Report: How to create a learning programme for equity, diversity and inclusion

Helping you incorporate EDI into your learning and development plan

The report aims to guide charities through creating a successful EDI learning programme. There is no ‘magic wand’ or ‘silver bullet’, it takes time and there’s a lot to do, but we hope you’ll find the guidance and tips in this report valuable.

It is written by Nathan Nalla, Founder and Director of Be the Riot, and includes some incredible case studies from members of the Charity Learning Consortium, including;

    • Leeds University Union
    • RSPCA
    • Shaw Trust
    • Shelter
    • World Vision UK

    You can download the report in full or in six separate parts.

    The report is split into six sections and each can be downloaded individually. It is designed to be reader friendly and efficient, so you can break it up and plan the read around your own schedule. We also wanted to make sure those who are already implementing an EDI strategy can jump into this report at the exact point where help and guidance is needed.

    Part 1: A learning and development plan for EDI 

    For an organisation to try and get EDI right, it usually means cultural change. An EDI learning plan is crucial for that, but ultimately it will only be successful if people change. Learning about EDI isn’t just about imparting knowledge, it’s very much linked to the purpose and values of your organisation. This section includes:

    • Ways to get started with your EDI plan
    • How to analyse the knowledge you already have
    • Guidance on creating action points and deciding the outcomes you want to achieve
    • A case study with Shelter

    Knowledge will probably vary quite broadly depending on a person’s experience, their proximity to underrepresented groups and their passion for the subject.

    Download part 1

    Part 2: A partnership approach to EDI 

    Even for the most experienced L&D practitioner, creating and implementing a plan for EDI can seem tough. This part includes:

    • The value of partnerships in the EDI space 
    • Tips on collaborating with key people to help tackle challenges such as subject matter expertise and sensitivity
    • A case study with World Vision 

    Download this today and don’t forget to read the other sections of the EDI report too.

    “Cultural change starts at the top. Senior leaders should be leading by example.”

    Download part 1

    Part 3: Embedding EDI into all learning 

    Stand alone EDI courses shouldn’t be your only approach to EDI. Staff should recognise that it’s their responsibility to work consistently to EDI principles – it’s part of doing a good job. EDI shouldn’t be seen as extra work, or a fad, it should be integrated across everything. This part of the report includes:

    • Action points, tips and cautionary advice for embedding EDI
    • A case study with Shaw Trust

    Don’t just outline the challenges, talk about the solutions.

    Download part 3

    Part 4: Designing eLearning

    The most effective EDI learning content facilitates discussion and creates space for personal reflection. Discussion encourages people to share their views, ask questions, challenge other people’s views and in turn be challenged while reflection is important for any form of self-development. This part of the EDI report takes you through five things to bear in mind when designing EDI learning, including:

    • Going beyond checklists
    • Appealing to hearts and minds
    • Creating a learning journey
    • Looking for biases and assumptions
    • Being aware of subliminal messages
    • A case study with RSPCA

    Only so much can be achieved through a one-off workshop or series of workshops.

    Download part 4

    Part 5: Facilitation

    L&D in EDI requires incredibly careful facilitation. You might use experienced staff alongside specialist external facilitators. Whatever approach you take, you want facilitators who are well-skilled in managing difficult subjects and uncomfortable conversations. This part of the EDI report includes: 

    • Creating a safe space
    • Ways to look after your facilitators
    • Dynamics that could derail discussions
    • Dealing with delegates in the spotlight
    • Facilitation techniques for responding to emotional distress
    • A case study from World Vision UK 

    Facilitators should always take a zero-tolerance approach to offensive comments or abusive behaviour.

    Download part 5

    Part 6: Evaluation

    With any form of learning, it’s crucial to measure the outcome and impact. It’s not enough to sit back and assume that your programme is leading to desired change. This is especially important when it comes to EDI. This part of the report includes: 

    • The distinction between: input data, output data, outcome data and impact data
    • The last and final step of an EDI strategy (but that’s not to say the EDI effort stops there; EDI is a continuous matter that constantly needs to be reviewed)
    • A case study with Leeds University Union

    This is the last part of the EDI white paper so make sure you go back and download the other sections if you haven’t done so already.

    Success doesn’t mean that you have to reinvent the wheel.

    Download part 6

    CL Consortium Ltd
    Vine House, Selsley Road,
    Stroud, GL5 5NN