Equality, Diversity and Inclusion

Course Overview

Equality, Diversity and Inclusion training is one of those courses that organisations book because they know they should, and then discover they need more than they realised. Not because the legal framework is complicated, though it matters, but because the gap between having an EDI policy and actually living it in day-to-day practice is wider than most teams recognise until someone points it out.

In health and social care, that gap has direct consequences. Care that is shaped by assumptions about what an individual wants based on their age, background, religion, disability, or any other characteristic, rather than what the person has actually told you, is not person-centred care. It is care delivered through a filter, and the person on the receiving end of it notices, even when the staff member delivering it does not.

In corporate and business settings, the consequences are different but no less significant. Discrimination claims, tribunal proceedings, reputational damage, and a workplace culture where people do not feel safe to raise concerns are all outcomes of organisations that treat EDI as a compliance exercise rather than a genuine commitment.

This course moves beyond the policy document. It gives learners a clear, grounded understanding of what the Equality Act 2010 requires, what discrimination actually looks like in practice, including the types that are most frequently missed, how unconscious bias operates, and what inclusive practice means in the specific contexts where they work. It is built around discussion, honest reflection, and real workplace scenarios rather than slides and definitions.

The course aligns with the Equality Act 2010, ACAS equality and discrimination guidance, CQC Fundamental Standards on dignity, respect, and safe care, and Skills for Care workforce values and principles.

Course Details

  • Duration: Half day or full day, depending on requirements
  • Delivery: In-person at your venue, or live online via Zoom or Microsoft Teams
  • Certificate: CPD-accredited certificate of achievement in Equality, Diversity and Inclusion
  • Refresher: Every 2 to 3 years
  • Group size: Flexible for team training

Who This Course Is For

This course is right for anyone working in an organisation where people are treated differently based on who they are, which is every organisation, including:

  • Care assistants, support workers, and health and social care staff at all levels
  • Senior carers, team leaders, and managers in care settings
  • HR professionals and people management teams
  • Corporate teams, customer-facing staff, and operational managers
  • Education staff and community organisations
  • Employers supporting Personal Assistants through Personal Health Budgets, Continuing Healthcare, or Direct Payment arrangements
  • Volunteers and staff in public-facing roles

No prior knowledge is needed.

Why This Training Matters

The Equality Act 2010 places clear legal obligations on every employer in Great Britain. It prohibits discrimination, harassment, and victimisation on the basis of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It also requires employers to make reasonable adjustments for disabled employees and service users. These are not aspirational standards. They are legal requirements, and failure to meet them carries real consequences.

For CQC-registered providers, the obligations go further. CQC Fundamental Standards require that individuals receive care that respects their dignity and meets their needs, regardless of any characteristic. Inspectors look at whether staff can demonstrate an understanding of equality in practice, whether care planning reflects individual identity and preferences, and whether the workplace culture supports staff to raise concerns about discriminatory practice. A service where EDI is genuinely embedded is a service that performs better across multiple inspection domains.

For corporate and business settings, the legal and reputational risks of getting this wrong are equally significant. ACAS guidance is clear that employers who fail to take reasonable steps to prevent discrimination, including through staff training, are exposed to greater liability in employment tribunal proceedings. The cost of a defended discrimination claim, in legal fees, management time, and reputational damage, is significantly higher than the cost of prevention.

But the case for EDI training is not only legal. Workplaces where people feel valued, respected, and safe to be themselves are more productive, retain staff for longer, and generate fewer formal complaints and grievances. In care settings specifically, a culture of genuine inclusion directly improves outcomes for the people being supported, because staff who understand and practise inclusion are staff who provide genuinely person-centred care rather than care shaped by assumptions and shortcuts.

What You Will Learn

By the end of the session, learners will be able to:

  • Define equality, diversity, inclusion, and equity and explain the difference between them
  • Identify and explain the nine protected characteristics under the Equality Act 2010
  • Recognise direct discrimination, indirect discrimination, harassment, and victimisation
  • Explain unconscious bias, where it comes from, and how it influences decision-making, behaviour, and care delivery
  • Apply inclusive communication in the workplace and care settings
  • Make and support reasonable adjustments for colleagues and individuals receiving care or services
  • Challenge discriminatory or exclusionary behaviour safely and professionally
  • Understand their reporting and escalation responsibilities when EDI concerns arise
  • Apply inclusive practice specifically within their own role and setting

Course Content

Content is adapted to your sector and setting, but typically covers:

  • The Equality Act 2010: what it requires, what it prohibits, and how it applies
  • The nine protected characteristics:
  • Types of discrimination: direct, indirect, harassment, and victimisation
  • Equality versus equity:
  • Unconscious bias: what it is, how it operates, and how it shapes care delivery, recruitment, and everyday interaction
  • Reasonable adjustments: what the law requires and what good practice looks like
  • Inclusive communication: language, approach, and the habits that either include or exclude people
  • Cultural awareness and sensitivity: understanding differences without making assumptions
  • Supporting diverse teams
  • Challenging poor practice
  • Reporting, escalation, and whistleblowing
  • EDI in care settings specifically: the link between equality, dignity, person-centred care, and safeguarding

How the Course Is Delivered

Sessions are discussion-based, reflective, and built around the real situations learners encounter in their working day. The aim is not compliance awareness but a genuine shift in how people think about and act on equality and inclusion.

Delivery includes:

  • Scenario-based exercises drawn from health and social care and corporate settings
  • Group discussion exploring what discrimination and bias look like in practice rather than in theory
  • Reflective exercises that ask learners to examine their own assumptions honestly
  • Practical guidance on inclusive communication, reasonable adjustments, and challenging poor practice
  • Time for questions and honest conversation, because EDI consistently surfaces them

Certification and Validity

On completion, learners receive a CPD-accredited certificate of achievement in Equality, Diversity and Inclusion.

A refresher is recommended every 2 to 3 years, or sooner following changes to equality legislation, a significant workplace incident, changes to organisational policy, or where supervision or audit identifies gaps in inclusive practice. For CQC-registered providers, aligning EDI refreshers with the annual mandatory training cycle is good practice.

In-House and Bespoke Training

We adapt delivery to your sector, your organisation, and the specific equality and inclusion challenges your team faces.

We can build content around:

  • Your internal EDI policies, reporting routes, and disciplinary procedures
  • Health and social care settings where EDI connects directly to person-centred care, dignity, and safeguarding obligations
  • Corporate environments where the focus is on employment law compliance, inclusive management, and workplace culture
  • Specific protected characteristics most relevant to your workforce or service user group
  • Combined delivery with Dignity in Care, Safeguarding Adults, or Duty of Care for a joined-up programme

Course Location and Service Areas

We deliver in-house training at your workplace or chosen venue across Manchester, Greater Manchester, and the wider North West. We also deliver nationally, including North England, South England, London, and Surrey.

For teams in multiple locations or with remote workers, this course is available live online via Zoom or Microsoft Teams, with no drop in quality or interaction.

All sessions are led by experienced Prima Cura Training instructors. Every trainer holds an Enhanced DBS certificate.

FAQs

Is Equality, Diversity and Inclusion training a legal requirement?

There is no law that specifically mandates EDI training by name. However, the Equality Act 2010 places a legal duty on every employer to prevent discrimination, harassment, and victimisation. Training is consistently recognised by employment tribunals and the Equality and Human Rights Commission as a reasonable and necessary step in meeting that duty. An employer who cannot demonstrate that staff have been trained in equality obligations is in a weaker legal position when a discrimination claim arises.

What is the difference between equality and equity?

Equality means giving everyone the same. Equity means giving people what they need to achieve the same outcome, which is not always the same thing. A person who uses a wheelchair does not need the same access arrangements as someone who does not. A person whose first language is not English does not need the same communication approach as a fluent English speaker. Equity is the principle behind reasonable adjustments and person-centred care. This course covers both concepts and explains why the distinction matters in practice.

Does this course meet CQC requirements?

Yes. The course supports compliance with CQC Fundamental Standards relating to dignity, respect, person-centred care, and workforce competence. CQC inspectors assess whether staff understand and apply equality principles in practice, and whether the service culture supports inclusive, non-discriminatory care. This course builds the knowledge and practical understanding that inspectors look for.

Is this course suitable for small businesses and organisations?

Yes. The obligations under the Equality Act 2010 apply to organisations of all sizes. There is no threshold below which equality law does not apply. This course is structured to be relevant and accessible for small teams and single-site organisations as well as large multi-site employers.

Can this course be adapted for our organisation’s specific policies and procedures?

Yes. We regularly build delivery around an organisation’s specific EDI policy, reporting routes, disciplinary framework, and the particular equality challenges relevant to their setting or workforce. If you want staff to leave the session understanding how EDI applies to your organisation specifically, we can make that the foundation of the training.

Related Courses

Book or Enquire

To book Equality, Diversity and Inclusion Training or request a quote for your team, use the enquiry form on this page or contact us directly.

Our Commitment to Quality and Compliance

At Prima Cura Training, all courses reflect current UK guidance and best practice.

All trainers are experienced professionals with relevant qualifications and ongoing CPD. Because many of the organisations we support work with vulnerable individuals, all trainers hold Enhanced DBS checks.

This course is reviewed against updates from the Equality and Human Rights Commission, ACAS, the Care Quality Commission, Skills for Care, and current UK equality legislation, including the Equality Act 2010 and the Human Rights Act 1998.

You can read more on our Quality Assurance and Compliance page.

Reviewed by Stephanie Austin, Owner and Lead Trainer, Prima Cura Training | 25+ years in health and social care | 15+ years as a trainer | Last reviewed: April 2026 | Next review: April 2027

This page is for general guidance only and reflects current UK equality legislation and best practice as of the date of review. It does not constitute legal advice. Organisations remain responsible for ensuring their equality, diversity, and inclusion policies, procedures, and training programmes comply with the Equality Act 2010 and any other applicable legislation. Where specific legal advice is required regarding discrimination claims, reasonable adjustments, or employment tribunal proceedings, organisations should seek independent legal guidance. For CQC-registered providers, compliance with equality obligations must be considered alongside the specific requirements of CQC Fundamental Standards and sector-specific regulatory guidance.

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