Human Resources and Personal Development

Designing Equal Employment Opportunity Policies

Develop the judgement and the documentation needed to run equal employment opportunity policy properly.

  • 5training days
  • 4modules
  • 8sessions
  • 32topics
View packages and pricesCourse outline
Designing Equal Employment Opportunity Policies
5days

About the programme

Course Overview

A process for equal employment opportunity policy that managers quietly work around has already failed. The organisation's reputation as an employer is built or lost through opportunity policy. The programme is built to be used, and every section of this part of people management and development it covers ends in something applicable. Benchmarking exercises repeatedly place equal employment opportunity policy among the areas with the widest performance spread. It is pitched for practitioners with responsibility for this area of people management and development, not for observers of it. The method assumes participants will be challenged on their handling of opportunity policy and prepares them for it. Participants develop a defensible line of reasoning for the choices they make about equal employment opportunity policy. Teams frequently over-invest in documenting opportunity policy and under-invest in testing it. It ends with a prioritised list of changes to the people management and development discipline that the participant is prepared to defend internally.

Expected Learning Outcomes

  • Design a practical operating method for equal employment opportunity policy that fits the organisation's size and maturity.

  • Design a training and briefing approach that sustains competence in opportunity policy.

  • Structure records of equal employment opportunity policy so that they answer the questions an auditor will actually ask.

  • Build the evidence base on opportunity policy from data the organisation already collects.

  • Align equal employment opportunity policy with the organisation's workforce plan rather than treating it in isolation.

  • Design the communication that makes opportunity policy understood rather than merely announced.

  • Design the appeals or grievance route attached to equal employment opportunity policy.

Who Should Attend

  • Consultants and advisers supporting clients on equal employment opportunity policy.

  • Specialists advising senior management on opportunity policy.

  • Internal communications staff explaining equal employment opportunity policy to the workforce.

  • Legal and compliance advisers reviewing opportunity policy.

  • Employee relations specialists handling cases arising from equal employment opportunity policy.

  • Individuals developing their own capability in opportunity policy.

Course Modules

Open any module to see its sessions and topics.

01

Equal employment opportunity policy: fairness, equity and consistency

2 sessions · 8 points

Session 1Explaining equal employment opportunity policy so people believe it

  • Review equal employment opportunity policy for unintended equity effects across groups.
  • Agree what will be standardised in opportunity policy and what will not.
  • Identify the data the organisation already holds that bears on equal employment opportunity policy.
  • Plan succession for roles most exposed to opportunity policy.

Session 2Keeping records on opportunity policy that are lawful and useful

  • Build the appeals route for equal employment opportunity policy and publish it.
  • Check that records of opportunity policy answer the questions likely to be asked.
  • Document the reasoning for every exception granted under equal employment opportunity policy.
  • Agree the indicators that will show whether opportunity policy is improving.
02

Opportunity policy: capability across the management line

2 sessions · 8 points

Session 1Piloting a change to opportunity policy before committing

  • Pilot changes to equal employment opportunity policy in one area before wider rollout.
  • Set the consistency check that catches uneven application of opportunity policy.
  • Design the communication for equal employment opportunity policy around the questions people will actually ask.
  • Prepare the summary of opportunity policy that senior management will read.

Session 2Appeals and grievances arising from opportunity policy

  • Set the annual review point for equal employment opportunity policy and who attends.
  • Record what was learned when opportunity policy did not go as planned.
  • Confirm records relating to equal employment opportunity policy meet retention and privacy rules.
  • Agree the smallest change to opportunity policy that would be visibly useful.
03

Opportunity policy: records, privacy and legal defensibility

2 sessions · 8 points

Session 1What to measure in opportunity policy and what to ignore

  • Identify where judgement in equal employment opportunity policy is legitimate and where it is not.
  • Close out actions on opportunity policy rather than leaving them open indefinitely.
  • Rank the weaknesses in equal employment opportunity policy by consequence rather than by ease of fixing.
  • Write down the assumptions underpinning the approach to opportunity policy.

Session 2Keeping equal employment opportunity policy alive after the initial push

  • Anticipate the objections equal employment opportunity policy will raise and prepare the answers.
  • Establish the boundary of opportunity policy and record what sits outside it.
  • State the purpose of equal employment opportunity policy in one sentence a new manager would understand.
  • Set the review interval for opportunity policy and who attends.
04

Opportunity policy: communication and employee understanding

2 sessions · 8 points

Session 1Building the method for opportunity policy step by step

  • Set escalation thresholds for equal employment opportunity policy that work out of hours.
  • Define who decides on opportunity policy and who may only recommend.
  • Measure the effect of equal employment opportunity policy on retention and performance, not activity.
  • Estimate the cost of opportunity policy and the cost of leaving it unchanged.

Session 2Applying opportunity policy consistently to the person you like least

  • Arrange the handover of equal employment opportunity policy so capability survives staff changes.
  • Test the policy on opportunity policy against three real cases from the past year.
  • Compare intended and actual outcomes of equal employment opportunity policy honestly.
  • Define the trigger that would require opportunity policy to be redesigned.

Choose the package that suits you

Silver Package

At least 3 people

USD1,250
  • Workshop or Program Participation
  • Airport Transfers
  • Customized Badge
  • Expert Mentorship (Private Sessions)
  • Supervision & Secretarial Services
  • Accredited Certificate of Participation
  • Complete Training Kit
  • Coffee Break
  • Closing Ceremony

Gold Package

At least 3 people

USD1,850
  • 5-night stay in a 5-star hotel
  • Workshop or Program Participation
  • Airport Transfers
  • Customized Badge
  • Expert Mentorship (Private Sessions)
  • Supervision & Secretarial Services
  • Accredited Certificate of Participation
  • Complete Training Kit
  • Coffee Break
  • Closing Ceremony

Complete your registration

We will contact you within one business day to confirm.

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