Discussion Questions
- Do we provide regular learning and development opportunities regarding equality, diversity, and inclusion across our sphere of influence?
- Is this effectively building confidence and competence?
- Have we refreshed this/ built on this to consider the ongoing needs of organisations /people in our sphere of influence?
- Does it complement our strategic outcomes for equality, diversity, and inclusion?
Supportive Solutions
Conduct a training needs analysis for all staff and workforce in your sphere of influence.
Promote existing learning opportunities or create bespoke learning and development opportunities across sphere of influence.
Create opportunities for peer learning.
Encourage learning into practice through ongoing support.
https://www.linkedin.com/pulse/7-steps-creating-positive-sphere-influence-around-change-ban-weston/
https://www.open.ac.uk/equality-diversity/content/free-learning-materials
