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ethicaltrade.org
The ETI supervisor training programme:Promoting equal treatment of workers
Course for supervisors
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Session 1: Introduction
Session aims: • To introduce the course and its objectives• To clarify the learning outcomes of the course
Learning outcomes:• Supervisors understand the aims of the course
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Aims and objectives of the supervisor training course
Aim of the course
• To improve supervisors’ understanding of discrimination and sexual harassment, and their ability to promote equal treatment of workers
Objectives of the course To ensure that:1. Supervisors are aware of their rights and responsibilities and the rights
and responsibilities of those they supervise2. Supervisors are able to encourage a culture of respect in the workplace,
as well as prevent and handle discrimination and sexual harassment3. Supervisors are aware of their role in the day-to-day implementation of
workers’ rights4. Managers are aware of the challenges faced by supervisors in ensuring
equal treatment of workers, and work with supervisors to implement change
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Session 2: Supervisors’ position and role in the workplace
Session aims: • To explore supervisors’ position and role in the workplace
Learning outcomes:• Supervisors understand that they are a part of the whole
farm/factory• Supervisors understand that their role is important in terms of
people management• Supervisors are aware of tensions in their role due to pressure
from managers above them and workers below them
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Session 2: Questions
• Where do you see yourself in the structure of your workplace?• What is your job, compared to other peoples’ jobs?• What is unique about the job you do?
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Session 3: Responsibilities of supervisors
Session aims: • To explore supervisors’ people management responsibilities
Learning outcomes:• Supervisors understand the full range of their tasks in the
workplace• Supervisors recognise that people management is a key task• Supervisors understand their HR responsibilities and the power
they have over others who work underneath them
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Activity: Clocking in
• Consider your daily tasks from when you arrive at work until you leave
• Use the ‘clocking in’ template in your manual
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Session 4: Good management practice
Session aims: • To identify good and bad management practice, and the skills
needed to be a good manager
Learning outcomes:• Supervisors identify what makes good and bad management
practice, from their own experience• Supervisors recognise how it feels to be managed badly
compared to how it feels to be managed well• Supervisors can identify what skills a good manager needs• Supervisors recognise how their own practices measure up to this
ideal
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Session 5: Workers’ rights in the workplace
Session aims: • To consider the rights (and responsibilities) of workers, and the
role of supervisors and managers in ensuring they are met in the workplace
Learning outcomes:• Supervisors understand that they and those they supervise have
rights (and responsibilities) at work
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Session 5: Questions
• Why do laws and codes exist?• What are they based on?• Is there anyone they don’t apply to?
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Session 6: Recognising discrimination in the workplace
Session aims: • To identify and define discrimination in the workplace
Learning outcomes:• Supervisors can formulate a working definition of workplace
discrimination• Supervisors are able to recognise discrimination in the workplace
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Session 6: Questions
• When were you discriminated against?• When have you discriminated against somebody?
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Session 7: Forms of discrimination in the workplace
Session aims: • To explore different forms of discrimination in the workplace
Learning outcomes:• Supervisors understand the different forms of discrimination that
exist in the workplace• Supervisors understand the difference between ‘acceptable
behaviour’ and discrimination in the workplace
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Session 8: Supervisors’ role in preventing, ignoring or actively discriminating
Session aims: • To examine supervisors’ responsibilities in preventing and dealing
with discrimination
Learning outcomes:• Supervisors understand how their actions can help prevent,
ignore or actively discriminate• Supervisors understand their responsibilities in preventing and
dealing with discrimination
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Activity: Role plays
Groups develop role plays on one of the following:• Preventing discrimination• Ignoring discrimination • Actively discriminating
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Session 9: Learning points on discrimination
Session aims: • To review and summarise supervisors’ role in preventing and
handling discrimination in the workplace
Learning outcomes:• Supervisors understand their responsibilities in preventing and
handling discrimination
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Session 9: Question
• Do the voting results really show how discrimination is treated in your workplace?
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Session 10: Evaluation of Day 1
Session aims: • To get feedback from participants
Learning outcomes:• Supervisors are able to assess how well Day 1 of the training met
their expectations
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Session 11: Introduction to Day 2
Session aims: • To recap Day 1 and introduce Day 2
Learning outcomes:• Supervisors can recall learning points from Day 1• Supervisors capture issues from Day 1 to take forward to the
action planning• Supervisors are aware of the aims of Day 2
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Session 12: Defining and recognising sexual harassment in the workplace
Session aims: • To enable participants to define and recognise sexual
harassment in the workplace
Learning outcomes:• Supervisors are able to formulate a working definition of sexual
harassment in the workplace• Supervisors understand and recognise how sexual harassment is
manifested in the workplace
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Activity: Role play
• Observing role play on sexual harassment• Thinking about safe and hostile environments
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Session 13: Sexual harassment as a form of discrimination
Session aims: • To explore the relationship between discrimination and sexual
harassment
Learning outcomes:• Supervisors understand that sexual harassment is a form of
discrimination
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Session 13: Questions
• What do the codes of conduct say about discrimination?• What do the codes of conduct say about sexual harassment?• What are the links and parallels between discrimination and
harassment?
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Session 14: Supervisors’ role in preventing and dealing with sexual harassment in the workplace
Session aims: • To consider how supervisors can prevent, ignore or contribute to
sexual harassment in the workplace
Learning outcomes:• Supervisors understand their role in preventing, ignoring or
actively promoting sexual harassment in the workplace• Supervisors understand good and bad practices of dealing with
sexual harassment in the workplace
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Session 14: Questions
• What sexual harassment issues have you been faced with in your workplace?
• How have you dealt with them?
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Session 15: Discrimination and sexual harassment policy in the workplace
Session aims: • To enable participants to understand, develop and improve
discrimination and sexual harassment policies
Learning outcomes:• Supervisors understand discrimination and sexual harassment
policies in the workplace• Supervisors are able to develop discrimination and sexual
harassment policies for the workplace
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Session 15: Questions
• What are the main issues that should be in a discrimination and sexual harassment policy?
• What would the basic elements of each policy be?
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Summary: Essential elements of policies on discrimination and sexual harassment
• Clear statement of the company’s position on discrimination/sexual harassment
• Statement of coverage/scope• Definition of discrimination/sexual harassment and conditions
under which conduct is considered discriminatory/harassment• Complaints and investigation procedure• Consequences and penalties• Appeals process• Protection against retaliation
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Session 16: Implementing workers’ rights on discrimination and sexual harassment
Session aims: • To enable participants to understand how to implement workers’
rights on discrimination and sexual harassment
Learning outcomes:• Supervisors know that their company and management have
committed to implementing workers’ rights at work• Supervisors understand the role of discrimination and sexual
harassment policies in implementing workers’ rights• Supervisors understand how to implement workers’ rights in the
workplace
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Session 16: Questions about your policies
• Is there a clear statement of the company’s position on discrimination/sexual harassment?
• Are all employees covered by the policy?
• Is discrimination/harassment defined and conduct considered to be discriminating/harassing stated?
• Does the policy;- Have a complaints and investigation procedure?- State the consequences and penalties for violations?- Have an appeals procedure?- Have provisions for protection against retaliation?
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Session 17: Working with management to implement change in the workplace
Session aims: • To explore how supervisors can work with management to
implement workers’ rights on discrimination and sexual harassment in the workplace
Learning outcomes:• Supervisors and management are able to develop change plans
for implementing workers’ rights in the workplace• Management commit to support supervisors’ change plans
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Session 18: Conclusion and evaluation of the training
Session aims: • To conclude the training and get feedback from participants
Learning outcomes:• Supervisors are able to assess how well the training met their
expectations
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Thank you
About ETIThe Ethical Trading Initiative (ETI) is a ground-breaking alliance of companies, trade unions and voluntary organisations. We work in partnership to improve the working lives of people across the globe who make or grow consumer goods – everything from tea to T-shirts, from flowers to footballs.
Ethical Trading Initiative8 Coldbath Square London EC1R 5HLUK
T +44 (0) 20 7841 4350F +44 (0) 20 7833 1569eti@eti.org.uk
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