London Underground: Train-the-Trainer Programme

Equality Works was commissioned to build capacity in London Underground, so that they could themselves deliver the award-winning programme in managing diversity (MDCP) that had been delivered by Equality Works consultants over the previous three years.

The objective was that the trainers would first experience the programme delivered by Equality Works as participants. They would then undertake a ‘training the trainers’ programme with the overall aim of building the capacity of all 145 trainers to deliver equality, diversity and inclusion training. Following on from this, through a selection process, we identified two main groups who would lead on the training. These groups would be:

1. 20 trainers called Training Specialists, who would deliver a one day corporate Equality, Diversity and Inclusion (EDI), programme for Supervisors and frontline staff;

2. 10 trainers (from the original 20) called Subject Matter Experts, who would deliver a two day Managing Diversity Competence Programme (MDCP) aimed at Duty Managers.

The first challenge was to communicate the need for this capacity building to all 145 staff. It was decided to follow the MDCP model which built in pre-course one-to-one interviews conducted by Equality Works trainers. These one hour interviews aimed to offer information about the programme, respond to questions and most importantly, undertake a benchmarking activity. This was linked to the six competencies driving this programme and offered a starting position for delegates to identify their own levels of knowledge, skills and abilities in equalities, diversity and inclusion that could act as a starting point for them.

The second challenge was to present the two day training event in a way that would excite trainers (as participants), and make them consider that this would be a course they would like to deliver. This part of the MDCP programme concluded with post-course one-to-one interviews which re-assessed the benchmarking and provided evidence of strengths, gaps and developmental areas. These assessments were then used to select 20 Operational Learning Training Specialists to go forward to take part in the first ‘training the trainers’ programme, aimed at capacity building in EDI for Supervisors and frontline staff.

We wrote a highly practical, participative pack for the delivery of the one day EDI Supervisors and frontline course for Training Specialists.

This placed the emphasis on ‘learning through doing’ with good practice case studies, simulations, quizzes, videos and discussion which integrated equalities into improved service delivery. This was supplemented by a ‘training the trainers’ pack, trainers’ notes and suggestions for videos. This was delivered in a four day course which focused on building the trainer’s competence by placing a value on knowledge development and retention and knowing the contents and learning outcomes. Training skills were developed: through micro-training and peer / trainer feedback and review. This in turn developed the Training Specialists’ abilities through techniques of ‘stretch and enhancement’.

Next, Equality Works re-wrote the current corporate MDCP programme and quality assured the learning outcomes to ensure that they were still suitable for Duty Managers. Then a similar five day course for the 10 Subject Matter Experts was written. This involved a ‘training the trainers’ pack, trainers’ notes and suggestions for videos.

Finally, our contract with Operational Learning has made provision for quality assuring the training and ‘signing off’ both Training Specialists and Subject Matter Experts. Equality Works staff observed the first five one day EDI courses and two day MDCP courses and provided both formal and informal written feedback to develop a standard for the delivery.

The training was, and continues to be, exceptionally well received because the Operational Learning trainers always knew they were a part of a selection process which would see them delivering this course. They therefore took a double interest - in absorbing the contents and in observing Equality Works trainers, modelling how they would have to train later.

One of the benefits for Operational Learning trainers has been to move their perception that equality and diversity is about ‘soft skills’, to an understanding that this training is similar to Health & Safety in the sense that it is non-negotiable. This pragmatism has been developed out of a railway culture which values the right ways to do things in order to preserve lives. Therefore putting equalities into a dynamic model that improves the ability to communicate, manage people and save lives has been key to the successful mainstreaming of equalities, with words, actions and behaviours that frontline staff, Supervisors and Duty Managers need to demonstrate at work.

One organisational benefit has been that 145 trainers have received capacity building in equalities, diversity and inclusion. All received feedback on their performance and managers were able to build this feedback into their normal performance and development meetings.

Another organisational benefit has been to ensure that the competences that underpin both these courses ‘come alive’. They are linked to action plans which are then agreed with managers in post-course one-to-one meetings and monitored, supported and developed with their manager’s approval.

Operational Learning has awarded certificates to recognise the role of Training Specialists and similar acknowledgements will follow with Subject Matter Experts.

Operational Learning is now considering the on-going support needs of their Training Specialists and Subject Matter Experts and discussing with Equality Works different ways to manage this and in turn, protect and enhance their organisational investment in their trainers.