Marvelle Sam S.

Ypil

Trainers methodology 1

Foster and promote an inclusive learning culture

Foster and promote an inclusive learning culture

Practice inclusivity

 Individual differences
- definition of individual differences points out the reality of traits that distinguish
individuals. For example, the encyclopedia of social psychology (Baumeister and
vohs, 2007) defines individual differences in term of enduring psychological
characters.
 Effects of individual variability in initial learning
o Individual differences in initial learning or encoding of to-be-remembered
events are another possible source of variability in long term recall.
 Clients with particular needs
- According to united nation convention on the rights of persons with disabilities
(CRPD, 2006), people with disabilities must have access, on an equal basis with
other, to all form of sexual and reproductive health care (Article 25) as part of the
general right to marry, found a family and retain their fertility (Article 23.
 The principles underpinning inclusivity and how to integrate them into work practice
- Inclusive leaders take constant practice, bravery, respect, and reflection. It’s more
important to remember that we all learning on our quality journey.
- Here five ways you can do this in your own workplace for all.
1. Lead with equality
o Integrate equality into everything you do. Keep equality top of mind in
every business decision and relationship.
 Add equality to your goal
 Practice inclusive hiring
 Be an ally
 Understand your team unique strengths
 Support flexibility
 Encourage active leadership and growth
2. Have brave authentic conversation
o We can all lead with brave conversation across any equality topics to reach
a higher level of understanding and empathy through honest dialogue.
 Listen with empathy
 Tell your story
 Create a culture of transparency
 Encourage healthy discourse
 Emphasis accountability and forgiveness
 3. Practice inclusive meetings
o Meetings are a staple of the modern workplace. Often, when we talk about
issues of inclusion we hear that women and monitories share the difficulties
of being in meetings and not felling heard and recognize.
 Make sure everyone is heard
 Invite people to seat at the table
 Be mindful of remote employees
 Give credit and recognition
 Rotate note taking
4. Be fair in assignment and promotion
o The way that leaders assign work and approach the promotion process has
the lasting impact on inclusion.
 Spread highly-visibility projects
 Consider your promotion
 Share the promotion process
5. Celebrate and bond with everyone in mind
o Celebration and team bonding activities are important parts of our culture
and at life work, they bring us closer to our colleagues in a relaxing and fun
setting.
 Source of information to support inclusive practice
- Inclusive school communities are educational settings in which students with
disabilities have opportunities to participate and receive support in all aspects of
school life alongside peers who do not have disabilities. In an inclusive system,
special educators, specialized instructional, support personnel, general educators,
and other educational personnel work together to address the needs of students
with disabilities.
 Relevant policies, legal requirements, codes practice on;
 Disabilities, discrimination, inclusiveness, human rights, equal opportunity, racial
discrimination
- International legal frame work
o The convention on the rights persons with disabilities (CRPD) set out the
rights of people with disability generally and in respect of employment. In
particular, Article 27 of the CRPD protects the right to work for people with
disabilities.
- Domestic legal frame work
o Consist of anti-discrimination legislation at both commonwealth and
state/territory levels, and commonwealth workplace relations laws- all of
which prohibit discrimination on the basis of disability in the context of
employment.
o Disability discrimination act 1992(CTH) (DDA)
Makes it against the law to discriminate against someone on the basis of
their disability. Discrimination includes direct and indirect discrimination.
 - The fair work act 2009 (Cth)
o Provides that an employer must not take adverse action against an
employee or prospective employee because of disability.

- Policy
o Participation of people with disability in employment policies in a range of
different areas, including: welfare, transport, healthcare, education, housing
and accessibility.
o There are also specific policies, programs and mechanism developed by
Australian government which aim to advance the employment of the people
with disability. The:
 National disability agreement
 National mental health policy
 Fourth national mental health action plan
o The Australian government also has a number of mechanism in place
specially aimed at increasing the participation of people with disability in
the labor force. These includes:
 Disability employment service
 Australian disability enterprises
 Employment assistance fund
 Job access
 Duty of care responsibilities
- A duty care is the legal responsibility of a person or organization to avoid any
behaviors or omissions that could reasonably be foreseen to cause harm to others.

 Duty of care law - because each states is free to develop its own duty of care laws,
there are several different tests to determine whether someone has a duty of care
under U.S tort law.
 What is duty of care – is the responsibility that a person or business has when doing
business with, or otherwise interacting with, other people and business.
 Manufactures – those who manufacture products owe a duty of care to those who
buy them.
 Property owners – those who own businesses and homes both have duty of care to
anyone who comes onto their property, to ensure there are no reasonably foreseen
danger.
 Businesses – managers and other top level representative of businesses ae expected
to make reasonable decision that are in the best interests of their business.
 Medical duty care – refers to a doctor’s duty of care to his patient.
 Medical malpractice and negligence – for a patient to be successful in a medical
malpractice case, he must be able to fist show that the doctor owed him a duty of
care.
 Legal duty of care – a legal duty care is very similar to a medical duty of care. The
only difference is that this situation involves attorneys instead of doctor.
  Legal malpractice and negligence – is similar to medical malpractice in that the
malpractice occurs when an attorney is negligent in his duty of care to his client
 Duty of care examples – cara munn, a 15-year-old girl attending the private Hotchkiss
school in Connecticut, participated in a summer program in china that was organized
by the school of 2007. Among the materials that were sent home to parents in
preparation for the trip were a link to the center for disease control CDC)’s webpage
and a recommendation to pack bag spray. However, no warnings were included
insofar as the insect-borne diseases that the students could contract while abroad.
 Access and equity policies
- The access and equity policy ask providers to reduce barriers for vulnerable
Australians and make sure that diversity is not a barrier for people engaging with
government funded services.
 Individual’s right and confidentiality are respected at all times
- Everybody deserves to have their privacy and personal details respected. This is our
right and it important that all environments and institutions act accordingly,
including schools, businesses, and health social care sectors.
- What is confidentiality? – the principle is about privacy and respecting someone’s
wishes.
- What legislation covers confidentiality in health and social care?
o There are many legislative requirements surrounding confidentiality in
health and social care. If you work with patients and their records, then it’s
important that you’re aware of patient confidentiality law and the following
legislation.
- The common law of confidentiality
o Human right act 1998
o Care act 2014
o Health and social care (safety and quality) act 2015
o Data protection act 2018 and the GDPR
- When can you break confidentiality in health and social care?
o There are many uncertainties surrounding confidentiality in health and
social care. Common question express concern like ‘when shall I disclose
confidential information?’ and ‘will I be breaching confidentiality in
expressing my concerns?’
- Principle of confidentiality in child care
o It may also be the case that you frequently handle confidential information
about children. The same principle of confidentiality applies in this situation:
you should maintain confidentiality but override it if you think is at risk.
Always be vigilant to recognizing the signs or abuse and neglect and tell
somebody if you think the child is at risk.
Promote and respond to diversity

 Internal policies and procedures to meet OHS requirement

- Technical education and skills development act of 1994 (Republic Act No. 7796)
- Section 22, “establishment and administration of national trade skills standards” of
RA 7796 known as TESDA act mandates TESDA to establish national occupational
skill standards.
- The training regulation (TR) serve as basis for the:
1. Competency assessment and certification
2. Registration and deliver of training programs
3. Development of curriculum and assessment instrument
- Each TR has four section
 Section 1, definition of qualification – refers to the groups of competencies
that describe the different functions and qualification.
 Section 2, competency standard – gives the specifications of competencies
required for effective work performance
 Section 3, training standards – contains information and requirements in
designing training program for certain qualification.
 Section 4, national assessment and certification arrangement – describes
the policies governing assessment and certification procedure.
 Hazards commonly found in the environment
- The words ‘risks ‘and ‘hazards’ are often used interchangeably. However, if you are
responsible for managing the health and safety in your work place, it’s important
that you understand the difference between them.
- The six main categories of hazards are:
1. Biological
2. Chemical
3. Physical
4. Safety
5. Ergonomic
6. Psychosocial
 Rules for participation and behavior with colleague and clients
 Employee code of conduct template – as an employee, you are responsible to
behave appropriate at work.
 Dress code – our company’s official dress code is (business/business
casual/smart casual/casual).
 Cyber security and digital devices – this section deals with all things digital at
work.
 Internet usage – our corporate internet connection is primarily for business.
 Cellphone – we allow use cellphones at work, we also want to ensure that your
devices wont distract you from your work or disrupt our workplace.
 Corporate email – email is essential to our work. You should use your company
email primarily for work, but we allow some uses of your company email for
personal reasons.
 Our general expectations – no matter how you use your corporate email, we
expect you to avoid:
- Signing up for illegal, unreliable, disreputable, or suspect websites and
services.
- Sending unauthorized marketing content and emails.
 Social media – we want to provide practical advice to prevent careless use of
social media in our work place.
 Using personal social media at work – you are permitted to access your
personal accounts at work. But we expected you to act responsibly, according
to our policies and ensure that you stay productive. Specially, we ask you to:
o Discipline your self
o Ensure others know that your personal account or statements don’t
represent our company.
o Avoid sharing intellectual property (e.g trademarks) or confidential
information
 Representing our company through social media – if you handle our social
media accounts or speak on our company’s behalf, we expect you to protect our
companies image and reputation.
 Conflict of interest – when you are experiencing a conflict of interest, your
personal goals are no longer aligned with your responsibilities towards us.
 Employee relationship – we want to ensure that relationship between
employees are appropriate and harmonious. We outline our guidelines and we
ask you to always behave professionally.
 Fraternization – refers to dating or being friends with your colleagues.
 Dating colleague – if you start dating colleague, we expected you to maintain
professionalism and keep personal discussion outside of our work place.
 Dating managers – to avoid accusations of favoritism, abuse of authority and
sexual harassment, supervisors must not date direct reports.
 Friendship at work – employees who work together may naturally form
friendship either in or outside of the workplace.
 Employment of relatives – everyone in our company should be hired, recognized
or promoted because of their skills, character and work ethic.
 Workplace visitors – if you want to invite a visitor to our offices, please ask for
permission from our (HR Manager/ Security officer/ Office manager) fist. Also
our (reception/ gate/ front office) of your visitor’s arrival.
 Solicitation and distribution – solicitation is any form of requesting money,
support or participation of products, groups, organizations or causes which are
unrelated to our company. Distribution means disseminating literature or
material for commercial or political purposes.
 Further reading – explore the rest of our employee hand book template:
o Employment basics
o Workplace policies
o Code of conduct
o Compensation and development
 o Benefits and perks
o Working hours, PTO and vacation
o Employee registration and termination
 Culture sensitivity – is being aware that cultural differences and similarities
between people exist without assigning them a value – positive or negative,
better or worse, right and wrong.

Develop and implement work strategies to support inclusivity

 Support persons
- Under the customer services standard of the AODA, services provide’ policies
must state that thy welcome support persons.
 Support person’ roles what do support persons do?
- Providers known that support persons help people with disabilities maintain
their independence, but might still wonder what, exactly, support persons do.
- Some things support persons can assist with are:
o Communication
o Mobility
o Accessibility
o Daily living needs
o Medical care
 Training for support persons – a support can be a paid personal support workers
(PSW), a volunteer, a family member, or a friend. PSWs are trained professionals.
 Who needs a support person?
- Customers with disabilities
 Proof of disabilities – venues offering reduced rates for support persons
sometimes request proof of customers’ disabilities or their needs for support
person.
 Physical environment support needs
 Belonging
 Everyone is welcome
 Everyone is valued
 Organizational work system, practices
- A typical business organization accomplishes its work load by creating a
series of task that are performed and carried out is required.
 Define the system
- A work system is a collective effort and is designed when a particular task
or goal is identified as requiring more than one person to accomplish
 Types of work system
- No single types of work system exists because the concept of the work
system is a shell that can be filled with an organization’s goals and needs.
 Professional support
 Operational support and enterprise systems
- Transactional processing system support the operations through which
product are designed, marketed, produced, and delivered. In large
organizations, transaction processing is frequently accomplished with
large integrated system known as enterprise system.
 Support of knowledge work
- A large proportion of work in an information society involves
manipulating abstract in formation and knowledge.
 Professional support system
- Offer the facilities needed to perform tasks specific to a given profession.
 Collaboration system
- The main objectives of collaboration system are to facilitate
communication and team work among the members of an organization -
and across organization.
 Knowledge management system
- Provide a means to assemble and act on the knowledge accumulated
throughout an organization.
 Management support
- A large category of information systems comprises those designed to
support the management of an organization.
 Management reporting system
- Management reporting systems provides routine, detailed, and
voluminous information reports specific to each manager’s areas of
responsibilities.
 Decision support systems and business intelligence
- All information systems support decision making, however indirectly, but
decision support systems are expressly designed for this purpose.
 Executive information system
- Make a variety of critical information readily available in a highly
summarized and convenient form, typically via a graphical digital
dashboard
 Types of documents resources
 What sources are document
- Generally, all published or copyrighted information must be documented
- Here are some types of information that should be always be
documented:
o Facts not widely known or debatable, especially if their veracity
can be challenge in any way.
o Hard evidence such as statistics, graphs, chart, diagram, or
figures unless they are product of your own field search.
- The types of information that need not be documented include:
o Information largely general knowledge
 o Information derived from personal experience, observation, or
field research.

Promote culture of learning

 Opportunities for self-development

 Why is personal development important?
- There are many ideas surrounding personal development, one of which is
Abraham maslow’s process of self-actualization
 Self-actualisation
- Maslow (1970) suggested that all individuals have an in-built need for
personal development which occurs through a process called self-
actualisation.
 Managing you’re your personal development
 Developing a personal vision
 Planning your personal development
 Starting the improvement process
 Recording your personal development
 Reviewing and revising personal development
 Exploring the benefits of learning
- Purpose the potential capabilities and benefits that learning and analytics
can provide not fully utilized
 Supporting and advising colleague and clients.
 Confidence
 Improve communication
 Team spirit
 What goes around comes around
 Develop leader ship skills
 Health benefits
 Pathways for self-development and future learning
- Higher education is facing new challenges in preparing students for the
workplace. As demands increases for students to differentiate themselves
when seeking employment, it becomes necessary for higher education
and vocational providers not only to understand these challenges, but
also to provide a pathway for students to develop the skills necessary to
become sought-after employees.
 Culture learning
- A learning culture is a collection of organizational convention, values,
practices, and processes.
 The advantage of a learning culture
- There are many benefits of a cultivated learning culture in an
organization. These include, but are not limited to:
o Increased efficiency, productivity and profit
o Increase employee satisfaction and decrease turnover
o Ease in succession/transition
  How to create a learning culture in an organization?
- The first step begins to your leader.
- Some key steps in creating a learning a learning culture in work place are
follows:
o Formalize training and development plans
o Give recognition to learning
o Get feedback
o Promote from within
o Develop knowledge and information sharing into a formal process
 Keep your company competitive by developing a learning culture
- Developing a learning culture is no longer just another fanciful idea. It
becoming more imperative for companies to cultivate learning if they
wish to stay in business.

Monitor and improve work practices

 Effective work practices

1. Provide clear expectation
- like vision goals, roles and values, encourage your team to ask question.
Ensure the communication is clear, specific and without any doubts.
2. Give people the opportunity to use their skills
- Frustration and boredom are counterproductive so you need to align jobs
with people with the right skills.
3. Support your team
- One should know about their staff: what happening in their lives, what
motivate them, and offering them assistance when they are overloaded.
4. Encourage people to contribute ideas and get involved in decisions
- Asking their opinions and listening to their advice and feedback makes a
huge difference to them and will provide an environment that is open to
innovation and improvements
5. Encourage feedback and recognition
- Encourage day-to-day feedback discussion and the establishment of
recognition system.
6. Do people have fun at work?
- Everyone needs a downtime break from work. This could be casual da,
afternoon break with a difference like culturally focused on food, trivia
competitions, team outing, etc. you need to find a way to build this in as a
regular part of your workplace.
7. Encourage learning and development
- You need to promote learning, and opportunities to develop new skill.
People need to know there is the time to do it, and a positive emphasis
on gaining new skills and learning from mistakes
8. Create a great work place from an employee’s view:
- From the employee’s perspective, a great workplace is one where the:
o Trust the people they work for
 o Have pride on what they do
o Enjoy the people they work with
 How to improve work practices?
 10 ways you can improve your work performance
1. Set clear milestone
2. Plan and prioritize
3. Plan your meetings well
4. Communicate better
5. Conquer difficult tasks first
6. Don’t lose focus
7. Acknowledge your strength and weaknesses
8. Be aware of your limitation
9. Finish what you start
10. Use the right tools
 Strategies and policies and policies to support inclusivity
- Promotion inclusion, reducing stereotype threat, and fostering a growth
mindset.
 Include divers content, materials, and ideas
 Create an inclusive environment
 Encourage a growth mindset
 Strive for equality of access to instruction and assistance
 Gather and use feedback to refine and improve your strategies
 Documenting changes to strategies and policies
 What is change management?
- Is a way of making sure that any changes you make in your organization,
team, or processes are applied and maintained effectively.

Prepared by: Marvelle Sam S. Ypil

Date: 12, 11, 2021