Gender Equality and Employment Rights Training Course

Participants can map equality duties, decision-makers and escalation routes within an organisation.

• Employer duty of care applied to gender equality risks
• Line-manager accountability defined through delegated authority and documented decisions
• HR advisory boundaries clarified for policy interpretation and case support
• Employee representation channels compared: unions, works councils and staff forums
• Policy hierarchy aligned across code of conduct, grievance and disciplinary procedures
• Jurisdictional legal mapping separates statutory duties from voluntary organisational commitments

Participants can design and review selection and progression processes for gender bias risks.

• Job descriptions screened for gender-coded language and unnecessary requirements
• Structured interviews use anchored scoring criteria and independent panel ratings
• Selection data reviewed using adverse impact ratio and demographic cut-offs
• Promotion criteria tested for access to sponsorship, assignments and visibility
• Talent calibration meetings challenged for stereotype-based performance assumptions
• Succession slates monitored for gender balance, readiness evidence and development access

Participants can assess equal-pay concerns using job evaluation and workforce pay evidence.

• Equal pay concepts distinguish like work, rated-as-equivalent and equal-value work
• Analytical job evaluation assesses knowledge, effort, responsibility and working conditions
• Pay-gap calculations compare mean, median, quartiles and bonus participation
• Legitimate pay factors tested for consistency, evidence and discriminatory effect
• Starting-salary controls reduce negotiation bias and unexplained pay variation
• Pay transparency rules translated into job architecture, ranges and communication controls

Participants can manage pregnancy, parental and flexible-work matters without discriminatory treatment.

• Pregnancy-related risk assessments identify adjustments, leave protections and confidentiality requirements
• Parental leave decisions separated from performance, promotion and redundancy assessments
• Flexible-work requests assessed through objective business grounds and documented alternatives
• Return-to-work plans cover workload, training, performance expectations and support
• Caregiving responsibilities considered without assumptions about gender roles or commitment
• Redundancy selection safeguards protect employees on maternity or parental leave

Participants can establish prevention, reporting and response controls for harassment and gender-based violence.

• ILO Convention 190 framework addresses violence and harassment at work
• Unwelcome conduct assessed through impact, context, power and reasonable perception
• Bystander intervention options distinguish direct action, distraction and delegated reporting
• Reporting channels protect confidentiality while preserving procedural fairness
• Third-party harassment controls address clients, contractors and visitors
• Risk assessments cover travel, remote work, social events and isolated locations

Participants can handle gender equality complaints through a fair, evidence-based investigation process.

• Intake interviews define allegations, desired outcomes, safety concerns and immediate measures
• Investigation plans set scope, witnesses, documents, chronology and decision authority
• Trauma-informed interviewing supports complainants without abandoning evidence standards
• Witness interviews use open questions, contemporaneous notes and credibility indicators
• Balance of probabilities applied to findings in internal employment investigations
• Outcome letters separate findings, actions, appeal rights and confidentiality limits

Participants can recognise and control gender bias and retaliation risks in management actions.

• Performance ratings checked for gender patterns, evidence quality and calibration outcomes
• Objective-setting records separate availability assumptions from documented work requirements
• Disciplinary comparators identify inconsistent sanctions for similar conduct
• Retaliation indicators include exclusion, adverse treatment, threats and opportunity withdrawal
• Protected disclosures and complaints tracked against subsequent management decisions
• Decision logs record rationale, alternatives considered and approving authority

Participants can use workforce evidence to identify unequal outcomes and prioritise corrective action.

• Equality Impact Assessment defines proposal, affected groups, evidence and mitigations
• Workforce dashboards segment hiring, attrition, promotion and pay by gender
• Intersectional data cuts reveal compound disadvantage without breaching confidentiality
• Statistical significance distinguished from material workforce and employee-relations risk
• Root-cause analysis uses five whys, process mapping and stakeholder evidence
• Data governance controls protect privacy, access rights and reporting accuracy

Participants can produce a monitored gender equality action plan for their workplace.

• Material risks prioritised using likelihood, impact, control strength and affected populations
• Action plans assign owners, milestones, resources, measures and review dates
• SMART indicators track representation, pay, progression, complaints and retention
• Management reporting distinguishes activity measures from outcome measures
• Employee consultation tests proposed actions against lived workplace experience
• Annual policy review cycle incorporates data findings, cases and legal developments