Your legal obligations

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The law can be confusing and often a breakdown in communication between a pregnant woman, or new parent, can be the result of concern an employer might say the wrong thing. Keeping those communication lines open but being confident you won’t say or do anything that could get you in to trouble can pay dividends in terms of staff wellbeing and retention. In this workshop we will run through what your legal obligations are and what best practice looks like when managing pregnant women, staff taking parental leave and parents returning to work after a period of leave. This will build confidence for the future and reduce any risks of unhappy staff or, worse, a law suit.

We will cover:

  • Legal obligations if a member of your team makes a flexible working request

  • An overview of what would constitute discrimination in the eyes of the law

  • Legal obligations during recruitment

  • Legal obligations when a member of staff tells you they are pregnant

  • Best practice when managing a pregnant member of your team

  • Legal obligations during maternity or paternity leave

  • Best practice during maternity or paternity leave

  • Legal obligations when a parent returns to work

Outcomes:

  • Your line managers will feel more confident having open conversations with pregnant women and parents in the workplace

  • Greater assurance that line managers will not risk a potential law suit

  • Pregnant women and parents feel as though they are being better supported and are therefore more likely to stay with the organisation

This will be a 6 hour workshop, with breaks, for up to 15 members of staff.

Total cost, excluding venue and refreshments: £2,750 (+Vat)

Or total cost including venue and refreshments: £3,750 (+vat). A list of potential venues can be provided upon request

Radical Returns

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Most companies are ill equipped to deal with parents returning to work after a period of leave. It is this point when most women fall out of the workplace, feeling undervalued, misunderstood and frustrated. Companies spend fortunes on graduate schemes but fail to retain the talent they already have because they don’t put enough thought or resource into looking after employees who take parental leave.

Radical Returners Programme

Full day programme for up to 15 staff. The programme will cover:

  • Legal obligations 

  • The business benefits for creating a really successful return to work after a period of leave

  • How the returner might be feeling and what they might need 

  • Phased returns

  • Breast feeding 

  • Mentoring programmes

  • Other methods to encourage staff retention 

The Business Case

Why does your business need to better understand how to retain employees when they return from a period of leave?

This is the point at which many parents (usually mothers) leave their careers. Their life has changed and very few companies recognise the challenges new parents are encountering. If you get this right you will see:

  • Higher rates of retention, particularly of women. This will result in talent remaining in the organisation along with skills and experience

  • Improved gender diversity across all levels of the organisation, but particularly at a senior level. There is a wealth of research to demonstrate this has massive benefits for any organisation.

  • A more engaged workforce with higher rates of wellbeing

    Workshop Content

    Prior to the workshop, your facilitator will arrange a 1 hour call with you to better understand your company so the workshop content can be tailored to your specific needs.

    The Logistics

  • What you absolutely must do as a line manager – the legal bit

  • Business benefits for retaining talent

  • Flexible working requests

  • The top three things you can do to support a returner

  • Working with returnees on their strengths

  • The role of a mentor and/or peer coach·

    What assumptions are you making?

  • Our assumptions and stereotypes that we attach to others can limit people and there’s often very little truth in them. We do a dirty laundry list of all the things line managers have come across and use some positive psychology to reframe the negative narrative about parents in the work place.

    What questions are you asking? 

  • What was their maternity leave experience? How have they felt coming back? Not everybody will want to share lots of detail, but we explore how much you need to know to offer the best possible support.

    Support and commitment

  • Taking time to reflect, how can you use your strengths to support returners? What further help do you need?

    Total cost for this programme £2,200 (+Vat). Not including venue or catering.  

    Or £3,500 (+VAT) including venue and catering. A list of potential venues in each city can be provided upon request.

Flexible Working and Job Shares

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To get the best out of your staff you need to give them autonomy over their time.

A study of UK businesses and employees by HSBC  found that nine in ten employees (89%) consider flexible working to be the biggest motivator to their productivity levels within the workplace – a view shared equally among male and female employees (87% and 90% respectively) – and more so than financial incentives  (77%).  Alongside this, 81% of workers believe the opportunity to work remotely would also help them to improve their productivity, making a clear link between flexible working cultures and increased business productivity levels.

Allowing your staff to work flexibly is absolutely critical to gender diversity and to your business. The old 9 -5 is dead and companies unable to embrace flexible working will miss out on talent and hinder their productivity. In many parts of our working culture, leaders still have issues with trust, accountability and ‘presenteeism’.

To fully embrace flexible working we recommend 2 half day workshops for up to 15 staff.

Programme One - Flexible Working Workshop

This workshop will be 4 hours long and will cover:

  • Your legal obligations as an employer

  • How to deal with a flexible working request

  • The benefits of implementing flexible working within your organisation 

  • How to implement flexible working within your department/company

Programme Two - Job Shares Workshop

This workshop will be 4 hours long and will cover:

  • The benefits of job shares to your business and department

  • Understand how to recruit people into job shares

  • Understand exactly how a job share might work within your organisation 

  • Understand the steps you need to take when an employee says they would like to work as part of a job share 

  • Understand the practicalities of positions being managed as a job share 

Outcomes:

  • Your staff will have a clear understanding of what to do if a member of their team makes a flexible working request or would like their role to become a job share

  • Your staff will be encouraged to implement flexible working and job shares in their department, this will have a positive impact on staff wellbeing, productivity and profitability

  • Your staff will understand what ingredients are needed to be make a job share work

  • Your staff will have the opportunity to think through how flexible working and job shares can work in their department

Total charge for both programmes, excluding venue and catering £2,900 (+Vat)

Total Charge for One programme, excluding venue or catering £1,850 (+Vat)

Total charge for one programme including venue and catering £2,600 (+vat)

Or total charge for both programmes including venue and catering £4,200 (+Vat). A list of potential venues can be supplied upon request

Unconscious Bias

Using a background in mental health, counselling and NLP leadership, our unconscious bias training helps your employees confront prejudice and bias in the workplace, with a particular focus on women and parents.  Focusing on mindset and culture change; this programme will teach individuals and brands about the power of embracing diversity and how to confront bias and prejudice to improve business and societal impact, leading to long-lasting and authentic change.

The programme supports delegates in increasing their self-awareness and encourages them to discover the social stereotypes that hold women back:

This workshop will cover:

  • Discover what bias and subconscious bias is

  • Understand the powerful relationship with subconscious bias, prejudice and stereotyping within minority groups - gender and the intersectionality of women with more than one minority identity for example.

  • Learn how subconscious bias affects relationships, how we do business, how we operate in the workplace, who we trust, who we fear, who we hire (and promote) and also how people perceive us.

The workshop runs for 4 hours (with breaks) for a maximum of 15 people.

Total cost for this workshop is £1,850 (+vat), excluding venue and catering

Total cost for this workshop is £2,750 (+Vat), including venue and catering




Equality and Inclusion

Our Equality and Inclusion programmes engage people in critical thinking to understand and challenge the root causes of inequalities and to grow powerful new leadership for transformative change.

Our programmes provide participants with a powerful learning opportunity that:

  • Facilitates participants’ critical thinking & learning;

  • Builds a community that is deeply cognisant of inequalities and commonalities among

    their lived experiences; and

  • Develops the tools to re-imagine power relations, build up collective power and grow

    leadership for transformation

  • Designs inclusion into all dimensions of our internal cultures, as well as for the

    strategies, policies and practices you develop.

    When most people use the term Diversity and Inclusion there is a general assumption that everyone means the same thing. To our organisation, it is shorthand for:

Communities where there is equity, equality and belonging for all people. Communities where people can show up as their full selves.

Building such communities therefore means doing away with all the behaviours and attitudes that prevent that from occurring. However, such behaviours and attitudes are extremely deep-rooted - cultivated through narratives and norms that are long-held and reinforced throughout our lives by a multitude of actors, institutions and influences.

We therefore believe advancing a meaningful Diversity and Inclusion (D&I) agenda, creating these communities of belonging and equality, requires deep thought and constant practice. It requires unlearning and reimagining.

The programmes have been designed by Hanna Naima McCloskey from Fearless Futures.

Programmes:

Two hour introductory workshop

Participants per cohort:12
Expert facilitators per cohort: 1
Structure: 2 hours
Venue: We require a space for each cohort in which participants can move around easily, with chairs for each participant and the facilitator and no other furniture.

This experiential workshop is an opportunity to raise the baseline awareness and understanding of diversity and inclusion issues and concepts.

Our participant-led approach will take attendees through learning exercises encouraging them to question their own assumptions, experiences and privilege in the world and their organisational context. Participants will leave having been robustly challenged and introduced to new ways of thinking about inequality and exclusion.

Curriculum

  • How do people experience inequality and exclusion, along the lines of gender, race, class, faith and other aspects of their identities?

  • How does our organisational culture interact with people’s identities, power and privilege?

Investment: £2,700 (+Vat) per cohort

Excluding any potential venue or catering costs

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Half-day cognisance raising workshop


Participants per cohort: 12
Expert facilitators per cohort: 1
Structure: 4 hours
Venue: We require a space in which participants can move around easily, with chairs for each participant and the facilitator and no other furniture.

This training will take participants through experiential education to raise cognisance and understanding of inequities and exclusion within participants’ organisations.

It goes beyond the introductory workshop by creating space for more nuance. In it participants will unpack the norms, assumptions and frameworks in which we work every day, and their impact on certain colleagues based on their lived realities. It will also pivot towards practical next steps and action participants can take to centre belonging in their teams.

Curriculum

● How do people experience marginalisation, with respect to gender, race, class, disability, faith, sexuality and other aspects of their identities?

● How does our organisational culture interact with people’s identities, power and privilege?

● What are the root causes and drivers of marginalisation and exclusion?

Investment £3,700 (+vat) per cohort

Excluding any potential venue or catering costs

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One Day Programme


Structure: 1 day
Numbers: 12
Expert facilitators per cohort: 2
Venue: We require a large space with chairs for all participants and the facilitators at a venue that is accessible for everyone.

This thought-provoking participatory day long programme will build cognisance, understanding and capacity. Leaders will feel more confident to support wider organisational D&I efforts, and grow the inclusiveness of their organisation - and to do so in productive and meaningful ways. This programme builds on the half day by deepening nuanced understanding to better inform methods of application in participants’ working and leadership practices.

Curriculum

  • How does inequality manifest in our daily lives across gender, race, class, faith, ability and sexuality?

  • How does our institutional culture interact with people’s identities, power and privilege?

  • How do people in our organisation experience inequality and exclusion, at all levels?

  • What are the root causes and drivers of this inequality and exclusion?

  • What is our personal role in marginalisation and inequality?

  • How do we practise including those who are marginalised and amplifying others’ voices?

  • How do we lead in new ways to challenge inequality and exclusion in our organisations?

Investment: £7,500 (+VAT) per cohort

Excluding any potential venue or catering costs

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Impact

Quantitative

These data are the shifts demonstrated by surveys completed pre- and post-programme.

+54%

I feel confident articulating the need to challenge inequalities.

+68%

I have the knowledge to support colleagues to think differently about inequalities.

+58%

I know how to be an ally.

+48%

I know how to unlearn inequality.

+88%

I know how to apply an equalities analysis to re-design policies, services and products.