Equality, diversity and inclusion eLearning course
Employment law training
Employment law eLearning that actually makes a difference. User-friendly, practical learning that protects your organisation and support your people. Find out more below.
Diversity and inclusion eLearning training
We all have a role to play in creating and sustaining a respectful, diverse and inclusive workplace.
When we meet and work with those who are different from ourselves, it’s important to understand how our actions and the things we say can impact others.
Our sessions ensures your people are clear about what is meant by ‘equality’, ‘diversity’ and ‘inclusivity’, understand what’s protected by law, have the confidence to communicate in a way which makes people comfortable, and can address inappropriate behaviour if it arises.
Building an inclusive workplace environment
The Equality Act 2010 set out clear standards for how employers must treat employees and job applicants. Despite being in place for more than a decade, tribunal decisions continue to highlight ongoing issues around discrimination, harassment and inclusion in the workplace:
- A tribunal found that a trainee accountant was discriminated against on the grounds of sex after being accused of ‘skiving’ while managing childcare responsibilities
- Another ruling held that repeatedly calling a female employee a ‘good girl’ amounted to sexual harassment, reinforcing how language can be demeaning
- Another case shows that failing to deliver organisation-wide neurodiversity training recommended by occupational health amounted to discrimination, particularly where adjustments were not implemented.
Given these cases and the growing expectations around equality, diversity and inclusion (including implementing mandatory gender pay gap and menopause actions under proposed in the Employment Rights Bill) ensuring your EDI training and policies are current is essential.
Our course helps your organisation to:
- Strengthen understanding of equality, diversity and inclusion terminology, including the distinction between equality and equity
- Build awareness of what the Equality Act protects, and where poor treatment may still amount to bullying even if it’s not legally protected
- Clarify the different types of discrimination with clear, practical examples
- Promote considerate, inclusive communication, from avoiding stereotypes to using names and pronouns accurately
- Support inclusive decision-making around workplace and social events so everyone can participate
- Give individuals confidence to raise concerns about non-inclusive behaviours, whether directly, informally or through formal channels
- Outline the potential consequences for those who engage in discriminatory or non-inclusive conduct
Equality, diversity and inclusion –
what we cover
Understanding key terminology
- What is equality – providing equal opportunities and protecting people from discrimination
- Equality vs equity – understanding the distinction
- Diversity – championing individual characteristics so everyone can bring their full selves to work
- Inclusivity – ensuring everyone feels like they belong
Identifying what's protected by law
- Protected characteristics – what’s protected by law under the Equality Act
- Other characteristics – just because something isn’t protected under the Equality Act, unfavourable treatment may still amount to bullying
- Types of protection – understanding the four main types of discrimination and practical examples to bring the legal definitions to life
Inclusive language and communication
- Considerate communication – avoiding stereotypes and individuals feeling singled out
- What’s in a name – personal importance and the impact of mispronunciation
- Preferred pronouns – respecting gender identity and individuality
- Inclusive social events – accessibility, dietary, timing, and other key considerations
Raising concerns about non-inclusive behaviours
- Reporting – raising concerns directly with individuals, informally, and through a formal process
- Actions against the perpetrator – what sanctions may occur if non-inclusive behaviour is identified
Equality, diversity and inclusion additional services
Our range of services gives your organisation the support you need to improve sexual harassment awareness and behaviours in the workplace. From assessments to policy support, we’re here to help.
Protect your organisation with an equal pay risk review
Practical steps to reduce exposure to employment tribunals
- Identify potential equal pay and equal value risks through a confidential review of your current pay practices
- Pinpoint where adjustments or structural changes may be needed to minimise exposure to future claims
- Build a clear, data-driven plan to enhance compliance and support fair, consistent pay decisions across your organisation
Keep your workplace safe with up-to-date contracts and policies
Expertly drafted, legally robust and tailored to your organisation
- Review, redraft, or reimagine your employment contracts and policies
- Spot compliance gaps, protect business interests, and set a clear, inclusive tone
- Turn recommendations into action yourself, or let us do the heavy lifting
Frequently asked questions
How does EDI benefit employees?
When organisations take EDI seriously, employees experience a workplace where they can contribute without second-guessing whether they belong. Knowing that decisions around progression, development and day-to-day interactions are fair and transparent gives people the confidence to perform at their best.
This sense of security reduces distraction, builds trust in leadership, and encourages individuals to bring forward ideas, concerns and perspectives. Over time, this creates a working environment where people feel motivated, supported in their development, and able to build long-term careers.
How does EDI benefit businesses?
Investing in EDI strengthens an organisation’s ability to perform, adapt and compete. Businesses that create genuinely inclusive cultures are better placed to attract and retain high-calibre candidates, particularly in a labour market where employees actively seek employers who demonstrate clear values.
A workforce that represents different backgrounds and experiences also improves an organisation’s understanding of its customers and communities, helping it respond more effectively to changing expectations.
This diversity of thought leads to stronger decision-making and more creative problem-solving across teams. Beyond internal impact, a consistent commitment to EDI enhances an organisation’s reputation, signalling to clients, investors and partners that it operates responsibly and sustainably.
Together, these factors result in more resilient, future-focused organisations.
What are the protected characteristics?
The Equality Act 2010 set out nine protected characteristics, which employers cannot use as a basis for discrimination or unfair treatment. These protections shape everyday workplace decisions, from recruitment and policies to management practices.
- Age: Protects people from unfair treatment because of their age. Limited exceptions apply where age requirements are genuinely necessary (for example, safety-related roles).
- Disability: Covers physical and mental impairments that have a substantial, long-term impact on day-to-day activities. Employers must avoid discrimination and consider reasonable adjustments throughout employment.
- Gender reassignment: Protects anyone proposing to transition, currently transitioning, or who has transitioned. Unlawful to discriminate because of someone’s gender identity, regardless of any medical steps taken.
- Marriage and civil partnership: Protects employees who are legally married or in a civil partnership from being treated unfavourably because of their relationship status.
- Pregnancy and maternity: Covers pregnancy, maternity leave and associated rights. Employees must not be treated unfavourably because they are pregnant or accessing maternity-related entitlements.
- Race: Protects against discrimination based on colour, nationality, and ethnic or national origins.
- Religion or belief: Covers recognised religions and protected philosophical beliefs, and also protects those with no religion or belief.
- Sex: Protects people from discrimination because they are male or female. Sex discrimination can appear in areas such as pay, progression and workplace culture.
- Sexual orientation: Protects people who are attracted to the same sex, the opposite sex, both or none.
