6 Responses

1. Equality Proofing
   Hi

   I am a firm believer in equality proofing all training events at the design,delivery and evaluation stages. The access arrangements for those with disabilities, those who have to balance work and family demands as well those who observe dates outside traditional christian calendar need consideration. I always draw up a standard checklist and seek information from both client and her or his delegates. A tailored equality event usually ensues although I once found myself up to my neck in boiled ham teacakes at an Asian women’s training course which I was leading!! The key thing is to check out the event venue and the needs of those attending.Codes of Practice from the mainstream equality agencies can help.
   Try also the officer at your local jobcentre with responsibility for disability issues.He or she may be in contact with several private training providers running the Governments Access and Gateway to Work training under the New Deal etc

   William
   Good luck

2. Equality
   We are a local training provider for a number of courses.

   When local business book onto any course, they are asked verbaly if they have any special requirments and we try our best to help.

   The most common problems for us appear to be partialy sighted and hard of hearing delegates.

   We have contacts with qualified signers and also translate training matrials into brail. you will be able to find your local contacts from the yellow pages, business link ot the local council.

   We have wheelchair access and meal arrangments meet all needs – vegi, halal, speacial diets etc…

   Hope this helps in some way

3. DDA
   Within the Disability Discrimination Act the provider of the service must ensure any ‘user’ can access the service. Any pre-course literature sent out should ask whether the participant requires any support or has any ‘needs’ the provider should be aware of. However some people with disabilities will not state they have any requests, you need to make sure your delivery does not discriminate in any way, i.e. visuals for people with visual impairments and dyslexia, audio for hearing impairments. Even if you are not made aware of a disability you could be seen to discriminate if your service has not taken into account all disabilities. If you need any further advice please e-mail HILLSDON@AOL.COM

4. Employees
   Under the DDA, the availability of opportunity in training and numerous other area places the responsibility on the employer to ensure equality of opportunity.

   This can be achieved best by a partnership between the trainee, training provider and employer to ensure that the best facilities for that individual matches their requirements. The DDA places a special and specific duty to ensure this is carried out.

   http://www.tbdglobal.com

5. Employees with disabilities
   Hi Andrea,

   I am an internal trainer with my organisation, and often the only training room available to me is on the second floor of the training facility – with no lifts! I always make this clear to trainees on their training invitation, and if there ever is a mobility problem I arrange to visit the person at their office to train them one-to-one (I train IT systems so the training is very portable).

   I often have trainees with family commitments – I accommodate these within the courses where possible, but again I will do a follow up visit to them to cover the areas missed in the sessions. Luckily, being an in-house trainer, I have the luxury to do this, and it is much appreciated.

6. Training solutions disability
   My organisation has provided courses for disabled adult learners, including people with other health, time and access issues. This has been via a ‘virtual’ eLearning route. You may want to explore this. I know there is a EU funding stream at the moment for eLearning initiatives here is the address I hope it may be useful. The deadline is quite close. http://www.elearningeuropa.info/index.php?lng=1