(CLP) Programs

Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.

Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.

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Executive summary

Transgender Awareness

It is no secret that the world is changing, and social change often happens first in the workplace. As technology and communications mechanisms evolve, so does our understanding of the human condition and its remarkable variety.

One of the ways in which the public and private sectors are dealing with change is in the area of transgender inclusion. Thirty or forty years ago this subject would not have been on the radar for most organizations. Today, however, we are seeing transgender workplace inclusion become part of the larger Diversity, Equity, and Inclusion (DEI) strategy for many highly successful businesses and agencies. In fact, and within the last couple of decades, transgender inclusion has become an expectation and a global business imperative.

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But how and why does an organization become transgender inclusive? What is involved in such an initiative? What are the long-term benefits and advantages of transgender inclusion? What are the legal ramifications? What are the tangible business processes that, when implemented properly, lead to a transgender-inclusive workplace? All of these questions and more will be addressed in this program. The end result will be a more diverse, more equitable, more inclusive, and ultimately more successful organization.

Let’s ask the most relevant questions before going any further: why should your organization make an investment in transgender awareness training, and how can you justify the expense for doing so? There are a number of legitimate, financially viable business reasons for making this meaningful decision. Here are some of them:

1. Meeting global business expectations—Over the last couple of decades, transgender inclusion has become an expectancy and, in many cases, an imperative for the international business community. Every day, successful industry-leading companies around the world are realizing (and reaping the benefits) of a transgender-inclusive work environment. Providing quality transgender inclusion training is a way for your organization to proactively move toward accessing and experiencing those numerous advantages. This is a golden opportunity to ensure that your company is on the leading edge of workplace inclusion efforts.

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2. Improving recruitment and retention of top talent–It is no secret that talent is the currency and the top desirable commodity in today’s workplace. The war for the best business talent escalates on a daily basis. You know this to be true–and because this is so, companies that are transgender-inclusive significantly improve their chances of recruiting and retaining today’s most talented workers. Also, younger talent–especially Millenials and those in Gens Y and Z–tend to prefer to work for companies where their LGBTQ+ friends can be employed as well. Want to find, employ, and then keep the best talent? Want to be perceived and recognized as an employer of choice? Transgender inclusion is a way to help your company get there.

3. Creating a more inclusive workplace—By educating your employees about the experiences and realities of transgender persons, your organization can create a more open, welcoming, and respectful workplace climate for every employee, regardless of their gender identity. This typically leads to stronger productivity, better teamwork, and a more enhanced workplace culture.

4. Reducing workplace discrimination—It will probably come as no surprise that transgender persons can (and often do) face discrimination and harassment in the workplace. By providing transgender awareness training to upper and middle management as well as the rest of your employees, your company can directly reduce the likelihood of discriminatory incidents. In turn, this creates an affirming, productive environment in which everyone can function more effectively and do their best work. (Such training can also equip your organization with information, tools, and resources to help avoid potential discrimination lawsuits, thereby circumventing significant legal expenses.)

5. Enhancing employee morale and internal branding—Morale is an interesting aspect of the human condition: you can’t necessarily see it or touch it, but you can definitely recognize its presence–or its absence. Study after study demonstrates that when employees feel valued, respected, and supported, they