is vital in measuring your progress towards being a more diverse and inclusive workplace. 

Your senior managers are looking for evidence that any diversity initiative in your organisation is making a difference and your main tool is your data. It can also show you if you are unconsciously discriminating against any group within your organisation. So, your data then drives your actions and decisions and its quality is critical.  

Course content – 

• Different methods of data capture 

• Presenting and analysing your data 

• GDPR, Data Protection and EDI Data 

• Who, What, Where, When, Why 

• Storage, Security, Access, Transfer, Deletion and Retainment 

• Making the case to staff and job applicants 

• The questions you should and should not ask 

• How to increase data declaration rates >80%  for each domain 

• What data are you legally required to collect vs what data you should collect and why

• How to analyse trends, gaps and inequality in the data. 

• How to address gaps in the data whether it be pay gap, recruitment under representation or poor promotion/advancement stats

• How to publish and present ED&I data to ExCo, the organisation and the public. 

• Internal and external comms and engagement around ED&I data - good and bad. What to say, how to say it and when

The importance and benefits of Equality, Equity Diversity and Inclusion to the organisation.  

At the end of the session, delegates will have:  

• An understanding of Equality Law – discrimination and its impacts 

• What are the protected characteristics and intersectionality?

• Awareness of diverse communities and the barriers they face

 • Greater understanding of how Diversity and Inclusion relates to your role 

• Greater understanding of what contributes to an inclusive organisation greater awareness of the importance of inclusive leadership 

• Top tips for overcoming the common obstacles in progression on your own personal ED&I journey - capability, capacity, fear, fatigue, frustration and disagreement

An interactive workshop that explores the roles and responsibilities each member of staff has to promote and embed EDI within their organisation above and beyond fulfilment of their PSED.   

The course will help participants to –  

• Research, apply and promote diversity initiatives and share best practice 

• Provide advice, guidance and support on equality and diversity issues 

• Assess community needs and promote community cohesion 

• Promote changes within their organisation and the wider community 

• Develop systems for reporting any incidents of discrimination 

• Liaise with community groups and other relevant organisations • deal with conflict  

• Interact with people at all levels and from a range of backgrounds 

• Respond to complaints and provide information on options for complainants 

• Gain up-to-date knowledge of anti-discriminatory legislation 

• Translate equality legislation into practice to ensure organisations meet statutory requirements under PSED 

• Write, implement and review policy at corporate and service level 

• Present reports and recommendations 

• Prepare and deliver presentations and workshops to staff, stakeholders and partner organisations. 

Mainstreaming equality and diversity within your organisation (i.e. integrating it into everything that everyone does at work) requires a number of key initiatives. These can range from awareness training to developing management competencies to allow you to measure how your managers deal with equality issues within their teams.  

To effectively underpin all initiatives and to ensure your organisation has both focus and direction, an overarching equality, diversity and inclusion strategy is probably the most single important development you can make in this area.  

Developing an effective strategy requires time, resources, commitment and direction.   

This training aims – 

 • The Need for an Overarching Strategy  

• Use of diagnostic tools • Collating and analysing EDI data 

• Key organisational drivers and inhibitors 

• Developing corporate EDI plans 

• Templates for effective strategies 

• How to integrate it with other strategies such as the People and Culture Strategy and Corporate / Organsiationsal Strategy

• How to embed your strategy into the organisations DNA and to review its progress at regular intervals

• How to course correct when progress is slow or disappointing in key areas

• How to maintain momentum or breath life back into key areas

• How to report on the progress of the strategy through end of year report and accounts, stand alone ED&I annual report or a workforce equalities report

Most organisations have ED&I issues to address such as widening participation of staff from different groups; ensuring fair and equitable outcomes; addressing pay gaps; supporting pipelines of diverse  talent; or connecting with and serving their wider communities. 

Boards need to be equipped with the range of perspectives and skills to navigate and challenge on these issues.  We lead the work in the UK on enhancing EDI perspectives within institutional governance, in terms of both board diversity and board assurance, including partnering with other sector groups. 

This course will help Boards and Executive Committees to design and develop an effective ED&I governance framework that works best for their organisation. 

The content includes:

• How principles of equality, diversity and inclusion can be embedded in the organisation.

 • How to ensure obstacles to participation are reduced, with the organisation’s work design and open for everyone included within its  purposes. 

• The infrastructure required to support inclusion and challenge inequality to achieve improved equality of outcomes.     

• How the board can become more effective as it reflects different perspectives, experiences and skills, including, where applicable, from current and future beneficiaries

• How the board can analyse and define how equality, diversity and inclusion are important for the organisation, its context and the delivery of its aims.     

• How the board can assesses its own understanding of equality, diversity and inclusion. 

• How it considers how ED&I happens in the organisation and identifies any gaps in understanding which could be filled by discussion, learning, research or information. 

• How the organisations approach to equality, diversity and inclusion, using available data and, where applicable, lived experience its own practice including:  

o The diversity of board members’ backgrounds and perspectives in its regular board skills audit to identify imbalances and gaps        

o Any bias in board member recruitment and selection             where applicable, how the communities and people that the organisation serves are included and centred in decision making             

o How meetings and board information can be made more accessible and how to provide resources to support this            

o How to create a meeting environment in which behaving inclusively is the norm, all voices are equal and trustees can constructively challenge each other             

o How the board demonstrates inclusive behaviours in its decision making and how it engages with staff, volunteers, members, service users and beneficiaries.  Setting context-specific and realistic plans and targets      

• How the board sets a clear organisational approach to equality, diversity and inclusion in line with the organisations aims, strategy, culture and values. 

• How the ED&I strategy is supported by appropriate plans, policies, milestones, targets and timelines.     

• How The board uses the findings from its assessments to make context-specific and regularly reviewed plans and targets for:          equality, diversity and inclusion training for board members         inclusive boardroom culture, practices and behaviours         

• How board evaluation or training is conducted to address any power imbalances between members .

• How to remove, reduce and prevent obstacles to people being members         

• How to attract a diverse group of candidates for new board member roles and providing an inclusive induction for new members         recruiting a diverse board that addresses imbalances and any gaps that have been found         

• How to promote inclusive behaviours and cultures to the wider organisation.  Taking action and monitoring performance.

• How the board ensures that there are appropriate arrangements and resources in place to monitor and achieve the organisation’s equality, diversity and inclusion plans and targets, including those relating to the board.     

• Howtthe board creates and maintains inclusive cultures, practices and behaviours in all its decision making. It promotes and demonstrates inclusive behaviours and cultures to the wider organisation.     

• How the board regularly monitors and actively implements its plans and targets established under 

• How the board leads the organisation’s progress towards achieving its equality, diversity and inclusion plans and targets. It receives regular updates from the organisation including challenges, opportunities and new developments.     

• How the board periodically takes part in learning and/or reflection about equality, diversity and inclusion and understands its responsibilities in this area. It acts on any gaps in its understanding and looks at how board practice, culture and behaviour are affected by these gaps.  

• How the Board publishes performance information including        information on its progress towards achieving its equality, diversity and inclusion plans and targets, including challenges, opportunities and learning. 

This course has been designed to provide participants with an understanding of how to manage  engagement and communications in respect of ED&I. The course will provide participants with a standard set of tools and techniques which will be explored during the course through a range of project and programme based exercises. 

The content includes:

• Identifying and prioritising ED&I stakeholders’ requirements, using a combination of tools and techniques

• How to create ED&I stakeholder profiles and maps     

• Designing the ED&I stakeholder engagement strategy

• Designing clear listening frameworks and communication interfaces

• Utilising employee engagement networks, listening circles, trade unions

• Planning ED&I stakeholder engagement activities and managing ideas, concerns and expectations 

• Engaging and managing ED&I difficult and challenging stakeholders with competing or divergent priorities    

• When and how to manage escalation 

• ED&I event planning and inclusion calendars

• People surveys,  and staff consultations

• How to effectively use internal comms including all staff webinars, broadcasts and intranet to share important ED&I messages

• How to effectively use external comms channels including the organisations website and social media accounts

• Framing contentious and volatile ED&I messages such as BLM and #MeToo to ensure they land well

• How to respond to negative press coverage on issues such as loss of equal pay claims, employment tribunals, civil court actions

• Crisis management 

• Confidential data break / leaks

In the UK, it is estimated that there are approximately 14.1million people who have some form of disability or are living with a long term health condition, 4.4million of whom are currently in employment. 

In order for disabled people to be able to get out and about, carry out everyday activities or go to work, they may need additional support or some reasonable adjustments to be made.  The level of support or adjustments needed, will of course vary, depending upon the individual.

The content includes:

· What is considered a disability? 

· Define the terms ‘reasonable adjustment’ or ‘reasonable accommodation’. 

· What is the history behind reasonable adjustments? 

· What does the law say about reasonable adjustments? 

· What is reasonable and what is unreasonable?

· Who decides what is reasonable and what is unreasonable? 

· What can I ask about someone’s disability and what can’t I ask? 

· How do I support voluntary disclosures?

· What should the process be to request reasonable adjustments? 

· How do I facilitate and action requests for reasonable adjustments? 

· How long should it take to process requests for reasonable adjustments?

· How often should reasonable adjustments be reviewed? 

· What training should staff receive on reasonable adjustments? 

· What policies and procedures should be in place to support reasonable adjustments? 

· What is the cost of reasonable adjustments and when does it become unreasonable to expect the business to pay?

· How to create an inclusive workplace where reasonable adjustment requests are common place?

Spurred on by the disruptions of the pandemic, organisations are reimagining the very basic concepts of where, how, and with whom work happens. One thing is clear amidst the ongoing uncertainty: our hybrid future has arrived.  

But what does this future look like? How will it change the way we interact with colleagues, get hired or promoted, switch jobs, and build our careers? How will it change the way we lead our teams? While the answers will be different for each organization, there are pioneering companies and emerging research redefining what our hybrid future will look like—and proving it’s an opportunity for growth and transformation.

The content includes:

• What does it mean to manage or lead teams in a hybrid setting?  

• Managing staff who love hybrid working and those who vehemently oppose it. 

• How will a hybrid setting evolve the experience of working?  

• When, where, and how do we interact in person?  

• How do meetings work in a hybrid world, and what challenges can we anticipate and how do we overcome these? 

• How do we recruit, retain, and coach our people in a hybrid context?  

• How do we create and sustain a sense of connectedness and belonging in the hybrid workplace?

• Importance of the Covid-19 office passport

• Wellbeing support and guidance

• Covid-19 office return and risk assessment

• Mitigating disproportionate impacts on protected characteristics (Equality Impact Assessment)

• Managing ideas, concerns and expectations of return to office and hybrid working