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C. Training Design

Designing and testing trainings, including the content and format are of upmost importance for successful reskilling and upskilling (RS/US) measures. This chapter explores gender and diversity-conscious training designs, encompassing the development of holistic RS/US action plans and Training Needs Analysis (TNA).

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Assessment Questions

Please answer the following questions. If your answer to any of the questions is “no”, please refer to the related tools proposed. If your answer is “yes”, you might want to have a look at the tools and see if you can improve or adapt your current procedures.

Do you have a set of criteria that can identify a (RS/US) learning solution for your reskilling/upskilling program that not only helps in plugging the competency gap but also promotes gender diversity and inclusion in the company?

No? -> Please refer to


Yes? -> Proceed to the next question or review the tool to enhance your procedures.

Do you have a checklist of various aspects for conducting a genderresponsive training needs analysis in the context of your RS/US program?

No? -> Please refer to:


Yes? -> Proceed to the next question or review the tool to enhance your procedures.

Do you have a regulated RS/US strategy that responds to company needs, labour market changes and product and service developments that is built on quantitative data and concerns staff and candidates’ qualifications?

No? -> Please refer to:

Yes? -> Proceed to the next question or review the tool to enhance your procedures.

Do you have a holistic RS/US action plan in place that supports a systematic approach to training measures and offers the possibility to track these developments?

No? -> Please refer to:

Yes? -> Proceed to the next question or review the tool to enhance your procedures.

Are the teaching and learning methods, content, frameworks as well as the trainers following principles of gender- and diversity-conscious didactics?

No? -> Please refer to:

Yes? -> Proceed to the next question or review the tool to enhance your procedures.

Do you currently assess how a person’s gender impacts on their access to skills and employability initiatives? Do you know how to address these impacts?

No? -> Please refer to:

Yes? -> Proceed to the previous question or review the tool to enhance your procedures.

Frequently Asked questions  (FAQ)

1. What are employability initiatives?

Reference document: C0 – Assessment questions Chapter C.

Answer: Employability initiatives are programs or strategies that organisations implement to enhance the skills, career development, and overall employability of their employees. These initiatives aim to foster employee growth, retain talent, and ensure that staff remain competitive and capable in a rapidly changing work environment. Below are examples of common in-company employability initiatives:

  • Skills Development and Training Programs
  • Mentorship and Coaching Programs
  • Leadership Development Programs
  • Career Pathing and Internal Mobility Initiatives
  • Learning and Development (L&D) Platforms
  • Wellness and Work-Life Balance Programs
  • Diversity, Equity, and Inclusion (DEI) Initiatives
  • Recognition and Reward Programs
  • Succession Planning Initiatives

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