The ETI supervisor training programme: Promoting equal treatment of workers

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The ETI supervisor training programmePromoting
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
• Supervisors are aware of their rights and
  responsibilities and the rights and
  responsibilities of those they supervise
• Supervisors are able to encourage a culture of
  respect in the workplace, as well as prevent and
  handle discrimination and sexual harassment
• Supervisors are aware of their role in the
  day-to-day implementation of workers rights
• 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 dont 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 companys 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 companys
  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.
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