Equality & Diversity In The Workplace Training

Equality & Diversity In The Workplace

Managers and employees should have a thorough understanding of equality and diversity. It’s an essential HR topic when managing individuals and teams. Saying the wrong thing and having a failure to not be knowledgable about the law regarding equality and diversity can often result in leaving a company open and liable to pay an unlimited amount in compensation.

Here at NORi HR, we have a fully comprehensive course on equality and diversity and upon completion, you’ll be in a much better place to tackle these issues. Upon completion, delegates will be able to –

  • Be able to appreciate the need to see how others see issues, which may be different from how we see them.
  • Understand prejudices and discrimination and appreciate the difference between diversity and equality,
  • Understand the law on equality in the workplace.
  • Identify different types and possible effects of harassment and discrimination
  • To deal effectively with bullying and harassment.

Unfortunately, workplace discrimination is still a major concern for employers and employees alike. The first step in our equality and diversity course is to help managers and supervisors understand the basics and realising that being a good manager and/or employer starts within being empathetic and understanding differences regardless of the form they may come in. There are many policies and company ethics that can be put in place. Our course will teach supervisors and managers about how to specifically improve equality, diversity and inclusion in the workplace.

Unconscious bias is in most of us but acknowledging this is the first step to tackling it when it comes to disability, gender, marriage, race, religion, sexual orientation and gender. Employees should feel that they can raise issues regarding equality, diversity and inclusion without hesitation.

A workplace that encourages equality, diversity and inclusion can help to keep employees happy and motivated, prevent serious legal issues from arising and also better serve a diverse range of customers too. Understanding the difference between equality and diversity is an important part of the HR journey. By knowing the key differences, it’s much easier to spot a lack of inclusion or unconsious bias within the workplace. Although the terminology may seem very similar, there are key differences between the two that employers, managers and employers should learn to understand.


Diversity is the range of people in your workforce that encourages many differences, background and types of people. For example, this might mean people with different ages, religions, ethnicities, people with disabilities and both men and women. Much more than this though, it means valuing these differences.


Equality in the workplace is all about fairness, equal job opportunities for all employees and job applicants whether that they are applying internally or externally. Failure to promote equality and fair opportunity in the workplace will likely result in legal prosecutions if found guilty.

As well as equality and diversity, it’s essential to make all employees , regardless of backgrounds or differences – to feel included in the progress and contribution of the organisation. The more employees feel valued, the more they will feel respected. As a supervisor or manager, it’s important to be able to easily identify the different types of harassment and discrimination within the workplace. The two main types include direct discrimination and indirect discrimination. If employees are treated unfairly because of who they are and clear differences, this is classified as unlawful discrimination which puts the company at high risk of prosecution.

Direct discrimination may include discriminating against physical and personal characteristics that leaves an employee feeling singled out and discriminated against. Indirect discrimination is when a policy or rule applied to everyone may put certain groups or genders at a disadvantage point.

Further types of discrimination within the workplace also include pregnancy and maternity discrimination, disability discrimination, sexual harassment, victimisation and many more. Within our equality and diversity course, employers, managers and supervisors will be able to identify all types of harassment and discrimination. Once you have identified discrimination or harassment within your organisation, the next stage is to deal with it effectively. The first step to dealing with these type of actions is to conduct a formal meeting with the perpetrator reminding them of key company equality and diversity policies. An investigation should also take place to ensure that allegations are treated speedily, seriously and confidentially.

Managers and employers should also clarify the legal implications for all employees that partake in these type of behaviours and make it very clear that it is a criminal offence that will result in job loss and immediate termination if found guilty.

It should also be clear for employees that been discriminated against that they have someone within the organisation to go to for support. Ideally, this will be someone specifically trained in HR advice and counselling. This allows them to talk in confidence about any inappropriate behaviour they’ve experienced or witnessed so they can discuss options and decide themselves whether to progress a complaint.

Although it can be awkward when a certain employee exits the business, it’s important to follow all legal procedures and have a thorough process in place so that it can be met as amicably as possible. Regardless of the type of separation – as mentioned above – it’s important to retrieve all company property and vehicles before conducting an exit interview for resigning employees.

If you’d like to enquire or get advice on this issue, simply use the chat box or contact us

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