Skip Navigation
Testimonial

I enjoyed the exploration of how diversity has moved beyond `Equal Opportunities’. Exploration of the business case for diversity. Ideas of how to use diversity concepts to support change.
The use of Myers Briggs to understand why some people are finding change difficult. The recognition that further flexibility in work patterns is important and could be `sold’ to the recruitment process.
Like the focus on `real change issues’ rather than good deeds!
OPRA
Schneider Ross > Case Studies > A Diversity Training Programme To Develop “Fairness For All”

A Diversity Training Programme To Develop “Fairness For All”

We designed and ran a very successful programme for the senior management team, and are cascading the programme to all managers. The design has a particular emphasis on bullying and harassment.

We have also been working with the HR team, equipping them with consultancy and policy development skills in the area of bullying and harassment, and developing a best practice approach.

Related links