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.
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.
DEI training involves educational programmes, with all employees taking part at each level, including leadership and management. Participation is broad for several reasons, including:
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). |
Typical components of DEI training are:
Diversity, equity and inclusivity in the workplace training is important for numerous reasons, including:
DEI training can also help companies better position themselves to understand varied customer needs. In turn, they can compete more effectively.
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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”. |
It’s important to note that DEI training alone isn’t enough. It must be part of a wider strategy, including:
Quick factThe following companies have significant, highly-ranked DEI initiatives:
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There are numerous considerations when it comes to reporting on DEI training effectively. Below, we’ve put together a how-to guide.
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:
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.
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:
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?
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This stage involves using dashboards and visual tools such as charts and graphs to ensure your DEI data is digestible. Alongside that:
When creating your DEI report(s), be honest and highlight weaknesses as well as successes. As an outline, include the following:
On top of that, embed accountability by linking metrics to managers’ performance reviews and committing to public reporting on DEI training outcomes.
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.
Keep the following points in mind:
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.
Our LMS offers:
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."
- Jules McKittrick, Chief Risk & Compliance Officer, Sumer
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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.
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.
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.
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:
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