HR Toolkit

This course will introduce you to the subjects of diversity and equality. The duration of this course is 20 minutes and can be completed over multiple sessions. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Explain the difference between equality and diversity • Acknowledge the importance of equality and diversity both inside and outside of work • List the protected characteristics • List the different types of Prohibited Conduct

Anyone who sits at a workstation with display screens in their daily work will benefit from the Display Screen Equipment (DSE) e-Learning course. The module covers equipment including; televisions, personal computers, laptops and tablet devices, and the associated risks and hazards. Undertaking this course also ensures that employers are compliant with the Health and Safety (DSE) Regulations 1992. The duration of this course is 45-60 minutes and can be completed over multiple sessions. Course module topics include: • The definition of DSE • Health hazards associated with DSE • Regulations • Assessing risks to health • Ergonomics • Planning workstations • The environment • Avoiding eye strain • Portable computers and appliances

Work is actually very good for most people as it provides a purpose in life, and a source of personal fulfilment. Work pressure can, therefore, be a positive and a motivating factor that helps us to achieve our goals and full potential. Work-related stress, however, occurs when aspects of job design such as constant change, long hours, or tight deadlines - result in work pressures of various kinds becoming excessive. This excessive pressure can leave people feeling worried, uncertain, and overwhelmed by stress. This course aims to enable the learner to understand what work-related stress is, what causes it, and how to handle it effectively. The duration of this course is 20 minutes and can be completed over multiple sessions.

The duration of this course is 20 minutes and can be completed over multiple sessions. Upon completion of this course, you will be able to: • Explain the difference between direct and indirect discrimination • Recognise and describe discriminatory behaviour • Explain how such behaviour may be avoided • Acknowledge why discriminatory behaviour is legally, morally and professionally unacceptable

'Duty of Care’ involves the promotion of wellbeing – that is the positive way in which a person feels and thinks of themselves - and making sure that people are kept safe from harm, abuse, and injury. It therefore requires workers in health and social care to always act in the best interest of the people they care for, and their co-workers. It also requires them not to act, or fail to act, in a way that results in harm, to act within their competence, and to avoid taking on anything they do not believe they can safely do. 'Duty of Care' is part of the code of conduct for healthcare support workers, and adult social care workers in England, and is usually part of their job description. This course will enable the learner to understand the meaning of 'Duty of Care', and how to comply with its key components. The duration of this course is 20 minutes and can be completed over multiple sessions. This course covers: • Legislation impacting on Duty of Care • A definition of Duty of Care • Duty of Care to those receiving care, and support and to other workers • Following agreed ways of working • Passing on concerns • Supporting independence • Respecting the rights of individuals • Reporting incidents, errors and near misses • Dealing correctly with comments and complaints • Managing conflict

Having completed this course the learner will be able to carry out an effective health and safety risk assessment. Any person for whom responsibility for the health and safety of others forms part of their job description, needs to know how to carry out a risk assessment. To be given this responsibility without complementary training is daunting for the individual and almost certain to lead to errors and omissions when risk controls are decided. Completion of this course will ensure that such an individual possesses the key skills and knowledge necessary to enable them to carry out an effective risk assessment. Risk assessment is the keystone of effective health and safety management in any organisation, and failing to ensure the competence of individuals tasked with this activity is in contravention of health and safety law as well as being ethically suspect. By requiring staff with risk assessment responsibilities to complete this course, the organisation is meeting a key requirement in respect of the competence and confidence of such individuals. This eLearning provides awareness education. Face-to-face training, coaching, or supervision would be needed in addition in order to complete the all-round skills and knowledge to be able to carry this forward practically in your organisation. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Understand what a hazard is • Describe the different types of workplace hazard • State what a hidden hazard is - hazards that may not be immediately obvious • Describe the risk assessment process • Understand what a risk is • Acknowledge risk control

This course is a great introduction to the subject of sex discrimination. This course looks at the Equality Act 2010 in respect of Sex. It covers how the protection works in practice, and how the Act applies to all elements of employment. By the end of this course, you will be able to discuss what discrimination on the grounds of sex is, what protections are in place, and the different types of discrimination. The duration of this course is 20 minutes and can be completed over multiple sessions.

Gender reassignment consists of the process of someone changing their gender identity from male to female, or female to male. Each year, social stigma, prejudice, and a lack of understanding leads to cases of gender reassignment discrimination and harassment in the workplace. This is regrettable, gender reassignment discrimination is illegal, and everyone has a legal responsibility to work towards its elimination. Failing to take this responsibility seriously can result in civil or criminal penalties for individuals and organisations. This course will enable the learner to understand and recognise gender reassignment discrimination, and take appropriate steps to avoid or deal with it. The duration of this course is 20 minutes and can be completed over multiple sessions. This course will help you to: • Explain what the law defines as gender reassignment discrimination • Explain who is protected by gender reassignment discrimination law • Explain when gender reassignment discrimination law applies • List examples of gender reassignment discrimination in the workplace • Outline the legal exceptions to gender reassignment discrimination

Stress is recognised as a condition that can affect all types of people, in all kinds of jobs, and from all social backgrounds. It is also recognised as a major contributor to behavioural change, psychological dysfunction, and serious health problems. Stress, therefore, has a major effect not only on people’s lives, but also on business profitability and organisational effectiveness. The causes of stress are many, and the solutions are equally diverse. During this course we will examine some of the causes, and will also consider effective approaches to stress control and prevention. The duration of this course is 20 minutes and can be completed over multiple sessions. Course Content: •The implications of health and safety law and Corporate Social Responsibility in relation to work-related stress • What is ‘stress’? • Management responsibilities relating to work related stress • The HSE model for managing work related stress • Identifying the risk factors • Establishing who can be harmed and how • Evaluating the risks • Recording the findings • Monitoring and reviewing

Many people think that slavery ended with abolition in the 19th century, but this is not the case. Modern slavery continues to affect our society and affects people all over the world. It is estimated that around 21 million people around the world are in slavery, including 5.5 million children*. Modern slavery in the UK is thriving, its estimated that up to 13,000 people are in modern slavery in the UK today. These are staggering figures which highlight the serious nature of the issue. This course will provide the learner with the information needed to identify the signs that someone has been enslaved, and what they should do about it. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Explain what modern slavery is and the different forms it can take. • List the warning signs that indicate someone may have been enslaved • List the key features of the Modern Slavery Act • Access industry related resources

Recent years have seen major demographic changes in the workplace with more women, single parents, dual-earning families, and employees with caring responsibilities forming part of the workforce. To accommodate the needs of these groups, and maximise the potential of this talent pool, flexible arrangements are crucial when considering how much time is worked, as well as when and where work is done. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning objectives: • Explain the benefits of flexible working to employees and organisations • Describe the legislation affecting flexible working • Acknowledge the conditions that employees must meet under the Employment Act 2002 to qualify for flexible working • Outline some typical flexible working arrangements • Acknowledge important factors to consider when introducing flexible working to the organisation

Bullying is responsible for 30% - 50% of all stress-related illness in the workplace, and costs employers up to £2 billion in lost revenue every year. A lack of recognition and acceptance of workplace bullying results in costly damage to both individuals and organisations. One of the most widely accepted ways of reducing the risk of bullying is to raise employee awareness, and to provide appropriate training on how to recognise and address it. ‘Preventing Bullying in the Workplace’ can play an important part in your anti-bullying strategy by raising awareness and understanding about what constitutes bullying behaviour, what causes it, and what can be done about it. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Explain organisational factors • Describe forms of bullying • Describe how to take action • Explain the results of bullying for the individuals • Explain the results of bullying for the organisation • Understand the legal position

Making sure you select the correct candidate to fill your vacancy is a crucial part of the recruitment process. If your job advertisement has been successful, you will have a large and unmanageable amount of candidates from which to choose. The next step in the recruitment process is to get that large number down to a manageable size. This reduction process is called ‘shortlisting’, and it lays the ground for subsequent selection techniques that aim to identify the best candidate for the job. This course will give you the skills required to shortlist and select candidates. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Undertake interviews • Carry out psychometric testing • Understand assessment centres • Be able to set practical tests • Understand the decision making process • Contact references • Understand shortlisting • Give a job offer

Did you know that surveys by both the government and charitable organisations show that age bias is the most common form of employment discrimination? Older workers may be unfairly refused a promotion, whilst younger workers may receive lower rates of pay – despite having all the relevant skills and experience. Age discrimination is, of course, illegal – and complying with the law is a key reason for eliminating workplace-related age discrimination. But there are other good reasons: • The benefits that result from providing a diverse workplace • Within the next twenty years people over the age of fifty will make up almost one-third of the workforce, so any discrimination against this sizable minority will greatly reduce the pool of talent available to an organisation The duration of this course is 20 minutes and can be completed over multiple sessions. learning objectives: • Explain what the term ‘age discrimination’ means • Describe the different forms of age discrimination • Recognise examples of age discrimination in the workplace • Describe how age discrimination occurs in the workplace • Identify the legal exceptions to age discrimination law

This part of the recruitment stage is where you spend time and resources attracting a suitable pool of candidates, from which to make a selection. There are many ways of attracting candidates, some of which can be costly, so it's important to get it right first time. This course will look at how to attract the right candidates, and how to write an attractive job advertisement. The duration of this course is 20 minutes and can be completed over multiple sessions.

This is an introductory course on childhood bereavement and what you can do to help those going through it, aimed at both primary and secondary schools. The duration of this course is 20 minutes and can be completed over multiple sessions. This course will cover: • What is childhood bereavement? • How does grief affect a child? • Dealing with a bereavement in schools

Employers run a great risk if they fail to ensure that all applicants and candidates for employment are treated fairly and equally. This risk results from the legal responsibilities that must be met when recruiting, and selecting employees – responsibilities that were clearly laid out in the Equality Act 2010. This course takes the Equality Act as its base, and uses it to explain and demonstrate both the legal requirements and best practices that contribute towards a credible, and effective, application sifting and interview process. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning Objectives: • Acknowledge the benefits of ensuring equality within interviews • Design an application form that complies with the Equality Act • Explain the best way to conduct a sifting exercise • State what to avoid when interviewing candidate

Employers run a great risk if they fail to ensure that all applicants and candidates for employment are treated fairly and equally. This risk results from the legal responsibilities that must be met when recruiting, and selecting employees – responsibilities that were clearly laid out in the Equality Act 2010. This course takes the Equality Act as its base, and uses it to explain and demonstrate both the legal requirements and best practices that contribute towards a credible and effective job advert. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning objectives: • Explain how to comply with the Equality Act when advertising a job • Avoid discrimination in job adverts • Design a job advert that complies with the Equality Act

Employers run a great risk if they fail to ensure that all applicants and candidates for employment are treated fairly, and equally. This risk results from the legal responsibilities that must be met when recruiting, and selecting employees – responsibilities that were clearly laid out in the Equality Act 2010. This course takes the Equality Act as its base, and uses it to explain and demonstrate both the legal requirements and best practices that contribute towards a credible, and effective pre-recruitment process. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning objectives: • Acknowledge the importance of equal opportunities in recruitment and selection • Explain how the law views equality when it comes to recruitment • List the benefits of good recruitment and selection

Teachers, doctors, nurses, carers, social workers, public transport workers, shop workers, DHSS staff, and many others, are all at risk every working day. That said, there is much that employees and employers can do to reduce the number of victims – and undertaking this course is a positive first step. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Spot the warning signs of violence and aggression • Understand how your actions can contribute to violence and aggression • Acknowledge how to minimise the risk of violence and aggression

Any one of us could be the victim of bullying and harassment, ad so it is of vital importance that we all know what these terms mean, and how we can help to protect ourselves, and others. This course will show harassment, victimisation, and bullying in action in the imaginary town of Equalityville. The learners will undertake interactive learning tasks to help the companies of Equalityville better understand what to do when these actions occur. The duration of this course is 20 minutes and can be completed over multiple sessions.

Everyone deserves to be treated with dignity and respect at work. Unfortunately, and for a variety of reasons, from time to time this doesn’t happen – and subjecting someone to harassment, victimisation, or bullying are examples of when it hasn’t. In everyday language these terms can be used almost interchangeably to mean similar things. But in the Equality Act, victimisation and harassment have quite specific meanings - while ‘bullying’ doesn’t feature as a legal term at all. This course will show you harassment, victimisation, and bullying in action, in the imaginary town of Equalityville. Undertake tasks to help the companies of Equalityville better understand what to do when these actions occur. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning Objectives: • Consolidate learning with regards to harassment, victimisation, and bullying • Aim to practically demonstrate how these issues can occur in everyday life, and how they can be recognised and dealt with

This course will introduce you to home working in extraordinary circumstances, covering common struggles, coping strategies, and best practices. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you’ll be able to: • List some of the challenges related to home working, and finding a home work-life balance • Implement best practices to make home working in extraordinary circumstances a little easier • Practise coping strategies to maintain good mental health • Demonstrate basic health and safety practices

Job analysis, job descriptions, and person specifications sound like three pretty dry subjects! But think about it – employing the wrong person can be a costly, and stressful business. Many disastrous recruitment decisions have resulted from getting just one key element of the recruitment and selection process wrong. Not getting anything wrong, of course, depends on robust processes and good skills. However, robust processes and good skills, in turn, depend heavily on effective preparation - and this crucial preparation phase is detailed within three important documents: • The job analysis • The job description • The person specification. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Use job analysis to aid diversity and avoid discrimination • Describe the content of job analysis • Describe the key elements of a job description • Understand the benefits of a person specification • Describe the the key content of a person specification • Understand essential and desirable criteria • Be able to avoid discrimination within a person specification

During pregnancy, and the period following childbirth, both mothers and fathers receive a significant degree of legal protection against workplace disadvantage. This protection seeks to avoid discrimination, work stress, and financial difficulty through anti-discrimination law, statutory entitlements to leave, and financial benefits. In return, those concerned have responsibilities, primarily in respect of keeping their employer notified of their wishes and intentions. This course aims to enable learners to understand the full range of rights and responsibilities of mothers-to-be, and fathers, during the time they are in paid employment. The duration of this course is 20 minutes and can be completed over multiple sessions. This course covers the rights and responsibilities of mothers in respect of: • Time off to attend antenatal appointments • Compulsory Maternity Leave • Ordinary Maternity Leave • Additional Maternity Leave • Returning to work part-time after Maternity Leave • Statutory Maternity Pay and Allowance • Maternity Allowance

Did you know that we only absorb around 7% of what someone is saying through their words? Crazy isn’t it? 55% of our understanding comes from someone’s body language with 38% coming from paralanguage. But what do those terms mean? This course will work through the four types of nonverbal communication people use every day. The duration of this course is 20 minutes and can be completed over multiple sessions.

For some managers performance appraisal is a once-a-year event that provides an opportunity to catch up with members of their team to discuss performance and career aspirations. Appraisal, however, should not be a once-a-year event. It should be the culmination of work carried out by both the manager and the appraisee over the full appraisal period – usually 12 months. This course considers why appraisal should be a continuous cycle of activity aimed at improving performance and achieving agreed objectives. It also enables the learner to understand the part ongoing appraisal play in organisational performance management. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: •Describe the part ongoing appraisal plays in organisational performance management • Know how ongoing appraisal works - Understand the performance management process

Following the death or stillbirth of a child, employees will need time to recover and come to terms with such a tragedy. Statutory parental bereavement leave and pay, also known as Jack’s Law, is a workplace right which was introduced to support those affected by childhood mortality. The duration of this course is 20 minutes and can be completed over multiple sessions. Upon completion of this course, you should be able to: • Explain what parental bereavement leave and pay is • List the types of individuals who could be eligible for parental bereavement leave and pay • Outline the entitlement and responsibilities of employees who are eligible for parental bereavement leave and pay

During pregnancy and the period following childbirth, both mothers and fathers receive a significant degree of legal protection against workplace disadvantage. This protection seeks to avoid discrimination, work stress, and financial difficulty, through anti-discrimination law, statutory entitlements to leave, and financial benefits. In return, those concerned have responsibilities, primarily in respect of keeping their employer notified of their wishes and intentions. The duration of this course is 20 minutes and can be completed over multiple sessions. Upon completion of this course. you should be able to: • Acknowledge what paternity and adoption leave are • Explain the eligibility criteria for paternity and adoption leave

You will know that knowledge is power and using the right kind of questions can help you gain that knowledge. But what happens when the questions you are asking just don’t get you the depth of information you are looking for? You should probably try using ‘probing questions’. Sometimes it’s as simple as asking your respondent for an example, to help you understand a statement they have made. At other times, you might need additional information for clarification. This course will help you use probing questions to gain more information. Learning Objectives: • Identify the four question types used to obtain underlying, and less obvious, information • Explain their form and characteristics • Demonstrate an understanding of their use • Describe the construct of a summary question and the three situations where it is used

According to the Office for National Statistics, there are at least 170 different religions or beliefs being practiced in the United Kingdom. This means that many UK workplaces are rich with people of different beliefs (or indeed non-belief), customs, and perspectives on life and death. It also means that successful organisations will ensure that their employees are able to express their religion, belief, or non-belief, without prejudice or discrimination. The duration of this course is 20 minutes and can be completed over multiple sessions. Upon completion of this course you should be able to: • Explain what is covered by discrimination law in relation to religion, belief, and non-belief • State what the law means by religion, belief, and non-belief • Describe the difference between religion, belief, and non-belief

A 'Right to Work' check involves a review of a candidate’s legal identification documents to ascertain whether or not they have permission to work in the UK. These checks are important, and must be carried out before any person is employed by any organisation. This course provides the basic knowledge and understanding needed to carry out 'Right to Work' checks. It covers what they are, why they are important, and details the different types of documents used whilst checking people’s right to work in the UK. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Describe the consequences of failing to conduct these checks • Understand what a 'Right to Work' check is, and why they are important • Describe the eligibility criteria to work in the UK • Explain the different types of legal documents, and what types of checks need to take place • List places to obtain further advice

This course has been designed to explain the legal requirement for conducting a right to work check, and the practicalities associated with it. The duration of this course is 20 minutes and can be completed over multiple sessions.

Discrimination against people because of their sexual orientation happens across the country, in organisations large and small. It can be systemic (something that is part of an established ‘culture’ of discrimination, harassment, and bullying), or it can be on a smaller scale - perhaps one person’s prejudice that results in unfair and illegal actions. It can also be unintentional, often in the form of joking or teasing. It is your responsibility to understand the law and do your part to protect against sexual orientation discrimination in your workplace. Doing so makes for a fairer and more diverse workplace. Failing to do so can lead to unhappiness and distress for victims, and serious penalties for offenders and their employers. The duration of this course is 20 minutes and can be completed over multiple sessions. Learning Objectives: • State the meaning of the term ‘sexual orientation’ • Explain how sexual orientation discrimination occurs in the workplace • Recognise examples of sexual orientation discrimination in the workplace • List and describe the legal exceptions to sexual orientation discrimination law

During pregnancy and the period following childbirth, both mothers and fathers receive a significant degree of legal protection against workplace disadvantage. This protection seeks to avoid discrimination, work stress, and financial difficulty, through anti-discrimination law, statutory entitlements to leave, and financial benefits. In return, those concerned have responsibilities, primarily in respect of keeping their employer notified of their wishes and intentions. The duration of this course is 20 minutes and can be completed over multiple sessions. Upon completion of this course, you should be able to: • Explain the difference between unpaid and shared parental leave • Acknowledge the legal rights and responsibilities of parents in respect of parental leave • Outline how shared parental leave works

The whistleblowing charity Public Concern at Work states that, “Effective whistleblowing arrangements are a key part of good governance. A healthy and open culture is one where people are encouraged to speak out, confident that they can do so without adverse repercussions, confident that they will be listened to, and confident that appropriate action will be taken. This is to the benefit of organisations, individuals, and society as a whole.” This course will enable the learner to understand what whistleblowing is, how to blow the whistle, and what protections there are for those who do so. The duration of this course is 20 minutes and can be completed over multiple sessions. By the end of this course you will be able to: • Understand what is not whistleblowing • Make a whistleblowing disclosure • Describe the protection provided for whistleblowers • Understand the position regarding whistleblower confidentiality • Acknowledge what happens after the whistle has been blown • Understand where to get whistleblowing help