Jove
Visualize
Contact Us
JoVE
x logofacebook logolinkedin logoyoutube logo
ABOUT JoVE
OverviewLeadershipBlogJoVE Help Center
AUTHORS
Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
LIBRARIANS
TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
RESEARCH
JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
EDUCATION
JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
Terms & Conditions of Use
Privacy Policy
Policies

Related Experiment Videos

Diversity. Chapter and diverse.

Derek Weston1, Angela Welsh

  • 1Burnley Health Care Trust.

The Health Service Journal
|May 23, 2003
PubMed
Summary
This summary is machine-generated.

Ignoring diversity and equality in recruitment and development carries significant legal and human risks. A training pack and conference effectively disseminated best practices, promoting wider adoption and mitigating these dangers.

Related Concept Videos

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by
Same journal

Clouds, Silver Linings and Storm Desmond.

The Health service journal·2018
Same journal

Time to Nurture Better Services.

The Health service journal·2018
Same journal

Let Patient Experience Take Centre Stage.

The Health service journal·2018
Same journal

First Do No Harm.

The Health service journal·2018
Same journal

Sepsis Faces a New Front.

The Health service journal·2018
Same journal

Back to the Drawing Board.

The Health service journal·2018

Area of Science:

  • Organizational Psychology
  • Human Resource Management
  • Diversity and Inclusion Studies

Background:

  • Failure to address diversity and equality in recruitment and people development poses substantial legal and ethical risks.
  • Organizational neglect in these areas can lead to significant human and financial costs.

Purpose of the Study:

  • To develop and disseminate best practices for diversity and equality in recruitment and people development.
  • To create a scalable training solution deliverable by non-experts.
  • To evaluate the impact of a conference launch on the adoption of diversity and equality best practices.

Main Methods:

  • Compilation of existing knowledge and resources into a comprehensive training pack.
  • Delivery of the training pack through a conference event to maximize reach and engagement.

Related Experiment Videos

  • Post-launch assessment of material utilization and impact (implied).

    • Main Results:

    • A training pack was successfully created, designed for delivery by non-specialists.
    • A conference launch significantly elevated the profile of the training material.
    • The initiative facilitated the spread of best practices in diversity and equality.

    Conclusions:

    • A practical, non-expert-led training pack can effectively address diversity and equality issues.
    • Strategic launch events, such as conferences, are crucial for promoting the uptake of HR best practices.
    • Proactive management of diversity and equality is essential for mitigating legal and human costs in organizations.