Jagtar Singh Associates

About Us Our Principles and Methodologies Our Courses Our Clients

About Jagtar Singh Associates

Through our training programmes, research, consultancy, evaluation, toolkits, events and tailored services, we offer fresh and practical approaches to give you the confidence to make a real difference at work.

We are:

  • A UK based registered Equality and Diversity focused consulting company with expertise and experience in provided organisational support to Public, Private sector and third sector organizational across UK and Australia, and USA.
  • Team of executives and associates who have extensive Senior Human Resource and Organisational Management Experience in the Public, Private Sector and Third Sector.
  • Company has extensive experience in developing bespoke strategies, policies using a blended approach that integrates and mainstreams equality and diversity.
  • Primary focuses - to help organisations in identify, deploy and support the E&D solutions for their business needs whilst meeting legal duties
  • Objective - to deliver highly cost-effective services using its strong delivery models and proven methodologies which directly benefit customers and staff get most out of the limited financial resources available.
  • We design, build, implement, integrate and manage both tactical and strategic solutions.
  • We also offer a range of models designed to enable effective sharing of advice/guidance/good practice in an open and highly beneficial culture.

We focus on leaving legacy solutions that will help to embed and mainstream E&D into the key business units of the organisations.

 

Our Principles and Methodology

Our Principles and Methodology

Our Principles

  • Organisational development Approach. Scientifically involves a process of data gathering, diagnosis, intervention…. feedback, intervention, and impact assessment. Building performance Management systems that help to embed the approach into the culture of the organisation.
  • People based approaches. Our approach understands that If staff are well trained and well motivated and feel well treated then good organisational performance will follow.
  • Quality based approaches. We believe that organisations are best developed through rational techniques that analyze current practice and seek technical changes to bring about improvement.
  • System based approaches. We will build models and tools that help organisations to take account of all the interrelated parts and change that come from developing awareness of the ways in which the parts relate to each other and we will help staff to find ways of changing the system all at once.
  • Dialogue based approaches. Our experiences with a wide range of sectors and organisations show us that Organisations are transformed through developmental conversations that happen between the organisation and its customers and partners.

Our Methodology

We offer a blended learning approach which combines face-to-face instruction with computer-mediated instruction. Learners and facilitators will work together to improve the quality of learning and teaching, the ultimate aim of blended learning being to provide realistic practical opportunities for learners and teachers to make learning independent, useful, sustainable and ever growing

All participants will be issued with a workbook comprising of materials, exercises, and relevant study support

Learner Support

Expert confidential learner support will be in place to respond to queries and support

Work based Activity

Work based activity for certain courses will be included as an integrated ongoing activity that participant will submit at the end of the programme. It will also allow people to reflect on their learning and how to use it in their role as trainers and champions in their organisation.

Evaluation of Learning

The evaluation of the effectiveness of the learning will be conducted at two levels:

  • Reaction Level: will assess how the development has been received by the participants via an ongoing feedback via ‘Post It Notes’ and end of module questionnaire and finals at the end of the programme.
  • Impact on Behaviour: determine the extent the participants have been able to transfer the knowledge gained and skills acquired to manage equality and diversity in line with CSF and best practice. This evaluation will be conducted after 6 months.
Our Courses

Our Courses

Strategic Management of Equality and Diversity
  • Target Audience
  • Those involved in reviewing and mainstreaming Equality and Diversity in line policy and legal frameworks
  • Objectives
  • This course provides a robust organisational review framework that looks at the strategic and business benefits of addressing Equality and diversity. It looks at what excellence in diversity means how to measure it ( self assessment), and demonstrates various excellence models that can be used to identify achievement and benchmark against others to share best practice and integrate approaches more effectively.
  • Personal and Organisational benefit
  • Using Self-assessment and benchmarking techniques and models will allow the individual and the organisation to undertake robust structured review of overall performance and support action planning that is based on measuring achievements and identifying areas for improvement in diversity, with the emphasis on diversity through its mainstreaming throughout the organisation.
  • Course Length
  • 1 or 2 day
Demystifying Equality and Diversity
  • Target Audience
  • Line Managers, HR Professionals, change agents, diversity champions/officers and trainers
  • Objectives
  • Examine equality legislation and its purpose in contemporary society through the concepts of diversity, discrimination, positive discrimination, positive action, unequal treatment, fairness and social justice.
  • In addition develop awareness of equality and diversity concepts and how these impact upon organisational processes, management and delivery.
  • Recognise the benefits that diversity can bring to the organisation.
  • Design and undertake appropriate E&D Activities to support the organisation to mainstream and address Equality and diversity.
  • Personal and Organisational benefit
  • We believe that Organisations are transformed through developmental conversations. Such organisations need staff that are determined to create genuine diversity and inclusivity at work and are sufficiently well trained/knowledgeable and feel confident to consistently manage diversity effectively.
  • Through blended learning which includes experiential, participant-centered and work-related activities and includes interactive role-play with actors, syndicate work and case studies.
  • Course Length
  • 1 or 2 day
Equality/Diversity into Policy-Making and Service Delivery
  • Target Audience
  • Directors, Policy and Strategy & Line Managers, HR Professionals, change agents, diversity champions/officers and trainers
  • Objectives
  • How to ensure that policies/strategies and programmes reflect all the equality strands.
  • Ensure that practice reflects legal obligations and public sector duties and the principles of mainstreaming.
  • Learn to identify, assess and quantify differential impact and use disaggregated statistics.
  • How to manage consultation effectively and to monitor and evaluate outcomes.
  • Personal and Organisational benefit
  • This course will support key strategy, policy and programme directors and managers to become aware and integrate the potential impact of their plans on women, people from black and minority ethnic backgrounds, disabled people and other groups in society, enabling them to build in for these issues at the outset as well as evaluating existing policies/services to prevent any unfair or discriminatory effects.
  • Course Length
  • 1 or 2 day
Leadership in Diversity ? The Role of the Board
  • Target Audience
  • Directors, Policy and Strategy & Line Managers, HR Professionals, change agents, diversity champions/officers and trainers.
  • Objectives
  • In all sectors - private, public and not-for-profit - stakeholders are insisting on increased transparency and dialogue with the leaders and boards of the organisations with which they engage.
  • One of the key roles of any board is to ensure that there is the appropriate vision, strategy, and leadership in place to achieve the stated aims and objectives of the organisation in terms of equality and diversity.
  • A fundamental part of this means making sure that the board is a balanced group with the knowledge, skills and experience to represent the governance, functional, cultural, and expert needs of the organisation around E&D.
  • Best practice suggests that boards should continually review their composition and effectiveness to identify not only the individual capabilities across the group of board members, but also to review the qualitative aspects of effectiveness: the dynamics, relationships and overall success of the board as a team in terms of equality and diversity.
  • Personal and Organisational benefit
  • The course is designed to be highly interactive and to concentrate on giving participants a real understanding the key issues around E&D. Our method is to deliver short and concentrated workshop which will be delivered following a robust understanding the culture, structure, and issues and desired outcomes of the client organisation. This means that as well as gaining a thorough awareness in the context of current E&D and business issues, boards can develop and agree action plans for immediate implementation.
  • Course Length
  • 1 or 2 day
Becoming A Champion or Lead around Equality and Diversity
  • Target Audience
  • Directors, Policy and Strategy & Line Managers, HR Professionals, change agents, diversity champions.
  • Objectives
  • Explore the concepts of diversity and inclusion and how these are crucial to the diverse expectations of internal and external stakeholders.
  • Identify the business case and identified the critical success factors in diversity management.
  • Recognise the crucial role of leadership and ensuring proper governance around E&D.
  • The crucial role of communication, motivation and ensuring effective accountability across the organisation.
  • Personal and Organisational benefit
  • Consistent research indicates the crucial role of leaders in the management of Equality and Diversity. Organizations require strong leadership from their Board in order to successfully carry out their work. While poor organizational performance is not necessarily an indication of poor board governance, it is difficult for organizations to succeed if they lack sound direction from their Board.
  • Two features of the course are specific and exclusive. The first is that the course is delivered by people who are not only skilled facilitators, but who have also worked at Board level within organisations. The second is that the course can be designed and delivered in a format that's specific to your organisation's needs. In every case, we will take a thorough brief from you on your requirements and desired outcomes.
  • Course Length
  • 1 day
Train the Trainer ? Developing Internal Capacity to Manage Diversity - Development Programme
  • Target Audience
  • Trainers, Coaches, HR Personnel Training Managers.
  • Objectives
  • Explore equality and diversity issues both in the workplace and externally through awareness and critical enquiry.
  • Empower the “train the trainers” to design various E&D activities and therefore work with staff and influence working practices to enhance dignity and respect both in term of employment and service delivery.
  • Examine equality legislation and its purpose in contemporary society through the concepts of diversity, discrimination, positive discrimination, positive action, unequal treatment, fairness and social justice.
  • Develop awareness of equality and diversity concepts and how these impact upon organisational processes, management and delivery.
  • Recognise the benefits that diversity can bring to the organisation.
  • Design and undertake appropriate E&D Activities to support the organisation to mainstream and address Equality and diversity.
  • Help staff at all levels to develop the capability around E&D and support them in their day to day work as a valued member of staff.
  • Personal and Organisational benefit
  • Trainers set the foundation for any organisation with their professionalism and knowledge. Trainers create lasting impressions on employees, inculcating them with the organisation values and expectations, as well as ensuring that employees have the necessary skills set to succeed. A motivated and competent trainer can mean the difference between success and failure for an organisation as the training and future ability of hundreds of staff is dependent on their time spent with the trainer.
  • Course Length
  • 5 days
Developing Equality and Diversity Staff Networks/Groups
  • Target Audience
  • E&D Professionals, HR Professionals, change agents, diversity champions
  • Objectives
  • Starting-Up a Network
  • Have you double-checked your reasons for starting a network?
  • When should this network become active?
  • What type of network will yours be?
  • What kind of facilitation will your network need?
  • What kinds of behaviours and activities are appropriate to a facilitator?
  • What tools and channels of communication can you use for facilitating a network?
  • Have you double-checked your reasons for starting a network?
  • How to Involve External Participants in Networks
  • Be clear what the network is for before involving external participants
  • Who exactly are the external participants going to be?
  • Who hosts the network?
  • Sustaining a Network
  • What resource has the network got?
  • What makes your network valuable to its members?
  • Reviving a faltering network
  • Handing over the role of facilitator
  • What will happen when your network has done its job?
  • Personal and Organisational benefit
  • Trainers set the foundation for any organisation with their professionalism and knowledge. Trainers create lasting impressions on employees, inculcating them with the organisation values and expectations, as well as ensuring that employees have the necessary skills set to succeed. A motivated and competent trainer can mean the difference between success and failure for an organisation as the training and future ability of hundreds of staff is dependent on their time spent with the trainer.
  • Course Length
  • 1 day
Latest Discrimination Law and its Application
  • Target Audience
  • Staff wanting to understand the legal framework for equality and diversity including latest legal updates in terms of legislation, case law and good practice.
  • Objectives
  • Explore equality and diversity issues both in the workplace and externally through awareness and critical enquiry.
  • How to identify the issues and the relevant policies and procedures that you will need to have in place. It also covers the implications of not dealing with these issues.
  • Explore the meaning of the Employment Equality Regulations regarding age, religion and belief and sexual orientation, and the Equality Act 2006, as well as being brought up to date with developments concerning gender identity, the Disability Discrimination Acts of 1995 and 2005 and the public sector duties to promote equality including gender.
  • April 2008 Regulations amending the Sex Discrimination Act came into force.
  • 6th April 2009 the right to request flexible working was extended
  • Implications of the Equalities Bill 2010.
  • Personal and Organisational benefit
  • This practical programme will provide a detailed overview of the legal framework for equality and also the latest changes and practical implications.
  • Course Length
  • 1 day
Cross-Cultural Communication: An Appreciation of Cultural and Religious Differences & Cultural Humility
  • Target Audience
  • Staff across the organisation who face the challenge of designing and delivering a service to an ever increasing diverse population.
  • Objectives
  • Define the concept and rationale for culturally competent organisation
  • Discuss cultural competency training as an approach to help prepare practitioners to deliver high quality, safe, and effective services to people from diverse racial, ethnic, and linguistic backgrounds
  • Highlight best and promising practices in developing organizational/systemic cultural competence
  • Describe lessons learned, opportunities, threats, and ongoing challenges
  • A lifelong commitment to self-evaluation and self-critique
  • Redressing power imbalances
  • Developing mutually beneficial partnerships with communities on behalf of individuals and defined populations
  • Personal and Organisational benefit
  • By moving beyond diversity to a cultural perspective, organizations can enhance the way they create and provide services, successfully recruit and retain productive workers, and realize results both on the bottom line and in day-to-day human activity.
  • Course Length
  • 1 day
Undertaking Positive Action
  • Target Audience
  • This course is targeted at underrepresented groups from within the workforce. They include;
  • black & ethnic minority (BME)
  • female
  • lesbian, gay and bi-sexual
  • disabled staff
  • those from specific faith groups
  • those who are challenged due to age issues
  • Objectives
  • This course will assist delegates in developing their performance by being able to:
  • Describe and explain how values, beliefs and conditioning affect self and relationships with others.
  • Recognise and appreciate personal power, emotional intelligence, political intelligence, projecting yourself and personal decision making
  • To make effective choices when responding to dominance.
  • To evaluate career options and develop a personal action plan to enhance their career.
  • To describe a range of basic management and leadership principles and the concept of Transformational Leadership.
  • Identify the concepts and benefits of mentoring, coaching and networking.
  • Apply the principles of continuous personal and professional development
  • Personal and Organisational benefit
  • To assist with the development of a more representative workforce by encouraging staff from under-represented groups to remain in the organisation and apply for development opportunities and progression
  • Achieve legal compliance. Employing a diverse range of people allows an organisation to draw on the full range of talent in the community; to possess a wider understanding of its customer base; to make more effective decisions and avoid groupthink; and to cultivate its reputation as a good employer.
  • Course Length
  • 2-3 days
Harassment & Bullying & Managing Difficult & Sensitive Issues in the Workplace
  • Target Audience
  • Line Managers, HR Professionals, change agents, diversity champions
  • Objectives
  • Review of what is Bullying and Harassment
  • Review of Discrimination Law & other legal liability
  • How to investigate allegations of Bullying and Harassment
  • How to Draft and update Policies
  • How to Manage difficult & sensitive issues
  • Dealing with Difficult situations
  • Interview process and report writing
  • Case studies
  • Personal and Organisational benefit
  • The law relating to harassment and Bullying has seen some important changes in recent years. The Majorowski case has huge implications for the employers. The case extended an employer’s vicarious liability to harassment so that they can now be liable in criminal law for the bullying behaviour of their staff.
  • This workshop will provide individuals with an overview of legislation and crucially opportunities to apply robust frameworks/guidance to ensure that they are able to deal with difficult and sensitive issues in the workplace and in many cases prevent escalation.
  • Course Length
  • 1-2 days
DMK has already constituted a five-member committee to negotiate seat-sharing arrangements with its allies.
  • A DMK resolution during its General Council meeting today has backed former telecom minister A Raja and has said that his arrest does not prove his guilt. The resolution said the opposition is targetting Raja to malign the DMK and that it is blowing the 2G scam out of proportion. The related stories Too late, we want JPC: Oppn Raja, aides to be produced in court today Raja's arrest meant to hoodwink public, says Jaya Raja arrested, govt's image takes a beating crucial DMK General Council meeting, which discussed key issues, including strategy for the coming Tamil Nadu Assembly polls, began on Thursday morning against the backdrop of the arrest of former telecom minister A Raja. Party bigwigs, including Karunanidhi's children Union fertiliser minister M K Alagiri and deputy chief minister M K Stalin, daughter Kanimozhi, MP, and party general secretary K Anbazhagan are attending the meeting, presided over by the DMK patriarch. The general council is likely to finalise the DMK's electoral strategy, especially in the wake of criticism being faced by it over Raja's role in the 2G spectrum allocation scam and his subsequent arrest by CBI. Launching a major offensive against the DMK, AIADMK chief Jayalalithaa has already made the 2G corruption issue a major poll plank of the party. The DMK, which has already firmed up its alliance with Congress for the elections, due in May, will also discuss its relationship with that party and tie-ups with some other parties, including Viduthalai Chiruthaigal Katchi. On the day of Raja's arrest, DMK remained tight-lipped on the issue, but Karunanidhi has gone on record that his party would not hesitate to take action against him if he was found guilty in the scam. The party would also discuss tie up with PMK, an issue which went into uncertainty after different signals emanated from both parties. Karunanidhi has ruled out the possibility of PMK's inclusion after its founder S Ramadoss had said his party was yet to decide on the alliance issue and its General Council would meet this month to take a call on it. However, backtracking from his stand, Ramadoss on Wednesday said, "I did not say we are not in the DMK alliance. We will not bely Karunanidhi's hopes (on the alliance issue)."DMK has already constituted a five-member committee to negotiate seat-sharing arrangements with its allies.
Base Line Audits
  • For further information about our Base Line Audits course please contact us
Board Development
  • For further information about our Board Development course please contact us
Leadership Development
  • For further information about our Leadership Development course please contact us
Staff Network Development
  • For further information about our Staff Network Development course please contact us
Chaplaincy and Spiritual Care Workshops
  • For further information about our Chaplaincy and Spiritual Care Workshops course please contact us
Equality Impact Assessment Training
  • For further information about our Equality Impact Assessment Training course please contact us
Our Clients  
 

Our Clients

Communities & Local Government (CLG) NHS Employers
NHS Confederation North West Ambulance Service
South Coast Ambulance Service South East Coast Ambulance Service
Blackpool, Fylde and Wyre Hospitals NHS Foundation Trust South West Strategic Health Authority
NHS London South East Coast Ambulance
Bedfordshire Race Equality Council West Midlands Ambulance Service
East Midlands Ambulance Service East of England Ambulance Service
Salford PCT Liverpool Community Health
Essex Fire Rescue Service Luton Dunstable Foundation NHS Trust
Staffordshire Fire Rescue Service Melbourne Fire Brigade (Australia)
New South Wales Fire Service (Australia) The International Association of Black Fire-fighters (USA)
Vancouver Fire Service (Canada) Mersey Probation service
Warrington Halton University Hospital Merseyside Fire & Rescue Service
Greater Manchester Fire Service Midlands Leadership Academy