Diversity Challenge *Click image to enlarge.

Diversity Challenge


£995.00


Within 3 days

Skill Boosters

DVD/Folder

In Stock

8007-V-DIV

Learning DVD

Share |
   

  • More Info
  • Buying Options
  • Bulk Discount
  • Compare Prices
  • Articles
  • Reviews

Maximising the potential of our diverse workforce

The UK workforce is more diverse that it has ever been. There are more women, ethnic minorities and disabled people in the workforce than ever before, moreover the workforce is getting older. It is estimated that by 2011 white non-disabled men will only make up a fifth of the labour market.

For organisations to continue to be successful, they must recruit, retain and promote talented people without prejudice. Equally, it is critical that the existing workforce welcomes these people and provides a secure, inclusive environment where everyone feels valued and their talents fully utilised.

This diversity training DVD enables trainers and managers to understand the changes at both individual and organisational level that need to be made to achieve an inclusive workplace and workforce.

The Diversity Challenge comes in three parts:

Part One:
Provides an overview of the changing nature of the working environment in terms of the diverse make-up of the workforce. It is relevant to all levels of staff.

Part Two:
This is a series of short drama scenes giving an account of how an organisation comes to terms with key diversity issues. It is designed to trigger discussion and reflection and provide an opportunity to explore how diversity issues can be managed in practice. While aimed primarily at managers, it is also relevant to all levels of staff.

Part Three:
This role play looks at the importance of attitudes and behaviours in creating an inclusive working environment, followed by a section in which experts give advice about appropriate behaviours in the workplace.

Key Learning Points

  • Give an overview of why diversity is an important issue for every person in every organisation.
  • Demonstrate how a ‘one size fits all’ approach simply does not work anymore and encourages viewers to understand the benefits of accommodating difference.
  • Explains the CREATE model of providing guidelines for behaviour in a diverse workplace.

Contents: DVD, Trainer’s Notes/Self Study Guide 


This Learning Programme can be purchased as part

of a range of different learning solutions.

Option 1 - As a stand-a-lone Learning Programme.

Option 2 - As part of an annual training plan

Option 3 - As part of blended learning solution

with learning resources selected from across the

Work Place Learning Centre catalogue.

Option 4 - As part of a trainer led learning

experience, in which a Work Place Learning

Centre trainer shows you how to utilise the

Learning Programme to create value adding

learning experiences that impact bottom line

performance.

If you would like to discuss the various

purchase options available with this Learning

Programme, please save it to your basket and one

of the Work Place Learning Centre advisers will

contact you.


Discounts are available for bulk purchases of this product or when it is combined with other products.

Simply add this product to your basket, remember to include the quantity that you require and one of our Work Place Learning Centre advisers will contact you.


Save this Trainer Resource in your basket and a Work Place Learning Centre adviser will contact you with our best price.


Who was the first person to investigate prejudice? 13 Aug 2010

 

Who was the first person to study prejudice? Research reported the British Psychological Society suggests that most people agree that it was the seminal work of Gordon Allport 'The Nature of Prejudice' published in 1954, but according to Russell Webster and colleagues the first scholar to propose a working definition of prejudice was actually the English humanist and literary critic William Hazlitt, writing way back in 1830.

 

It was a visit to France where Hazlitt discovered the French were not as 'butterfly, airy, thoughtless, fluttering' as conventional stereotypes of the time predicted and was inspired to research prejudice itself. Hazlitt proposed that 'prejudice ... is prejudging any question without having sufficiently examined it, and adhering to our opinion upon it through ignorance, malice, or perversity, in spite of every evidence to the contrary'. This is not that different from the definition created by Allport more than a hundred years later.

 

For someone who was researching prejudice Hazlitt was not adverse to being prejudice himself, and  revealed his gender based prejudices when he wrote that  women are 'naturally physiognomists, judging by sensation or feeling and men are phrenologists', judging by rules.

 

It is perhaps shocking by todays standards but the first psychologist to really define prejudice was motivated by his experiences as a job hunter. Josiah Morse (born Moses), a student of G Stanley Hall's at Clark University. Morse, changed his Jewish sounding name after struggling, even though he had a letter of ecommendation from Hall  to gain postgraduate employment. He was not along in adopting this strategy Harry Harlow, another psychologist also changed his name to boost his employment prospects).

 

Perhaps Morses job hunting difficulties were not eased by a recommendatioon that the British Psychological reports describe him as having  'none of the objectional Jewish traits ... and has no Jewish features'.

 

In 1907 Morse wrote a paper in which he drew attention to the ubiquity of prejudice and, with echoes of Hazlitt, defined it as 'when one fails to adjust or correct one's prejudgement in favour of contrary evidence.'

 

In 1890 G T W Patrick another student of G Stanley Hall defined prejudice as 'individual deviation from the normal beliefs of mankind, taking as standard the universal, the general, or the mean'.

 

But he failed to recognise the key aspect of prejudice, which Hazlitt and Morse had identified, as being the inability or unwillingness to change your mind in the face of new evidence.

 

Even with knowledge of prejudice Patrick just like Hazlitt demonstrated his own prejudices about women when he described the female mind as being less adapted than the male.

 

The British Psychological Society describe the writings of Hazlitt, Patrick and Morse as remarkable for their prescience. 'For example, they recognised the influence of both explicit and non-conscious, implicit beliefs, and they realised that prejudice has some adaptive value in helping strengthen in-group bonds.'

 

William Thomas the last scholar referenced by Webster and colleagues wrote in 1904 anticipating Allport's Contact Hypothesis -  that prejudice between groups can be reduced if the members of the different groups socialise with each other.

 

These early pioneers deserve what the British Psychological Society describe as 'explicit credit for recognising prejudice as a phenomenon and one in dire need of psychological study,' Webster and colleagues conclude. 'Contemporary psychologists and sociologists who study stereotyping, prejudice, and discrimination will hopefully have a renewed appreciation for these individuals who planted the roots of prejudice research in psychology and sociology.'


No Reviews yet why not write your own review


You must be logged in to write a review about this product Click here to login



Payment Methods Nation Trainging Awards

Website design by Clever Clover