Ministry of Skills, Training and Labour

The document is a handout shared for a session conducted on developing change strategies and organizational change, organized as a part of the Implementation Strategies Project seminar series. The session addressed organizational change as the process to achieving multicultural, anti-racist organizations; how organizations work, dealing with organizational levels and culture; mechanistic, organic, types, styles of organizations that influence change; phases of change, change and transition-models, understanding the process; and developing change strategies to meet your organizational needs.

The document is a handout from a session conducted to introduce participants to multicultural and anti-racist ways of bringing organizational change. The objective of the session was to define multicultural, anti-racist organizations; define the organizational change process; describe models for developing multicultural, anti-racist organizations; examine biases, assumptions, values and attitudes; develop strategies to address barriers and resistance; and identify structure and meaning for change teams.

The document is a handout from a session conducted to guide participants on how to undertake consultation in their organisation. The objective of the seminar was to help participants link the consultation process to organizational change, define allies and stakeholders within their organizations, identify barriers and supports to engaging allies and stakeholders, identify possible methods for consultation, and practice consultation and facilitation skills.

This document is a handout from a session conducted to help participants handle racist incidents. The objective of the seminar was to help participants define what is a racist incident, explore subtle and blatant incidents, develop knowledge and skills related to racist incidents, develop strategies to prevent future incidents and practice skills related to incidents.

This document is a handout from a session conducted to build skills around interpersonal conflict resolution. The objectives of the session were to help participants define assumptions about communications and conflict, develop considerations for conflict across cultures, understand the dangers of culturally specific models, introduce a model of understanding cross cultural communications and to give participants practice in dealing with intercultural differences.

This document is a handout from a session conducted on human rights and harrassment. The objectives of the session were defining harrassment, understanding human rights legislation, its jurisdictions and implications, practising skills related to handling complaints, developing knowledge and understanding related to employer liability, and identifying steps for prevention and action