Unit 5: Responsible Organisational Policy Development And Capacity Building

UNIT 5. RESPONSIBLE ORGANISATIONAL
POLICY DEVELOPMENT & CAPACITY BUILDING

Unit outline
Objectives
By the end of the unit participants will be able to:
• Explain the importance of developing a company code for
responsible behaviour of customers
• Explain how to develop organisational guidelines &
procedures for Responsible Tourism
• Explain the meaning and importance of developing
organisational policies on sustainability
• Define the characteristics of knowledge and awareness
raising campaigns
• List and explain the types and characteristics of knowledge
and dissemination tools
• Explain the importance of regular training and coaching
programmes on sustainable tourism practices
Topics
1. Importance of policies and
procedures in tourism
2. Analysing and developing
organisational policies in
responsible tourism
3. Developing organisational
procedures and guidelines
in responsible tourism
4. Disseminating policies,
procedures and guidelines
in responsible tourism
5. Developing a staff training
programme to support
responsible tourism policy
directives

TOPIC 1. IMPORTANCE OF POLICIES AND
PROCEDURES IN TOURISM

The function of company policies in
responsible tourism
• Links company vision and values
to day-to-day operations
• Communicate expectations about
work performance and
boundaries of action
• Ensures compliance with relevant
laws & regulations and provides a
defence against inappropriate
actions
• Promotes efficiency in operation
and reduces need for constant
management intervention
• Helps achieve sustainable
tourism objectives
Healthy
communities
Natural
environment
Economic
vitality
SUSTAINABILITY

Responsible tourism policies are at the
foundation of companies becoming sustainable
RESPONSIBLE
TOURISM
POLICIES
Define company
sustainability
• They establish the goals /
targets for intended action
that are specific to that
company
Prioritise issues
• They identify the key areas
of action
Ensure correct action
• They make sure actions
taken by the company,
staff and customers are
effective and do not erode
sustainability goals
Define training
requirements
• They help identify the
areas in which sustainable
tourism training can then
be implemented

Company benefits of having responsible
tourism policies
• Helps defend a company from legal disputes

• Demonstrates company commitment to maintaining a healthy
environment, building a happier society and buoyant local economy
thereby enhancing the company brand and improving sales and loyalty
• Promotes the support of customers to help the company achieve its
sustainability objectives
• Fosters stability and consistency in decision-making and operational
procedures resulting in fewer operational setbacks
• Creates stronger and more competitive tourism destinations that have
better environments, happier people and stronger local economies for the
long term benefit of business, local residents and tourists

The policy development and implementation
process for responsible tourism
5. Training
and
development
4.
Communicate
and
disseminate
3. Develop
responsible
tourism
procedures
and guidelines
2. Develop
responsible
tourism
policies
1. Analyse
existing
sustainability
practices
PLAN DRAFT, ENDORSE, FINALISE IMPLEMENT

TOPIC 2. ANALYSING & DEVELOPING
ORGANISATIONAL POLICIES IN RESPONSIBLE
TOURISM

Analysing sustainability: finding gaps
• A company’s sustainability is a result of its actions
and inactions as it relates impacts on the
environment, local society and local economy
• Sustainability gaps are the areas in which a company
is not implementing sustainability actions but where
actions can be taken
• Sustainability gaps confirm a need for a new policy
to reinforce sustainability practices or alternatively to
amend an existing policy

Process for identifying company sustainability
gaps and issues
1. Assemble
policy
development
and review
team
2. Establish
sustainability
criteria
3. Research
and analyse
operational
practices
4. Shortlist
sustainability
needs
5. Research
and analyse
identified
issues

Step 1. Assemble policy development and
review team
• Use existing staff members
• Have good knowledge of key
operational areas
• Have experience or
understanding of sustainable
tourism
• A “policy sponsor” or “leader”
should be assigned for overall
responsibility / ownership in
developing and managing the
policy

Step 2. Establish sustainability criteria
• Use national
sustainability criteria /
standards first, e.g.
Green Lotus
• If none exist or they are
inadequate, then
examine international
criteria
• Ensure criteria cover
environmental, social,
and economic aspects

Examples of Green Lotus sustainability criteria
A SUSTAINABLE MANAGEMENT
A1.4 Availability of annual plan on implementation of social and cultural activities (both inside and outside of the tourist
accommodation establishment)
A2.2 The staff are trained on cultural and social issues (once a year)
B Maximise socio-economic benefits for local society
B2.1 Availability of policies on recruiting local people, people from remote regions and less developed economic regions
B3.1 Priority in usage of locally made products or local raw materials without exhausting natural resources
B5.1 Existence of gender-equality regarding staff employment
B5.2 Availability of policies to support female employees (maternity, training, consultation on reproductive health, etc.)
C Minimization of adverse impacts on cultural and natural heritage
C2.1 Expression of local culture and traditions in the tourist accommodation establishment’s architecture, activities and
services it provides
C4.1 No catching of wild animals unless that activity aims at conservation purpose and is allowed by the law
C4.2 No selling of souvenirs and food made from wild animals and plants protected by law and international protocols
D Minimization of negative impacts on the environment
D1.1 Purchase of products packaged in bulk (wholesale) in order to reduce packaging and waste
D1.16 Energy saving mode is set for computers or computer screens and “energy saving label” put on office equipment
D2.4 Utilization of old bed sheet and cloths for other purposes
D2.3 Re-usage of toilet paper and soap left-over in guests’ rooms

Step 3. Research and analyse operational
practices
• Use sustainability
criteria to evaluate
operational practices
• Identify which areas are
already sustainable and
which areas require
improvement
• Create checklist and
rank level of adoption
of desired practice

Using Green Lotus criteria to create a
sustainability checklist
SUSTAINABILITY CRITERIA EXISTS IMPLEMENTATION LEVEL
(1 low -10 high)
A Sustainable
A1.4 Availability of annual plan on implementation of social and cultural activities (both
inside and outside of the tourist accommodation establishment)
 10
A2.2 The staff are trained on cultural and social issues (once a year)  6
B Maximise socio-economic benefits for local society
B2.1 Availability of policies on recruiting local people, people from remote regions and less
developed economic regions
 0
B3.1 Priority in usage of locally made products or local raw materials without exhausting
natural resources
 0
B5.2 Availability of policies to support female employees (maternity, training, consultation
on reproductive health, etc.)
 3
C Minimization of adverse impacts on cultural and natural heritage
C2.1 Expression of local culture and traditions in the tourist accommodation
establishment’s architecture, activities and services it provides
 4

Step 4. Shortlist sustainability needs
• Review results
• Discuss in team and
agree on key areas in
which responsible
tourism policies are
most needed
• Consideration of
practicality issues must
be considered

Step 5. Research and analyse identified issues
• Legitimate need
• Impact on existing situation
• Purpose and goal
• Impact of external regulations
• Harmony with company direction
• Implementation requirements
• Existing best practices
• Potential challenges to
implementation

Key components of a policy document
COMPONENT DESCRIPTION
Headline
banner
Policy title, date of issue, policy number, page numbers, effective date,
“supersedes / substitute?” notifications, office of origin, policy approval
authority
Policy
statement
Indicates the purpose of a policy, refers to external regulations or additional
policy discussion (if applicable), gives a summary of the importance of its
content
Applicability Clarifies who the policy applies to as well as consequences for non-compliance
Definitions Provides a definition of any technical terms used in the policy document
Cognisant
office(s)
Identifies office(s) to contact in case of need for help with interpretations,
resolution of problems and special issues
Related policies Exact reference and information about related policies or procedures and
guidelines

Example of standard policy document
Standard policy layout:
Name of organisation
Title
Page x of y pages
Issue Date: Insert date
Policy statement:
Describes the policy purpose and its importance
Applicability:
Name of relevant departments
Definitions:
Defining terms
Cognisant office(s):
Office(s) to contact for information or support on policy
Related policies:
References other connected policies
Name and Title of Authorising Officer Date
Signed and dated by the person authorising the procedure.

The InterContinental Hotels Group’s
Responsible Tourism Policy Statement
Source: InterContinental Hotels Group 2014, http://www.ihgplc.com/index.asp?pageid=920

Responsible tourism policy areas
Social
responsibility
Environmental
responsibility
Economic
responsibility

Policy areas to meet environmental
responsibility
Environmental
responsibility
Energy
use
Water
use
Waste
management
Conservation
Sustainable
development
Others?

Example policy statement on energy and
water use & issues to consider
Policy statement: “[Company Name] is committed to reducing
energy and water consumption wherever possible through the
active efforts of its staff and customers and through passive
means such as the installation of energy- and water-saving
devices.”
Policy concerns: Use of lights, types of lights, use of air conditioners, heaters and
natural ventilation, use of fossil fuels and renewable energy, monitoring and
maintenance of electronic equipment, cables, water fixtures and pipes, use of
different modes of transport, use of water flow regulation devices, use of rain
water, use of grey water, communication and education of staff and customers,
monitoring of rates of energy and water use…

Policy areas to meet social responsibility in
tourism
Social
responsibility
Respecting
local culture
Community
development
Safety and
security
Protecting
children
Others?

Example policy statement on respecting local
culture & issues to consider
Policy statement: “ [Company Name] is committed to the
welfare and health and safety of all its employees and
contractors and to delivering socio-culturally responsible
products and services to its customers.”
Policy concerns: Conduct of staff and guests, participation in local community
development projects, sponsorship of local initiatives, monitoring of community
projects, reflection of culture in company products, maintenance of cultural
authenticity in marketing, existence of occupational health and safety provisions
for employees, existence of safety regulations for customers…

Policy areas to meet economic responsibility in
tourism
Economic
responsibility
Fair
trade
Responsible
employment
Supporting local
businesses
Training and
capacity building
Others?

Example policy statement on supporting the
local economy & issues to consider
Policy statement: “[Company Name] is committed to achieving
economic sustainability in its operation that is founded upon the
principles of fair trade and fosters the provision of fair
employment and income-earning opportunities for the local
community and economy.”
Policy concerns: Principles of trade, procurement of local goods and services,
staff salary levels, provision of contracts with position descriptions, provision of
employment benefits, provision of staff training and capacity building, provision
of career advancement opportunities, practice of non-discrimination and gender
equality, communication and education of staff and customers, monitoring of
salaries and contracts…

TOPIC 3. DEVELOPING ORGANISATIONAL
PROCEDURES & GUIDELINES IN RESPONSIBLE
TOURISM

The role of procedures and guidelines
Procedures and guidelines
provide the detail about
how a policy is to be
achieved - what will be
done, by whom, when,
and how.
Explain required actions (what)
• Provide step-by-step directions explaining
how the policy is to be achieved
Assign responsibility (who)
• Identify the people who are to act
Explain method of action (how)
• Specify the precise actions required
Define timing (when)
• State when the actions are to occur and the
sequence of events

Effective procedures and guidelines…
…should be
written in plain
and simple to
understand
…use short,
familiar words
…can include
diagrams,
flow charts, or
even
photographs

The key components of a procedure document
Purpose and scope Specifying purpose of procedure, the area covered, exclusions
Responsibility for
implementation
Specifying who will implement the procedure
Procedure Listing (or depicting) sequentially exactly what must be done and noting
exceptions
List of procedures Steps for implementing actions
Documentation Listing documents to be used with the procedure and attaching
examples of completed documentation, if appropriate
Records Listing any records created as a result of using the procedure, where
they are stored and for how long
Authorisation and
date
Signed and dated by the person authorising the procedure

(If specific to a service stream or unit, name of stream or unit)
Title
Page x of y pages
Issue Number: 1 Issue Date: 10/1999
Purpose and scope
Specify purpose of procedure, area covered, exclusions.
Responsibility for implementing procedure
Specify who will implement the procedure.
Procedure
List sequentially exactly what must be done, note exceptions.
Documentation
List documents to be used with the procedure, attach examples of completed documentation, if appropriate.
Records
List any records created as a result of using the procedure, where they are stored and for how long.
Name and Title of Authorising Officer Date
Signed and dated by the person authorising the procedure.
Example of a procedures document

Example of procedures for reducing waste in
the office
1. Paper
1.1 Meeting minutes and nightly reports to be distributed by email only
1.2 Only office paper containing recycled content may be purchased
1.3 Paper is to be recycled by using the paper recycle boxes supplied at each desk
1.4 Paper and cardboard is not to be placed in an office waste bin unless it is soiled or contaminated
1.5 No cardboard, plastic, metals, food or other waste are to be placed in the paper recycle bins
1.6 Paper recycle bins will be emptied nightly by the cleaning contractor
2. Cardboard
2.1 All copy paper boxes are to be kept and reused for file storage
2.2 Other cardboard boxes and material are to be flattened and stacked next to in an area for easy collection by the
cleaning contractor
2.3 The cleaning staff are responsible for moving the flattened cardboard to the pickup location nightly
3. Commingled recycling
3.1 Commingled recycling includes glass, plastics, aluminium cans, and cartons
3.2 Recycling bins for glass, plastics and aluminium cans have been placed at various locations throughout the building
3.3 These co-mingle recycle bins are cleared daily by the contract cleaning company
3.4 Co-mingle items are placed into these bins and not into the general waste bins
3.5 The containers should be relatively free of food or liquid and generally rinsed and clean before disposal
4. Ink and toner cartridges
4.1 All computers must have printer set to draft option to reduce ink consumption
4.2 Used printer cartridges are to be placed in the used ink cartridge bin for removal by the cleaning contractor and
returned to supplier

Purpose of guidelines
• Support day-to-day
decision-making
• Describe best practice
based on evidence and
standardised actions that
are commonly accepted
within the industry
• Provide detailed
instructions on how to
undertake more complex
procedures

Policy A
Procedures
The relationship between policies, procedures
and guidelines
Policy A.
Policy A
Procedures A1
Guidelines
A1.
A2.
A3.
A1.1
A1.2
A1.3
A1.4
Policy A
Procedures A3
Guidelines
A3.1
A3.2
A3.3
A3.4
No guidelines
required
STOP HERE.
Complexprocedureitem
Simple procedure
Complex procedure item

Example: Complex procedure requiring
guidelines 1/2
Procedures:
1. A "Personnel Requisition Form" will be completed and the necessary authorisations will be secured
prior to the search.
2. An electronic posting of the position will be posted on the Human Resources web site.
3. Appropriate outside advertising will be coordinated by the Human Resources
Office, including postings with the veterans organizations, and state
unemployment agencies.
4. The hiring department will conduct campus interviews and special effort should be made to consider
candidates from under-represented groups.
5. Reference and background checks will be conducted on final candidates whom are being considered for
a position with the College.
6. The oral offer of employment by the hiring department should be followed up by a written
confirmation.
7. Rejected candidates will be promptly contacted and the communication process should be coordinated
with the Human Resources Office.
8. The hiring supervisor will complete a "Status Form" to authorize placing the new employee on the
payroll system. The form needs to be sent to the Human Resources Office.
9. Hiring supervisors will complete a performance appraisal for the new staff member within the first 30-
90 days of employment. Early detection of performance problems is very important.

Example: Complex procedure requiring
guidelines 2/2
Reference: Hiring of Staff - Procedure 3 “Appropriate outside advertising of jobs”
1. Advertise in 1 local and 3 national publications. Accepted local publications include: X, Y, Z.
2. Ensure only positions above Level 3 may be advertised in the print media. Lower level positions require
approval from Head of Budget.
3. Ensure placement of recruitment advertisements is conducted by Human Resources Department to
ensure recruitment processes are correct, cost-effective, use appropriate media, have proper use of
company brand, etc.
4. Ensure advertising cost will not exceed budget amount
5. Ensure job advertisement has:
a) Interesting and catchy description that invokes a response to apply and includes benefits of the role and the nature of the work
b) A position title that is reflective of the job and kept short
c) Bullet points and bold text, grab’ attention and highlight important aspects of the advertisement
d) Succinct and specific content with sentence lengths no more than 14-20 words maximum
e) Active voice to engage the potential candidate (e.g. “You will be..” and “Ideally you will have..”)
f) A minimum of two weeks for applications
6. Etc, etc

The key components of a guidelines document
Subject area Setting up scope the guideline serves for (e.g. defining
guidelines for a particular topic)
Background analysis Information on the purpose of the guideline
Explanation of
necessity
Introduce positive impacts of a guideline as well as indicate
results of not-following the guideline
Sequence of steps Summary of steps to implement action overview
Steps in detail Steps are broken down into smaller activities, following a logical
order for implementing the actions into day-to-day operations.

Example of a guidelines document
Standard guidelines layout:
(If specific to a service stream or unit, name of stream or unit)
Title of guidelines
Page x of y pages
Issue Date: 10/1999
Subject area
Specify purpose of guideline, the procedure and policy it relates to and exclusions (if any).
Background analysis
Specify who will implement the guidelines and the scope of the guidelines.
Objectives
Explain why the guidelines are necessary.
Steps
List sequentially exactly what must be done, noting any exceptions.
Associated documents
List documents to be used with the guidelines (such as the policy document and procedures document), attach examples of
completed documentation, if appropriate.

TOPIC 4. DISSEMINATING POLICIES,
PROCEDURES AND GUIDELINES IN
RESPONSIBLE TOURISM

How to disseminate?
Meetings
and
workshops
Website Email Posters
Newsletter,
brochures
& flyers

What to disseminate?
Full copy
•The original policy /
procedures / guidelines
in full
Purpose
•Importance about why
the policy / procedure /
guideline is needed
Background
•Explanation of
comprehensive
development process
adopted
Target audience
•Indication about who the
policy / procedure /
guideline affects
Benefits
•What the direct and
indirect benefits of
adoption will be
Implementation plan
•What the company will
do next to instigate the
policy / procedures /
guidelines
Further information
•Where to obtain further
information (or from
who) and how

Dissemination through meetings and
workshops
• Gather relevant staff together
to communicate a new or
amended policy
• Pros:
– In-depth explanation
– Direct delivery (cannot be put
off or ignored, e.g. email)
– Opportunities for employees to
ask questions for clarification
– Results in greater commitment
towards action
– Low cost
• Cons:
– Time intensive for participants
and presenter
– Effectiveness dependent on
presenter’s communication
skills
– 100% attendance not assured

Dissemination through newsletters, brochures
and flyers
• Inform staff and others about the
new or amended policy through
the organisation newsletter
• Pros:
– Can be supported by images and
illustrations
– Can be passed on to other
stakeholders
– Can be read whenever convenient
• Cons:
– Relatively less detailed explanation
– 100% readership not assured
– Readers less likely to follow-up if
they need clarification on the
policy
– Time intensive to write
– Less likely to gain widespread
commitment towards action
– Relatively high cost

Dissemination through websites
• Create a section in the company
website or intranet to
communicate responsible
tourism policies and actions
• Pros:
– Relatively quick and easy to develop
– Accessible 24 hours / day
– Can be linked to other web resources
– Can have in-depth explanation
– Can be supported by images and
illustrations
– Link can be viewed by all
stakeholders
– Relatively inexpensive
• Cons:
– Readers less likely to follow-up if
they need clarification on the policy
commitment towards action

Dissemination by email
• Create a section in the company
website or intranet to
communicate responsible
tourism policies and actions
• Pros:
– Direct delivery to target audience
– Relatively quick and easy to develop
– Accessible 24 hours / day
– Can be linked to web resources
– Can be forwarded to other
stakeholders
– Highly inexpensive
• Cons:
– Less conducive for in-depth
explanations
– Doesn’t support images / illustrations
well
– Readers less likely to follow-up if they
need clarification on the policy
commitment

Dissemination through posters
• Colourful posters that can be
placed on the wall in relevant
workplace areas is an ideal way to
disseminate procedures and
guidelines directly where the
actions take place
• Pros:
– Direct delivery to target audience
and relevant place of action
– Supports images / illustrations well
– Acts as a reminder and reinforces
constant commitment
• Cons:
– Relatively time consuming to develop
– Not conducive for in-depth
explanations
– Cannot be linked to web resources
– Cannot be forwarded to other
stakeholders
– Readers less likely to follow-up if they
need clarification on the policy

Principles of effective awareness messages
•Speak directly to the key audience; language should be direct
and reflective of the audience; use images, illustrations,
diagrams and colour to bring information to life
Grab attention
•Messages should not only deal with business matters but
explain the importance at a human level
Cater to the heart & the
head
•Urge audience to not just read or become aware about an
issue but to take the next step and become active participants
of change.
Call to action
•Motivate the audience to implement action by
communicating benefits that are clear, direct and relevant to
the audience
Communicate benefits
•Messages should be consistent to reinforce their principles
and generate greater trust from the audience in the
management’s policy direction
Convey a consistent message

TOPIC 5. DEVELOPING A STAFF TRAINING
PROGRAMME TO SUPPORT RESPONSIBLE
TOURISM POLICY DIRECTIVES

Importance of staff training to achieve
responsible tourism policy goals
• Introduces new required activities and
reinforces existing activities
• Instils performance expectations and
standards and better ensures consistency
• Provides practical “hands-on” learning
• Provides opportunities for staff to ask
questions and feel comfortable with actions
required
• Increases employee motivation and adoption

Common types of capacity building used by
companies to train staff
• Provision of access to repositories of information
and electronic and print resources
• Provision of company guidelines and manuals
• Consultation such as coaching / mentoring
• Co-ordinating alliances and observing real best
practice case studies
• Workplace training

Developing an effective workplace training
programme using A-D-D-I-E
• ADDIE is a popular generic 5-step
framework used to develop courses
• ADDIE is the basis of most of today’s
Instructional Systems Design (ISD)
methodologies
• ADDIE helps ensure learning does not
occur in a haphazard way
• ADDIE is designed to ensure:
– learners will achieve the goals of the
course;
– learner needs are properly considered;
– effective and relevant training
materials are designed and developed;
and
– effectiveness of the training program
may be evaluated with specific,
measurable outcomes.

The ADDIE approach to training programme
creation
Design
Develop
Implement
Evaluate
Analyse
Learning problem
Goals and objectives
Audience’s needs
Existing knowledge
Learning environment
Constraints
Delivery options
Project timeline
Instructional Design Strategy
Delivery method
Training structure and duration
Evaluation methodology
Create prototype
Develop training materials
Desktop review
Run training pilot
Training schedule
Print and prepare training material
Prepare trainers
Notify learners
Launch training
Collect training evaluation data
Review training effectiveness
Assess project performance
Report performance results

Step 1. Analysis
• Learner profile: Age group, level of
experience, education background,
cultural elements, gender
• Job analysis: Tasks and skills of job
relevant to the responsible tourism
policy or procedure
• Training models: Training models,
teaching methods, learning
environment, training duration
• Design and development decisions:
Responsible person/s for designing
training plan, instructional materials,
writing content, delivering training.

Step 2. Design
• Source training providers: In-house or
external? Develop selection criteria and
recruit.
• Develop training of trainers’ strategy: How
will training be implemented? How many
trainers? Is training of trainers required?
How will it work?
• Develop training plan: Course name, training
model, group size, course duration, target
audience, goal and objectives, structure,
learning content, assessment strategy,
teaching style
• Develop templates for training materials:
Presentation, hand-outs, and other training
material templates

Using active learning approaches in training
APPROACH DESCRIPTION
Discussion A meeting specifically called to discuss the policy and/or procedures. Increases participation and
allows different perspectives on a topic.
Group activities Small-group problem-solving or collaborative learning activities that relate to the policy or procedure/s
Multimedia Audio-visual presentations (e.g. videos, audio tape, overheads) or use of computers and the internet to
help disseminate information on the policy and / or procedures
Physical activities Movement and / or manipulation of materials
Quiz Can be fun and interactive. Can be held after training has been provided to reinforce learning.
Individual problem-
solving
Learning activities that are undertaken by individual staff members
Role plays, simulations
& demonstrations
Learners are required to act out a situation to demonstrate their understanding of the procedure/s
Guest speaker Inviting a guest speaker who has a good reputation or considerable knowledge in the topic area.
Site visits Taking trainees on a visit to a local place of interest to provide practical examples and case studies of
principles in practice.

Step 3. Development
• Develop training content for the trainer and learners
such as:
– Delegate manuals, workbooks or hand-outs
– Trainer guides
– Presentations (e.g. PowerPoint)
– Resources and teaching aids (e.g. marketing material,
equipment for demonstrations, video clips, posters etc).

Step 4. Implementation
• Train trainers (if
required)
• Select, invite and
register beneficiaries
• Deliver training
• Assess trainees
• Conduct post-training
evaluations

Step 5. Evaluation
• Evaluate effectiveness of course,
content, training material and
delivery, and impact of the course
on the learner to ensure capacity is
built
• Evaluation can be:
– Via feedback from beneficiaries (e.g.
questionnaire or post-course
discussion)
– Through trainer observation or other
members of management who
attended the piloting of the course
• Course impact can be evaluated via
pre- and post-tests and normal
monitoring and reporting processes
within the context of the job

Example: Hotel training plan for protection of
children in tourism workshop 1/3
TRAINING PLAN [Company Name] policy and procedures training in child protection
TIME The workshop is planned for 4 hours – with a mix of classroom and practical activities. Schedule is shown
below in the training plan
OBJECTIVES By the end of the learning program, the learner will be able to:
Understand the basics issues and impacts of child labour and sexual exploitation
Understand the role and responsibility of staff in child protection
Apply techniques to identify potential child protection violations and to react appropriately
TRAINING MODEL Class room based training using high impact learning methods which include power point slides, flashcards,
case studies, role plays and quiz
Optional field trip to experience responsible tourism practices in one destination.
VENUE BRIEF Training room with sufficient space, tables, chairs and facilities to accommodate a group of 30 learners with a
trainer
RESOURCES Presentation pack (Presenter or Powerpoint);
Trainee Guide and checklists
A1 paper (flip chart) & markers
Flash cards
Video clips of child protection situations
Case study hand-outs on child protection situations
CONTENT See following table

CHILD PROTECTION TRAINING PROGRAMME CONTENT
Topic Title Duration
Topic 1 Understanding issues of child labour and sexual exploitation
in tourism
30 minutes
Topic 2 Preventing child protection violations 60 minutes
Topic 3 Identifying child protection violations 60 minutes
Topic 4 Reporting child protection violations 30 minutes
Topic 5 Protecting children in emergencies 60 minutes

Topic 3: Identifying child protection violations (60 minutes)
Learning outcomes: By the end of this session, trainees should understand the importance of child protection in tourism, be able to identify violations in child protection and apply correct reporting
and emergency response strategies.
TEACHINGMETHODS / LEARNING ACTIVITIES TIMING RESOURCES
1. Introduction
Aims, outcomes, key content, assessment etc
Welcome participants to the workshop – introduce yourself, review the aims and outcomes, explain the schedule / content.
Explain the assessment requirements and how this will take place, and the award of the certification of participation
Deal with any practical arrangements – phones, washrooms, breaks, smoking etc
Introduction to
workshop and session (5
minutes)
Computer with Powerpoint
presentation
Projector
White board or flip chart;
Markers;
Flash cards of situations of
child violation and non-
violation situations
Case study hand-outs of
situations involving
potential violations of child
protection
Video clips of potential
child protection violations
2. Warm-up activity
What do you understand by child exploitation?
Why is child protection important in tourism?
Discussion: Have you ever witnessed exploitation of a child? What did you feel? How did you react? Do you think you helped
solve the problem? What more could you have done?
Put key points onto flipchart
Warm-up activity (5
minutes)
3. Presentation
What are the rights of children?
What is meant by a violation in child protection?
Types of child protection violations: (i) Labour (ii) Sexual exploitation
Impacts of child protection violations
How to identify a child protection violation
Presentation on
identifying child
protection violations (15
minutes)
4. Case study
Learners split into small groups and read a case study of a situation involving a potential child protection violation and discuss the steps
they would follow in order to further confirm if a violation of child protection has been made. Groups present their case study and
explanation of recommendations back to the class.
Demonstration (10
minutes)
5. Practice
Short video clips are shown of situations involving potential child protection violations and pauses the video after each clip to ask
participants to explain what they saw and heard which makes them believe there could be a violation in child protection and the further
steps they would take to confirm if there has been a violation or not.
Practice session –
identifying child
protection violations (15
minutes)
6. Review
Review of main points of session and answer any questions
Note assessment requirements
Review (10 minutes)

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Unit 5: Responsible Organisational Policy Development And Capacity Building

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Unit 5: Responsible Organisational Policy Development And Capacity Building