Equality, diversity and inclusion training to help organisations improve team dynamics, empower people to bring their authentic selves to work, and unlock untapped potential.
Speak to an expert about the course
The importance of diversity and inclusion eLearning training
Creating a respectful, diverse, and inclusive workplace is a legal and cultural imperative. Despite how long Equality Act 2010 has been in effect, discrimination, harassment and exclusion remain common in UK workplaces, and tribunal decisions continue to highlight where organisations fall short.
With growing expectations around equality, diversity, and inclusion – including gender pay gap reporting and menopause actions under the Employment Rights Act – it’s essential to ensure your EDI training and policies are current.
Our practical eLearning course – created by our employment law and digital learning experts – helps your people understand their responsibilities, communicate confidently, and address inappropriate behaviour, so your organisation can build a culture that truly includes and protects everyone.
Diversity and inclusion eLearning course overview
Strengthen understanding of equality, diversity and inclusion terminology, including the distinction between equality and equity.
Build awareness and clarify the different types of discrimination with clear, practical examples of what the Equality Act protects, and where poor treatment may still amount to bullying even if it’s not legally protected.
Encourage inclusive, respectful communication – using names and pronouns correctly and avoiding stereotypes – while promoting inclusive decision-making for workplace and social events so everyone can participate.
Boost confidence to raise concerns about non-inclusive behaviours, whether directly, informally or through formal channels and outline the potential consequences for those who engage in discriminatory or non-inclusive conduct.
Book an EDI eLearning demo
Book a 30 minute demo with our eLearning experts discuss how our course helps you to create more welcoming workplaces and the mechanisms to address discrimination.
Speak to an expert about the course
Essential employment law courses
Preventing Sexual Harassment at Work
This training is designed to help organisations meet the new legal duty to proactively prevent sexual harassment. Completing the course helps organisations to prove and document they have taken “reasonable steps” to prevent workplace misconduct, reducing the risk of employment tribunal claims and associated financial penalties.
Better Banter at Work eLearning
Humour can bring teams together, but it can also tip into harassment. This ‘Better Banter: Humour vs Harassment’ digital training session helps employees understand where light-hearted banter ends and legal risk begins, what behaviours are protected by law, and how to raise concerns confidently to safeguard both people and the organisation.
Frequently asked questions
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.
