Course structure

The course is divided into four modules:

Module 1: Understanding Equality, Diversity, Inclusion and Equity

Begin with the principles behind EDI and consider how they relate to access, representation, participation and decision-making.

Alongside the core concepts, the organisational version introduces scenarios involving leadership, partnerships, talent development and audience engagement. These ask you to consider not just whether an action appears inclusive, but whose perspectives are involved, where decision-making power sits and what different approaches may achieve.

This module covers:

• Equality, diversity, inclusion and equity
• The differences and connections between the four principles
• EDI within creative, cultural and heritage settings
• Representation, access and participation
• How different experiences and perspectives can inform creative practice
• Leadership and governance
• Partnerships and talent development
• Audience and community engagement

Module 2: Equality Law and Organisational Responsibilities

Explore the Equality Act 2010 and consider what its protections mean for organisational practice.

You will look at the nine protected characteristics, different forms of unlawful treatment and the responsibilities that can arise through employment, recruitment, services and accessibility.

Through examples, you will explore how seemingly routine criteria, processes and ways of working can create barriers, and how organisations can respond.

This module covers:

• The Equality Act 2010 & the nine protected characteristics
• Direct and indirect discrimination
• Harassment, sexual harassment and victimisation
• The Public Sector Equality Duty
• Fair recruitment and service delivery
• Reasonable adjustments
• Physical, digital and communication access
• Monitoring and reporting
• Preventing and responding to sexual harassment

Module 3: Discrimination, Bias, Harassment and Inclusive Workplace Practice

Develop your ability to recognise how discrimination, bias and exclusion can affect people and organisational decisions.

Sector-based scenarios explore direct and indirect discrimination, discrimination by association and perception, harassment, sexual harassment and victimisation.

You will also examine unconscious bias, microaggressions and intersectionality, including how several aspects of a person’s identity or circumstances can combine to create barriers that may be missed when organisations consider them separately.

The organisational course also looks at practical approaches to prevention and response, including clearer policies, structured decision-making, reporting routes and support for people who raise concerns.

This module covers:

• Different forms of discrimination
• Employer and individual responsibility
• Unconscious bias and its possible effect on decisions
• Harassment and microaggressions
• Responding to concerns
• Intersectionality and overlapping barriers
• Preventing discrimination through organisational practice
• Creating clearer and safer routes for people to speak up

Module 4: Embedding and Evidencing EDI

The final module moves the focus firmly towards organisational implementation. You will consider what it means to make EDI part of routine organisational practice rather than treating it as a standalone initiative.

The module explores five areas that support this:

• Setting clear expectations
• Providing relevant learning and development
• Designing fair organisational processes
• Creating safe reporting routes
• Reviewing and updating practice

From there, you will work through practical approaches to action planning, workforce development, programme design and monitoring progress.

Building an intersectional EDI action plan

Use evidence, feedback and reflection to identify priorities and consider where overlapping barriers may exist.

You will explore how to:

• Gather and analyse relevant evidence
• Identify gaps in participation or representation
• Set realistic objectives
• Involve people with relevant experience
• Consider legal and sector guidance
• Assign responsibility and timescales
• Identify what resources or support may be needed
• Decide how progress will be reviewed

You can also work through an intersectionality action-plan template during the course or save a copy to complete separately.

Inclusion across the employee lifecycle

Consider where barriers can appear at different stages of someone’s experience with an organisation, including:

• Leadership and governance
• Recruitment
• Retention
• Progression

The course explores practical considerations including accessible recruitment, flexible working, workplace adjustments, mentoring, development opportunities and reviewing progression data.

Designing accessible and inclusive programmes

Use a practical programme-design toolkit to review access and inclusion from the earliest stages of planning.

Areas include:

• Physical and sensory access
• Digital and communication access
• Inclusive content and representation
• Language, imagery and tone
• Community partnerships and co-design
• Reflection and continuous improvement

The emphasis is on asking useful questions early: who has the programme been designed for, who could encounter barriers, whose perspectives are shaping decisions, and what may need to change.

Monitoring and measuring progress

Consider how your organisation can understand whether its EDI activity is making a difference.

This section explores:

• Workforce, audience and programme data
• Feedback and qualitative evidence
• Identifying patterns and gaps
• Ownership and accountability
• Reporting progress
• Recording and sharing learning
• Reviewing plans and adapting where necessary