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.

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Diversity and Inclusion eLearning

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.

This course ensures your employees understand how they play their part in making your organisation a welcoming place for all and to become a better ally.

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 – as our group employment law experts outlined:

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

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

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

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

Book a Demo

Let’s grab 30 minutes together to discuss how our course helps you to create more welcoming workplaces and  the mechanisms to address discrimination.

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.