HR Equality, Diversity & Inclusion Training
Practical HR equality, diversity and inclusion training covering fair employment practice, recruitment, reasonable adjustments, employee relations, policy and inclusive decision-making.
Practical HR equality, diversity and inclusion training covering fair employment practice, recruitment, reasonable adjustments, employee relations, policy and inclusive decision-making.
HR and People teams influence equality and inclusion throughout the employee lifecycle. This practical course helps HR professionals and managers translate EDI principles into recruitment, employee relations, performance, policy, workplace adjustments and everyday people decisions.
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 easily become separated from ordinary HR activity and treated as a specialist project. In reality, EDI considerations arise throughout employment.
Recruitment, promotion, absence, performance, disciplinary decisions, flexible working, workplace adjustments and organisational change can all affect people differently.
This course helps delegates identify where equality considerations arise and build them into normal HR and management practice.
Consistency is important, but consistency does not always mean treating every employee identically.
Delegates explore how clear criteria, evidence, appropriate discretion and awareness of individual circumstances can support better decisions.
Particular attention is given to avoiding decisions based on stereotypes, assumptions or an overly rigid application of policy.
The programme provides a practical overview of Equality Act considerations relevant to HR, including protected characteristics, discrimination, harassment, victimisation and disability-related responsibilities.
The aim is not to turn delegates into lawyers. It is to help them recognise when equality considerations may be relevant, ask better questions and know when specialist advice is appropriate.
This course is suitable for HR and People professionals, managers, supervisors, business owners, learning and development professionals and organisations without a dedicated EDI specialist.
It is particularly useful where responsibility for equality sits within a broader HR, management or organisational development role.
Delegates consider where barriers and inequalities can enter employment processes, from attraction and recruitment through to development, promotion, employee relations and exit.
Looking across the employee lifecycle helps organisations identify patterns rather than treating each EDI concern as an isolated incident.
Build fairer attraction, selection and onboarding processes.
Strengthen consistency, evidence and equality awareness in HR decisions.
Develop policies and practices that remove unnecessary barriers.
Recruitment decisions shape who gains access to an organisation. Delegates consider job design, advertising, shortlisting, interviews, selection criteria and reasonable adjustments.
The focus is on strengthening processes rather than relying only on individual awareness of bias.
HR teams frequently support managers to understand and implement reasonable adjustments.
Delegates explore how to identify workplace barriers, discuss adjustments constructively and avoid assuming that people with similar impairments will have identical needs.
Complaints involving discrimination, harassment or exclusion can be complex and emotionally charged.
The course considers the importance of listening carefully, maintaining appropriate neutrality, avoiding premature conclusions and ensuring that concerns are handled through proportionate and fair procedures.
Good EDI practice is stronger when it is embedded into recruitment, performance, employee relations, policy and organisational change rather than added as an equality check after decisions have already been made.
Fair management does not mean avoiding difficult conversations or legitimate performance expectations.
It does require managers and HR professionals to distinguish relevant evidence from assumptions and consider whether disability, communication needs or other circumstances may affect the process.
Decisions about hours, location and working patterns may have equality implications, particularly where policies create disadvantage for particular groups.
Delegates consider how HR can help managers assess requests objectively, explore alternatives and avoid unnecessary assumptions about commitment or availability.
An inclusive policy is not simply one containing an equality statement. HR teams need to consider how rules actually affect different employees and whether managers have enough guidance to apply them fairly.
Delegates can review how equality considerations are reflected in recruitment, absence, conduct, flexible working, grievance, performance and other organisational policies.
Workforce data can help organisations move beyond anecdote and identify where outcomes differ.
Depending on available data, this might include recruitment, promotion, retention, employee relations, development or engagement patterns.
Delegates consider how data can prompt better questions while avoiding simplistic conclusions about cause.
The course can be adapted to the legal, regulatory and operational environment of your organisation.
Workforce equality, inclusive employment practice, learner-facing responsibilities and relevant inspection or regulatory expectations.
Inclusive employment alongside workforce wellbeing, dignity, accessibility and equitable service considerations.
Equality duties, workforce monitoring, fair decision-making and organisational accountability.
Recruitment, retention, workforce culture, people risk and practical EDI for SMEs and larger employers.
Inclusive approaches across employees, volunteers, governance and community-facing work.
Embedding EDI into learning design, facilitation, talent development and access to development opportunities.
By the end of the course, delegates should be better able to:
All our courses are tailored to ensure the training reflects your organisation's goals, HR 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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