Training Package
Be Able To Promote Equity Diversity And Inclusion Edi
🎬 Contains VideosThis package covers workplace EDI advocacy, inclusive communication, colleague support and barrier removal, helping learners recommend fairer practices and contribute to organisational inclusion initiatives.
£2.00 per learner
Restricted package
Be Able To Promote Equity Diversity And Inclusion Edi is only available to approved organisations. Please contact Micro Learn Online for access.
Contact Micro Learn OnlineAbout this package
Promoting Equity, Diversity and Inclusion (EDI) means looking beyond policy statements to how people experience work. This package focuses on the practical skills needed to advocate for fair organisational practices, communicate the value of inclusive behaviours and support colleagues in applying EDI principles. It connects equity, diversity and inclusion with access to opportunities, recognition of contributions and the removal of avoidable barriers, helping learners examine whether workplace arrangements are fair in practice.
The first part covers EDI advocacy through policies and inclusive communication. Learners explore the distinction between equitable support and identical treatment, and consider how a diverse workforce can still experience exclusion through inflexible systems or inconsistent decisions. They examine how to build an evidence-based case for policy improvements. Communication is treated as a practical task: choosing methods suited to the audience, making messages accessible and linking inclusion to observable behaviours in meetings, handovers and team interactions.
The second part moves from advocacy to everyday action. It considers how colleagues can be supported to recognise the EDI implications of work decisions, respond constructively to exclusion and check whether their actions have helped. Peer coaching is presented as a structured way to examine decisions without taking responsibility away from the person making them. This makes the content relevant to routine situations such as allocating demanding assignments, addressing barriers and offering guidance that improves future practice.
The package also examines structural, attitudinal and procedural barriers to inclusion. Examples include training timetables, inaccessible portals and approval rules that restrict participation, even without deliberate intent. Learners consider how to investigate causes, test access in practice and turn findings into corrective actions with clear ownership. The final emphasis is on contributing to organisational EDI initiatives and evaluating whether they improve participation and belonging, rather than simply recording that an activity took place.
Who it’s for
This package suits team leaders, managers and employees expected to promote inclusive workplace practice or support colleagues with EDI-related decisions. It is also relevant to learners preparing to contribute to organisational EDI initiatives.
What’s covered
EDI Principles and Advocacy for Fair Organisational Policies
Explores how equity, diversity and inclusion relate to one another and affect access, recognition and participation at work. Learners consider how to test whether policies are fair in practice and build an evidence-based case for improvements.
Communicating the Value of Inclusive Behaviours
Covers choosing communication methods appropriate to the audience and making messages accessible. It connects inclusion to observable team behaviours, including participation in meetings and handovers, and considers how to check that people can apply the message.
Supporting Colleagues Through EDI-Informed Work Practices
Examines how to support colleagues with everyday decisions, unequal effects and responses to exclusion. It introduces peer coaching through questions, evidence and constructive challenge, with attention to whether support improves subsequent practice.
Removing Inclusion Barriers Through EDI Initiatives
Explores structural, attitudinal and procedural barriers and how to investigate their causes. Learners consider testing access, agreeing corrective actions and evaluating whether organisational EDI initiatives improve participation and belonging.
Learning outcomes
By completing this package, learners can:
- Explain the purpose of Equity, Diversity and Inclusion (EDI) and the value of inclusive behaviours for individuals, teams and organisational performance.
- Analyse organisational policies, practices and workplace situations to identify how they promote or hinder equity, diversity and inclusion.
- Advocate for specific improvements to organisational policies and practices by presenting evidence-based recommendations that promote EDI.
- Communicate the value of inclusive behaviours to individuals and teams using methods appropriate to the audience, context and communication needs.
- Demonstrate how to support colleagues to apply EDI principles in everyday decisions, interactions and work practices.
- Investigate barriers to inclusion within the workplace and assess their potential impact on employees, teams and service users.
- Develop practical actions to address identified barriers to inclusion, taking account of organisational procedures, available resources and stakeholder needs.
- Contribute to the planning, delivery or evaluation of an organisational EDI initiative and evaluate its effectiveness against agreed objectives.
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
What does this EDI package cover?
It covers advocating for fair organisational policies, communicating inclusive behaviours, supporting colleagues and addressing barriers to inclusion. It also explores how to contribute to and evaluate organisational EDI initiatives.
Does the package explain the difference between equity, diversity and inclusion?
Yes. It explains equity as fair access and support according to the barriers people face, diversity as differences within the workforce, and inclusion as people's everyday experience of being able to participate and contribute.
Is the content focused on practical workplace action?
Yes. The package uses workplace situations such as team meetings, assignment allocation, training access and approval processes to examine inclusive practice. It also covers peer coaching and turning identified barriers into corrective actions.
How is the package delivered?
This Micro Learn Online e-learning package is uploaded to your organisation's own LMS for learners to access there. It includes video content.
How does the package approach evaluating EDI initiatives?
Learners consider effectiveness against agreed objectives and whether an initiative has improved participation and belonging. The emphasis is on checking the effect of actions, rather than treating the completion of an activity as proof of improvement.
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