Do you need Equality, Diversity and Inclusion Training?

Organisations are not legally required to provide training for Equality, Diversity, and Inclusion (EDI). However, they must promote equal opportunities and create an inclusive environment for all employees. Employees need to be aware of protected characteristics and understand what could lead to legal action in the workplace. EDI training plays a huge role in educating employees as it covers the basics of equality, diversity, and inclusion, the legal framework surrounding EDI, and best practices for sustaining an inclusive culture.

The Equality Act 2010 does have a Public Sector Equality Duty (PSED) relating to the requirements of public bodies. Under the Equality Duty, public authorities must consider the need to eliminate discrimination, promote equality of opportunity, and cultivate good relations.

Equality, diversity and inclusion training is a strategic initiative to educate staff about creating an environment where fairness, respect, and inclusion are top priorities, regardless of an individual's identity or life experiences. The training focuses on raising awareness about the complex nature of discrimination and prejudice and provides participants with knowledge to address these issues proactively. A vital aspect of this training is understanding unconscious bias - the automatic mental shortcuts our brains take based on various characteristics, which can significantly influence our attitudes and behaviours towards others without our explicit awareness. Bringing these biases to light allows candidates to reflect on how preconceived notions can impact social interactions, potentially leading to unfair treatment or marginalisation of some groups or individuals.

Understanding and adhering to legal requirements in relation to EDI and the Equality Act 2010 is so important for organisations. Educating staff about the Equality Act 2010, which is the current legal framework for EDI, consolidating previous anti-discrimination laws while introducing enhanced protections. It clearly defines forms of discrimination such as direct and indirect discrimination, harassment, and victimisation. It establishes protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This Act obliges employers to ensure that their workplace is free from discrimination and actively supports equality of opportunity and inclusivity across all levels of the organisation. Additionally, the Public Sector Equality Duty part of the Act requires public sector bodies to consider all individuals in their day-to-day work, significantly promoting equality and reducing discrimination. Equality, diversity, and inclusion training are there to get these messages across to the workforce, which is why they are so important.

EDI training helps employees and employers alike be up to speed and be well-informed about their legal obligations. It ensures employers' policies and practices comply with the law and actively contribute to a workplace culture that values diversity and promotes equality. Effectively understanding and applying the legal framework is not just about following statutes; it's about establishing a solid foundation for a more inclusive, diverse, and fair workplace.

Investing in equality, diversity, and inclusion (EDI) training usually produces a positive and beneficial result for businesses. One of the main advantages is that it helps staff develop a better understanding of EDI, which in turn can strengthen personal relationships in the workplace. Through this training, individuals learn to see the world from others' perspectives, leading to a more inclusive work environment where employees both understand and feel understood by their organisation and their colleagues.

Promoting equality, diversity, and inclusion training has become an increasingly integral part of government and societal values. The focus is on people learning about individuals' protected characteristics, which are legally established definitions to safeguard people in law from discrimination. These characteristics form the foundation of policies and practices designed to create an inclusive society where everyone can thrive, regardless of their background or circumstances.

The current protected characteristics include but are not limited to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. These protected characteristics serve as a legal safeguard for individuals, allowing them to challenge instances where their protected characteristics have been violated. It also means that if someone acts with prejudice against any of the protected characteristics, they are breaking the law and committing a prosecutable criminal act.

By acknowledging these different characteristics, the law aims to address and reduce individuals' diverse challenges and barriers. However, as most staff aren’t legally trained, the importance of EDI training can’t be highlighted enough, as ignorance of the law can not be used as an excuse.

Equality, diversity, and inclusion training has become the norm in most large workplaces. Its goal has been to educate staff about the importance of these values and to minimise unconscious biases that can affect decision-making.

Many think tanks believe that legislative action alone is insufficient to achieve true equality, diversity and inclusion. They feel that a sustained cultural shift is necessary, requiring participation from each sector of society, from government and businesses to communities and individuals. EDI training is designed to help people question and embrace the diverse society we live and work in, taking personal responsibility for their actions.