A Guide to Equality Training for Employers

There is more need for equality and diversity training in the workplace than ever as workforces are becoming increasingly diverse. It is the employer's responsibility to ensure that all employees are aware of the laws and policies which are in place to protect other employees and guard against discrimination.

By having well designed policies in place and a training program which complements it, a company can receive the benefits of a productive workforce and no harassment, discrimination and victimisation in workplace.

An equality training program can be implemented in a number of different ways. A good time to start the equality and diversity training process is right from the point of hiring. A new training program can also be introduced to long-time employees during regular team meetings. Further training may be required during work hours if required, Another option is to enroll employees in an online training program. No matter how you plan on implementing your training program, you should also make sure to let all of your employees know of any important policy changes that are made regarding diversity and discrimination in the workplace. Many organisations require their employees to undergo semi-regular diversity training as changes are made to laws and policies. Ongoing training is more effective than a one-off session.

Whichever approach your company takes to training there are some very specific topics which should be covered. A equality training program must first and foremost cover all the laws that protect individuals from discrimination and harassment as well as what behaviours are and are not acceptable in the workplace. It should be made clear that there will be consequences also to those who are aware of discrimination or harassment taking place in the workplace but choose not to report it. In other words, it should address the monitoring of behaviours in the workplace. Also, it should be made clear that this unwanted behaviour is not only detrimental to the victim but to the workplace as a whole.

At the end of the day, it is the employer's responsibility to ensure employees are educated about equality and diversity as this will benefit the staff and the company's efficiency. If it is established that employees have not been properly trained and there is a case of discrimination or harassment, the employer can be held responsible.

Equality and Diversity Policy - What Exactly Does it Entail?

An equality and diversity policy is as simple as it sounds. It is a written document that shows a company's dedication to overcoming discrimination in all areas of the workplace. It is important for your company to have an equality and diversity policy for many reasons. Firstly, it demonstrates to people seeking employment within a company that they won't be treated any differently to anyone else on the grounds of protected characteristics which they may possess. Having an equality and diversity policy also bodes well when trying to win new business as other companies or prospective clients may wish to know what your views are on such a topic before associating with you.


When making a determination as to whether your company needs such a policy, the rules are simple. Basically, any business is better off with such a policy because of the reasons mentioned previously. Even if a "company" is defined by one person, such as in real estate, an equality and diversity policy may be requested by clients. Showing that your company will take no part in discrimination can go a long way. Getting the policy written is the first step, next staff should be familiarised with it and measures taken to ensure that it is upheld.
It may seem a little daunting having to write and implement a policy but their are organisations out there to help with this, as well as providing equality and diversity training.

 You can create awareness of your policy in a number of ways. Your company website could be one way of making the policy available to employees. Another way is to include the policy in the employment contract, that way each employee has a copy which they have signed. A particularly good place to put it , is in the company handbook. Once the policy has been created, these are all good ways in which to make sure employees have access to a copy.

Scheduled consultations with employees is the number one way to make sure that the equality policy is being adhered to. Speaking with employees in small groups will help you understand the things that are happening and any possible issues your employees may have with the policy. This will be the perfect opportunity for any cases of discrimination to be uncovered. Let employees know that the company has open doors for anyone who would like to discuss equality and diversity. They should also know that they can inform the company of any issues anonymously. Indications of any issues present should be looked into thoroughly by company officials.

It is advisable to check the policy at least twice a year to make sure it is still relevant to the employees needs. As a company grows, the policy may need to be amended to ensure that there is no discrimination of any kind occurring in the workplace. These types of policies are becoming increasingly important so regardless of size all companies should make sure they have one in place and that both employees and clients have access to information and guidance.