The Princes Trust

Case Study: The Prince’s Trust Enhances Diverse Recruitment Procedures with Diversiti UK Training

Background

The Prince’s Trust believes that “every young person should have the chance to embrace exciting opportunities.” They help 11 to 30-year-olds find the tools and confidence to try free courses and start careers. Recognising a need to improve their diverse recruitment procedures and cultural awareness skills, The Prince’s Trust approached Diversiti UK for assistance.

Training Objectives

The intended learning outcomes were to enhance Prince’s Trust staff skills and confidence in discussing diversity information with young people. The goal was to increase the completion of demographic information on start and completion paperwork, enabling more robust Equality and Diversity data to evidence The Prince’s Trust’s performance in recruiting a workforce reflective of the local community. They specified the following training requirements:

  • A general introduction to equality and diversity monitoring, including legalities related to disclosure and data protection.
  • Improved understanding of the importance of collecting this information and its usage.
  • Identification of barriers to young people providing this information and potential ways to overcome them.
  • A training resource pack for participants to utilise post-training.

Training Solution

With these detailed requirements, we created a proposal covering the following key objectives:

  1. Understanding of Legislation: Training on Equality, Diversity, Disclosure, Confidentiality, and GDPR.
  2. Identifying Barriers: Understanding why young people might be reluctant to provide diversity information.
  3. Appropriate Interactions: Strategies for increasing young people’s willingness to provide diversity monitoring information.

We held a detailed meeting with Emily from The Prince’s Trust to discuss how the training could be delivered and integrated with other ongoing activities. For instance, the organisation had previously conducted an internal survey on staff confidence in discussing diversity information, which we used to inform our programme.

Two weeks before the training, all resources were sent to The Prince’s Trust for review and feedback, ensuring the final content met their needs.

Implementation

A comprehensive learning and development package was agreed upon and delivered to Prince’s Trust staff, including executives, managers, and data analysts in the Health and Social Care department. Our bespoke intervention was designed to highlight the value and importance of diversity monitoring information.

We conducted a 2-hour interactive virtual workshop accompanied by a workbook. The workshop focused on:

  • Promoting diversity as a positive influence on individuals and organisations.
  • Identifying barriers to diversity data collection.
  • Developing practical solutions to overcome these barriers.

We utilised pre- and post-course RARPA (Recognising and Recording Progress and Achievement) based evaluations to measure changes in behaviour and improved confidence among attendees.

Outcomes and Feedback

The training identified several barriers and proposed solutions, including:

  • Creating engaging video content and case studies promoting diversity to communicate the importance of data collection.
  • Changing the point at which data is collected to allow executives to build rapport virtually.
  • Engaging previous participants as ambassadors to attend recruitment events.

Post-course evaluation data indicated an average 13% improvement across performance measures and an 86% satisfaction rate. Attendees provided excellent testimonials on how the training had improved their work.

Client feedback

“The training has given us a clear set of actions and ideas for improving data collection, which we are now taking forward to our EDI committee for implementation.” — Prince’s Trust Staff Member

“The workshop was highly interactive and informative. It helped us understand the significance of diversity data and how to effectively collect it.” — Prince’s Trust Manager

Future Plans

Due to the success of the programme, The Prince’s Trust is now looking to implement, with our help, the same training for other departments.

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