Diversity – a modular approach

We have developed a modular approach to our diversity training underpinned by the text published by two of our associate trainers (Gast and Patmore 2012).

Each module is approximately a quarter of a day, so four modules can be included in each one day programme.

Modules 1 and 2 are essential components but the programme can be built upon flexibly from that point.

Module 1

This module is an introduction to the subject. However it can also be approached with more complexity for experienced staff.

Aim:

The aim of the module is introduce the components of diversity and explore some of the ways in which we differ.

Learning Outcomes:

Participants will have been given the opportunity to explore:

  • What is diversity?
  • How does this relate to the values of social care.
  • Primary, secondary and work place characteristics.

Module 2

Aim:

To explore the differentiation between power, prejudice and discrimination.

Learning Outcomes:

Participants will have been given the opportunity to explore:

  • A paradigm for power, prejudice and discrimination and its application to work within a social care.

Module 3

This module is most suitable for less experienced staff.

Aim:

Using DVD material “a class divided” the aim of this module is to develop an understanding of the impact of prejudice on behaviour.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Consider “The Iceberg Model” – ‘Story of the World’.
  • Understand the issues in working with service users of social care.

Module 4

This module is appropriate for all staff and provides an opportunity for personal reflection.

Aim:

The aim of this module is to explore and appreciate personal experiences and their impact on approaches to diversity through the use of a diversity awareness model.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Explore personal approached to diversity.
  • Apply the diversity awareness model.
  • Explore implications of the model for workers in social care.

Module 5

This is a challenging module, extremely useful to build confidence in thinking about racism and its application to other ‘isms’.

Aim:

The aim of the module is to use a well established model to explore the concept and language of racism.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Consider – What is Racism?
  • Explore a model for understanding racism.
  • Consider application of the model to other areas of diversity.

Module 6

This is a research based model, useful for more experienced staff and managers.

Aim:

The aim of the module is to explore how cultural experiences and attitudes impact on behaviours.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Understand Hofstede’s cultural dimensions.
  • Use individual questionnaires to apply these.
  • Consider how these dimensions can be applied within a social care environment.

Module 7

This module is suitable for all staff.

Aim:

The aim of the module is to explore the potential for miscommunication and misunderstanding based on cultural differences.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Explore cultural barriers to communication.
  • Understand their relevance within the field of social care.

Module 8

This module builds on module 7 and is suitable for all staff.

Aim:

The aim of the module is to enhance the skills necessary for effective cross cultural communication.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Explore a model a model of communication.
  • Develop an understanding of cultural signals associated with body language and verbal communication.

Module 9

Aim:

The aim of the module is to allow staff to adapt their style to encompass personal preferences and difference.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Explore learning styles based on the work of Kolb (questionnaire completed before the course).
  • Apply an understanding of learning styles to work effectively with diversity.

Module 10

This module is suitable for all staff

Aim:

The aim of the module is to examine the components of personal preferences using the Myers Briggs model.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Receive an introduction to the model.
  • Explore their own learning preferences based on Myers Briggs Type Indicators.
  • Consider their results, on the basis of difference.
  • Make sense of this difference and the implications for working with colleagues and service users.

Module 11

This module is suitable for all staff.

Aim:

The aim of the module is to build on the components of personal preferences using the Myers Briggs model and explore how these are played out in practice.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Explore the different dimensions:

Extrovert/Introvert.. .Sensing/Intuition…Thinking/Feeling…Just So/Perceiving

  • Consider these differences – so what?
  • Explore implications for management and other work within a social care.

Module 12

This module is suitable for managers.

Aim:

The aim of the module is to practice debating diversity issues which can cause discomfort, and to develop confidence in managing the complexity of the different issues.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Take part in an exercise “Where do I Stand?”
  • Explore the implications of their experience within the context of social care.

Module 13

This module is suitable for managers.

Aim:

The aim of the module is to place diversity in the context of effective teams and performance management.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Consider how to develop a culturally sensitive working environment.
  • Explore the components of effective teams from a diversity perspective.
  • Consider issues relating to performance management and diversity.
  • Develop confidence in addressing performance issues when there is also a component of diversity which might cause concern.

Module 14

This module is suitable for managers.

Aim:

The aim of the module is to explore an extended case study around diversity and performance issues.

Learning Outcomes:

Participants will have been given the opportunity to:

  • Identify clearly the different components, and how they interact when there are diversity and performance issues.
  • Explore and ethical considerations in staff management in social care.
  • Consider implications for their practice.