Reporting effectively on DEI training involves establishing clear goals and measurable objectives, utilising quantitative and qualitative metrics alongside dashboards or visual tools, and promoting transparency and accountability.
Key takeaways
- DEI training involves educational programmes (for example, workshops and online modules), with all employees taking part, including leadership and management.
- Common workplace diversity and inclusion training topics span unconscious and implicit bias, inclusive language and gender identity.
- Diversity, equity and inclusivity in the workplace training is important for many reasons, including raising awareness of assumptions and stereotypes, ensuring a safe space for all employees and boosting retention.
- DEI training alone isn’t enough; it must be part of a wider strategy, including leadership commitment, outcome measurement and accountability.
- Ensuring effective reporting for DEI training involves several steps, including defining objectives and a strategy, identifying meaningful metrics (quantitative and qualitative) and focusing on transparency.
- Specific considerations for effective DEI training reporting include data privacy, linking to culture and avoiding using simple metrics alone.
- Skillcast’s LMS and Compliance Portal can help you with your DEI training reporting needs, offering granularity and a data-led, holistic solution.
How to report on DEI training effectively
- What is DEI training?
- Why is DEI training important?
- DEI training: caveats
- Ensuring effective reporting for DEI training
- Effective DEI training reporting
- Why Skillcast differs?
- DEI reporting: FAQs
- Want to learn more about Equality & Compliance?
- References and further reading
Research by Censuswide in October 2024 found that 74% of UK companies have a DEI programme. Reporting on diversity, equity and inclusion training plays a part in that, but it goes beyond simply letting your human resources team know how employees attend sessions.
Instead, organisations should treat DEI training as part of a broader strategic initiative. That means linking it to business goals, tracking meaningful metrics (quantitative and qualitative), and communicating findings in a way that drives action and accountability.
Below, we outline best practices for how to report on DEI training effectively. We also highlight how you can work with Skillcast, using our Learning Management System (LMS) and Compliance Portal.
What is DEI training?
DEI training involves educational programmes, with all employees taking part at each level, including leadership and management. Participation is broad for several reasons, including:
- Leadership buy-in: Vital for resource allocation and accountability
- Company-wide culture: DEI training is an ongoing process, not a one-off event
- Shared understanding: Widespread awareness of DEI goals helps ensure buy-in
According to a 2025 survey by Ipsos, “There is widespread support among the British public for key workplace DEI initiatives, including flexible working (71%), gender pay gap reporting (65%) and inclusivity training (64%).”
Businesses also understand the importance of having a DEI strategy, with equity, diversity and inclusion in the workplace training falling within that.
The aim of DEI training? To develop understanding, behaviours and systems aligned with the three goals: diversity, equity and inclusion.
In short, DEI training fosters awareness and helps develop a safe and compassionate culture where everyone feels valued.
Quick factMultiple acronyms represent the different elements of equal representation, including EDI (equality, diversity and inclusion), DEI (diversity, equity and inclusion) and DEIB (diversity, equity, inclusion and belonging). |
What does diversity, equity and inclusion training involve?
Typical components of DEI training are:
- Workshops with interactive elements, discussions, and scenario-based role plays
- Online modules and bite-sized e-learning
- Custom content specific to your company’s context, such as industry
Workplace diversity and inclusion training topics
Common focus areas include:- Meaning of diversity, equity and inclusion
- Unconscious and implicit bias
- Reducing prejudice
- Privilege and systemic barriers
- Anti-harassment
- Cultural awareness and competency
- Steroptying
- Understanding and addressing microaggressions
- Accessibility and inclusion of people with disabilities
- Inclusive language
- Gender identity
Why is DEI training important?
Diversity, equity and inclusivity in the workplace training is important for numerous reasons, including:
- Rases awareness of DEI-related assumptions, stereotypes or habits
- Cultivates a respectful working environment
- Ensures a safe space for all employees
- Increases job satisfaction and sense of belonging
- Boosts retention and lowers attrition
- Reduces risk, supporting an ethical culture and compliance
- Enhances an organisation’s reputation
- Unlocks business value via better decision-making and creativity
DEI training can also help companies better position themselves to understand varied customer needs. In turn, they can compete more effectively.
|
DEI training benefits The British Chambers of Commerce’s Report of the Workplace Equity Commission, September 2024, revealed that companies leading their geography and industry for DEI are “36% more likely to outperform on profitability and able to achieve a 20% higher rate of innovation”. |
DEI training: caveats
It’s important to note that DEI training alone isn’t enough. It must be part of a wider strategy, including:
- Supportive policies
- Leadership commitment
- Accountability
- Measurement of outcomes
- Embedding inclusion into day-to-day practices
Quick factThe following companies have significant, highly-ranked DEI initiatives:
|
Ensuring effective reporting for DEI training
There are numerous considerations when it comes to reporting on DEI training effectively. Below, we’ve put together a how-to guide.
Define objectives and a reporting strategy
A comprehensive DEI training strategy sets measurable goals and establishes what success looks like in terms of equity, diversity and inclusion in the workplace. Before you roll out DEI training, choose the following:
- Training-specific metrics, such as participation rates over time and pre- and post-training survey scores.
- Broader DEI outcome metrics, such as boosting inclusive leadership or improving retention rates of underrepresented groups.
By incorporating both, you can draw lines of sight between training and impact. As part of that, it’s important to integrate your training metrics with wider organisational goals.
Additionally, set a baseline, helping you compare progress and impact over time – for instance, conduct pre-training surveys, assessments and audits, giving you a starting point. Alongside that, use a framework like the Kirkpatrick Model to track DEI training effectiveness.
Identify meaningful metrics
To report comprehensively, use a combination of input metrics: quantitative (objective, numerical data) and qualitative (contextual, experiential insights).
In short, quantitative data helps identify patterns and questions, while qualitative information provides context. Consider measuring:
- Quantitative: number of employees who complete the DEI training; participation rate (by role/demographic), bias incidents and discrimination complaints reported, hiring rates across demographics, promotion, retention and turnover rates, representation across levels, pay equity, and staff productivity.
- Qualitative: open-ended feedback at all levels, focus groups on training effectiveness, case studies, employee engagement surveys, exit interview analysis, testimonials and narratives.
Case StudyIn 2020, B&Q UK commissioned consultancy firm Green Park to perform an exhaustive Cultural & Inclusion (CARE) audit. Following that, they designed inclusive leadership training for 600 leaders. The results?
|
Structure your reporting appropriately
This stage involves using dashboards and visual tools such as charts and graphs to ensure your DEI data is digestible. Alongside that:
- Report as frequently as required (monthly/quarterly/semi-annually), depending on the metric, and be aware of mandatory obligations.
- Tailor your DEI reports to different audiences, be it senior leadership (high-level outcomes, linked to strategy), managers (completion rates, team data and what needs improving), or across the board (transparent info and future action points).
- Offer context by comparing to your baseline, highlighting progress (or lack of) and outlining improvement areas, giving people a rounded picture.
Focus on transparency and accountability
When creating your DEI report(s), be honest and highlight weaknesses as well as successes. As an outline, include the following:
- Executive summary
- DEI training overview
- Impact and outcomes
- Challenges
- Focus areas
- Next steps
- Plan of action
On top of that, embed accountability by linking metrics to managers’ performance reviews and committing to public reporting on DEI training outcomes.
Continual improvement and iteration
This ties in with the above: using DEI training reporting to inform your next steps. For example, if completion rates are high but behaviours or inclusion scores are static, revisit the content and evaluate reinforcement measures (things like manager check-ins) and support systems. The goal is to embed inclusive behaviours into company culture, but that takes more than training.
Finally, evaluate how you perform relative to industry benchmarks or competitors. Doing that provides context and drives progress.
Specific considerations for effective DEI training reporting
Keep the following points in mind:
- Data privacy and sensitivity: Let employees know how demographic and survey data will be used and ensure you protect it.
- Avoid using simple metrics alone: For example, reporting that 98% completed training is a necessary figure, but it doesn’t tell people much about outcomes or behaviours.
- Integrate DEI training data from multiple sources: Centralise information from HR and learning management systems, surveys, payroll, etc., and avoid silos.
- Link to culture: DEI training alone won’t drive progress; there needs to be organisational support from the top down for cultural change.
- Keep things moving: Track short-term changes (knowledge/attitude) as well as longer-term ones (behaviour/culture), helping employees connect training to outcomes.
Effective DEI training reporting
When it comes to reporting on DEI training effectively, focus on aligning with DEI goals and business strategy and measuring the optimal metrics (not just participation, but impact). Report clearly and consistently to senior management as well as the rest of the company, and include quantitative and qualitative insights. Transparency and accountability are crucial, helping drive progress and inform next steps.
Why Skillcast differs?
Our LMS offers:
- Granular reporting: Build ad-hoc or from a best-practice template where DEI learning is not an add-on but baked into our broader compliance framework
- Learning journeys: Employees can easily track their DEI training progress with continuous microlearning instead of one-time courses
- Scenario-based training: This is built on real workplace risks
- Baked-in accessibility: Clean interface and intuitive user experience with accessibility standards and multi-language UX
Alongside that, if you’re required to report on the gender pay gap or the diversity of your boards and senior management, our Compliance Portal is a “data-led, holistic solution to track progress and demonstrate compliance to regulators.”
"With Skillcast’s multi-tenanted Compliance Portal, we were able to seamlessly unify over 14 hubs under one brand while preserving individual oversight. Our collaboration delivered a tailored, efficient and scalable compliance solution, ensuring regulatory excellence without disrupting business as usual."
Click here to book a demo and here for a free trial, where you’ll have access to our libraries and compliance platform.
For more information about what we offer, contact our team directly.
DEI reporting: FAQs
What’s the difference between equity and equality?
Equity focuses on providing fair opportunities and resources based on people’s unique needs, ensuring they have a chance to succeed, while equality is about making sure “everyone has the same opportunities, and no one is treated differently or discriminated against because of their personal (or protected) characteristics”, per the Equality Act 2010.
Is DEI training reporting mandatory?
Not generally (for most private companies), but specific obligations do exist, and providing DEI training is highly recommended, with the Equality and Human Rights Commission (EHRC) Statutory Code of Practice strongly advocating it. Mandatory reporting includes the gender pay gap (large UK companies with 250+ employees) and certain listed businesses regarding the diversity of their boards and senior management. Meanwhile, the UK government is working on potentially introducing mandatory ethnicity and disability pay gap reporting via the proposed Equality (Race and Disability) Bill.
What’s the difference between DEI and ESG reporting?
DEI centres on people, while ESG (environmental, social and governance) covers wider sustainability issues. Diversity, equity and inclusion data often feeds into the ‘S’ and ‘G’ in ESG.
Want to learn more about Equality & Compliance?
Our Essentials Library contains e-learning content designed to help organisations meet fundamental compliance requirements. If you are looking for focused training, our DEI training package - Diversity & Equality Training Package offers a complete solution for your compliance programme. Courses in the libraries include:
- Equality and Diversity in the Workplace Training Course
- Equality and Diversity for Managers Training Course
- Diversity, Equity and Inclusion (DEI) Training Course
- Unconscious Bias Training Course
If you would like to access leading insights and compliance tips, you can browse our free resources by topic to find guides, modules, compliance bites and more.
References and further reading
- British Chambers of Commerce, Report of the Workplace Equity Commission, September 2024
- Green Park, B&Q: How Inclusive Leadership Training Improved Workplace Culture, 2020
- Hansard (official report of all Parliamentary debates), Bullying and Respect at Work, Volume 736: debated on Tuesday 11 July 2023
- Ipsos, cultural insight, April 2025
- legislation.gov.uk, Equality Act 2010
- McKinsey & Company, Diversity wins: How inclusion matters, May 2020
- Office for Equality and Opportunity, Equality (Race and Disability) Bill: mandatory ethnicity and disability pay gap reporting Government consultation, March 2025
- The HR Director, Three-quarters of UK Firms are still running DEI programmes, February 2025
- University of Oxford, What is EDI and why does it matter?
Written by: Laura Evans
Laura is an experienced content writer with a history of creating well-researched, high-quality copy that informs and sparks curiosity. She’s also worked with instructional designers to develop scripts, microlearning units and learning content for various businesses. Laura has a degree in Economics and Politics from LSE, and in another lifetime, she had a decade-long career in finance at a hedge fund.
