Equality & Diversity Foundation Training
Foundation Equality and Diversity training introducing EDI, the Equality Act 2010, protected characteristics, discrimination, bias, inclusion and practical workplace responsibilities.
Foundation Equality and Diversity training introducing EDI, the Equality Act 2010, protected characteristics, discrimination, bias, inclusion and practical workplace responsibilities.
This practical foundation course provides an accessible introduction to Equality, Diversity and Inclusion in the workplace. It helps delegates understand key equality concepts, the protected characteristics within the Equality Act 2010 and the everyday behaviours and decisions that can contribute to fairer, more respectful and inclusive workplaces.
In‑house courses are private sessions delivered exclusively for a group of people from your organisation, on a date that suits you, with the option to tailor the content to your staff and setting.
Open courses are public Equality and Diversity UK training dates that anyone can book onto, ideal when you only need training for one or two people.
Equality, Diversity and Inclusion can sometimes feel like a complex subject, particularly for people who are new to EDI or have had little previous formal training. This course provides a clear starting point by explaining essential concepts in practical workplace language.
Delegates explore what equality, diversity, inclusion and belonging mean in practice and consider how people's experiences at work can be influenced by workplace culture, policies, decisions, assumptions and everyday interactions.
The emphasis is not simply on learning terminology. Participants are encouraged to consider what inclusive practice looks like within their own role and the practical contribution every employee can make to creating a respectful workplace.
No previous EDI knowledge is required. The course is designed to provide staff with a practical foundation from which further equality, diversity and inclusion learning can develop.
Understand fairness, equality of opportunity and why treating everybody identically does not always produce equitable outcomes.
Explore the variety of identities, backgrounds, experiences, perspectives and circumstances people bring to workplaces and services.
Consider how workplace practices and behaviours can enable people to participate, contribute and feel respected.
Explore what helps people feel valued, accepted and able to contribute without feeling pressure to hide important aspects of themselves.
An important part of the course is developing a practical understanding of the Equality Act 2010 and how equality law relates to workplace behaviour and decision-making.
Delegates are introduced to the nine protected characteristics:
The course also introduces delegates to key forms of unlawful conduct, including direct and indirect discrimination, harassment and victimisation.
The aim is not to turn participants into employment lawyers. It is to help them recognise situations where equality considerations may arise, understand their responsibilities and know when further advice or organisational guidance may be needed.
Good EDI practice involves more than knowing the protected characteristics. Delegates consider how apparently ordinary workplace practices can affect people differently and why inclusive organisations pay attention to both formal systems and everyday behaviour.
Consider respectful language, assumptions, stereotypes and how communication can either support or undermine inclusion.
Explore how fairness and inclusion can influence recruitment, development opportunities, meetings, workload and other workplace decisions.
Recognise that workplace systems and environments may create barriers and consider how inclusive practice can reduce unnecessary disadvantage.
People naturally make judgements using previous experiences, social messages and assumptions. Problems can arise when unchecked assumptions influence how colleagues are treated, whose contribution is valued or how decisions are made.
Delegates explore common stereotypes and assumptions and consider practical ways to slow down decision-making, question first impressions and avoid making unnecessary assumptions about people's identities, abilities, circumstances or preferences.
This provides a foundation for understanding why inclusive practice requires curiosity, consistency and a willingness to challenge our own thinking as well as inappropriate behaviour from others.
People do not experience workplaces through a single aspect of identity. Age, disability, race, religion or belief, sex, sexual orientation and other characteristics may intersect with factors such as socioeconomic circumstances, caring responsibilities, working patterns and professional status.
The course encourages delegates to avoid assumptions about groups and instead recognise that people within the same community can have very different experiences, needs and perspectives.
Practical scenarios help delegates apply their learning to situations they may encounter at work.
A colleague makes an assumption about another employee based on their age, background, family circumstances or identity. How might assumptions influence behaviour and workplace decisions?
A workplace practice appears neutral but creates a barrier for some employees. What questions should the organisation consider before deciding what is fair?
An employee hears a comment that may reinforce a stereotype or make a colleague feel excluded. What are constructive ways of responding?
By the end of the course, participants will be able to:
This course is designed for people who need an accessible introduction to Equality, Diversity and Inclusion. No previous EDI knowledge is required.
You want an accessible starting point for employees who are new to EDI or need to refresh the fundamentals.
Our wider Equality, Diversity & Inclusion course provides more extensive exploration of workplace EDI and is suitable where organisations want to go beyond the foundation level.
The course is interactive and combines trainer input with discussion, exercises, practical examples and workplace scenarios. The content is tailored to reflect your organisation, workforce and priorities so delegates can connect the learning to their own working environment.
The course can be delivered face-to-face or online via Zoom or Teams. Depending on your requirements, it can be adapted for different employee groups, sectors and levels of responsibility.
Participants can receive a certificate following completion of the course.
All our courses are tailored to ensure the training reflects your organisation's goals, workplace 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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