certain characteristics (such as women) were more likely to undertake training and were also more likely to have higher levels of confidence in the Equality Act 2010 or PSED. We therefore undertook a series of analyses to explore this possibility. The results consistently showed that training (but not age, gender or ethnic group) was significantly associated with the various measures of confidence in knowledge about the Equality Act 2010, PSED, key rights and responsibilities, types of discrimination and issues faced by people with protected characteristics, and in the individual’s perception that their organisation had the ability to effectively use PSED. 3.5 Contextual results We examined the qualitative evidence from the interviews in depth to gain insight into why the ROTA intervention may have had the impact that was identified through the survey evidence. We found a number of themes. Motivation to learn more and develop networks The interviews revealed that some individuals had come to the ROTA workshops to gain a better understanding of responsibilities within their workplace or organisation, while others were more interested in gaining a better knowledge of their personal rights under legislation. Some viewed the workshops as an opportunity to meet others working on similar issues. to understand what I was experiencing better so I could hold my ‘Needed employer (Asian British woman) accountable’ do a lot of programmes for people from diverse audiences and we want ‘We to meet their (White British woman) needs.’ wanted to be around people that were discussing race at work I ‘I … don’t get that opportunity at (Black British man) work.’ This suggests that while their specific motivations varied, generally participants shared an overall motivation to learn more about this area and to develop supportive networks. This might suggest that the intervention may not be so successful if it is delivered to a non-voluntary or less motivated audience.
certain characteristics (such as women) were more likely to undertake training and were also more likely to have higher levels of confidence in the Equality Act 2010 or PSED. We therefore undertook a series of analyses to explore this possibility. The results consistently showed that training (but not age, gender or ethnic group) was significantly associated with the various measures of confidence in knowledge about the Equality Act 2010, PSED, key rights and responsibilities, types of discrimination and issues faced by people with protected characteristics, and in the individual’s perception that their organisation had the ability to effectively use PSED. 3.5 Contextual results We examined the qualitative evidence from the interviews in depth to gain insight into why the ROTA intervention may have had the impact that was identified through the survey evidence. We found a number of themes. Motivation to learn more and develop networks The interviews revealed that some individuals had come to the ROTA workshops to gain a better understanding of responsibilities within their workplace or organisation, while others were more interested in gaining a better knowledge of their personal rights under legislation. Some viewed the workshops as an opportunity to meet others working on similar issues. ‘Needed to understand what I was experiencing better so I could hold my employer accountable’ (Asian British woman) ‘We do a lot of programmes for people from diverse audiences and we want to meet their needs.’ (White British woman) ‘I wanted to be around people that were discussing race at work … I don’t get that opportunity at work.’ (Black British man) This suggests that while their specific motivations varied, generally participants shared an overall motivation to learn more about this area and to develop supportive networks. This might suggest that the intervention may not be so successful if it is delivered to a non-voluntary or less motivated audience.
prejudice-unlawful-behaviour-anti-prejudice-projects-race-on-the-agenda.docx