Do you need Equality, Diversity and Inclusion Training?

              

Equality, Diversity and Inclusion Training. Is this for you?

Organisations are not legally required to provide Equality, Diversity, Inclusion (EDI) training. However, they must promote equal opportunities and create an inclusive environment for all employees. Employees must be aware of protected characteristics and understand what actions 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 includes a Public Sector Equality Duty (PSED) that applies to the requirements of public bodies. Under the Equality Duty, public authorities are required to consider eliminating discrimination, promoting equality of opportunity, and fostering good relations.

Equality, diversity, 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, providing participants with the 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 regarding EDI and the Equality Act 2010 is crucial for organisations. Educating staff about the Equality Act 2010, the current legal framework for EDI, consolidating previous anti-discrimination laws while introducing enhanced protections. It clearly defines forms of discrimination, including 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, thereby significantly promoting equality and reducing discrimination. Equality, diversity, inclusion training is designed to convey these messages to the workforce, which is why they are so important.

EDI training helps employees and employers be up to speed and 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, inclusion training typically yields positive and beneficial results for businesses. One of the main advantages is that it helps staff develop a better understanding of EDI, which 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 understand and feel understood by their organisation and colleagues.

Promoting equality, diversity, and inclusion training has become increasingly integral to the values of governments and societies. 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.

The law aims to address and reduce the diverse challenges and barriers faced by individuals, acknowledging these different characteristics. However, as most staff members aren't legally trained, the importance of EDI training cannot be emphasised enough, as ignorance of the law cannot 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 minimise unconscious biases that can affect decision-making.

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