Overview
CPD COURSE · ENGLAND AND WALES Equality, Diversity & Inclusion (EDI) The Equality Act 2010, the 2024–2027 changes, and the practice that turns compliance into inclusion — for practitioners already working in the field. NINE MODULES · 20-QUESTION KNOWLEDGE CHECK …
Course Details
Equality, Diversity & Inclusion (EDI)
The Equality Act 2010, the 2024–2027 changes, and the practice that turns compliance into inclusion — for practitioners already working in the field.
PPT Deck
Video Lesson
Audio Podcast
Audio Quiz
Infographic
Overview
This course supports practitioners who already carry equality, diversity and inclusion responsibilities as part of their role: HR and people professionals, line managers, public-sector policy and service staff, advice workers, trade union representatives and EDI leads. It sets out the law as it applies in England and Wales, the practice that turns compliance into inclusion, and the changes landing in October 2026 and January 2027 under the Employment Rights Act 2025.
Every legal or regulatory point on the slides names the jurisdiction (England and Wales) and carries a visible caveat that other jurisdictions differ. Wales-specific duties are stated separately where they go further than England’s. Every statistic names its source and year on the slide, and a re-check list collects all of them for verification before each delivery.
Who this course is for
Not designed for people with no workplace experience, or anyone seeking a legal qualification or a licence. The sensitive modules (4 and 8) assume the learner can access organisational support.
HR, people and recruitment professionals who handle policy, grievances, adjustments and pay reporting
Line managers and team leaders who are the first point of contact for adjustments, flexible working requests and disclosures
Public-sector policy, commissioning and service staff who must show due regard under the Public Sector Equality Duty, in England or in Wales
EDI leads, trade union representatives and advice workers who want a current, sourced reference for the 2024–2027 changes
Learning outcomes
By the end of the course learners will be able to:
Distinguish equality, diversity and inclusion; name the nine protected characteristics, who is protected and who carries the duties; and place the 2024–2027 legal changes on a timeline.
Identify direct and indirect discrimination, harassment, victimisation, discrimination arising from disability and failure to make reasonable adjustments from a set of facts, and apply objective justification and the burden of proof.
Apply the statutory definition of disability, run the reasonable-adjustments duty as a five-step process, and manage absence and performance without a section 15 claim.
Explain how the Act treats sex, gender reassignment, pregnancy and maternity and sexual orientation after the 2025 Supreme Court ruling; meet the sexual harassment preventative duty and prepare for ‘all reasonable steps’ from 30 October 2026.
Apply the definitions of race and religion or belief, including the Grainger test; recognise age discrimination; and use intersectionality as a lens on data and complaints.
Design a structured, bias-resistant recruitment process; meet gender pay gap reporting duties and prepare for ethnicity and disability reporting; use positive action lawfully.
Explain what unconscious bias training can and cannot do, recognise microaggressions, choose a bystander response, and run inclusive meetings.
Handle a discrimination or harassment complaint from first report to outcome under the Acas Code; recognise hate incidents and know the reporting and support routes; state time limits and remedies. State the general and specific duties in England and in Wales, carry out an equality impact assessment that shows due regard, and build an EDI strategy with objectives, metrics and governance.
Career path
EDI is both a specialism and a component of many roles. Progression depends on experience, evidence of impact and, for some routes, professional membership or a legal qualification. The routes below are typical, not guaranteed; titles vary widely by sector.
Course structure
Foundations: the Equality Act 2010 in England and Wales
The Forms of Discrimination
Disability, Neurodiversity and Reasonable Adjustments
Sex, Gender Reassignment, Pregnancy and the Harassment Duty
Race, Religion or Belief, Age and Intersectionality
Inclusive Recruitment, Pay and Progression
Everyday Inclusion: Bias, Behaviour and Allyship
Complaints, Hate Incidents, Escalation and the Tribunal
Strategy, Data and the Public Sector Equality Duty
Course delivery and practitioner support
Each module opens with an illustrated slide stating three learning objectives, runs through ten teaching slides in rotating layouts, and closes with an Apply and Reflect slide carrying two practical tasks, two reflective questions and one external video or article. Module 4 covers sexual harassment, pregnancy loss and discrimination because of sex, gender reassignment and sexual orientation; Module 8 covers hate crime, hate incidents and harassment investigations. Both are pitched at recognition, response, escalation and referral only, never method or graphic detail, and a practitioner-support note precedes each: learners may leave at any point without explanation, and support routes include the Acas helpline (0300 123 1100), the Equality Advisory and Support Service (0808 800 0082) and Samaritans (116 123), plus a 20-question knowledge check with a trainer-only answer key and rationales.
Frequently asked questions
Q. Is this a qualification?
No. It is continuing professional development. It does not confer a qualification recognised by an awarding organisation, professional membership, or any licence to practise. If you need a regulated qualification, look for an Ofqual-recognised awarding organisation in England, a Qualifications Wales-recognised one in Wales, or a CIPD-accredited programme.
Q. Is it accredited, and how many CPD points is it worth?
No accreditation or points value is claimed. The provider must obtain any accreditation independently and confirm it before publishing. A course that overclaims is worse than no course.
Q. Is this legal advice?
No. The course states the law in England and Wales as at September 2026 with sources, but it is training, not advice on a specific situation. Decisions with legal consequences, particularly on single-sex services, dismissal and settlement, need a qualified employment lawyer.
Q. Does it cover Scotland or Northern Ireland?
No. The Equality Act 2010 applies in Scotland with different specific duties and codes; Northern Ireland has separate law. The slides say so wherever law appears. Welsh duties are stated separately because they go further than England’s.
Q. How current is it, and how long will it stay current?
Figures and statutory references were verified in September 2026 and are dated on the slides. Two commencement dates fall in October 2026 and one in January 2027; the Equality (Race and Disability) Bill and the updated Employment Code of Practice are still awaited. The re-check list must be worked through before each delivery.
Q. Does it take a position on contested questions?
It states the law and the regulator’s published position, names the sources, and tells practitioners to follow their own policies and take advice. It does not campaign. Where practice is genuinely unsettled, such as workplace facilities after the 2025 Supreme Court ruling, it says so.
Q. Are the videos and articles included?
No. Each module links to one external, publicly available video or article located by search. They are third-party content, not endorsed, and may change or be removed. Open every link before showing it to a group.
Q. Will completing it protect my organisation from claims?
No training does. It gives practitioners the knowledge to act lawfully and the practice to act well. Tribunals look at what an organisation actually did, and whether training was repeated, role-specific and acted on.
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Course Features
- Lectures 12
- Quizzes 2
- Duration Lifetime access
- Skill level All levels
- Language English
- Students 2
- Certificate Yes
- Assessments Self
