People decide what women's workplace empowerment really means by watching who gets promoted. Policy on the people management and development capability is judged by how it is applied in the difficult cases, not the easy ones. Benchmarking exercises repeatedly place the practice within people management and development among the areas with the widest performance spread. The result is the confidence to make and defend decisions about women's workplace empowerment under scrutiny. Plans for the people management and development capability often fail at the handover point between functions. The programme takes participants through this strand of people management and development end to end, from framing the problem to closing it out. It is pitched for practitioners with responsibility for women's workplace empowerment, not for observers of it. Participants test their assumptions about this part of people management and development against scenarios designed to break weak ones. Participants finish with a short, specific brief on the practice within people management and development ready to put in front of a decision maker.
Expected Learning Outcomes
✓
Measure the effect of women's workplace empowerment on retention, performance and engagement.
✓
Establish escalation routes for women's workplace empowerment that work outside normal hours.
✓
Agree the first three actions on women's workplace empowerment that will be taken on returning to work.
✓
Integrate women's workplace empowerment with reward, development and performance processes.
✓
Review women's workplace empowerment annually against what actually happened, not what was intended.
✓
Address the equity and inclusion implications of women's workplace empowerment deliberately.
✓
Assign clear ownership for each element of women's workplace empowerment across the functions involved.
Who Should Attend
✓
Learning and development officers building capability in women's workplace empowerment.
✓
Human resources managers and business partners responsible for women's workplace empowerment.
✓
Technical staff being prepared for supervisory responsibility over women's workplace empowerment.
✓
Quality staff verifying that women's workplace empowerment performs as designed.
✓
Line managers who apply women's workplace empowerment in practice.
✓
Internal communications staff explaining women's workplace empowerment to the workforce.
Course Modules
Open any module to see its sessions and topics.
01
Women's workplace empowerment: cost, benefit and workforce planning
2 sessions · 8 points
Session 1Writing a policy on women's workplace empowerment a line manager can actually use
Check that records of women's workplace empowerment answer the questions likely to be asked.
Document the reasoning for every exception granted under women's workplace empowerment.
Verify six months later that changes to women's workplace empowerment have held.
Train line managers on women's workplace empowerment rather than handling every case centrally.
Session 2Building the method for women's workplace empowerment step by step
Estimate the resource women's workplace empowerment requires to run as designed.
Rehearse the briefing on women's workplace empowerment that would follow an incident.
Benchmark the organisation's women's workplace empowerment against comparable operations.
Compare intended and actual outcomes of women's workplace empowerment honestly.
02
Women's workplace empowerment: review, learning and adjustment
2 sessions · 8 points
Session 1Who answers for women's workplace empowerment, and to whom
Set out the decisions in women's workplace empowerment that require sign-off and by whom.
Map the handovers in women's workplace empowerment between functions and secure them.
Ask employees what women's workplace empowerment feels like from their side.
Collect evidence on the present handling of women's workplace empowerment before proposing changes.
Session 2The exception to women's workplace empowerment that sets the precedent
Confirm records relating to women's workplace empowerment meet retention and privacy rules.
Assign responsibility for keeping documentation of women's workplace empowerment current.
Measure the effect of women's workplace empowerment on retention and performance, not activity.
Set the annual review point for women's workplace empowerment and who attends.
03
Women's workplace empowerment: communication and employee understanding
2 sessions · 8 points
Session 1Costing women's workplace empowerment honestly, including the cost of inaction
Set the review interval for women's workplace empowerment and who attends.
Build the appeals route for women's workplace empowerment and publish it.
Identify single points of dependency in women's workplace empowerment and reduce them.
Distinguish symptoms from causes when women's workplace empowerment underperforms.
Session 2Explaining women's workplace empowerment so people believe it
Estimate the cost of women's workplace empowerment and the cost of leaving it unchanged.
Test the policy on women's workplace empowerment against three real cases from the past year.
Define who decides on women's workplace empowerment and who may only recommend.
Build the internal briefing that explains women's workplace empowerment to those affected.
04
Women's workplace empowerment: records, privacy and legal defensibility
2 sessions · 8 points
Session 1Applying women's workplace empowerment consistently to the person you like least
State the purpose of women's workplace empowerment in one sentence a new manager would understand.
Record the rationale for each significant choice made about women's workplace empowerment.
Record what was learned when women's workplace empowerment did not go as planned.
Identify where judgement in women's workplace empowerment is legitimate and where it is not.
Session 2Closing out women's workplace empowerment and capturing what was learned
Check that women's workplace empowerment complies with current labour regulation in every location.
Set the consistency check that catches uneven application of women's workplace empowerment.
Design the communication for women's workplace empowerment around the questions people will actually ask.
Pilot changes to women's workplace empowerment in one area before wider rollout.
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.
