In this episode of the Training 4 Influence podcast Tammy sits down with Taye Training Facilitator, Sam Scaddan, to discuss her five key learning points from the Equality and Diversity course.
Outside of facilitating training with Taye, Sam has over 9 years experience working within safeguarding - with a background of working within children’s centres. Through this, Sam has gained an extensive knowledge in community engagement, supporting families and children at risk and working alongside young parents, teaching life skills and child development. Outside of facilitating with Taye, Sam's current role sees her co-ordinating and managing group work, with the focus being domestic abuse, teen to parent violence and motivational programmes for the Troubled Families service in a local authority. Primarily working alongside families at risk and looked after children (including ones leaving care).
This episode will briefly cover:
The Course
This course aims to provide professional staff with the knowledge required to promote equality of opportunity and foster good relations between people with “protected characteristics”.
Equality is a legal framework to protect against discrimination, promote equality of opportunity and foster good relations between people with “protected characteristics”.
Diversity is the valuing of our individual differences and talents, creating a culture where everyone can participate, thrive and contribute.
We truly believe in the importance of Equality and Diversity training within safeguarding. We integrate equality and diversity into our own policy development, service delivery and employment practices, and believe that all organisations, but particularly those in safeguarding, should not overlook the significance of it.
Course Objectives
For more information on the course, visit our website: https://tayetraining.org.uk/training-courses/cpd-accredited/equality-and-diversity/
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To provide context for those listening in the future, as this episode is published we are currently around eight weeks into the COVID-19 UK lockdown. Schools are closed, many employees are working from home and hospitals are at capacity.
While this podcast has been in the plans for a while, COVID-19 has changed the timetable of its delivery. Instead of starting by delving into the Training 4 Influence methodology, we realise it is more important to start this podcast with a series delivering bitesize learning, derived from our induction courses, for those frontline professionals needing further support during these times.
Frontline professionals regarded as 'critical workers' are currently working under unprecedented circumstances - with staff levels falling and government regulations changing daily, additional support is vital as many new, inexperienced or recently retired people are being asked to take on key roles.
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As mentioned in the episode:
Website:tayetraining.org.uk
Email: tammy@tayetraining.co.uk
Definitions of Discrimination (from the Equality Act 2010)
Direct discrimination means treating someone less favourably than someone else because of a protected characteristic. In the case of age, treating someone less favourably than someone else may be justified.
Direct discrimination by perception means treating one person less favourably than someone else, because you incorrectly think they have a protected characteristic.
Indirect discrimination means putting in place, a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one, when this cannot be objectively justified.
Direct discrimination by association means treating someone less favourably than another person because they are associated with a person who has a protected characteristic.
Failing to make reasonable adjustments for disabled people is also a form of discrimination.
Harassment is unwanted behaviour related to a protected characteristic which has the purpose or effect of violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment.
Victimisation
Victimisation is treating someone unfavourably because they have taken some form of action relating to the Equality Act, e.g. made a complaint under the Act or supported somebody who is doing so, such as appearing as a witness.
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