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Workplace Diversity

Workplace Diversity


DIFFICULT PEOPLE AND SITUATIONS: BULLYING AND HARASSMENT

Bullying, harassment and especially sexual harassment is unacceptable in any workplace.

But many people don't realize when the line is crossed. And what can someone do if they are bullied?

These four outstanding dramatized case scenarios will provide triggers to help identify bullying and enable people to discuss strategies for reporting and overcoming it.

Case 1: Rachel and Mark - 5 minutes
Mark is a senior consultant, but his manager makes him feel humiliated. He talks to his father but is reluctant to go to HR.

Case 2: Mike and Judy 2 minutes
Judy is upset about the way Mike speaks to her. It is making her feel sick about work.

Case 3: Kim and Jane - 2 minutes
Kim and Jane are peers but Kim is making it awkward for Jane who likes to do her job well. Is this bullying?

Case 4: Mike and Claire - 6 minutes
Mike is Claire's boss and up until recently they often laughed and joked together. But now he has started asking her out, requesting her to stay back from work and even move her desk closer to his. Claire stands up to Mike but is unsure of the future.

Item no.: JF01140870
Format: DVD (With Workbook)
Duration: 15 minutes
Copyright: 2009
Price: AUD 515.00

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DIFFICULT PEOPLE AND SITUATIONS: PERSONALITY CLASH

Anne and Kim are very different culturally and in their work styles. Kim is annoyed by Anne's attitude, insensitive comments and fashion clothes.

Anne, who is new, feels that Kim does not fit in well, and is frustrated by her messy desk and personal hygiene issues.

Their relationship is spinning out of control. Anne takes the lead and sets up an open discussion where they give each other feedback, discuss their differences and come to a resolution for an effective working relationship.

Part 1 - Communication Breakdown

Part 2 - Feedback and Resolution - 20 Key Learning Points are provided in an alternate version.

Item no.: GY01140873
Format: DVD (With Workbook)
Duration: 14 minutes
Copyright: 2009
Price: AUD 515.00

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Q&A: DISCRIMINATION IN THE WORKPLACE

The need to understand what constitutes workplace discrimination is becoming increasingly important. How can we distinguish between discrimination and other forms of common, albeit undesirable, behaviour? Eve Ash and Peter Quarry address these questions whilst providing sound advice for employers and employees about managing discrimination at work.

Item no.: VN11090055
Format: DVD
Duration: 13 minutes
Copyright: 2009
Price: AUD 295.00

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TEACHING AND LEARNING: PEER MEDIATION

Featuring:
  • Teachers and students years 2 and 6

    Four young primary school students are encountering problems in the schoolyard. Peer mediators are assigned to help sort out their issues - without teacher involvement - by listening, understanding and empowering them to agree on a solution. Peer mediation is an effective initiative to enable intervention with minor issues and prevent them from becoming major problems and learning distractions. Older students, equipped with training and a mediator's kit, are trained and empowered to mediate their younger peers and make them feel comfortable to talk about their problems. By listening and understanding, they can guide young students to agree on solutions and manage future problems.

    PEER MEDIATION
    Peer mediation has many advantages - it builds listening and communication skills in students. It builds trust and enables conflicts between children to be resolved by children, without the authority factor of a teacher. Peer mediators develop leadership, problem solving and mediation skills.

    STEPS FOR PEER MEDIATION
  • 1. Make them feel comfortable
  • 2. Go over the rules
  • 3. Use active listening
  • 4. Understand the problem
  • 5. Agree on a solution
  • 6. Congratulate!

    PEER MEDIATION TRAINING
    Role plays using simulations enable students to understand all points of view and develop their empathy skills. Students practise the steps to mediate the conflicts during training. Role plays are reviewed to bring out the issues, the feelings and to share the solutions. Peer mediators learn they cannot take sides.

  • Both students must agree to the mediation process
  • Difficult cases get referred back to teachers
  • If the students don't agree to the mediation rules you cannot proceed
  • Peer mediators cannot mediate when one of the participants is a close friend

    The Peer Mediation Kit contains:
  • Tissues
  • Fluoro vests
  • Clipboard with

    1. Check sheets
    2. Tip sheet
    3. Question list
    4. Emotions chart
    5. Active listening tips
    6. Agreement form
    7. Pencil case

    Item no.: EH02370904
    Format: DVD (Closed Captioned)
    Duration: 15 minutes
    Copyright: 2009
    Price: AUD 295.00

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    BE A SPORT

    This motivational program takes a fun look at equality in sport for young boys and girls. It aims to encourage girls to participate in sporting activities and dispels commonly held beliefs about which sports are more suitable for girls and which for boys.

    An exciting discussion starter about equal opportunity, sport and achievement.

    Item no.: DJ01140867
    Format: DVD
    Duration: 15 minutes
    Copyright: 2008
    Price: AUD 119.00

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    TAKE AWAY TRAINING: OVERCOMING PERSONAL BARRIERS TO DIVERSITY

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    Just about every organisation is interested in diversity and has introduced policies and programs that support diversity. However, implementing real change and an inclusive culture often boils down to the individual, their values and their perceptions of stereotypes. In this program, Psychologists Eve Ash and Peter Quarry investigate the individual's barriers to welcoming difference and more importantly how they can be overcome.

    Great discussion starter! Includes:
  • Definitions of diversity and inclusion
  • Reasons why people resist differences
  • Stereotypes positives and negatives
  • Getting to know people from different backgrounds
  • Overcoming biased perceptions
  • What YOU can do to make your workplace more inclusive.

    Training Points
  • 1. Try to avoid right/wrong thinking.
  • 2. Meet people from different backgrounds.
  • 3. Challenge your stereotypes.
  • 4. What stereotypes affect you?
  • 5. Challenge others who judge people.
  • 6. Consider the times when you have been excluded.
  • 7. How can diversity help?
  • 8. Help others welcome diversity.
  • 9. Critically look at the media.
  • 10. Don't exclude yourself.

    Click Here To Preview

    Item no.: MP01140855
    Format: DVD
    Duration: 19 minutes
    Copyright: 2008
    Price: AUD 319.00

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    HELLO AUSTRALIA

    A Series for Learning English

    A series of ten TV programs to show how the English language works, and how it is used in Australia for finding things out, getting things done, and just talking to other people.

    The series uses everyday English as it is spoken in Australia. It is entertaining and informative and shows how to deal with problems faced by people who don't speak English very well.

    Hello Australia is a fun way to learn more about English.

    Each episode has 5 parts:
    1. Different customs - looks at what happens when people don't understand each others - customs and ideas
    2. How to - shows how to do things like enroll in an English class, report an accident, and find child care
    3. Friends - explains common expression in Australian English
    4. Doctor Know - explores communication problems and explains the best way to say things
    5. Quiz - covers knowledge of words and phrases

    Item no.: EF02480878
    Format: 10 DVDs
    Duration: 280 minutes
    Copyright: 2007
    Price: AUD 1010.00

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    PEOPLE SKILLS: BEING ASSERTIVE

    Featuring: Presenter Peter Quarry

    Learn the difference between being aggressive, non-assertive and assertive.
  • Discover effective ways to handle an angry customer, an unreasonable boss, a pushy salesperson, a bullying workmate or an unfair partner.
  • Minimise stress, get results and feel good about yourself.

    Training Points
    Distinction between three types of communication: being aggressive, being non-assertive and being assertive.

    Learning Outcomes
  • 1.Be able to describe the difference between being aggressive, non-assertive and assertive
  • 2. Have practised being assertive in a role-play and received constructive feedback
  • 3. Have identified three specific behaviours they need to change to become more assertive in their workplace

    Item no.: ZZ01140403
    Format: DVD
    Duration: 17 minutes
    Copyright: 2007
    Price: AUD 515.00

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    PEOPLE SKILLS: COMMUNICATING IN A TEAM

    Featuring:
  • Presenter Peter Quarry

    Learn how to accept and benefit from the differences in team members' backgrounds. Discover the traps to avoid when participating in team meetings and how to ask for specific performance feedback to ensure continuous improvement.

    Three essential team communication skills:
  • 1. Accept diversity
  • 2. Participate in meetings
  • 3. Ask for feedback

    Learning Outcomes
  • 1. Be able to describe three main types of team communication skills
  • 2. Have assessed their own team's communication strengths and weaknesses
  • 3. Have identified three specific behaviours they, as individual team members, can do to improve their team's communication performance

    Item no.: TN02480409
    Format: DVD
    Duration: 10 minutes
    Copyright: 2007
    Price: AUD 515.00

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    PEOPLE SKILLS: INFLUENCING OTHERS

    Featuring:
  • Presenter Peter Quarry

    Within organisations people at all levels are needing to rely more on personal persuasive skills to get things done rather than on authority and formal power.

    Learn five influencing styles and the different situations in which to apply them.

    The five bases of power to influence others:
    1. Formal power
    2. Expert power
    3. Reward power
    4. Punishment power
    5. Charismatic power


    Learning Outcomes
    1. Be more aware of the range of situations in which they need to be able to influence others
    2. Be able to describe the five bases of power to influence others
    3. Have identified the types of power they can use to influence others in a number of work situations

    Item no.: BU01140438
    Format: DVD
    Duration: 11 minutes
    Copyright: 2007
    Price: AUD 515.00

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    TAKE AWAY TRAINING: MANAGING AGGRESSION IN THE WORKPLACE

    Featuring:
  • Interviewee Eve Ash
  • Interviewer Peter Quarry

    This program explores how to prevent aggression at work and how to reduce risk and/or manage it when it happens. A must for everyone who wants a safe and healthy workplace.

    1. Recognise Potential Aggression Early
  • Raised voices
  • Agitated
  • Narrowed eyes
  • Assume more than is there

    2. Avoid Escalation
  • Try to defuse the situation
  • Use a calm and slow, voice and tone
  • Talk to the person
  • Apologise to them about the situation
  • Don't turn your back to them
  • Don't whisper about them to someone else
  • Manage own emotion, stay calm and don't react
  • Don't take it personally
  • Ignore insults and work on solving the problem

    3. Identify the Issues and Reduce Anger
  • Introduce yourself, and use their name
  • Help another person out
  • Ask questions related to the task of solving the problem
  • Move the focus from the problem to the solution

    4. Outline Plan to Help
  • Use decisive language, not words like 'maybe' or 'I will try'
  • Provide a choice
  • Always be honest

    5. Reduce Risk
  • If threatening, can help to avoid direct eye contact, but keep aware of them and their actions through peripheral vision
  • Identify all exits, how many people are around and pick up the phone
  • Have a predetermined plan within the workplace for assistance and to call the police
  • If a person is potentially dangerous, ask them to leave knowing you have the support of the police outside
  • Make sure panic buttons and alarms are tested and in working order
  • Only restrain someone as an absolute last resort
  • If someone produces a weapon, listen to them, continue to use a calm tone of voice, ask them to place the weapon on the table or something nearby. Don't ask them to hand the weapon to you

    6. Afterwards
  • Key people involved may need counseling
  • Re-examine the scenario as a case study within the workplace
  • Train people in the situation before it happens

    Item no.: GA02370810
    Format: DVD
    Duration: 17 minutes
    Copyright: 2007
    Price: AUD 319.00

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    TEENAGERS GUIDE TO THE GALAXY: BOYS, GIRLS AND EQUALITY

    Break down sexual stereotypes by recognising that girls and boys should have the same opportunities to achieve any goals they set.

    Item no.: HP02480908
    Format: DVD
    Duration: 14 minutes
    Copyright: 2007
    Price: AUD 119.00

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    TEENAGERS GUIDE TO THE GALAXY: BULLYING AND TEASING

    Learn the basic skills to assertively deal with bullying behaviour and teasing.

    Item no.: MT01140909
    Format: DVD
    Duration: 14 minutes
    Copyright: 2007
    Price: AUD 119.00

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    TEENAGERS GUIDE TO THE GALAXY: WE'RE ALL DIFFERENT

    Help young people to understand and accept diversity so they can overcome prejudice and racism around them.

    Item no.: ZK01140921
    Format: DVD
    Duration: 12 minutes
    Copyright: 2007
    Price: AUD 119.00

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    COACHING CHALLENGES: WHAT'S REALLY GOING ON?

    Featuring:
  • Presenter Peter Quarry

    Dana has noticed a change in Brad's performance. Previously a star performer, he is doing the minimum necessary. He agrees that his work has slipped, but he is vague about the reason.

    If one of your team is not performing well and you know something is wrong but you're not sure what, you will need to do some coaching to get them back on track.

    Dana is the manager of a small team of professionals. Brad has been one of her top performers. But she has noticed a change: he just doesn't seem to be as motivated as before, and she is worried.

    So Dana decides that she needs to talk with Brad to coach him to get his performance back up. But she makes a fundamental mistake - assuming that the reason Brad is not performing is because he has lost motivation and needs some new challenges. She is wrong, and the coaching is coming to a dead end.

    Training Points
  • Avoid pre-judging the situation
  • Ask 'drill-down' questions
  • Show empathic responses
  • Use active listening and summarising
  • Display flexibility to deal with whatever comes up

    Learning Outcomes
  • Accurately determine the cause(s) of performance problems
  • Be able to describe and demonstrate the use of 'drill-down' questions; summarizing to check understanding; and showing empathy

    Item no.: GB02480038
    Format: DVD
    Duration: 9 minutes
    Copyright: 2006
    Price: AUD 625.00

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    COMMUNICATION ESSENTIALS: EXERCISING PERSONAL POWER

    Featuring:
  • Presenter Peter Quarry

    Within organizations people at all levels are needing to rely more on personal persuasion to get things done rather than on authority and formal power.

    Learn five influencing and persuading skills and the different situations in which to apply them.

    The art of being able to influence people requires that you are able to identify, in any given situation, what particular types of power are at your disposal, and then use them in combination to achieve your goal.

    This program introduces five influencing and persuading skills - position power, knowledge and experience, reward power, penalty power and inspiration power - and the different workplace situations in which to apply them.

    Training Points
  • Appreciate the limits of position power
  • Use skills, knowledge, experience, qualifications and expertise to influence others
  • Influence people by offering "rewards"
  • Use penalty power effectively and when necessary to influence others
  • Influence others through inspiration and motivation

    Learning Outcomes
  • Be more aware of the range of situations in which you need to be able to influence others
  • Be able to describe the five bases of power to influence and persuade others
  • Have identified the types of power you can use to influence others in a number of workplace situations

    Item no.: PH01140050
    Format: DVD
    Duration: 15 minutes
    Copyright: 2006
    Price: AUD 625.00

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    HOTLINES: APPRECIATING HUMAN DIFFERENCES

    People come from a wide range of backgrounds with a varying range of needs and abilities.

    It is essential that call centre staff accommodate these differences in a natural and professional way.

    Training Points
  • Speak clearly
  • Avoid jargon and slang
  • Slow down if necessary
  • Use repeats and pauses
  • Personalise service

    Item no.: BZ02480094
    Format: DVD (With Workbook)
    Duration: 12 minutes
    Copyright: 2006
    Price: AUD 405.00

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    HOTLINES: MANAGING ANGER AND ABUSE

    When customers are angry it is important to deal with them effectively and professionally.

    Training Points
  • Listen positively
  • Reduce anger by apologising
  • Don't take it personally
  • Stay calm
  • Be responsive
  • Outline the plan to help
  • Agree on solution
  • If the customer gets abusive, stick to rules and give warnings before disconnecting

    Item no.: GY01140114
    Format: DVD (With Workbook)
    Duration: 16 minutes
    Copyright: 2006
    Price: AUD 405.00

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    LEARNING A LA CARTE: CROSS CULTURAL COMMUNICATION SKILLS

    With Doug Lipp, USA.

    Cross-cultural communication skills are essential in business. Avoid mistakes, manage conflicts and use 'cultural coaches'.

    Item no.: DL02480217
    Format: DVD
    Duration: 11 minutes
    Copyright: 2006
    Price: AUD 319.00

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    LEARNING A LA CARTE: DIVERSITY - MAKING IT WORK

    Featuring:
  • Interviewer Peter Quarry

    Shows how to link diversity with the core business strategy amd how to measure bottom line results. With Dr Edward Hubbard, USA.

    Dr Edward Hubbard, a former professor and Director at Ohio State University, founded Hubbard and Hubbard and is President & Chief Executive Officer, Hubbard Diversity Measurement & Productivity Institute (DM&P), International Organization & Human Performance Consulting Corporation, USA.

    He is the author of over 40 books, including Measuring Diversity Results, How to Calculate Diversity Return-on-Investment, Pathways for Diversity Metrics: Diversity Metrics for Corporate Law Departments and Law Offices, The Diversity Scorecard, Implementing Diversity Measurement and Diversity Management, and The Manager.s Pocket Guide to Diversity Management.

    Dr. Hubbard is one of the first metrics authors in the field of diversity and has developed automated software technologies for measuring diversity return-on-investment and performance improvements. He consults to companies like Prudential Financial, Starbucks, Inc., McDonalds Corporation, M.D. Anderson Cancer Center, Kaiser Permanente, America Online, working with key Military leaders at the Pentagon, U.S. and abroad, Procter & Gamble, HEB Grocery, Kaiser Permanente, and many others.

    Item no.: HE02480227
    Format: DVD
    Duration: 14 minutes
    Copyright: 2006
    Price: AUD 319.00

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    LEARNING A LA CARTE: MANAGING GEN X'ERS

    Featuring:
  • Interviewee Eve Ash
  • Interviewer Peter Quarry

    Examines 'Generation Xers', uncovers what makes them tick and how to manage them effectively.

    With Eve Ash, Australia.

    Eve Ash is a psychologist, founder of Seven Dimensions and co-founder of Ash-Quarry Productions.

    She has produced over 500 films and TV shows on business, education and well being, many of which are distributed in over forty countries, and her programs have won over 140 international awards for creativity and excellence.

    Eve is an author of two motivational books published by Penguin, and a national winner 'Business Owner' of the Telstra Businesswomen's Awards. She is a sought after public speaker with a reputation for offering practical and motivating advice.

    Item no.: MU01140294
    Format: DVD
    Duration: 13 minutes
    Copyright: 2006
    Price: AUD 319.00

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    TAKE AWAY TRAINING: DEALING WITH ABUSIVE & THREATENING CALLS

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    Discover the six skills for managing angry, abusive and threatening callers and how to end a call professionally.

    1. Listen
  • Let them vent
  • Don't cut them off
  • "I'm listening"

    2. Stay calm
  • Don't take it personally
  • Moderate your voice

    3. Diffuse anger
  • "I can hear you're angry"
  • "I'm sorry you're angry"
  • Summarise their problem

    4. Explain and set limits
  • Clarify company rules/procedures
  • Use soft tone of voice
  • Give three warnings:
  • "would you please refrain...";
  • "I must warn you to stop... or I will terminate the call";
  • "...so I am going to have to terminate the call"

    5. Focus on resolution and outcome
  • "I want to fix this"
  • "Let's solve this now"

    6. Complete contact professionally
  • Summarise and agree on action
  • Follow up and take notes
  • Brief others as necessary
  • Debrief yourself

    Item no.: VY02370555
    Format: DVD
    Duration: 15 minutes
    Copyright: 2006
    Price: AUD 319.00

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    TAKE AWAY TRAINING: ELIMINATING WORKPLACE BULLYING

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    Develop an organisational policy that helps victims as well as those with bullying behaviour to recognise and resolve the problem.

    What is workplace bullying?
  • Systematic aggressive behaviour that belittles, humiliates or intimidates
  • Ongoing and repeated - not an isolated event
  • Can be by managers, supervisors, individuals, groups
  • May involve: jokes, images, innuendo; physical contact; sexual harassment; overloading with unreasonable tasks
  • Different individuals may respond differently to the same behaviour

    Who are the victims of bullying?
  • Anyone perceived to be different, eg. Minority groups (race, religion, colour, origin), age (young or old), political views, physical characteristics

    What are the effects of bullying?
  • Emotional - anxiety, depression, even suicide
  • Behavioural - mistakes, concentration, safety, reduced productivity, absenteeism
  • Physical - headaches, rashes
  • Organisation may be liable

    What can organisations do?
  • Have a policy defining the behaviours, agreed by management and communicated widely
  • Managers show/say they do not support bullying
  • Provide training about the problem
  • Provide support for victims
  • Deal with offenders

    What can a victim do?
  • Be assertive early
  • Give warning
  • Talk about it - work colleague, outside friend
  • Escalate to manager if person continues after warned to stop

    Am I a bully?
  • Be aware of your own behaviour
  • Observe other people's behaviour
  • I may be a bully if people have: been angry with me about my behaviour/jokes, etc; cried sometimes

    How do you manage a bully?
    As a manager:
    1. Be specific about the behaviour
    2. Get agreement/acknowledgement
    3. Follow up
    4. Give feedback
    5. Be alert - person may immediately intimidate victim further

    Item no.: HH01140571
    Format: DVD
    Duration: 14 minutes
    Copyright: 2006
    Price: AUD 319.00

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    TAKE AWAY TRAINING: MANAGING A MATURE AGE WORKFORCE

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    What is the impact of the decline of the 'baby boomers' in workplaces? Learn why companies must retain these workers.

    Does age discrimination exist?
  • 50% of men over 45 years leaving jobs did so because of retrenchment, redundancy, mandatory retirement
  • Average hiring age is shrinking
  • According to research: 50% of senior managers and HR managers believe older workers are less productive; 73% of workers over 55 years feel age is limiting their careers

    Myths about mature age workers
  • Unreliable because of health problems
  • Less flexible
  • Not "attractive", eg. For reception work
  • More expensive to employ and insure
  • Have physical limitations, prone to injury
  • Less easy to "mould" to positions

    Facts about mature age workers:
  • Take less time off - many companies report drop in absenteeism rates after hiring older workers
  • Have fewer accidents per employee hour
  • Have better judgement and critical thinking ability - "have been around the block"
  • Higher productivity levels, more loyal than younger staff
  • More committed to excelling in their job
  • Over 55 year demographic has highest uptake of internet useage (IT is the only industry sector with a good balance of mature age and younger workers)

    The advantages of having mature age workers:
  • Balance young (naive?) enthusiasm with mature wisdom
  • Knowledge transfer as Gen X workers take up senior roles
  • Mature workers help maintain the "organisational memory"

    Promoting a mature age workforce:
  • Need better informed HR and line managers - challenging incorrect stereotypes, changing recruitment practices
  • Company-wide policies to encourage mature age workers - training programs; "eldercare" challenge; greater flexibility
  • Be an employer of choice

    Item no.: PE01140809
    Format: DVD
    Duration: 14 minutes
    Copyright: 2006
    Price: AUD 319.00

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    TAKE AWAY TRAINING: MEN & WOMEN ARE DIFFERENT

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    Despite significant changes, gender conflict remains a workplace issue. Learn what both genders can do to work together.

    The two main causes of the differences are:
  • Genetic/hormonal factors - "hard-wiring" of the brain
  • Environmental/social factors - the way we are treated
  • In the workplace, communication style differences are a key aspect

    Differences in body language:
  • Eye contact - females maintain it for longer than males
  • Space - women approach more closely
  • Facial expressions/gestures - women more skilled at sending and interpreting them

    Differences in participation:
  • Who talks the most?
    In mixed gender groups men spend more time talking than women;
    people who talk more are perceived as dominant


  • Who interrupts?
    Men interrupt women more often than women interrupt men;
    women are more likely than men to allow an interruption to be successful;
    people who are interrupted are seen as less powerful


    The impact of gender differences:
  • Women have less opportunity to contribute ideas
  • Women perceived as weaker, less competent


    Differences in making requests:
  • Use of tag questions vs. clear statements - "It's cold in here, isn't it?"

    Some changes for women:
  • Discourage interruptions
  • Participate more
  • Make more direct statements


    Some changes for men:
  • Listen more
  • Ask questions
  • Self-disclose more - feelings, mistakes

    Item no.: VP01140599
    Format: DVD
    Duration: 14 minutes
    Copyright: 2006
    Price: AUD 319.00

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    TAKE AWAY TRAINING: OVERCOMING HARASSMENT

    Featuring:
  • Interviewer Eve Ash
  • Interviewee Peter Quarry

    Learn simple techniques for dealing with harassment and changing the situation.

    Item no.: EF01140714
    Format: DVD
    Duration: 19 minutes
    Copyright: 2006
    Price: AUD 319.00

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    DUTY OF CARE: WORKPLACE DISCRIMINATION - EMPLOYEE AWARENESS RESPONSE

    All your employees must be aware of workplace discrimination and how to respond if they witness or become subject to Workplace Discrimination.

    Learn:
  • What is workplace discrimination
  • Understand attributes and examples
  • Direct and indirect discrimination
  • Steps to take if they experience or witness workplace discrimination

    Item no.: JB02481006
    Format: DVD
    Duration: 14 minutes
    Copyright: 2002
    Price: AUD 545.00

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    DUTY OF CARE: WORKPLACE DISCRIMINATION - ROLES AND RESPONSIBILITIES FOR SUPERVISORS AND MANAGERS

    Supervisors and managers must be clear on what to look out for, what action to take and when to take it.

    Learn:
  • What is workplace discrimination
  • Definition of attributes
  • Direct and indirect discrimination
  • Examples of workplace discrimination
  • Five essential steps to eradicate discrimination in their workplace

    Item no.: SM01141007
    Format: DVD
    Duration: 21 minutes
    Copyright: 2002
    Price: AUD 545.00

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    COACHING CHALLENGES: WHAT'S REALLY GOING ON?

    Dana has noticed a change in Brad's performance. Previously a star performer, he is doing the minimum necessary. He agrees that his work has slipped, but he is vague about the reason.

    If one of your team is not performing well and you know something is wrong but you're not sure what, you will need to do some coaching to get them back on track.

    Dana is the manager of a small team of professionals. Brad has been one of her top performers. But she has noticed a change: he just doesn't seem to be as motivated as before, and she is worried.

    So Dana decides that she needs to talk with Brad to coach him to get his performance back up. But she makes a fundamental mistake - assuming that the reason Brad is not performing is because he has lost motivation and needs some new challenges. She is wrong, and the coaching is coming to a dead end.

    Training Points
  • Avoid pre-judging the situation
  • Ask 'drill-down' questions
  • Show empathic responses
  • Use active listening and summarising
  • Display flexibility to deal with whatever comes up

    Item no.: BY01140940
    Format: DVD (Mandarin)
    Duration: 9 minutes
    Copyright:
    Price: AUD 605.00

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    COACHING CHALLENGES: WHAT'S REALLY GOING ON?

    Dana has noticed a change in Brad's performance. Previously a star performer, he is doing the minimum necessary. He agrees that his work has slipped, but he is vague about the reason.

    If one of your team is not performing well and you know something is wrong but you're not sure what, you will need to do some coaching to get them back on track.

    Dana is the manager of a small team of professionals. Brad has been one of her top performers. But she has noticed a change: he just doesn't seem to be as motivated as before, and she is worried.

    So Dana decides that she needs to talk with Brad to coach him to get his performance back up. But she makes a fundamental mistake - assuming that the reason Brad is not performing is because he has lost motivation and needs some new challenges. She is wrong, and the coaching is coming to a dead end.

    Training Points
  • Avoid pre-judging the situation
  • Ask 'drill-down' questions
  • Show empathic responses
  • Use active listening and summarising
  • Display flexibility to deal with whatever comes up

    Item no.: BY01140941
    Format: DVD (Cantonese)
    Duration: 9 minutes
    Copyright:
    Price: AUD 605.00

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    MANY CULTURES, ONE COMMUNITY

    A powerful program and excellent discussion starter about racism and multiculturalism, especially in Australia. Psychologist Peter Quarry presents a studio audience with a 3-part story about a Turkish family in Australia: a teenage boy who wants to be accepted by his peers; his sister who wants to date boys; and his parents who feel that he is ashamed of them and their culture. Issues raised include racism, multiculturalism and assimilation. Peter Quarry guides the audience through many issues and with open discussion.

    This program is now over 20 years old and was originally shown on ABC and SBSTV, but remains a strong educational resource for use in studying cultural and attitudinal differences and acceptance.

    Item no.: WT02481021
    Format: DVD
    Duration: 22 minutes
    Copyright:
    Price: AUD 119.00

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