How to create a learning programme for EDI

EDI has become a top priority for all organisations and especially charities. A new report published by the Charity Learning Consortium explains how to create an effective learning programme in equity, diversity and inclusion to help drive cultural change.

A new report, published by the Charity Learning Consortium, explains how to create an effective learning programme in equity, diversity and inclusion (EDI). Written by Nathan Nalla, the report is split into six key sections and includes:

  • Three questions you need to address before creating a learning plan for EDI 
  • A partnership approach to EDI – with a focus on why, when and who you should partner with
  • Embedding EDI into all learning
  • Five things to bear in mind when designing EDI learning 
  • A spotlight on facilitation
  • Ideas for evaluating outcome and impact

It’s packed with action points and useful hints and tips and Nathan also explains why unconscious bias training often fails. It also features case studies with Shelter, World Vision, Shaw Trust, RSPCA and Leeds University Union, showcasing the work of members of the Consortium. 

The report complements a series of videos focused on EDI, also created by the Consortium. The videos both help inform charity learning practitioners and can also be used as part of blended learning programmes, to highlight specific issues and kick start discussion.

Report author Nathan Nalla, founder and Director of Be The Riot, explains the need for these resources: “Equity, diversity and inclusion has become a top priority for all organisations, but particularly for charities. Historically, people have looked to charities to be the leading lights when it comes to issues of justice, equality and human rights, so it’s crucial that workplace EDI is more than just a tick-box exercise. This means making it an organisational priority, embedding EDI into the very fabric of an organisation. An essential part of this work is educating employees and raising awareness of EDI-related issues.”

Martin Baker, founder and CEO of the Charity Learning Consortium, said of the white paper: “If you want to positively influence the culture within your organisation you’ll find something here to inspire you. None of us are anywhere near having all the answers or all the solutions so I’m particularly grateful to Shelter, World Vision, RSPCA, Leeds University Union and Shaw Trust for allowing us to showcase their work. Wherever you are on your EDI learning and development  journey, the most important thing you can do is to start.”

About the Charity Learning Consortium

The Charity Learning Consortium provides a suite of eLearning, a Moodle learning management system (LMS) and a vibrant community for members to connect and share good practice. You also get a whole host of other goodies as part of an annual subscription.

Hundreds of charitable organisations benefit from collaborating with us. Bringing them together enables the Consortium to offer cost-effective, quality eLearning to more than a million people across the UK. We’ve also worked with our members to design some unique functionality for the LMS we provide, which we’ve called RoadMap. Our collaborative approach paves the way for eLearning success, with ongoing support, fantastic networking opportunities, relevant workshops, and an inspirational Charity Learning Conference & Awards.

About Nathan Nalla

Nathan Nalla is the founder and Director of Be The Riot, supporting organisations to create an inclusive working culture through facilitated learning workshops, mentoring and consultancy services. Nathan has more than 10 years’ experience designing and facilitating learning content, as well as public speaking in a variety of contexts. He began his journey in EDI when working for a pioneering national charity called The Challenge, that focused on social integration and operated until 2019. He saw first hand the benefits of having people from different backgrounds working together, breaking down barriers and achieving great things for society.

Nathan’s experience includes delivering community LGBTQ+ equality programmes, working for Stonewall – Europe’s largest LGBTQ+ rights organisation – and supporting companies to develop LGBTQ+ inclusive policies and practices. Leading in house as a diversity and inclusion manager for Soho House, one of the world’s leading private members’ brands, Nathan led on the race, equity and mental wellbeing strategies, which included other aspects of diversity, taking an intersectional approach to workplace inclusion. As a man who is racialised as Black and identifies as gay, Nathan uses his personal experiences to shape his work.

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