Equality, diversity
and inclusion
eLearning Course
Evolving law. Constant confidence
Real-world learning for a modern, compliant workplace.
Diversity and inclsion
eLearning
We all play a part in building a respectful, diverse, and inclusive culture. This course empowers your team to recognise that creating a welcoming environment is a collective effort.
When working with those who have different backgrounds, it's vital to understand how our actions and words affect others to build awareness and cultivate positive relationships.
This session provides the practical guidance your employees need to act as better allies. It equips staff to support one another, ensuring your organisation remains a welcoming place for everyone.
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, there remain ongoing issues around discrimination, harassment and inclusion in the workplace. Given the growing expectations around equality, diversity and inclusion (including implementing mandatory gender pay gap and menopause actions in the Employment Rights Act) ensuring your EDI training and policies are current is essential.
Our course helps your organisation to:
- Promote shared responsibility for inclusion by demonstrating that creating a respectful, diverse culture is a collective effort.
- Build awareness of personal impact to help employees understand how their words and actions affect colleagues of different backgrounds.
- Empower effective allyship through practical, legally compliant, guidance that equips staff to support one another and ensure a welcoming workplace.
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
FAQs
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.