Equality, Diversity & Inclusion
An Equality Act 2010 module for all staff covering the nine protected characteristics, the main forms of discrimination and the sexual harassment preventative duty, then applying it to real hiring decisions through bias scenarios.
Who this is for
All staff, with particular value for hiring managers and anyone involved in shortlisting or interviewing
Learners will be able to
- Name the nine protected characteristics under the Equality Act 2010 without prompting
- Distinguish direct discrimination, indirect discrimination, harassment and victimisation using workplace examples
- Describe the employer's proactive duty to take reasonable steps to prevent sexual harassment and their own role in it
- Respond appropriately to a reasonable adjustment request from a disabled colleague or candidate
- Apply structured interviewing and consistent scoring to reduce affinity bias and the halo effect in hiring decisions
Template prompt
“Create an equality, diversity and inclusion module for all staff covering the nine protected characteristics under the Equality Act 2010, the main types of discrimination (direct, indirect, harassment, victimisation), the employer's preventative duty on sexual harassment (including its strengthening to 'all reasonable steps' and new third-party harassment liability from October 2026 under the Employment Rights Act 2025), reasonable adjustments for disability, and unconscious bias in recruitment including affinity bias, the halo effect and structured interviewing. Include flashcards for the protected characteristics, a scenario on a discriminatory hiring shortcut, and a scored knowledge check.”
This prompt is fully editable. Customise it to match your audience, regulations, and learning objectives before generating.
What the 8 sections cover
- 1
The Equality Act 2010 at a Glance
Context panel on what the Act consolidated, who it protects (employees, workers, job applicants) and why individual behaviour, not just policy, determines whether an employer is exposed.
- 2
The Nine Protected Characteristics
Flashcards covering age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation, each with a workplace example.
- 3
Four Forms of Discrimination
A visual comparison table separating direct discrimination, indirect discrimination, harassment and victimisation, followed by a scored check matching short workplace incidents to the correct form.
- 4
Harassment and the Preventative Duty
What the sexual harassment preventative duty (in force since October 2024) requires of employers, how it strengthens to 'all reasonable steps' with direct third-party harassment liability from October 2026, and how to report concerns.
- 5
Disability and Reasonable Adjustments
A scenario where a candidate requests an adjustment to the interview process; the learner chooses a response and sees the legal and human consequences of each option.
- 6
Unconscious Bias in Hiring
How affinity bias, the halo effect and confirmation bias distort shortlisting and interviews, with a scenario decision point on a 'gut feel' hiring shortcut and its consequences.
- 7
Structured Interviews and Fair Shortlisting
Practical debiasing techniques: consistent question sets, criteria-based scoring before discussion, diverse panels and anonymised shortlisting, with a mini-exercise scoring two candidate answers.
- 8
Scored Knowledge Check and Personal Commitments
A final scored assessment across the Act, discrimination types and hiring bias, closing with key takeaways and a prompt to commit to one concrete change in how the learner hires or works.
Structure is representative — the generator adapts sections to your edited prompt and passes every package through interactivity and visual-density quality gates.
See a real generated example
Reduce Interview Bias in 5 Minutes was generated with a prompt like this one — preview every section live and download the SCORM package.
Preview the live exampleTopics covered
Make it yours
- Upload your dignity at work or EDI policy so the reporting routes and named contacts in the harassment section match your organisation
- For a hiring-manager-only cohort, edit the prompt to expand the two recruitment sections into deeper scenarios and trim the general conduct content
- Name your sector in the prompt (e.g. NHS trust, university, law firm) so the discrimination examples reflect situations your staff actually encounter
Frequently asked questions
Is EDI training a legal requirement in the UK?
No single law mandates EDI training, but the Equality Act 2010 makes employers liable for discrimination and harassment by their staff unless they took all reasonable steps to prevent it, and since 26 October 2024 employers have had a proactive duty to take reasonable steps to prevent sexual harassment under the Worker Protection (Amendment of Equality Act 2010) Act 2023. From October 2026 the Employment Rights Act 2025 strengthens that duty to 'all reasonable steps' and makes employers directly liable for harassment of staff by third parties such as customers or clients. Recorded, up-to-date training is one of the clearest reasonable steps an employer can evidence.
What are the nine protected characteristics under the Equality Act 2010?
Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Act protects job applicants as well as employees and workers, which is why the hiring sections of this module matter as much as the general conduct sections.
How often should EDI training be refreshed?
There is no statutory interval, but tribunals have found that stale training does not protect an employer — in Allay (UK) Ltd v Gehlen (2021) the Employment Appeal Tribunal held that training delivered years earlier and forgotten was not a reasonable step. Many employers refresh annually or every two years and keep completion records, and the move to an 'all reasonable steps' standard from October 2026 makes current, evidenced training more important, not less.
Does this module cover bias in recruitment specifically?
Yes. Two of the eight sections deal with unconscious bias in hiring — affinity bias, the halo effect and confirmation bias — and with structured interviewing, criteria-based scoring and fair shortlisting as practical countermeasures. If you only need the hiring content, the related interview bias microlearning is a shorter alternative aimed squarely at hiring managers.
Ready to make it yours?
Customise the prompt, generate a draft, then review the content and SCORM package before delivery.
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