Diversity is not about treating people the way you would like to be treated, but rather trying to understand the world from the other person’s perspective and delivering respect in the way they seek it. Our approach explores what respect (and therefore diversity) means to people and how staff can deliver this. We draw on culture and consider how it affects the way people see the world and the fundamental patterns of cultural difference. This is related to life experience, rather than specifically related to race. For example, geographical location has an impact on cultural difference, even when living in the same country.
Rosemount has worked with a range of public, voluntary and private sector organisations, housing associations, local authorities, central government departments, the education sector, national and local charitable trusts and health based organisations. We have delivered specialist disability training, as well as diversity and equality training. Our courses have been delivered as ½ day awareness programmes and 1-2 day sessions for managers. We have also delivered specialist courses for specific departments within local authorities (e.g. adult learning services).
Rosemount has supported organisations (through consultancy and training services) with their Equality Duty responsibilities (race, disability and gender), Equality Impact Assessment and progressing through the Local Government Equality Standard / SHEF (Social Housing Equality Framework).
Examples of programmes we have undertaken include:
Rosemount is the retained E&D consultancy for a large North East social housing provider, and has assisted them to develop a Single Equality Scheme and review their approach to Equality Impact Assessment. This included a challenge session with the Exec and Board members to identify future equality objectives. We are also delivering a training programme for all staff, the Executive team, Board members and panel members.
We acted as a “critical friend” in the development of Disability Equality Duty Scheme for a national social housing provider. We delivered briefing sessions to the Board and senior management teams across the regions on their disability and diversity obligations.
Rosemount delivered diversity training for all staff in a large multi-national Legal firm based in London. This was delivered over a 10-day period in a series of 2 hour and half-day workshops. A total of 260 staff across three staff groups received the training, which focused on the Equality Act 2010 and how to embed this from a good practice and legal perspective.
We deliver the Diversity for Managers 1-day programme for a large Midlands based Local Authority. This focuses on how managers can mainstream diversity in the delivery of their services and management of their staff. As part of this project, we have supported the Authority with Equality Impact Assessment and the Local Government Equality Framework, ensuring this is embedded in the training delivered.
Rosemount developed and ran a national programme of events for European Social Fund partners into mainstreaming equality and diversity into ESF funded schemes. This focused on understanding the implications of the Equality Act, auditing E&D policies and practices and identifying practical ways to embed equality. It included a self-assessment toolkit and ensured DWP continued to accredit the providers.
We delivered a Disability Awareness workshop for maintenance staff within a social housing group. This introduced staff to a range of disability issues and aimed to give confidence in dealing with disabled service users and staff. We began with a disability quiz covering the core aspects of the Equality Act (definition, reasonable adjustment, who’s covered?). We then explored barriers that disabled people might experience and how to overcome these – often coming to the conclusion that reasonable adjustments were often straightforward and simply involved offering the service in a slightly different way. We also covered models of disability and communication, etiquette and language.
A number of clients have asked us to develop programmes around challenging unacceptable behaviour in the workplace. We use a scenario based approach using the context of the client’s own workplace environment. This allows delegates to explore what unacceptable behaviour might be and how to tackle it. Some elements of unacceptable behaviour are easy to distinguish and deal with, for example, telling overtly racist jokes which is clearly a breach of organisational policy and potentially unlawful. However, some humour falls within a grey area which may offend one person and not another. Our sessions explore how to challenge the behaviour that may make another person uncomfortable, even if it has arisen out of a difference of view or approach to life.