a voluntary sector organisation I now know my role to challenge public ‘As it’s authorities about their equality (Asian British man) duties.’ The degree to which people felt they could implement change or carry out concrete actions following the training depended on their role and institution. A range of possible actions were identified, including: reviewing internal policies, rethinking how to meet the needs of diverse groups, sharing knowledge and raising awareness among staff, and challenging public sector decision making. A number of participants were keen to invite ROTA to their organisation to deliver the training internally. There was also a sense in which people felt the knowledge was useful in a personal capacity in ensuring their rights and those of their networks were fulfilled, but also in fulfilling their responsibilities at work or through volunteering. Interestingly, participants felt that the training was a necessary but ‘not sufficient’ condition for tackling prejudice and discrimination. a step that needs to be taken as part of that process. It puts something in ‘It’s place so that there is a structure and an understanding, but about then it’s how well (Black British man) it’s applied.’ of course not, but a (White British woman) ‘No it’s start.’ Participants appeared to appreciate the difficulty of achieving this goal (tackling prejudice and discrimination), pointing out that it would be difficult to deliver training that took account all that would allow participants to and ‘into contexts’ ‘challenge hold to account how things are done based on the legislation’. Finally, participants were asked what, if anything, was missing from the workshop and what more would have been helpful in terms of them gaining more confidence and knowledge about the Equality Act 2010 and PSED. Opinions varied, based on pre-existing knowledge, with those with more knowledge highlighting that in-depth working examples, such and use of legislation to ‘court decisions’ ‘successful influence policy or decisions at would have been useful to understand work’, nuances and caveats within the equality laws. Some participants also reported that they would have around PSED because I know our rights at work liked ‘more don’t and a few felt that there was on positive action or affirmative enough’, ‘not enough One participant observed that it would have been particularly useful discrimination’. to have on contract compliance and employment law, because contracting out ‘more services/outsourcing is increasing at a rapid rate’.
‘As a voluntary sector organisation I now know it’s my role to challenge public authorities about their equality duties.’ (Asian British man) The degree to which people felt they could implement change or carry out concrete actions following the training depended on their role and institution. A range of possible actions were identified, including: reviewing internal policies, rethinking how to meet the needs of diverse groups, sharing knowledge and raising awareness among staff, and challenging public sector decision making. A number of participants were keen to invite ROTA to their organisation to deliver the training internally. There was also a sense in which people felt the knowledge was useful in a personal capacity in ensuring their rights and those of their networks were fulfilled, but also in fulfilling their responsibilities at work or through volunteering. Interestingly, participants felt that the training was a necessary but ‘not sufficient’ condition for tackling prejudice and discrimination. ‘It’s a step that needs to be taken as part of that process. It puts something in place so that there is a structure and an understanding, but then it’s about how well it’s applied.’ (Black British man) ‘No of course not, but it’s a start.’ (White British woman) Participants appeared to appreciate the difficulty of achieving this goal (tackling prejudice and discrimination), pointing out that it would be difficult to deliver training that took ‘into account all contexts’ that would allow participants to ‘challenge and hold to account how things are done based on the legislation’. Finally, participants were asked what, if anything, was missing from the workshop and what more would have been helpful in terms of them gaining more confidence and knowledge about the Equality Act 2010 and PSED. Opinions varied, based on pre-existing knowledge, with those with more knowledge highlighting that in-depth working examples, such ‘court decisions’ and ‘successful use of legislation to influence policy or decisions at work’, would have been useful to understand nuances and caveats within the equality laws. Some participants also reported that they would have liked ‘more around PSED because I don’t know our rights at work enough’, and a few felt that there was ‘not enough on positive action or affirmative discrimination’. One participant observed that it would have been particularly useful to have ‘more on contract compliance and employment law, because contracting out services/outsourcing is increasing at a rapid rate’.