Fair by design
Equality, inclusion and fair people management.
A day on fairness by design: equality foundations and law, the Public Sector Equality Duty, bias in people decisions, flexible working and harassment, disability and neurodiversity, inclusive culture and design, and what works.
- Level
- Immerse
- Learning time
- 11 hours 30 minutes
- Where
- Leading people
- Price
- £249
When you step up to a higher level, what you paid in the last 12 months for lower-level courses inside the bigger course comes off its price, in proportion to how much of each is inside it, whichever topic it's from. Courses at the same or a lower level don't give credit against each other. A Focus course or above always costs at least £15. Read the full terms
Certificate of Completion, or Certificate of Completion and Assessment with a short assessment
Overview and Outcomes.
Who It's For
Managers, HR leads and senior teams building fair and inclusive organisations
Overview
Public bodies carry a positive duty to think about equality in every decision, and staff and communities notice whether fairness is real. This day begins by separating equality, equity, diversity, inclusion and belonging, then the Equality Act 2010, the Public Sector Equality Duty and the Welsh socio-economic duty. Law in motion and the evidence on bias follow, then family rights, flexible working and harassment at work. Disability and neurodiversity run from Mike Oliver's social model to spoon theory and Nancy Doyle's spiky profile. It finishes on Schein, Edmondson, inclusive design, allyship, Dobbin and Kalev, and the Windrush, London Fire Brigade and Yorkshire County Cricket Club cases.
Aims
This day exists to help managers and senior teams build fairness in from the start: spotting legal risk early, showing due regard in real decisions, designing people processes on evidence, making adjustments with confidence, and building an inclusive culture that outlasts any single initiative or leader.
In summary, you will be able to:
- Plan an equality impact assessment that starts while options are open, and positive action that stays within the law.
- Apply process design, such as structured interviews and independent scoring, and hold adjustment conversations that remove barriers quickly.
- Judge what turns accepted recommendations into lasting change, and plan honest measurement of representation and experience with named accountability.
What you'll develop
By the end of this Immerse, you will be able to:
- Distinguish equality, equity, diversity, inclusion and belonging, and explain why each can be achieved without the others.
- Explain the three aims of the general duty in section 149 and the Brown principles that show whether due regard was given.
- Identify the main statutory family and caring leave rights and explain the protections that apply during pregnancy and maternity.
- Distinguish impairment from disability and compare the medical, social, biopsychosocial and human rights models, recognising which one a conversation is using.
- Explain how the Equality Act definition of disability applies to hidden, recurring, treated and fluctuating conditions, including mental health conditions.
- Identify Schein's embedding mechanisms, both day to day and through systems, and explain why they shape culture more than formal statements.
- Explain why presence is not inclusion, using the diversity bonus, Deloitte's six signature traits and peer-reviewed evidence on inclusive climates and psychological safety.
- Analyse a case by asking what the system did, not only what people intended, avoiding both the few bad individuals mistake and the everyone is guilty mistake.
Built from 8 parts.
11 hours 30 minutes of learning.
- 01The words, the law, the dutyEDI foundations, the Equality Act and the public sector dutyBitesize · Equalities and Diversity3 modules
- 02Law and bias, honestlyNew equality law and bias in people decisionsBitesize · Equalities and Diversity2 modules
- 03Fair treatment, flexible livesFlexible working, family leave, discriminationBitesize · People Management and Employment Law2 modules
- 04Disability, done rightDisability models, language, law and adjustmentsBitesize · Equalities and Diversity2 modules
- 05What you cannot seeHidden disabilities, long-term conditions and neurodiversityBitesize · Equalities and Diversity2 modules
- 06Trust at the heartCulture change, mergers and psychological safetyBitesize · Culture in Organisations2 modules
- 07Inclusion by designAccessible design and inclusive leadershipBitesize · Equalities and Diversity2 modules
- 08Making inclusion lastEDI data, targets, backlash and case studiesBitesize · Equalities and Diversity2 modules