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Diversity and Inclusion Training

”Diversity is being invited to the party, Inclusion is being asked to dance.” –  Verna Meyers.

Would you like to book a diversity and inclusion training?

We have a large pool of equality, diversity, and inclusion consultants. Please require a call back to discuss your EDI needs. 


A training tailored to your needs

Expert advise

A free consultation


Race, Equality, Ethnicity, DIsability, Religion, LGBT+


Action plan, Measurable targets

Diversity, equality and inclusion training in the workplace

What is equality, diversity and inclusion?

Equality refers to the idea that people should be given access to the same resources and opportunities. Diversity is about difference, and ensuring that in general, our differences – be they characteristics and identity, experiences and opinions, are present and recognised. Inclusion is when these differences are valued and we feel that because of these differences, not in spite of these difference. These days, practitioners in the field also refer to ‘equity’ which recognises that some groups of people are and have historically been marginalised and/or oppressed. It means that even though we should all be ‘equal’, the reality is that we aren’t, because we are born into and inherit a society with inequality already present. Equity means we should actively work to redress these inequalities and make sure support is tailored to the diverse needs of communities and people who are disadvantaged.

Why is equality, diversity and inclusion in the workplace important?

Equality, Diversity and Inclusion in the workplace is important because in modern day, our society is diverse. If we don’t strive to recruit diverse colleagues, how can we expect to connect with the diversity of our customers? If those diverse colleagues don’t feel included and empowered in the workplace, we will struggle to maximise their skills and talent, such as creative content generation, risk assessment and innovation. It actually makes business sense to diversify our decision-making table and employee base. Multiple studies have shown increased profits to businesses with a diverse leadership team versus those with a more homogenous leadership team. (How Diversity & Inclusion Matter | McKinsey). Ultimately, recruiting a diverse workforce and ensuring all colleagues feel valued and included is the right thing to do- it is the sign of a responsible business.

We also run Mental Health First Aid Training

Mental health first aider training (2 days)

2 day Mental Health First Aid training qualifies you as a Mental Health First Aider. The 2 day MHFA course last 16 hours over 2 days. It is the most comprehensive course. You will receive the MHFA England certificate.

1 day mental health first aid training (Online or face to face)

1 day Mental Health First Aid Training lasts 8 hours. This MHFA Champion training is often recommended for managers. It covers the most common mental health topics as depression, anxiety etc. Can be delivered online or face to face.

Half day mental health first aid ONLINE training

Mental Health Aware Half Day course – This half day course is a basic introduction to mental health, and why it is important. It introduces some common mental health challenges and discusses how to spot them.

What topics will be covered in diversity and inclusion training?

EDI training will be tailored to client need. The general EDI content includes EDI basics such as definitions, legal context, unconscious bias; inclusion and allyship. Organisations needing a more in-depth training will benefit from the advanced contents such as intersectionality, privilege, and active-bystanding.

The diversity and inclusion training can be tailored to your organisation’s needs. Diversity training in the workplace addresses race, color, ethnicity, language, nationality, sexual orientation, religion, gender, socio-economic status, age. 

How long is the diversity and inclusion training?

Training sessions last from 60 minutes to 2 hours.  The diversity training can be delivered online or face to face. 

How can equality and diversity be monitored in the workplace?

EDI is essentially a change management project, and in this data-driven world, any project with concrete aims and objectives needs an evidence base and a case for change. Good practice means gathering information on the make-up and experience of your current workforce, and setting aspirational targets for your organisation. Metrics will be determined by what your objectives are, but hiring, headcount, promotion rates, pay and turnover cut by protected characteristics are common. Businesses should have a dashboard whereby these figures are visible to senior leadership and EDI stakeholders in the business, measuring progress towards your target. It is also important to measure inclusion, which is usually done with pulse surveys. While you can generate a quantitative way to measure inclusion, surveys are an invaluable opportunity to collate quantitative information from your employees, such as why they don’t feel included, or what good looks like for them.

Our other mental wellbeing training


We are delighted to bring you a series of “Lunch & Learns”, bringing together some of  lead experts in workplace mental health and wellbeing, to share practical advice. The topics have been curated to ignite conversation and share scientific knowledge and best practice. 


We will look at the common symptoms of stress & anxiety, what they mean, why you struggle with them and some of the ways in which you can learn to control their effects. The resilience webinar will help you to look after your own mental wellbeing and also help others. 


An introduction to non-confrontational de-escalation skills through listening and communication, awareness, behaviour management, personal safety and supporting an individual with mental ill health related crises.

How can equality and diversity be promoted in the workplace?

First and foremost, resource is essential, namely a budget for EDI initiatives and an experienced professional. Although it is a relatively new field, there are already many professionals with great experience who can set up EDI initiatives for you or run diversity and inclusion training for you. If you don’t have this in-house, Siren Training consultants are a great resource. Secondly, senior leadership needs to promote any EDI initiatives. Without buy-in from the top, change, which is already slow by nature, will be minimal. Finally, passionate colleagues will be invaluable to promote equality, diversity and inclusion either in the form of EDI champions, or perhaps via employee networks.

What are the challenges of equality and diversity in the workplace?

The major challenges of EDI generally revolve around getting buy-in and support from leaders to drive change, poor data quality, and too little resource. Other micro-challenges include low rates of staff sharing data, EDI work being siloed in only some parts of the organisation, and lack of accountability. However, if you tackle the larger, more strategic challenges, the smaller obstacles are generally easier to tackle.  There is no right or wrong way to go about surmounting these challenges. Each organisation is unique, and will need their own EDI strategy and action plan that supports progress on EDI.

Mental Wellbeing at the Workplace

Please click on the button below and download our visuals and content about the mental health wellbeing sessions. 

What are employee responsibilities for equality and diversity in the workplace?

Most organisations will already have an inclusion or anti-discrimmination policy, or a respect in the workplace policy, which means employees are expected to treat all colleagues with respect and dignity, which covers inclusion.  Bullying and harassment policies expect colleagues to report instances of bullying and harassment in addition to discrimmination, whether this is direct, indirect, or third-party. Organisations should ensure all colleagues know the process for this should they need to raise an issue. However, much more important than policy is the workplace culture. These are the small and unspoken rules that govern the way a business is run and employees interact. An example is the expectation that all employees be available around the clock, or that junior colleagues are always note-takers in meetings. Workplace culture is essential to how included colleagues feel, and is always scrutinised by EDI practitioners. But workplace culture is made up of colleagues, and it is the responsibility of all colleagues to create and contribute to a culture that is respectful and inclusive of others

How to create effective diversity and inclusion strategy in the workplace?

An effective DEI strategy is evidence-based (understanding your data) and has an accompanying action plan that sets out a roadmap for progress towards specific, measurable targets. The challenge with this is more often than not, prioritisation. There are potentially hundreds of activities and policies an organisation could focus on with a DEI lens, so understanding their unique challenges and drivers for success and then prioritising based on resource and impact is key. Also crucial is accountability and ownership of the strategy, which needs to be owned by leaders, rather than HR, who are accountable for success.

If you are still not convinced, read our happy customers' reviews

They simply are amazing! I attended the full 2-day Mental Health First Aid course. The instructor, Kate, was great and excellent feedback has been given to MHFA England.... read more

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My experience was fantastic with Mick Veasey, is great tutor and very professional teacher properly. Thank you for everything.

thumb Francisco Neto

1st Aid At Work 3 Day Course The Teacher Jonas is a fantastic and a truly inspirational instructor and trainer. I have attended many First Aid courses but this was by far... read more

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