training in Age Regulations

Age Discrimination – Walking the talk
Hi Derek

In 2003, the Chartered Institute of Personnel and Development’s report: “Understanding the People and Performance Link: Unlocking the black box” clearly demonstrated that while HR policies have a positive impact on companies, the role that line managers play, and the way they exercise leadership in implementing policies, is vital to success. Therefore compliance with the new legislation will heavily depend on the capability of managers and staff to put policy into practice on a daily basis.

Managers don’t need all the knowledge that the HR professional needs, but they do need awareness training on the practical steps they should take to prevent age discrimination in the workplace. Today’s cases of sex and race discrimination often occur because of the attitudes and behaviours of company officials rather than weakness in company policy. It makes sense therefore to train all staff, especially managers, that prevention of age discrimination in the workplace begins with them recognising the need to change their own attitudes and behaviours first.

There is a 35 minute DVD available on this called “Coming of Age”. More information on this can be found at http://www.macrolearn.co.uk/AgeLaw

It might be interesting for your managers to see this to give them further insight into what they need to do to “walk the talk” and to make your session more interesting.

All the best

Mike

2 Responses

User deleted says:

July 14, 2006 at 3:46 pm

Age Discrimination Legislation Training
Hello Derek,

I think I would begin by gauging their understanding of what the Age Discrimination legislation entails. You can do this quite informally on the day or by distributing a questionnaire beforehand. The latter enables you to gauge actual understanding so that you don’t embark on an exercise where you’re teaching them to suck eggs!

I would then (on the day) focus on blowing away some of the myths surrounding employment of older/younger workers, ie that they are slower, less reliable, by drawing on case studies such as B&Q, Asda, etc.

Research shows that people enjoy and learn effectively by taking part in activity, so I would draw up some fictional case studies for them to tackle in small groups once they are equipped with understanding of the specifics of the legislation, ie how to ‘deal’ with different real-life scenarios…

Good luck.

Rebecca

PS Don’t forget to evaluate after the session and several months again thereafter to make sure people haven’t forgotten!
TrainingZone says:

July 17, 2006 at 9:59 am

Age Discrimination – Walking the talk
Hi Derek

In 2003, the Chartered Institute of Personnel and Development’s report: “Understanding the People and Performance Link: Unlocking the black box” clearly demonstrated that while HR policies have a positive impact on companies, the role that line managers play, and the way they exercise leadership in implementing policies, is vital to success. Therefore compliance with the new legislation will heavily depend on the capability of managers and staff to put policy into practice on a daily basis.

Managers don’t need all the knowledge that the HR professional needs, but they do need awareness training on the practical steps they should take to prevent age discrimination in the workplace. Today’s cases of sex and race discrimination often occur because of the attitudes and behaviours of company officials rather than weakness in company policy. It makes sense therefore to train all staff, especially managers, that prevention of age discrimination in the workplace begins with them recognising the need to change their own attitudes and behaviours first.

There is a 35 minute DVD available on this called “Coming of Age”. More information on this can be found at http://www.macrolearn.co.uk/AgeLaw

It might be interesting for your managers to see this to give them further insight into what they need to do to “walk the talk” and to make your session more interesting.

All the best

Mike