Creating a business case for EDI training
Building a business case for equality, diversity, and inclusion (EDI) training helps managers secure budget, identify who needs support, and explain why EDI training is important for compliance, culture, and performance.
This free guide walks you through the benefits of EDI training, covering the Equality Act 2010 responsibilities, including the recent legislation changes, that managers need to understand, and the steps involved in putting together a clear business case proposal.
Why EDI training matters for businesses
Diverse teams can bring different ways of thinking, problem-solving, and decision-making into the workplace. Our guide highlights the research-backed benefits of EDI, including stronger creativity, innovation, and team performance, as well as the growing expectation among new and prospective employees that their employers take inclusion seriously.
It also explains why businesses need to go beyond good intentions. Under the Equality Act 2010, employers must not unfairly discriminate against people with protected characteristics and should take all reasonable steps to prevent discrimination. EDI training can help managers understand these duties and reduce the risk of grievances, complaints, and tribunal claims.
How to build a business case for EDI training
The guide sets out a practical structure for creating a business case for EDI training.
Identify potential issues and risks
Review what is in place with regards to current policies, handbooks, and contracts. What is currently being done to actively promote EDI? Are there any current risks, and is decision making being challenged?
Identify the solutions
Consider EDI training alongside updates to policies, handbooks, contracts, and workplace adjustments.
Recommend the best solution
Explain why EDI training will help the business, using both commercial benefits and legal compliance requirements.
Set out resources, risks and timelines
Covers budget, manager time, funding opportunities, the risks of taking no action, and how progress will be reviewed after training.
Download the guide below to build a clear proposal for EDI training that supports compliance, reduces risk, and helps secure the learning and development investment your business needs.
Equality, diversity, and inclusion training works best when managers can apply it immediately in real workplace situations. Danton HR’s Equality, Diversity and Inclusivity Training helps leaders understand protected characteristics, discrimination risks, and inclusive practice from an employment law perspective. Learn more about the course or contact the Danton team to discuss training for your managers.
