Fair at work, every day
Flexible working, disability and hidden conditions.
Around four hours on fairness at work every day: family rights and flexible working, equality and harassment at work, disability models and adjustments, hidden conditions and neurodiversity.
- Level
- Focus
- Learning time
- 4 hours
- Where
- Leading people
- Price
- £69
When you step up to a higher level, what you paid in the last 12 months for lower-level courses inside the bigger course comes off its price, in proportion to how much of each is inside it, whichever topic it's from. Courses at the same or a lower level don't give credit against each other. A Focus course or above always costs at least £15. Read the full terms
Certificate of Completion, or Certificate of Completion and Assessment with a short assessment
Overview and Outcomes.
Who It's For
Line managers, team leaders and HR practitioners across the public and voluntary sectors
Overview
There are moments when work must make room for life, and people remember how they were treated. This course comes from Fair by design and starts with family rights and flexible working through the Acas Code and the illustrative case of Carys. It then covers equality at work, from the nine protected characteristics to the preventative duty on sexual harassment and a harassment prevention cycle. Disability follows, from the social model and Tom Shakespeare's critique to reasonable adjustments and the knowledge test. Last, it looks at hidden disabilities and long-term conditions, from long Covid to spoon theory and the Hidden Disabilities Sunflower, and neurodiversity with Nancy Doyle's spiky profile.
Aims
The overall aim is to help managers make fairness a daily practice: handling flexible working requests well, preventing harassment with reasonable steps, making adjustments with confidence and speed, and supporting colleagues whose conditions cannot be seen, so that people can do their best work.
In summary, you will be able to:
- Plan and handle a flexible working request in line with the Acas Code, including consultation, trials and appeals.
- Apply a harassment prevention cycle that shows your organisation took all reasonable steps, including for harassment by third parties.
- Use the Job Demands-Resources model and agreed adjustments to support colleagues with hidden, fluctuating or neurodivergent conditions.
What you'll develop
Through this Focus course, you will build the ability to:
- Identify the main statutory family and caring leave rights and explain the protections that apply during pregnancy and maternity.
- Distinguish direct discrimination, indirect discrimination, discrimination arising from disability, harassment and victimisation, and explain when each can or cannot be justified.
- Distinguish impairment from disability and compare the medical, social, biopsychosocial and human rights models, recognising which one a conversation is using.
- Explain the Equality Act definition of disability, discrimination arising from disability, the knowledge test and the duty to make reasonable adjustments.
- Explain how the Equality Act definition of disability applies to hidden, recurring, treated and fluctuating conditions, including mental health conditions.
- Distinguish neurodiversity from neurodivergent and compare the deficit, superpower and spiky profile framings of neurodivergence.
- Plan and handle a flexible working request in line with the Acas Code, including consultation, the eight business reasons, trials and appeals.
- Identify when a rule applied to everyone may put a group at a particular disadvantage, and assess whether it can be justified.
Built from 3 parts.
4 hours of learning.
- 01Fair treatment, flexible livesFlexible working, family leave, discriminationBitesize · People Management and Employment Law2 modules
- 02Disability, done rightDisability models, language, law and adjustmentsBitesize · Equalities and Diversity2 modules
- 03What you cannot seeHidden disabilities, long-term conditions and neurodiversityBitesize · Equalities and Diversity2 modules