I have been asked: “How should a trainer respond to a participant in an employee-development workshop who makes ‘prejudicial comments’?”. (I presume a ‘prejudicial comment’ here could be any anti-racial, disabled, sexist, ageist, homophobic or other ‘non-inclusive’ comment.)

I suspect that the ‘easy answer’ might be to refer such workshop participants to their Organisation’s own Equality and Diversity policies. But can anyone offer any more practical, hands-on advice? What would ‘best practice’ suggest a ethical trainer should do or say *in that moment*? What should the orgnisation itself reasonably expect from a trainer, given that the appropriate policies are in place and well communicated?

Jeremy

Jeremy Thorn