Training and Development 

• new staff members in the course of their induction training
• employees, periodically
• Board members
• recruitment and promotion selection panel members

The purpose of such training is to ensure that all relevant persons:

• understand their responsibilities under the employer’s equal opportunities and anti-harassment policies, and any other policies which contain provisions that aim to promote equality of opportunity;
• understand their and the employer’s responsibilities under current equality legislation;
• understand the guidance set out in the equality codes of practice and other guidance publications issued by the Equality Commission.

For these purposes, it is important for employers to keep the relevant policies up-to-date and in accordance with any changes in the equality laws and other associated laws. This means too, that training materials must be updated and that the training is provided again to all relevant persons when necessary to ensure that they understand their current responsibilities in the light of policy and legislative developments.

OCCUPATIONAL AND DEVELOPMENT TRAINING
Employers should ensure that occupational and development training, such as recruitment and selection training contain equal opportunities components.

Advertise training opportunities widely
Employers should advertise all occupational and development training opportunities in a way that ensures, so far as is practicable, that the widest possible pool of potential applicants is given an opportunity to apply.

This includes also advising members of staff who are absent from work due to illness, pregnancy or for any other reason, that they are welcome to attend, or apply to attend, the training, not withstanding any health or safety issues.

Avoid unlawful discrimination in the provision of training
Employers should operate systematic, fair and objective procedures for allocating training opportunities. These procedures should be fairly and consistently applied.

Employers should provide appropriate occupational training to staff members who have returned from long-term disability-related or pregnancy related absences, particularly where other staff members who were not absent received similar training opportunities.

Monitor the provision of training
Employers should conduct regular equality monitoring of their procedures for the provision of occupational and development training.