Training Package
Be Able To Evaluate Edi Organisational Strategy
🎬 Contains VideosEvaluate how organisational EDI strategies, policies and employment practices support inclusion, using evidence to identify barriers, assess outcomes and justify improvements.
£2.00 per learner
Restricted package
Be Able To Evaluate Edi Organisational Strategy is only available to approved organisations. Please contact Micro Learn Online for access.
Contact Micro Learn OnlineAbout this package
This package focuses on evaluating equality, diversity and inclusion (EDI) in organisational strategy and everyday employment decisions. Learners examine whether stated commitments lead to meaningful action, rather than remaining separate from budgets, staffing, leadership and working practices. The emphasis is on making balanced judgements: recognising effective arrangements, identifying gaps and recommending improvements supported by evidence.
The opening content establishes the legal duties, principles and terminology needed to review EDI commitments, with legal context relating to England, Scotland and Wales. It explores why fair treatment does not always mean identical treatment, particularly where an individual needs support to overcome a barrier. Learners then consider the relationship between organisational strategy, policy rules and repeatable procedures, assessing how clearly these arrangements support EDI objectives and legal responsibilities.
The package follows inclusion through the employee lifecycle, beginning with recruitment. It examines job design, advertising, assessment, selection and appointment decisions as connected stages, each of which can create or remove barriers. Learners consider whether requirements are relevant, opportunities are accessible and decisions are consistent and open to scrutiny. The content then turns to development and retention, covering learning opportunities, feedback, performance management, career progression and flexible working. It highlights the need to test who benefits from these arrangements, rather than assuming that offering the same opportunities to everyone produces fair outcomes.
Throughout, evaluation is concerned with effectiveness for different employee groups. Workforce data, feedback and other evidence help learners assess access, participation, progression and retention, and identify where organisational approaches may disadvantage particular groups. Equity is considered in terms of fair access and support according to individual need, alongside preventing discrimination. By connecting findings across strategy and people-management practices, learners develop a basis for justified recommendations that address the gap between an organisation’s intentions and employees’ experiences.
Who it’s for
This package suits HR and people-management staff, EDI practitioners, managers and learners who need to evaluate organisational inclusion. It is particularly relevant to those reviewing employment policies and practices and making evidence-based recommendations.
What’s covered
EDI legal duties, principles and core terminology
Introduces the terminology and principles used to evaluate EDI, alongside legal duties in England, Scotland and Wales. Explores how organisational values and legal responsibilities affect decisions, including situations where identical treatment can create barriers.
Reviewing EDI strategy, policies and procedures
Examines how strategic commitments connect to policy rules, working procedures and organisational decisions. Learners review whether these arrangements clearly support EDI objectives and legal responsibilities, and whether intended results are being checked.
Inclusive recruitment: job design, advertising and appointment decisions
Analyses recruitment as an end-to-end process, from defining a role and reaching candidates to assessment, selection and appointment. Considers whether each stage is relevant, accessible, consistent and open to scrutiny, rather than evaluating individual stages in isolation.
Inclusive development and retention: evaluating equity outcomes
Examines learning opportunities, performance management, progression and flexible working to assess who benefits and where gaps emerge. Learners use evidence about different employee groups to evaluate equity, discrimination prevention and retention, and inform recommendations for improvement.
Learning outcomes
By completing this package, learners can:
- Identify the key equality, diversity and inclusion (EDI) legislation, principles and terminology relevant to organisational strategy and policy.
- Review organisational strategies, policies and procedures to determine how they support EDI objectives and legal responsibilities.
- Analyse the extent to which inclusive practices are embedded within recruitment processes, including job design, advertising, selection and appointment decisions.
- Examine how organisational development and retention processes, including learning opportunities, performance management, progression and flexible working, promote inclusion.
- Evaluate evidence of the effectiveness of organisational approaches to advancing equity and preventing discrimination for different employee groups.
- Justify recommendations for strengthening EDI strategy, policies and people-management practices using findings from the organisational evaluation.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Frequently asked questions
Does this package focus on EDI awareness or organisational evaluation?
Its main focus is organisational evaluation. It introduces relevant terminology, principles and legal duties, then applies them to reviewing strategy, policies, employment practices and outcomes.
Which parts of the employee lifecycle does it cover?
It covers recruitment, including job design, advertising, selection and appointment, followed by development and retention. These include learning opportunities, performance management, progression and flexible working.
How does the package distinguish equality from equity?
It explains that fair treatment does not always mean treating everyone identically. Equity involves assessing whether people have fair access and the support they need, and whether organisational arrangements create barriers for particular groups.
What evidence do learners consider when evaluating EDI effectiveness?
The package considers workforce data, feedback and evidence about access, participation, progression and retention. Learners use these findings to assess outcomes for different employee groups and justify recommendations.
How is the package delivered, and does it include video?
This is an e-learning package from Micro Learn Online, uploaded to your organisation’s own LMS for learners to access there. It includes video content.
Which legal jurisdiction does the content refer to?
The legal duties content relates to England, Scotland and Wales. It connects those duties to organisational EDI strategy, policies and employment decisions.
Related training packages
Understand Leadership Styles And Theories And How They Can Be Adapted To Suit Different Organisational Contexts
£2.00 per learner
Understand The Need For Operational Workforce Planning
£2.00 per learner