Mindset 2000 LtdSlide 1 Train to Gain Provider Support Programme October 2007 Equality and diversity

Mindset 2000 LtdSlide 2 SAR links (see Guidance) KQ5 Leadership and management (5.3) Equality of opportunity – Understand and meet statutory obligations regarding equality – Promote equality for all in training programmes – Promote training to under-represented groups

Mindset 2000 LtdSlide 3 SAR links (see Guidance) KQ5 Leadership and management (5.3) Harassment and discrimination – Eliminate harassment and make sure learners know what to do – Protect learners from harassment and discrimination in all settings, including work – Demonstrate effective system to deal with it Complaints and grievances – Consider them promptly and effectively – Have procedures which staff and learners understand

Mindset 2000 LtdSlide 4 SAR links (see Guidance) Other KQ KQ1 – Success rates for different groups KQ2 – Training methods and materials – Differentiated training to meet needs KQ3 – All eligible people can take part, regardless of background

Mindset 2000 LtdSlide 5 Definitions Equality of opportunity The absence or removal of barriers to participation on the grounds of difference Diversity The full range of values, attitudes, cultural perspectives, beliefs, ethnic background, sexual orientation, skills, knowledge and life experience in any given group of people

Mindset 2000 LtdSlide 6 Focus of day Providers InspectorsLSC Employers

Mindset 2000 LtdSlide 7 Where we’ll get to (maybe...) Providers InspectorsLSC Employers

Mindset 2000 LtdSlide 8 Providers

Mindset 2000 LtdSlide 9 Statutory duty Promote equality of opportunity – People from different racial groups – Men and women – People with a disability and people without

Mindset 2000 LtdSlide 10 Participation and monitoring Participation – Target particular groups – Encourage applications from under-represented groups Monitoring – Participation – Retention – Achievement

Mindset 2000 LtdSlide 11 Training programme Initial assessment – Clear and objective – Applied consistently to all Induction – Broadly the same experience for everyone – Include an introduction to equal opportunities Reviews – Reinforce messages about equality of opportunity – Check discrimination or harassment – Check that support needs are met

Mindset 2000 LtdSlide 12 Inspectors

Mindset 2000 LtdSlide 13 What they look at Policy and procedures Statutory requirements Recruitment and selection Positive action Monitoring participation Monitoring retention and achievement Learners’ awareness Staff awareness Employers’ awareness Complaints Equality and diversity

Mindset 2000 LtdSlide 14 Diversity journey Negativity Passivity Promotion Compliance

Mindset 2000 LtdSlide 15 How do you know what to do? Overview Guidance Checklist

Mindset 2000 LtdSlide 16 Employers

Mindset 2000 LtdSlide 17 Statutory duty Comply with legislation – Age – Disability – Gender – Race – Religion – Human rights Adopt best practice

Mindset 2000 LtdSlide 18 Your role Ensure minimum standards – Policies and procedures – Awareness of issues – Staff and supervisors’ understanding

Mindset 2000 LtdSlide 19 Your role Ensure minimum standards – Policies and procedures – Awareness of issues – Staff and supervisors’ understanding Promote equality and diversity with employers – Business case – Improved practices

Mindset 2000 LtdSlide 20 Drivers of diversity Source: CIPD (March 2007)

Mindset 2000 LtdSlide 21 What employers do Source: CIPD (March 2007)

Mindset 2000 LtdSlide 22 Key messages about diversity Not a cost, but a driver of performance Meet legal duties and Integrate diversity into business activities Don’t just increase diversity but also Manage it better

Mindset 2000 LtdSlide 23 And it works! Yes No Source: EU (2005)

Mindset 2000 LtdSlide 24 How it works

Mindset 2000 LtdSlide 25 Learning and Skills Council

Mindset 2000 LtdSlide 26 LSC approach

Mindset 2000 LtdSlide 27 Scope of scheme Spans Defines ‘equality duty’ Outlines action plan Summarises current data – Participation and success rates Sets targets – Equality and Diversity Impact Measures (EDIMs) Sets out expectations for providers

Mindset 2000 LtdSlide 28 EDIMs Improve the basic skills of any groups of adults currently under-represented in learning, by ethnicity, disability or gender Tackle any gaps identified by ethnicity, disability or gender in the achievement of an NVQ at Level 2

Mindset 2000 LtdSlide 29 Questions about the data What use is it? What are its limitations? What more do you need? – Where could you get it from?

Mindset 2000 LtdSlide 30 Meeting the LSC... All the way or half way? What do you need to do? – Participation – Monitoring – Engaging employers Your own scheme? – Development period

Mindset 2000 LtdSlide 31 Website mindset2000.com click on ‘members’ in menu bar user name: guest password: northeast