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Equality and Diversity for Managers

  • 25 Minutes
  • For managers
  • jurisdiction UK

Treating people differently based on stereotypes is unlawful as well as damaging. This 25-minute course for managers covers the principles of fairness, respect, equality, diversity, inclusion and engagement, and helps them identify the nine protected characteristics under the UK Equality Act along with the types of discrimination the Act prohibits.

Discrimination claims usually turn on a manager's decision and the reasoning recorded at the time. Managers who understand the categories document better and hesitate at the right moments. With the Employment Rights Act reshaping several areas of employment decision-making, giving your management population a firm grounding in the underlying equality framework is the sensible foundation for everything built on top of it.
objectives

What you’ll learn in
this course

  • Appreciate the value of the principles of fairness, respect, equality, diversity, inclusion and engagement
  • Identify the protected characteristics and types of discrimination under the Equality Act
  • Recognise what harassment is and the different forms it may take in the workplace
  • Take appropriate action to promote equality and diversity across our business, including in respect of recruitment, training and promotion opportunities
  • Employ procedures to prevent and manage cases of discrimination and harassment

Hear from our customers

We have been enjoying e-learning with Skillcast for 10 years now. Their customer service is always at the highest level, always very attentive, responsive, and polite. Highly recommend to any company who is looking for a high quality e-learning and customer service (they have both in high standards).

Feefo Customer Rating  ★★★★★ 4.9/5

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Create a diverse, equal working environment to boost retention and ensure fair treatment for all

Nearly half of UK adults say they’ve faced discrimination at work. Our DEI courses help tackle unconscious bias, promote fairness, and reduce the risk of discrimination claims.
Browse the complete DEI training package
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Equality and Diversity for Managers

In-depth 25 Minutes DEI For managers

Discrimination claims usually turn on a manager's decision and the reasoning recorded at the time. Managers who understand the categories document better and hesitate at the right moments. With the Employment Rights Act reshaping several areas of employment decision-making, giving your management population a firm grounding in the underlying equality framework is the sensible foundation for everything built on top of it.

Explore the course

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Diversity, Equity and Inclusion (DEI)

In-depth 25 Minutes DEI For all staff

Inclusion is produced in ordinary interactions: who gets invited, who gets interrupted, whose ideas get attributed. Legal frameworks differ across markets but the behaviours that make people leave are consistent. Training the whole workforce shifts the conversation from compliance to how teams actually function, which is where the retention and performance effects come from.

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Unconscious Bias for Managers

In-depth 25 Minutes DEI For managers

Managers make the decisions where bias has the largest effect: recruitment, allocation of work, appraisal and promotion. Each individual decision looks defensible; the pattern is what shows up in a tribunal claim or a pay gap report. Training the management layer targets the point where bias converts into outcomes, which is where awareness training actually changes something.

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Unconscious Bias

In-depth 20 Minutes DEI For all staff

Bias takes different forms in different markets, shaped by local histories and demographics, but the mechanism is identical everywhere. International teams also add distance and language to the mix, which amplifies the effect. A shared global course gives dispersed colleagues a common frame for a conversation that is otherwise difficult to have across cultures.

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Unconscious Bias

In-depth 20 Minutes DEI For all staff

Bias operates fastest where decisions are made quickly and with limited information, which describes most workplace interactions. Awareness alone changes little; the useful part is knowing which decisions to slow down. Delivering this across the whole workforce, rather than to managers alone, addresses the everyday interactions that determine whether people feel able to contribute.

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Equality and Diversity E-learning Course

In-depth 20 Minutes DEI For all staff

Discrimination claims usually begin with something that felt minor at the time: a comment, an assumption, a decision explained badly. Staff who understand the categories recognise the risk earlier and challenge it sooner. A short, workforce-wide course establishes the shared standard that everything else in your equality programme depends on, and gives managers a common reference for the conversations that prevent escalation.

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Equality and Diversity in the Workplace

Refresher 15 Minutes DEI For all staff

Awareness fades and teams change, so what was a shared standard eighteen months ago may not be one now. The behaviours that produce claims are usually small and repeated rather than dramatic. A short annual refresher keeps the standard current across the workforce at proportionate cost, and forms part of the evidence an employer needs when defending a discrimination or harassment claim.

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Your questions, answered

DEI

How do I safely collect data about Diversity and Inclusion in my Company?

Our Diversity Survey tool is fully anonymous, enabling employees to provide honest feedback without identifying information. Responses are aggregated to protect privacy and securely stored in compliance with GDPR regulations, providing valuable insights on diversity and inclusion.

Can I track incidents related to Diversity and Inclusion?

Our compliance breach register allows you to track incidents like discrimination, harassment, or policy non-compliance. This tool securely documents each case, providing a confidential audit trail for monitoring and accountability.

What does workplace inclusivity mean?

Workplace inclusivity refers to creating an environment where all employees, regardless of gender, ethnicity, disability, age, or background, feel valued, respected, and have equal access to opportunities and resources.

Why do inclusivity levels vary across industries?

Factors include historical workforce composition, cultural norms, recruitment practices, leadership diversity, and levels of regulatory or social pressure. For example, traditionally male-dominated sectors like construction often struggle with gender diversity.

How is inclusivity measured in different sectors?

Common metrics include gender pay gap, representation of women and minorities in senior roles, diversity in hiring, employee satisfaction, and accessibility policies.

How does inclusivity benefit businesses?

Inclusive workplaces are linked to higher employee engagement, greater innovation, stronger team performance, and improved brand reputation. They’re also better positioned to meet legal and social expectations.