The workshops will provide the language, practical tools and tips for companies to effectively incorporate considerations of gender equality and inclusion considerations in their policies, programs and practices, and across the organization. In our workshop we not only focus on why and how we want to achieve gender equality but also the business case on how achieving these goals. We’ll give concrete examples on how companies can benefit from achieving gender equality.
Performance Management White Paper by Hedda Bird (3C)Hedda Bird
A performance management white paper that enables you transform how you manage performance and ensure that strategy becomes action on the front line. Fully referenced with the best in class research alongside leading edge thinking. Also introduces the Performance Management Canvas as a completely different approach as a fresh approach to re-thinking the purpose and practice of managing performance in organisations large and small.
With its influence over key external and internal activities, Corporate Affairs – also known as Public Affairs - is an important function for organizations that must interact with external stakeholders and governmental bodies. Groups that often reside in Corporate Affairs include Policy, Government Affairs, Internal/External Communications and Patient Advocacy. This research project provides an overview of structural approaches to how Corporate Affairs groups are organized and factors influencing structural approaches. The study also includes a number of examples of different organizational models for Corporate Affairs across organizations large and small. Executives in Corporate Affairs can use this research to compare their structure and organizational approach with that of leading organizations.
A look at the public relations industry today, PR's role as management discipline driving organisational success and the opportunity for practitioners.
9 out of 10 L&D professionals now believe it is important to integrate learning and work more effectively and 2013 will be a pivotal year for change for the profession. We can no longer ignore the fact that organisations and individuals are expected to respond continually to change and learning professionals now have a unique opportunity to support them. This presentation, delivered by Laura Overton , Managing director of independent benchmarking company at Learning Technologies 2013 looked at the latest research from Towards Maturity with 500 organisations to explore what we can learning from top learning companies who are successfully integrating learning into the workplace .
The session considered practical ways to
• Respond faster to business change
• Increase the on-going sharing of good practice
• Improve the application of learning back at work
• Build talent and performance
• Adapt learning to individual need
You can find lauraoverton on linked in
Find out more about Towards Maturity at www.towardsmaturity.org
Download the 2012-13 Towards Maturity Benchmark Study at www.towadsmaturity.org/2012benchmark
It is long but page 10 Key Findings and page 40-41 Action Items gives great information and conclusions of their study of companies using LSS. HP should take notice to gain insight.
Those who like data, there is several charts and tables of data comparisons for you to dig into deeper understanding. Enjoy!
Believing is seeing: As employees that believe in collaboration make better decisions for their companies and also offer a higher output. This EIU research, sponsored by BTS, explores this notion, and whether firms are leveraging collaborative techniques to improve business success. It also explores the difficulties of collaboration and the value of collaborating across functions and levels to achieve strategic alignment. It is based on a survey of 249 business leaders in North America, Europe and Asia-Pacific.
We recently supported a leading management consulting firm revamp their employee engagement value proposition. We did this is less than 24 hours and the client loved the results!
7 Strategies that promote DEI Principles in your Business.pdfCIOWomenMagazine
Here are some strategies to promote DEI Principles in your business: 1. Foster Inclusive Hiring, 2. DEI Training and Education, 3. Affinity Groups, 4. Equal Pay, 5. Leadership, etc.
Performance Management White Paper by Hedda Bird (3C)Hedda Bird
A performance management white paper that enables you transform how you manage performance and ensure that strategy becomes action on the front line. Fully referenced with the best in class research alongside leading edge thinking. Also introduces the Performance Management Canvas as a completely different approach as a fresh approach to re-thinking the purpose and practice of managing performance in organisations large and small.
With its influence over key external and internal activities, Corporate Affairs – also known as Public Affairs - is an important function for organizations that must interact with external stakeholders and governmental bodies. Groups that often reside in Corporate Affairs include Policy, Government Affairs, Internal/External Communications and Patient Advocacy. This research project provides an overview of structural approaches to how Corporate Affairs groups are organized and factors influencing structural approaches. The study also includes a number of examples of different organizational models for Corporate Affairs across organizations large and small. Executives in Corporate Affairs can use this research to compare their structure and organizational approach with that of leading organizations.
A look at the public relations industry today, PR's role as management discipline driving organisational success and the opportunity for practitioners.
9 out of 10 L&D professionals now believe it is important to integrate learning and work more effectively and 2013 will be a pivotal year for change for the profession. We can no longer ignore the fact that organisations and individuals are expected to respond continually to change and learning professionals now have a unique opportunity to support them. This presentation, delivered by Laura Overton , Managing director of independent benchmarking company at Learning Technologies 2013 looked at the latest research from Towards Maturity with 500 organisations to explore what we can learning from top learning companies who are successfully integrating learning into the workplace .
The session considered practical ways to
• Respond faster to business change
• Increase the on-going sharing of good practice
• Improve the application of learning back at work
• Build talent and performance
• Adapt learning to individual need
You can find lauraoverton on linked in
Find out more about Towards Maturity at www.towardsmaturity.org
Download the 2012-13 Towards Maturity Benchmark Study at www.towadsmaturity.org/2012benchmark
It is long but page 10 Key Findings and page 40-41 Action Items gives great information and conclusions of their study of companies using LSS. HP should take notice to gain insight.
Those who like data, there is several charts and tables of data comparisons for you to dig into deeper understanding. Enjoy!
Believing is seeing: As employees that believe in collaboration make better decisions for their companies and also offer a higher output. This EIU research, sponsored by BTS, explores this notion, and whether firms are leveraging collaborative techniques to improve business success. It also explores the difficulties of collaboration and the value of collaborating across functions and levels to achieve strategic alignment. It is based on a survey of 249 business leaders in North America, Europe and Asia-Pacific.
We recently supported a leading management consulting firm revamp their employee engagement value proposition. We did this is less than 24 hours and the client loved the results!
7 Strategies that promote DEI Principles in your Business.pdfCIOWomenMagazine
Here are some strategies to promote DEI Principles in your business: 1. Foster Inclusive Hiring, 2. DEI Training and Education, 3. Affinity Groups, 4. Equal Pay, 5. Leadership, etc.
Scenario-Based Learning
Introduction
Scenario-based learning supports active learning through situations that involve interactions that are problem or case-based. Scenario-based learning requires students to use their knowledge and skills to think and develop responsive ideas that can be used to solve a situation critically. In this case, Kenkint Organization has a program to empower the youth in achieving their education goals. The ideas and skills that are to be input in the program describe their learning needs.
Learning Scenario with Comprehensive Details
Kenkint Organization is a non-governmental organization that is focused on supporting girl child to accomplish their education dreams. The organization empowers adolescent girls and takes them through life skills to boost their confidence in achieving the required goals. Kenkint has come up with a program to initiate funds and invest more instructional materials for the youths since its annual enrollment is increasing, thus increasing their investments to cater to all the girls.
The organization program is based on making cotton dolls with unique features to create awareness of girls’ empowerment. The dolls will then be sent to different sponsors and stakeholders who have created interest to support the company with the needed funds through the newly invented goals.
The invented dolls must have unique features to enhance their attraction since they are meant to create an imaginative, moving, emotional and convincing feature that will facilitate enough funds for new investments and act as a marketing strategy for the organization. Kenkint delivers adolescent girls’ basic needs to schools and many children’s homes globally.
The learning scenario is that the staff members must develop innovative skills, knowledge, and different experiences in creating unique dolls. Every doll has a clear language to speak, thus the unique feature in them. Most staff members are not conversant with the learning opportunity, but the ones who went through different trainings are meant to share their experiences in making the dolls.
The senior project manager and other senior departmental heads are professionally qualified in their empowerment skills. The roles to be played by the staff members also requires them to gain effective marketing and communication coordination skills and experiences since they are to conduct open massive facilitation and coordination that will target chief executive officers of different organizations, government officials, and additional sponsors who are positioned to listen to the success stories from beneficiaries.
Analyzation of the Learning Need
The learning need is that all the staff members must have a certain level of communication and coordination skills since everyone will have an area to conduct the experiments and facilitation process. As a staff member, I only have the standard marketing strategies needed for an existing program. Since the program is new to th.
Female empowerment is a vital aspect of creating inclusive and diverse workplaces. It involves providing women with the tools, opportunities and support needed to advance in their careers and achieve their full potential.
Female empowerment is a vital aspect of creating inclusive and diverse workplaces. It involves providing women with the tools, opportunities and support needed to advance in their careers and achieve their full potential.
We at Think Talent believe that strong organization culture help build an environment with meaning, and offer ways to interpret and shape events and situations.
" Tell me and I forget, teach me and I may remember, involve me and I learn.” - Benjamin Franklin
_________________________________________________
NSW State Manager, Omesh Jethwani discusses the importance of mentoring in the workplace and how to set up a successful mentoring program.
The Star Model™The Star Model™ framework for organization .docxalisondakintxt
The Star Model™
The Star Model™ framework for organization design is the foundation on which a
company bases its design choices. The framework consists of a series of design policies
that are controllable by management and can influence employee behavior.
The policies are the tools with which management must become skilled in order
to shape the decisions and behaviors of their organizations effectively.
POLICIES STRATEGIES
They are general statements
that guide organizational
decision-making.
They are specific plans made
to achieve specific goals.
They don´t require action plan. They require action plan.
They are standing plans made
for repetitive activities.
They are single use plan made
for non- repetitive activities.
They are guidelines to
managerial action and decision
making.
They guide commitment of
organizational resources in a
specific direction.
They are made for smooth
conduct of the organization as
a whole.
The are made for achieve a
specific objective.
Strategies and Policies:
Both strategies and policies help to make decisions to achieve
organisational goals.
Clear strategies and policies provide right direction and guidance to organizational goals and plans.
The Star Model™
Strategy.
Strategy is the company’s formula for winning. The company’s strategy specifies:
goals and objectives, values, missions, and the basic direction of the company.
The strategy specifically delineates the products or services to be provided, the
markets to be served, and the value to be offered to the customer. It also specifies
sources of competitive advantage.
Area Description
Specialization.
It refers to the type and numbers of job specialties used in
performing the work.
Shape.
It refers to the number of people constituting the
departments (that is, the span of control) at each level of the
structure.
Distribution of power.
In its vertical dimension, refers to the classic issues of
centralization or decentralization. In its lateral dimension, it
refers to the movement of power to the department dealing
directly with the issues critical to its mission.
Departmentalization.
Is the basis for forming departments at each level of the
structure. The standard dimensions include functions,
products, workflow processes, markets, customers, geography.
The Star Model™
Structure.
The structure of the organization determines the placement of power and authority
in the organization. Structure policies fall into four areas:
The Star Model™
Processes.
-Information and decision processes cut across the organization’s structure.
-Management processes are both vertical and horizontal.
Horizontal Processes.Vertical Processes.
VP allocate the scarce resources of
funds and talent. Vertical processes
are usually business planning and
budgeting processes.
HP are designed around the workflow,
such as new product development or the
entry and fulfillment of a customer
order.
The Star Model™
Rewards.
Th.
DBA 7553, Human Resource Management 1 Course Learn.docxpoulterbarbara
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
2. Analyze equal opportunity and the legal environment.
2.1 Explain the role that human resources has in upholding the legal responsibilities of an
organization.
2.2 Differentiate between the management of diversity and affirmative action.
3. Examine the elements of diversity in organizations.
3.1 Articulate the challenges that may occur when managing a diverse work group.
3.2 Research how the management of diversity can be improved.
Course/Unit
Learning Outcomes
Learning Activity
2.1 Unit IV Research Paper
2.2 Unit IV Research Paper
3.1
Unit Lesson
Unit Research Paper
3.2
Unit Lesson
Unit IV Research Paper
Reading Assignment
There is no reading assignment in this unit.
Unit Lesson
Today’s workplace is part of a global village. Overall, the labor force is more diverse each year. This diversity
includes the areas of ethnicity, race, religion, age, ability, gender, and sexual orientation. Therefore, well-
informed strategic human resource management must be ever aware of the changing nature of the world
around them in order to help lead their organization forward in embracing diversity. Having a sufficient mix of
diverse dimensions in any organization will serve to strengthen the foundation and overall health of that
group.
It can often be the case that human resource management must be aware of resistance to change and
stereotyping. Change with regard to anything can be difficult in the workplace. However, with regard to
diversity and the possibility of various new dimensions, it is important to remember that strategic human
resource management must plan ahead and focus on building this diverse dimension carefully. With regard to
stereotyping, this would be an assumption that what may hold for a group will automatically hold for an
individual of that group. Human resource management must look ahead to help avoid the pitfall of
stereotyping. Being aware and being communicative about new diversity dimensions in the workplace can lay
the groundwork for an effective embrace by employees.
As our society becomes more diverse, so must our organizations. In fact, many companies now understand
the power of diversity as a competitive advantage. Having a diverse set of employee perspectives can create
a stronger product or service. Embracing multi-cultural marketing can broadly expand a company’s sales.
When organizations embrace diversity in their workforce and in their operations (internally in the company
UNIT IV STUDY GUIDE
Equal Opportunity and the Legal Environment,
and Elements of Diversity in Organizations, Part II
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
and externally with customers and vendors), a powerful foundation can be built. Efficient strategic human
resource management can help develop and .
To achieve this, many companies have turned to specialized training programs aimed at promoting diversity, inclusivity, and understanding. Let's delve deeper into the significance of diversity and inclusion training and its impact on workplaces worldwide.
Encompass HK, a Hong Kong-based social enterprise that promotes the Sustainable Development Goals, hosted a discussion on Hong Kong marine biodiversity on World Ocean Day (June 8, 2020). We cover animals from corals, megafauna, invertebrates and fish in Hong Kong, and suggesting some ways for individual actions to protect these animals.
Encompass HK Connect to SDGs in Mui Wo Benita Chick
Please check out our Connect to SDGs presentations on Feb 10, 2019 when we experienced urban agriculture, recycling and mindfulness and discuss how this community has achieved the SDGs in Mui Wo.
https://encompasshkmuiwo.eventbrite.hk/.
An introduction of Encompass HK, our mission and how we deliver our services. Encompass Hong Kong offers training and consultancy services to educate and support organizations to be more diversified and inclusive, including meeting global standards e.g. Sustainable Development Goals (SDGs).
Kickstarting SDGs workshop by Encompass HKBenita Chick
Our “Kickstarting SDGs” workshops provide the language, practical tools and tips for businesses to effectively incorporate SDGs in their goals and operations. In our workshop, we focus on the why, as well as the how, on making SDGs work for your business, for sustainability goals as well as for competitiveness. We would discuss the business case on making it work, as give concrete examples on how businesses can benefit from achieving SDGs.
The SDGs workshop aimed to enhance student understanding of the SDGs by linking the goals to their school’s curriculum and community activities. The workshop is designed to be highly participatory and interactive to maximize dialogue and learning. Encompass Hong Kong will use the SDG Flashcards as toolkit for students to understand the 17 SDGs. The SDG Flashcards contain more than 200 questions asked from four dimensions of sustainability (social, ecological, economic and worldview). Participants will explore these four dimensions of each of the 17 SDGs in question-focused small group conversations, gaining a multi-faceted understanding of each SDG in the process.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
2. Gender equality within
organisations will not emerge
accidentally, and like any
other business goal, a
strategic and systematic
approach is required
for it to be achieved.
3. Why
GENDER
EQUALITY AND
GENDER
EQUALITY
TRAINING?
According to a quantitative analysis by Morgan Stanley last in 2016, companies who had more female
employees performed better than a cohort of firms with less gender diversity.
Similarly, a 2017 report from Catalyst -- The Bottom Line: Corporate Performance and Women’s Repre-
sentation on Boards -- indicates, that on average, Fortune 500 companies with three or more women on
their boards, and those with the highest representation of women experienced drastically better financial
performance that those companies with lower representation of women. The report also states that
companies with a higher female representation saw higher returns in the following areas
In addition to these financial performances, companies who aim for gender diversity will also be
enhancing leadership, team performance and motivation as heterogeneous teams are more creative,
better at generating new ideas and avoiding ‘groupthink’. In terms of corporate governance, compa-
nies with women in key board committee roles (such as risk and audit) often perform better.
Return on Equity -
outperforms lowest
ranking companies by
~53%
Return on Sales -
outperforms lowest
ranking companies by
~42%
Return on Invested
Capital
outperforms lowest
ranking companies by
~66%
66%
42%
53%
4. Empowering women and achieving gender
equality requires the concerted efforts of all
stakeholders, including businesses. All compa-
nies have baseline responsibilities to respect
human rights, including the rights of women.
Beyond these baseline responsibilities, compa-
nies also have the opportunity to support the
empowerment of women and girls through their
core business, social investment, public policy
engagement and partnerships. As the engine
for 90 percent of jobs in developing countries,
technological innovation, capital creation and
investment, responsible business is critical to
the advancement of women’s and girls’
empowerment around the world.
With a growing business case, leaders in the
private sector are increasingly developing
and adapting policies and practices, and
implementing cutting edge initiatives, to
advance women’s empowerment within their
workplaces, marketplaces and communities.
The launch of the SDGs in 2015 provides a
tremendous opportunity for companies to
further align their strategies and operations with
global priorities by mainstreaming gender
equality into all areas of corporate sustainability
and systematically and strategically scaling up
actions which support the development and
livelihoods of women and girls.
Gender-equality training is a crucial tool to
enable businesses to better understand how to
fulfill these goals. As defined by UN Women,
gender-equality training is a ‘tool, strategy,
and means to effect individual and collective
transformation towards gender equality
through consciousness raising, empowering
learning, knowledge building, and skill
development'. Gender-equality training is not a
goal in itself, nor a single tool to implement
gender mainstreaming. It is part of a wider set
of tools, instruments and strategies. Gen-
der-equality training should be incorporated into
a continuous and long-term process. Neverthe-
less, gender-equality training is an important
component of the gender-mainstreaming
strategy, and is recognised as such by several
international and European normative instru-
ments on gender equality.
Above are some of the business
cases for gender diversity but in
our Encompass workshops we’ll
explain detail on what does this
each mean.
5. These workshops are designed to be
highly participatory and interactive to
maximize dialogue, learning and
networking. Participants are encouraged
to share their own experiences, best
practices and challenges, and practical
advice on how employees can create an
inclusive space will be suggested. The
focus of the training is on building the
capacity of participants to apply tools
and concepts to their actual work and to
address challenges that they currently
face in their day-to-day work. Staff will
be provided with pre- and post-session
surveys that measure their understanding
and confidence in the subject matter, as
well as inviting feedback from staff
shortly after the training on the content,
format and delivery of the session.
It is suggested for each training module;
a 30min to 45minutes one-on-one or
small-group debriefing session to be held
3-6 weeks after the training, to follow up
with individuals about the action plan
they create in training. This debriefing
session can be co-facilitated by Encom-
pass staff and the respective HR/D&I
manager in the company.
Participants will achieve the
following learning objectives:
This gender-equality training equips participants
with the relevant knowledge, skills and values
that allow them to contribute to the effective
implementation of the gender-mainstreaming
strategy in their workplace. All these actions
require adequate conceptual and theoretical
knowledge, practical skills and sometimes also
a change in attitude and behavior. In this intro-
ductory workshop, participants will gain an
understanding on the different gender concepts
and understand the business case for gender
equality. The workshop will explain how
understanding and achieving gender quality
will ultimately benefits team performance
and productivity.
Understanding
Gender Equality
Attendee: Early to mid-career
professionals
Duration: 120 minutes, including a 10
minutes break
Format: In person; Lecture, Role-play,
Discussion, Quiz; 15-60 attendees
Suggested cost: HKD8000-HKD12000,
depending on the number of participants
Workshop Format
Understand Gender Concepts (e.g.
Sex vs Gender, Practical needs vs
Strategic Needs, Equality vs Equity)
Quantify the business value of
gender equality
The following workshops will provide the language, practical tools and tips for companies to
effectively incorporate considerations of gender equality and inclusion considerations in their
policies, programs and practices, and across the organization. In our workshop we not only focus
on why and how we want to achieve gender equality but also the business case on how
achieving these goals. We’ll give concrete examples on how companies can benefit from
achieving gender equality.
GENDER TRAINING
Workshops by Encompass
6. Participants will achieve the
following learning objectives:
Identifying the gender equality results that the
company aims to achieve, along with the
concrete actions needed to achieve those
results, and the indicators needed to measure
progress—are essential steps for advancing
gender equality, and empowering women.
Gender equality can be measured with different
business indicators, some of them are more
easily adopted than others. To achieve Gender
Equality SDG, a supportive and inclusive com-
pany culture also needs to be developed. In this
workshop, we will discuss these quantifiable
business indicators and methods to achieve
specific gender equality goals that the company
may have, for example, on how to eliminate
SDG Goal 5.1 ending discrimination and Goa
5.5 Ensure women’s full and effective participa-
tion and equal opportunities for leadership at all
levels of decision-making in political, economic,
and public life. We will present practical tools
on how companies can measure their SDG
with different matrix and share case studies
on how some Asian companies have
Driving
Gender Equality
Attendee: HR, Diversity and Inclusion,
CSR officers and managers
Duration: 150 minutes, including a 15
minutes break
Format: In person; Lecture, Discus-
sion, Quiz; 5-20 attendees
Suggested cost: $12000-$14000,
depending on the number of
participants
Understand different gender equality
SDGs business indicators
Identify strategies on how to
promote a supportive inclusive
culture
Take account of gender when
planning and implementing policies
Workshop Format
7. Although gender equality is being recognized
globally as a priority, many organizations strug-
gle to transform this recognition into practice
and communicate it in sustainability reports
using a consistent and standardized approach.
To date, there has been limited coverage of
gender issues in sustainability reports. Howev-
er, sustainability reporters have the opportunity
to promote gender equality by reporting trans-
parently on their organization’s gender-respon-
sive practices and performance. This integra-
tion of gender-related information can enhance
public accountability on gender-related issues.
It can enable all interested stakeholders to gain
insights into the impacts of an organization’s
operations, products, and services on women
and men. It can also help stakeholders under-
stand how a reporting organization respects
and contributes to gender equality. More impor-
tantly, by tracking the different matrixes on
gender quality companies can know what to
improve on to drive overall improve financial
performance of the company.
In this workshop, we’ll discuss how to monitor
gender equality workplace using advanced
analytics tools. Encompass has partnered
with Turnkey Group Limited, a leading bou-
tique consultancy firm in Hong Kong that
specializes in providing sustainability platform
in helping companies and their supply chains
manage environmental, social and governance
(ESG) impact, mitigate risk and improve profit-
ability with a particular focus in SDGs. The
Turnkey platform allows companies to collect,
monitor and report on ESG data in a transpar-
ent, consistent and comparative manner. Such
advanced analytics and robust reporting
tools provide full transparency of data
across the entire business and create
impactful reports for the companies’ stake-
holders. The easy and cost-effective ESG data
collection process minimises manual workflow
and errors. The Turnkey platform can also
'speak with other HR or CSR platforms' such
using API connection so data doesn't need to
be input twice to measure SDGs.
Monitoring
Gender Equality
(In collaboration with Turnkey Group)
Participants will achieve the following
learning objectives: Attendee: HR, Diversity and Inclusion,
CSR officers and managers
Prerequisites: Attendees should have
attended ‘Measuring and Achieving
Gender Equality” workshop
Duration: 180 minutes, including two-15
minutes break
Format: In person; Lecture, Discussion,
Stimulation, Quiz; 5-20 attendees
Suggested cost:
HKD14000-HKD18000, depending on
the number of participants
Workshop Format
Quantify and report gender equality SDG
business indicators using analytical tools
Learn how best to communicate SDG
business indicators in sustainability report
Identify new opportunities to improve their
gender management practices
Get new ideas on how to improve gender
reporting practices
8. Attendee: Early to mid-career profes-
sionals
Duration: 120 minutes, including a 10
minutes break
Format: In person; Lecture, Role-play,
Discussion, Quiz; 15-60 attendees
Suggested cost: HKD8000-HKD10000,
depending on the number of participants
Workshop Format
Gender sensitive training entails an understanding of existing gender relations and the obstacles to
women’s active participation in workplace. It addresses these obstacles by proposing content that
addresses both women’s and men’s interests and needs, and by adopting training and facilitation
methods that enhance women’s participation. More precisely, gender sensitive training takes into
account the needs, priorities, and expectations of both women and men in workplace in order to
ensure that women and men receive equitable treatment. Achieving gender equality is not only about
hiring more women, but to ensure men can demonstrate that they work equitably and comfortably
with colleagues of both sexes. We’ll discuss best practices, successes and failures from real life
examples on how to create a gender sensitive workplace. Creating a gender sensitive workplace will
ensure better
In this workshop, we’ll discuss tools and approaches on creating a gender sensitive workplace and
culture.
Creating a Gender
sensitive workplace
Participants will achieve the following
learning objectives:
Learn how to be sensitive using
gender-neutral language
Identify different needs and roles of men
and women
Challenge gender stereotyping norms
Ensure that both women and men express
their true opinion, and listen to and respect
each other’s experiences and views
9. Part of understanding the concept of gender
equality also includes an understanding of
LGBT+ issues. With a diverse workforce and
clients that many business face nowadays, it’s
vital employees are equipped with the knowl-
edge on such issues to create a safer and more
receptive work place environment for LGBT+
people through education and ally develop-
ment, employees will also have better tools to
deliver an LGBT-inclusive service to clients.
We’ll identity the business case for creating a
LGBT+ inclusive workplace and demonstrated
with case studies from Asia.
Creating a LGBT+
friendly workplace
Attendee: : Early to mid-career
professionals
Duration: 120 minutes, including a
10 minutes break
Format: In person; Lecture,
Role-play, Discussion, Quiz; 15-60
attendees
Suggested cost:
HKD8000-HKD10000, depending on
the number of participants
Workshop Format
Participants will achieve the
following learning objectives:
Increase their awareness and
knowledge of LGBT+ concepts
and especially in workplace
Applying LGBT Cultural Compe-
tency Concepts in workplace and
create a safe, secure, welcoming
and emotionally safe atmosphere
for LGBT+ employee
Identify best practices for LGBT
business case
Encourage participants to act as
allies and encourage effective
allies behavior
Encompass Hong Kong
GENDER EQUALITY WORKSHOPS
Understanding Gender Equality
Creating a Gender Sensitive workplace Measuring And Achieving Gender Equality
Creating a Gender Sensitive WokrplaceMonitoring Gender Equality progress
10. Encompass Hong Kong is a social enterprise in Hong Kong that
promotes diversity and inclusion (D&I) work environment by
providing training and consultancy services to companies and
organizations, and provide an online platform that connects job
seekers to employers. The training and consulting service will
guide companies and organizations to meet global standards
e.g. United Nations Sustainability Development Goals (SDGs),
with a focus on gender equality and reduction of inequalities.
Encompass will achieve these aims with a strong team of staff
and board members, as well as partnering organizations that
work with disabled individuals, senior citizens, ethnic minorities,
LGBT+, etc. Our staff are qualified trainers in delivering SDGs
workshops.
ABOUT
ENCOMPASS HONG KONG
20/F, Tower 535, 535 Jaffe Road,
Causeway Bay, Hong kong
contact@encompasshk.com
+852 3686 0790
Encompass Hong Kong