said we can always come back, so I feel comfortable about ‘[The facilitator] going back to her for more advice if we need (Black British anything more.’ man) style of (Black British man) ‘Brilliant presenting’ However, not all participants valued the space to explore individual cases, and perceived this approach as a digression that took time away from what they wanted to get out of the workshop. only thing that I found a little bit difficult was quite often people would ‘The bring up things that were actually quite (White British woman) irrelevant.’ Qualitative evidence of effect Overall, it was clear that the participants found the training empowering and felt their confidence to use equalities legislation was increased. Participants felt they had benefited from: confidence about the act itself; the application of it; identifying other ‘… resources which can support you have the confidence to challenge … Even large public organisations. have this confidence before the Didn’t workshop’ (Asian British man) increased my really applying some of what I have learnt ‘It knowledge; I’m (Black British woman) since then.’ Participants also reported that workshop had taught them about their own ROTA’s rights under the Equality Act and their duties as an employer, as well organisation’s as (where relevant) their role as a representative of a voluntary and community sector organisation: helped me to draw the line that I will not (Asian ‘It tolerate discrimination.’ British woman) activated my thinking and made me more acutely aware of my ‘It responsibilities; and what employees can do to protect themselves and to bring a case about discrimination. really helpful to know all that as an It’s employer but also in terms of looking after (White British your employees.’ woman)
‘[The facilitator] said we can always come back, so I feel comfortable about going back to her for more advice if we need anything more.’ (Black British man) ‘Brilliant style of presenting’ (Black British man) However, not all participants valued the space to explore individual cases, and perceived this approach as a digression that took time away from what they wanted to get out of the workshop. ‘The only thing that I found a little bit difficult was quite often people would bring up things that were actually quite irrelevant.’ (White British woman) Qualitative evidence of effect Overall, it was clear that the participants found the training empowering and felt their confidence to use equalities legislation was increased. Participants felt they had benefited from: ‘… confidence about the act itself; the application of it; identifying other resources which can support you … Even have the confidence to challenge large public organisations. Didn’t have this confidence before the workshop’ (Asian British man) ‘It increased my knowledge; I’m really applying some of what I have learnt since then.’ (Black British woman) Participants also reported that ROTA’s workshop had taught them about their own rights under the Equality Act and their organisation’s duties as an employer, as well as (where relevant) their role as a representative of a voluntary and community sector organisation: ‘It helped me to draw the line that I will not tolerate discrimination.’ (Asian British woman) ‘It activated my thinking and made me more acutely aware of my responsibilities; and what employees can do to protect themselves and to bring a case about discrimination. It’s really helpful to know all that as an employer but also in terms of looking after your employees.’ (White British woman)
prejudice-unlawful-behaviour-anti-prejudice-projects-race-on-the-agenda.docx