Anchoring Equality
Strategic EDI training for Equality Leads, trainers and change agents using the 5Ps, 5Cs and FREDIE frameworks to embed inclusion and sustain progress.
Strategic EDI training for Equality Leads, trainers and change agents using the 5Ps, 5Cs and FREDIE frameworks to embed inclusion and sustain progress.
Equality, Diversity and Inclusion can become vulnerable when organisational priorities change, resources are under pressure or people begin to question the value of EDI activity. Anchoring Equality helps experienced practitioners move beyond individual initiatives and consider how inclusion can become part of the organisation's everyday structures, decisions and culture.
Sustainable EDI is not dependent on a single campaign, individual Champion or moment of organisational attention. It requires equality and inclusion to be reflected in the way an organisation develops its policies, manages its people, makes decisions, communicates and delivers its services.
Anchoring Equality provides a structured opportunity for EDI Leads, trainers and change agents to examine where equality is genuinely embedded, where it may be vulnerable and what practical action can strengthen it.
The course uses three complementary approaches — the 5Ps Framework, the 5Cs Framework and FREDIE Principles — to help delegates examine equality and inclusion from different organisational perspectives.
Rather than concentrating only on awareness, delegates consider how EDI can influence organisational systems, everyday practice, leadership, communication, capability and decision-making.
Anchoring Equality is designed for people who already have some involvement in equality, diversity and inclusion and want to strengthen their strategic approach.
This may include Equality and Diversity or EDI Leads, EDI trainers, Equality Champions, staff development professionals, quality managers, organisational development practitioners, curriculum or education leaders and others with responsibility for influencing or embedding EDI.
An organisation can have equality policies, awareness events and training programmes without EDI necessarily being embedded in the way it operates.
Delegates are therefore encouraged to distinguish between doing EDI activity and embedding equality and inclusion.
This includes considering whether EDI influences recruitment, development, leadership, communication, service delivery, decision-making and the way concerns are heard and addressed.
EDI practitioners may encounter scepticism, competing priorities, fatigue, resistance or concern about particular terminology and approaches.
The course explores how practitioners can respond constructively: listening to concerns, communicating the purpose of EDI clearly, avoiding unnecessarily polarising approaches and keeping attention on fairness, dignity, organisational responsibilities and effective practice.
Organisations rarely abandon equality and inclusion overnight. Progress can instead become weakened gradually: priorities change, responsibility becomes unclear, development activity reduces or EDI becomes disconnected from mainstream organisational decision-making.
The course encourages delegates to consider what makes EDI resilient. The emphasis is on building approaches that remain relevant because they are connected to organisational purpose, people, systems and everyday practice — rather than relying solely on individual enthusiasm or standalone initiatives.
A practical way of examining where equality and inclusion sit within the organisation.
A framework for considering the conditions that help EDI become credible and sustainable.
Delegates consider how the FREDIE principles can inform organisational thinking and practice.
EDI Leads and change agents frequently need to influence people over whom they have little or no formal authority.
Anchoring Equality therefore considers how delegates can build credibility, communicate effectively, ask constructive questions and challenge practice without allowing every conversation to become adversarial.
Delegates are encouraged to consider when challenge is needed, how it can be framed effectively and how relationships can be used to build rather than weaken organisational commitment.
Equality and inclusion do not operate in isolation from wider social, political and organisational developments. The course provides space to consider the environment in which delegates are working and how changing attitudes or priorities may affect EDI activity.
Where relevant, current developments affecting equality and workplace practice can be discussed during the course. The emphasis remains on helping delegates interpret developments carefully and identify proportionate organisational responses rather than reacting to headlines or assumptions.
By the end of the course, delegates should be better able to:
In-house delivery allows Anchoring Equality to be adapted to your organisation's context, priorities and existing EDI activity.
Where appropriate, discussions and exercises can reflect your own policies, structures, terminology, challenges and current areas of focus. This helps delegates move from general principles to practical organisational application.
All our courses are tailored to ensure the training reflects your organisation's goals, recruitment practices and priorities.
The course can be delivered face-to-face or online via Zoom or Teams.
To support participation, discussion and interaction, we recommend the following group sizes per session:
Need to train a larger workforce? No problem. We regularly work with organisations that need to train larger numbers of employees. Where appropriate, training can be delivered across multiple sessions to ensure everyone receives the same high-quality, interactive learning experience. We can develop a delivery programme to suit your workforce size, locations and timescales.
Please note: the half-day rate is not always available for face-to-face sessions.
Over 25 years' experience delivering equality, diversity and inclusion training, consultancy and professional development.
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