EDI – Equality, Diversity and Inclusion
£425.00 Plus VAT
Face To Face Delivery Virtual Delivery One To One Coaching Closed Group Course Public Course
Both legal and moral imperatives make Equality and Diversity in the workplace a prerequisite for any organisation working in today’s multicultural society. This course not only highlights the legal requirements but also looks at how organisations can embrace diversity and unlock the vast amounts of talent and creativity within the workforce that can lead to new ideas and innovations. EDI is fundamental for all businesses and everyone should have an equal chance at career development regardless of their origin, sex, or affiliation.
Who Should Attend
Anyone and everyone who works with other people.
Participants will gain a comprehensive understanding of the legal framework safeguarding against discrimination and inequality, with a focus on the nine protected characteristics.
Participants will learn about the potential consequences of breaching the Equality Act 2010, including legal actions, compensation claims, and damage to an organization’s reputation.
Awareness of the serious implications will encourage a culture of compliance and foster a commitment to creating an inclusive workplace.
Understanding the distinction between prejudice and discrimination is another key takeaway.
Recognizing that prejudice may lead to discrimination, participants will be equipped to address both aspects of unequal treatment.
The course will cover the definitions of direct and indirect discrimination, victimization, and harassment as outlined in the Equality Act 2010, providing practical insights into avoiding these issues within the workplace.
Address stereotyping and unconscious bias. Participants will gain insights into how to avoid these biases, including raising awareness, promoting education, and implementing measures such as blind recruitment processes.
The course will emphasise the importance of diverse perspectives and inclusive language to mitigate stereotypes and unconscious bias.
The benefits of having a diverse workforce, focusing on how diversity enhances creativity, innovation, problem-solving, and cultural understanding within organizations.
Provide guidance on creating an inclusive environment for all employees. This involves implementing inclusive policies and practices, such as diversity training, mentoring programmes, and flexible work arrangements. Encouraging open communication, promoting diversity in leadership roles, and actively addressing discrimination or harassment will be essential steps towards fostering inclusivity within the workplace.
The Key Elements of Equal Opportunities Legislation: The Equality Act 2010 in the United Kingdom safeguards against discrimination and inequality by protecting nine distinct characteristics. These include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Breaching this act can lead to serious consequences, such as legal actions, compensation claims, and damage to an organization’s reputation. Employers, for instance, may face tribunal cases and fines if they are found to have discriminated against employees or job applicants based on any of these protected characteristics.
Prejudice and Discrimination: Prejudice and discrimination, though related, are distinct. Prejudice involves holding preconceived notions or biased attitudes towards certain groups or individuals, often without valid reasons. Discrimination, conversely, encompasses actions or behaviours that treat individuals unfairly due to their characteristics, such as race or gender. It is essential to recognise that prejudice may lead to discrimination, but they are separate aspects of unequal treatment.
Direct and Indirect Discrimination, Victimisation, and Harassment: The Equality Act 2010 defines four forms of discrimination. Direct discrimination occurs when someone is treated less favourably due to a protected characteristic. Indirect discrimination involves policies, practices, or rules that disproportionately affect individuals with specific characteristics. Victimisation pertains to retaliatory actions against those who have raised concerns about discrimination. Harassment encompasses unwanted conduct related to a protected characteristic that violates an individual’s dignity or creates a hostile environment. Understanding these distinctions is vital to ensuring compliance with the law.
Stereotyping and Unconscious Bias – How to Avoid: To avoid stereotyping and unconscious bias, it is crucial to raise awareness and promote education within organisations. Training and workshops can help individuals recognise their biases and challenge stereotypes. Implementing blind recruitment processes, where personal information is redacted, can reduce bias in hiring. Encouraging diverse perspectives and inclusive language can also mitigate stereotypes and unconscious bias, fostering a more equitable and inclusive environment.
The Benefits of Having a Diverse Workforce: A diverse workforce brings numerous advantages to organisations. It enhances creativity and innovation by incorporating a wide range of perspectives and ideas. It can improve problem-solving by considering various viewpoints. Diverse teams often have a broader cultural understanding, enabling businesses to expand globally. Moreover, diversity fosters employee engagement, reduces turnover, and can enhance an organization’s reputation for inclusivity, making it more attractive to a broader talent pool.
Creating an Inclusive Environment for All Employees: Creating an inclusive workplace involves fostering an environment where all employees feel valued, respected, and able to contribute their best. This can be achieved by implementing inclusive policies and practices, such as diversity training, mentoring programmes, and flexible work arrangements. Encouraging open communication and listening to employees’ concerns is crucial. Promoting diversity in leadership roles and actively addressing discrimination or harassment are also essential steps towards inclusivity.
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How to Book
If you are interested in booking this course, then please select an available date and then click book now to complete the booking. Can’t see a suitable date contact us on [email protected] and we can discuss specific date requirements.
These follow up coaching sessions help support your colleagues to embed their learning during their skills transfer period. Applying new skills and changing behaviour takes effort and practice. After attending a training course many colleagues will find they need support through this transition. EQV can provide that support with follow up coaching sessions to help embed the learning.
Embedding coaching sessions can be delivered in 90 minute and half day durations. The facilitator will work with the group to capture feedback about challenges and how to overcome them ensuring success going forward.
Having a formal embedding coaching session will not only increase the success of the skills transfer period but helps create a platform of motivation, inclusivity and commitment within the group.