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Equality and Diversity eLearning
Online equality and diversity training that gives staff the nine protected characteristics, the four types of discrimination, and what a reasonable adjustment actually means in practice.
Who it is for
Who this equality and diversity course is for
Discrimination claims rarely start with policy. They start with a decision somebody made without thinking: who got the shift, who got asked, what got said. This course is written for everyone who makes those decisions, which is most people.
- All staff, as part of induction or annual refresher training
- Managers making recruitment, promotion and rota decisions
- HR teams handling complaints and adjustments
- Front-line staff dealing with customers and service users
- Supervisors responsible for how a team behaves
- Anyone who may receive a complaint of discrimination
Course content
What the equality and diversity course covers
Five short lessons covering what equality and diversity mean, the nine protected characteristics, the types of discrimination, reasonable adjustments, and handling complaints, then a 12-question assessment.
Equality, diversity and the law
What equality, diversity and inclusion mean, and the Equality Act 2010 that protects people at work and as customers.
The nine protected characteristics
The nine characteristics the Equality Act protects, and what the law currently says about each.
Types of discrimination
Direct and indirect discrimination, harassment, victimisation, and discrimination arising from disability.
Reasonable adjustments and disability
The duty to make reasonable adjustments for disabled people, what reasonable means, and how to have the conversation.
Complaints and fair decisions
Handling a complaint of discrimination without making it worse, the employer's liability, and making fair decisions about people.
Outcomes
What you will be able to do afterwards
- Explain what equality, diversity and inclusion mean and why the law exists
- Name the nine protected characteristics
- Tell direct from indirect discrimination, and both from harassment and victimisation
- Explain what a reasonable adjustment is and how it works in practice
- Handle a complaint of discrimination without making it worse, and apply fair decisions
Your legal duty
The law behind equality and diversity training
The Equality Act 2010 brought the previous strands of discrimination law into a single Act and set out the nine protected characteristics. It applies to employment and to the provision of services. That's why this training matters both for how staff treat each other and for how they treat customers.
Training is not itself a statutory requirement in the way a risk assessment is. Its value is different. It is a large part of how an employer shows it took reasonable steps to prevent discrimination, which is the defence available when an individual employee behaves badly.
- Equality Act 2010 - the nine protected characteristics
- Direct and indirect discrimination, harassment and victimisation
- The duty to make reasonable adjustments for disabled people
- Applies to employment and to the provision of services
Practicalities
How the course works
Would you rather have a tutor?
Where your own policy, complaints route and sector examples need to be in the training, we can build that version for you.
For employers
Equality and diversity training for a whole workforce
This is a course most organisations want everyone to hold, and to be able to prove everyone holds. An account gives you one invoice and a completion record.
- One invoice instead of a card payment per person
- Licences allocated as people join, so induction is covered
- Completion and expiry reporting for HR and tender responses
- Renewal reminders before certificates lapse
- Bespoke versions built around your own policy and complaints process
Equality and Diversity eLearning: common questions
Not in the way a risk assessment is. But an employer facing a discrimination claim over an employee's behaviour can rely on having taken all reasonable steps to prevent it, and documented training is a significant part of showing that.
They are set out in the Equality Act 2010, and the course covers each one with workplace examples so people can recognise them in real decisions rather than recite a list.
It depends on the job, the person and the size of the employer, which is exactly why people get it wrong. The course explains how the test works and gives common examples.
Yes. The Equality Act covers the provision of services as well as employment, and the course reflects both.
About 30 to 45 minutes, with no time limit. The certificate is issued as soon as you pass the end assessment.
Yes. Open a business account and we invoice you for the licences, which you allocate as people join, with completion reporting included.
Yes. Open a business account and we invoice you for the licences, which you allocate as people join, with completion reporting included.