certain characteristics (such as women) were more likely to undertake training and were also more likely to have higher levels of confidence in the Equality Act 2010 or PSED. We therefore undertook a series of analyses to explore this possibility. The results consistently showed that training (but not age, gender or ethnic group) was significantly associated with the various measures of confidence in knowledge about the Equality Act 2010, PSED, key rights and responsibilities, types of discrimination and issues faced by people with protected characteristics, and in the individual’s perception that their organisation had the ability to effectively use PSED. 3.5 Contextual results We examined the qualitative evidence from the interviews in depth to gain insight into why the ROTA intervention may have had the impact that was identified through the survey evidence. We found a number of themes. Motivation to learn more and develop networks The interviews revealed that some individuals had come to the ROTA workshops to gain a better understanding of responsibilities within their workplace or organisation, while others were more interested in gaining a better knowledge of their personal rights under legislation. Some viewed the workshops as an opportunity to meet others working on similar issues. ‘Needed to understand what I was experiencing better so I could hold my employer accountable’ (Asian British woman) ‘We do a lot of programmes for people from diverse audiences and we want to meet their needs.’ (White British woman) ‘I wanted to be around people that were discussing race at work … I don’t get that opportunity at work.’ (Black British man) This suggests that while their specific motivations varied, generally participants shared an overall motivation to learn more about this area and to develop supportive networks. This might suggest that the intervention may not be so successful if it is delivered to a non-voluntary or less motivated audience.
‘[The facilitator] said we can always come back, so I feel comfortable about going back to her for more advice if we need anything more.’ (Black British man) ‘Brilliant style of presenting’ (Black British man) However, not all participants valued the space to explore individual cases, and perceived this approach as a digression that took time away from what they wanted to get out of the workshop. ‘The only thing that I found a little bit difficult was quite often people would bring up things that were actually quite irrelevant.’ (White British woman) Qualitative evidence of effect Overall, it was clear that the participants found the training empowering and felt their confidence to use equalities legislation was increased. Participants felt they had benefited from: ‘… confidence about the act itself; the application of it; identifying other resources which can support you … Even have the confidence to challenge large public organisations. Didn’t have this confidence before the workshop’ (Asian British man) ‘It increased my knowledge; I’m really applying some of what I have learnt since then.’ (Black British woman) Participants also reported that ROTA’s workshop had taught them about their own rights under the Equality Act and their organisation’s duties as an employer, as well as (where relevant) their role as a representative of a voluntary and community sector organisation: ‘It helped me to draw the line that I will not tolerate discrimination.’ (Asian British woman) ‘It activated my thinking and made me more acutely aware of my responsibilities; and what employees can do to protect themselves and to bring a case about discrimination. It’s really helpful to know all that as an employer but also in terms of looking after your employees.’ (White British woman)