The formation of Gender Perspective and Talent It has emerged in response to the need to embed gender equality within the business community. By adopting an approach based on the principles of equity, it seeks to raise awareness and to provide tools for recognising and overcoming the everyday barriers that prevent effective equality in the workplace. Key issues such as discrimination, unconscious bias and inclusive language, providing training to foster a fairer and more equal working environment. This training is an essential step for those who aspire to lead with a focus on equality and diverse talent, enriching the corporate culture and by promoting innovation. With content such as 5Qs on equality plans and techniques for inclusive onboarding, this becomes a key opportunity for those seeking to become agents of change within their organisations.
Gender perspective and talent
Corporate
4 hours
Introduction
Objectives
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To promote and acquire the principles the conceptual foundations of equal opportunities as a corporate guiding principle, raising awareness of relevant aspects of gender equality which affect day-to-day relationships and departments in the workplace.
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From the perspective of the HR department, to identify and analyse Barriers to equality: Unconscious bias, gender roles and the gender gap.
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Identify situations, distinguish between inequality in harassment, how to proceed: the process or transfer of information.
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Understanding the impact of a gender perspective on the recruitment and retention talent management within organisations.
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To develop strategies for integrating gender equality into the processes of assessment and promotion internal.
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Assess the corporate policies existing practices from an inclusive perspective in order to identify areas for improvement.
Table of Contents
TEACHING UNIT 1. GENDER EQUALITY
1. Principle of Equality
2. Discrimination and other concepts
3. The 5Qs on equality plans
TEACHING UNIT 2. GENDER PERSPECTIVE
1. Gender perspective
2. Unconscious biases in recruitment: how to tackle them
3. Inclusive onboarding
4. Inclusive language
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