Equality, Diversity & Inclusion (EDI) Training, Page 603 Reviews

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Some of the clearest EDI training I've ever encountered (and I used to work for Stonewall!). Absolutely excellent to see non-binary identities included, even though these aren't mentioned in UK law (yet!). Really great to see anti-racism included and explained; likewise the difference between equality and equity. Be careful not to cause confusion between definitions of intersex and non-binary - maybe introduce them in different sections? Next steps for development could be to include reference to micro-aggressions, particularly related to race; to include a representation of someone Jewish in one or more photos; to acknowledge the existence of a wider variety of sexual orientations, e.g. asexuality. Exceptionally clear and accessible presentation (e.g. high contrast shirts, visible mouths, transcripts), but be aware that the recall of exact facts for assessment puts those with specific learning difficulties, e.g. working memory deficit or dyslexia, at a disadvantage. I really enjoyed it, thanks!

There is a lot of information. And by learning these skills will make me think differently and make me a better manager.

Clear, concise explanations of terms, actions and behaviours related to EDI. Respect, dignity and inclusion come over strongly as themes. Presenters have clarity even paced. Although tokenism should be avoided, maybe thibk about age/ disability diversity in speakers.

I felt de-skilled after this training and would be worried that employees following it would be unclear about legalities. In the (very short) sex section, the gender pay gap (percentage difference between average hourly earnings for men and women in a company, across all levels) appears to be conflated with the equal pay act (equal pay for equal work). It is not made clear whether sex-based protection is based on legal sex in the context of gender reassignment, or that it is possible to discriminate on the basis of sex if it is a proportionate means of achieving a legitimate aim, or that from a legal standpoint, harassment is not just about how someone feels, but if it is 'reasonable' for them to feel that way. In the race section, the focus is on how someone feels about experiences related to their race, rather than explaining systemic oppression or marginalization. The (very long) gender identity section is incoherent, doesn't define terms such as sex, gender or gender identity and then uses them interchangeably, says NEVER to assume someone's gender identity and ALWAYS ask them (caps verbatim), then says never to ask about gender in an interview, then has a question to which the correct answer is to always ask about someone's gender identity, which is legally problematic in an interview situation. It describes intersex as an 'identity' under the trans umbrella, which is scientifically problematic. Stressing the difference between equity and equality was good.

This course worked well as online training. The sections were short enough for the information to be easily assimilated; the pace was good and the graphics helpful. Nothing was too much of a surprise, but it was useful to have my better behaviour reinforced!

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I found this course easy to complete and it was split into manageable chunks. The on!y criticism is that it would be nice to be able to rewind just a little within each section without having to go back to the beginning of a particular video clip. It was enjoyable and well presented.

I doubt if there have been better sets of ideas and policies, which if adhered to, can lead to a happier, healthier and more harmonious work places and organisations. The presentation is easy and simple to comprehend and very well presented. More importantly, it covers the significant aspects of organisational ethics and work relationships. I learned a lot from this, including most things I usually take for granted! Is it possible to produce a school’s version to be sent to schools? I commend this programme and recommend it to everyone.SAM NWANUFORO