EDI Training for Government Departments
Tailored Equality, Diversity and Inclusion training and support for government departments, including policy teams, civil servants, leadership, workforce culture and accessible public services.
Tailored Equality, Diversity and Inclusion training and support for government departments, including policy teams, civil servants, leadership, workforce culture and accessible public services.
We provide practical Equality, Diversity and Inclusion training and support for government departments, policy teams, operational services, HR and organisational development teams, senior civil servants and cross-department groups.
Government departments make decisions that can affect both employees and diverse communities. EDI can influence policy development, equality analysis, leadership, workforce culture, accessibility and the way public-facing services are designed and delivered.
Consider equality implications, potential barriers and unintended impacts when developing or reviewing policy, programmes and services.
Support respectful, inclusive cultures across teams, professions, grades and directorates, including hybrid and geographically dispersed workforces.
Consider disability, communication, digital and other barriers that may affect how different communities access information and services.
Connect EDI with leadership behaviour, accountability, governance, organisational priorities and evidence-informed decision-making.
Our support can be tailored for senior civil servants, policy teams, operational staff, HR and organisational development teams, learning and development teams, directorates and cross-department groups.
You may already know the training topic you need, or you may be exploring a wider issue such as equality impact assessment, inclusive policy development, disability inclusion, race equality, leadership, workforce culture or accessible services. We can help you identify an appropriate starting point and tailor support to the roles and context involved.
Support can range from a single training session to a programme for different staff groups, or wider work reviewing EDI priorities, policies and organisational practice.
There is no single EDI course that every organisation in this sector needs. We can help you choose training based on your people, existing knowledge, priorities and the situations they encounter in practice.
A practical foundation covering equality, discrimination, protected characteristics, bias and inclusive workplace practice.
Build confidence in considering equality impacts when developing, reviewing or changing policies, services and decisions.
Help leaders connect inclusive behaviour with culture, decision-making, accountability and organisational priorities.
Explore racism, racial inequality, bias, organisational culture and practical anti-racist action.
Explore disability inclusion, barriers, reasonable adjustments, accessibility and inclusive workplace and service practice.
Build confidence to discuss sensitive EDI issues constructively and respond to disagreement or challenge.
Some organisations need more than a single training session. We can develop a programme that brings together different EDI topics for different audiences, helping learning connect with leadership, service delivery, workforce practice and wider organisational priorities.
Content can be adapted to reflect your setting, the roles attending and the issues you want delegates to explore. Training can be delivered face-to-face or online via Zoom or Teams.
For policy teams, EDI may need to be considered from the earliest stages of development rather than added at the end. This can include identifying who may be affected, considering available evidence, exploring potential positive and negative impacts and documenting the reasoning behind decisions.
Our Equality Impact Assessment Training provides a focused route for teams that want to strengthen this aspect of policy and decision-making.
Support can extend beyond training. We can work with organisations that want to review current practice, strengthen their EDI approach or identify practical priorities for further development.
Explore policies, practice, culture and available evidence to identify strengths, potential barriers and areas for development.
Consider how equality and inclusion are reflected in relevant policies and everyday practice and where further development or specialist advice may be useful.
Develop practical priorities and actions aligned with your organisation, workforce, communities or service users and wider responsibilities.
Use follow-up training, review and support to build on progress and respond to emerging priorities.
The Equality Act 2010 provides an important framework for equality and discrimination in employment and service delivery. Government departments may also have public sector equality responsibilities and their own governance, policy and assurance arrangements. Training and review can support staff to understand these considerations, but should not be presented as a guarantee of legal or regulatory compliance.
Good EDI practice is broader than legal compliance. It also involves considering culture, accessibility, representation, belonging, communication, decision-making and whether different people can access services, participate and progress without unnecessary barriers.
Where formal legal advice is required about a specific situation or obligation, appropriate specialist legal advice should be obtained.
Whether you need a single training course, a programme for different teams or wider support with your EDI approach, tell us what you are trying to achieve and we can discuss an appropriate way forward.
Use the sector enquiry form above and choose either Training or Something else.
Over 25 years' experience delivering equality, diversity and inclusion training, consultancy and professional development.
Keep updated with the latest equality and diversity news, offers and updates.