Case study Organisation: Royal Forest of Dean College Type of FE provider: College Focus on: Equality and Diversity
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Multi-level Equality and Diversity Training Summary of activity An example of how mandatory training – with associated qualifications – can be delivered at different levels of an organisation.
Background and strategic drive for activity As the college is situated in a rural area with a predominantly white population, it is important to ensure that management and staff are aware of the national picture on equality and diversity. The Royal Forest of Dean College is a small general further education college situated in a rural area of Gloucestershire, within two miles of the Welsh border. The Forest of Dean area has a low population density and poor transport infrastructure, which has an effect on both participation and attendance at the college. For many years, people from the Forest of Dean have suffered from stereotyping. The college vigorously promotes equality and diversity practices in order to tackle this. For example, it has an innovative and ambitious training programme to ensure that all levels of staff, including governors, receive the same equality and diversity training. Governors are required to undertake a level 2 qualification to achieve a GCSE grade C equivalent in equality and diversity. The usual format of governor
training in this area consists of updates on legislation and a summary of staff and student profiles. The college’s policy to provide enhanced equality training to governors aims to ensure that its governing body is aware not only of relevant legislation but also of the effects of discrimination. It also highlights their responsibility, as leaders of the college, to provide relevant education and training opportunities for staff and to help create a fully inclusive environment for all.
Set-up and implementation Originally, all college staff (including managers) were asked to gain a qualification in equality and diversity. This was delivered either by distance learning, in taught sessions or through group work with the occasional workshop. It was important to make the delivery of the programme as flexible as possible.
In 2008/09 the college decided that governors and senior management should have the same understanding of equality and diversity issues as staff and also undertake the qualification. The majority of staff and leaders have now successfully completed the programme, with the rest on their way to completing or about to start the course. As well as offering the qualification, the college is also: • vigorously promoting equality and diversity in partnership with employers • highlighting a wide range of initiatives that promote equality and global awareness • using innovative modes of delivery to support armed forces personnel and other public sector organisations such as Housing Associations, Councils, Police and Fire Service • seeing good progression rates from students previously excluded from schools and/or not in employment, education or training (NEET) • broadening the vocational dimension of the learning difficulties and disabilities curriculum and increasing progression opportunities for students • capitalising on the national recognition of its equality and diversity work by supporting other organisations in their equality training delivery.
Obstacles faced As in most institutions, some staff did not see the reason for completing a qualification in equality and diversity. Discussions at management level and amongst staff explored whether this should be compulsory. The management decided that such training would be compulsory for all new staff and would also form a part of their contract of employment. Those staff who have not completed their course and are applying for promotion within the college have to complete their remaining modules as part of their new contract of employment.
Impact and achievements The mandatory training in equality and diversity has had a very positive impact. Managers, governors and staff are now aware of: • legislation relating to equality and diversity • ways to eliminate and prevent discrimination and to promote equality and diversity in the workplace • how to embed good practice at work and in their everyday lives. Students are now prepared for work in a global market where knowledge of other cultures is increasingly important. Their own awareness about discrimination is heightened and more are now undertaking voluntary work to promote community and social cohesion.
On a wider scale, the college’s experience in delivering training to staff has enabled it to support employers nationally. For example, it has supported organisations with their policies and procedures for recruitment, monitoring impact, delivering staff development and leadership and management training from an equality and diversity perspective. Some examples of organisations and individuals which the college has assisted include: • Two Rivers Housing, County and District Councils • Wolverhampton Adult Education Service and other colleges • Police and the Royal Air Force • students whose chosen careers will involve promoting equality and diversity, for example, teacher training, classroom assistants and health and social care students.
Links to legal requirements and other equality areas These updates and training programmes, along with accompanying legal responsibilities for governing bodies on equalities issues, allow the governing body to make informed decisions about issuess in other equality strands affecting both staff and students.
Next steps Discussions are now taking place as to whether the governing body and senior management team should complete a level 3 (A level equivalent) qualification in Managing Equality and Diversity. This will allow them to gain the up-to-date skills and experience to ensure equality and diversity is embedded into every college policy, procedure and into the curriculum.
“This is a strong example of a college taking innovative, effective action on equality and diversity in a geographical region where the issue could have easily been considered a low strategic priority. This example shows the college’s commitment to training for governors and staff, and the impact that this has had on learners.” The Workforce Race Advisory Group
Provider contact Lisa Taylor Business Development Manager Royal Forest of Dean College, Five Acres Campus Berry Hill, Coleford, Gloucestershire GL16 7JT Telephone 01594 545371 lisa.taylor@rfdc.ac.uk Find out more about the work of The Workforce Race Advisory Group: www.lluk.org/3151.htm.
RW09/09/200910.029
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Ref: E&D/FE/07 2009/09
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