Equality, Diversity & Inclusion Training for Governors and Trustees

This short, 90-180 minute, training course brings Governors and Trustees up to date on the very latest developments and requirements for Equality, Diversity & Inclusion.

Course content is aligned to latest governance expectations of inspection bodies such as Ofsted and the Charity Commission and incorporates good practice expertise from the Equality and Human Rights Commission (EHRC).

Your governing body will face an array of issues and reports to read and address, across a wide range of complex topics. This training is designed to bring them up to date on the very latest in EDI in an easily accessible way.

This practical and engaging session helps governing body members understand their responsibilities, challenge effectively, and provide assurance that equality, diversity and inclusion are being addressed appropriately within their organisation.

Governance and EDI can be a dry and dusty subject. From the outset we bring the topic alive with: –

A locality focus
Case Studies-Benchmarking Ideas that have worked
Open honest debate
Do’s and Don’ts

Final content and duration will be tailored to the precise needs and time availability of your members’; we appreciate that many members will be busy people, with demanding day jobs. We can deliver outside of normal working hours if required. We include pre-course scoping to finalise and individualise content.

Content typically includes

An update on the ever-changing equality, diversity, and inclusion landscape.
A brief stocktake on the key laws and regulations
A focus on prevailing and expected legal changes which governors need to know
The precise EDI requirements expected of governing bodies by regulators such as Ofsted and the Charity Commission – others where appropriate
Ideas and initiatives that have worked well for other governing bodies
Perceptions of your governing body members
Action Planning – Next Steps

Training Course Learning Outcomes

What outcomes can we expect from the training?

Participants will leave with:

A clearer understanding of their EDI governance responsibilities.
Greater confidence in providing challenge and assurance.
Improved Awareness of current legal and regulatory expectations.
Practical ideas and examples of effective governance practice.

Dovetailing with Your Policies and Procedures

To maximise and contextualise learning we like to include information from your own equality policies into the training. We do not charge extra for this. We treat all policies and procedures sent to us as strictly confidential and for use only within the specific training assignment.

We will ask you about training that has been provided under the above headings together with notable achievements and future plans. You may also have a recent regulator report we can draw upon as background.

Every Governing Body is Different.

We therefore begin with a short scoping discussion to understand your organisation, members and priorities before agreeing the final programme.

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FAQ – Frequently Asked Questions about EDI Corporate Governance

How can Trustees and Governors be confident they are meeting their EDI responsibilities?

Confidence comes from having up to date knowledge on the latest developments and good practice relative to a strong understanding of their own organisations policies and procedures, coupled with review of the extent to which they are being implemented. Receiving positive replies, from Senior Leaders, to probing questions coupled with the knowledge that EDI considerations have been embedded within governance, risk management, and strategic planning processes strengthens confidence.

What questions should Governors and Trustees be asking about EDI?

Effective governing bodies should seek assurance on matters such as workforce diversity, service-user outcomes, complaints and grievances, recruitment practices, inclusion initiatives, legal compliance, and progress against organisational objectives.

How can a governing body provide assurance on EDI?

Assurance may be obtained through reviewing performance data, monitoring action plans, scrutinising policies, considering stakeholder feedback, receiving regular reports, and evaluating progress against agreed objectives.

Why is EDI a governance issue rather than just an HR matter?

Boards and governing bodies are responsible for ensuring their organisation complies with equality legislation, manages risk effectively, promotes good governance, and delivers equitable outcomes for stakeholders. EDI therefore forms part of a governing body’s oversight and assurance responsibilities.

What are the responsibilities of Governors and Trustees in relation to EDI?

Governors and Trustees are responsible for ensuring appropriate policies, oversight, challenge, and accountability arrangements are in place. They should be able to demonstrate that EDI risks, opportunities, and outcomes are considered as part of strategic decision-making.

What are the risks of poor EDI governance?

Risks can include legal claims, regulatory criticism, reputational damage, reduced stakeholder confidence, poor organisational culture, recruitment and retention challenges, and missed opportunities to improve outcomes.

What evidence do regulators expect governing bodies to have?

Regulators increasingly expect boards to demonstrate awareness, oversight, challenge, and action regarding equality, diversity, and inclusion. Expectations vary by sector but generally require evidence of informed governance rather than passive compliance.

Does good EDI governance require quotas or positive discrimination?

No. Good EDI governance focuses on fairness, equality of opportunity, legal compliance, inclusive decision-making, and addressing barriers where they exist. The course explains the legal framework and common misconceptions.

How should EDI be reflected in board decision-making?

EDI considerations should be incorporated into strategic planning, policy development, risk management, organisational culture, service delivery, workforce matters, and major decisions that may affect stakeholders.

Should governing bodies monitor diversity data?

Many organisations benefit from monitoring relevant diversity and inclusion data to identify trends, risks, disparities, and opportunities for improvement.

How can governing bodies challenge constructively on EDI issues?

Constructive challenge involves asking informed questions, seeking evidence, understanding context, and focusing on outcomes rather than assumptions.

Is EDI still relevant if our organisation has had no complaints or legal challenges?

Yes. Effective governance is proactive rather than reactive. Governing bodies should seek assurance that policies, practices, and culture support fairness and inclusion before problems arise. Continued Improvement should be championed rather than just accepting existing practice.

What does good EDI governance look like in practice?

Good EDI governance is proportionate, evidence-based, aligned to organisational objectives, informed by stakeholder needs, and integrated into existing governance processes rather than treated as a standalone initiative.

FAQ - Frequently Asked Questions about this Training

If you can’t find the answer you’re looking for, feel free to contact our support team.

Why should you use Concrew Training?

Specialist HR, Employment Law & Compliance training provider
We reference to official Government bodies such as ACAS, ICO, EHRC
Content tailored to your policies and procedures
CPD certificates included
12 months of post-course support
UK-wide delivery
Online and face-to-face options
Open and transparent pricing

What information is available on course content?

We publish detailed course overviews for all courses. These provide indicative content based on the course learning plans. Final content is tailored to each client’s individual requirements.

What other information is available on individual courses?

Free reference guides and resources to help employers evaluate training quality and improve workplace compliance

Downloadable resources available via our website
Customer feedback and testimonials published on our website

Can you include our company policies and procedures in the training?

Yes. We actively encourage this approach. Including your policies and procedures helps demonstrate how, where, and why good practice applies within your organisation. This contextualises the learning, improves engagement, and increases the practical value of the training. There is no additional charge for incorporating your policies and procedures.

How long doES THis Course last?

This course lasts between 90 and 180 minutes dependent on depth of coverage and the time allocated to questions and answers. Most courses are delivered in 90 Minutes,

Condensed 3-hour sessions available
Extended sessions are available where required – for example to address specific issues

How many people can attend each course?

Online courses: up to 15 participants
Face-to-face courses: up to 20 participants

Where does Concrew Training deliver training?

Online: via your preferred video conferencing platform (Zoom, Teams, etc.) across the UK
Face-to-face: on your premises in England, Scotland, and Wales

How much does THis training cost?

The exact cost varies according to duration, online/face-to-face and payment terms. We publish typical prices for 3 hour sessions, 90 Minute sessions are typically 10% cheaper.

What are your courses like?

Our courses are delivered as interactive workshops rather than traditional lectures, and typically include:

Subject specialist input
Interactive quizzes
Group discussions
Practical exercises
Real-world case studies

We incorporate your organisation’s policies and procedures wherever possible to ensure the learning is relevant, engaging, and immediately applicable.

Who delivers the training?

Training is delivered by experienced subject specialists with extensive knowledge in their field. Our trainers:

Have significant practical experience
Can answer most participant questions during the session
Provide follow-up responses for complex questions
Are skilled facilitators who make technical subjects engaging

Do you issue CPD certificates?

Yes. All participants receive a CPD certificate detailing learning hours completed and headline course content.

Who uses your training services?

We work with organisations of all sizes, including:

Large international organisations
Public sector employers
Charities and not-for-profits
SMEs and local businesses

Attendees commonly include directors, senior leaders, HR professionals, operational managers, line managers, employee representatives, and staff teams. Customer feedback and testimonials are available on our website.

Why should I book a Concrew Training course?

Our training is:

Delivered live by subject specialists
Designed for real-world application
Suitable for teams of up to 20 participants
Available face-to-face in England, Scotland, and Wales
Available online across the UK
Practical, engaging, and immediately applicable
High-quality and competitively priced

Suitable for directors, senior leaders, HR teams, operational managers, line managers, staff teams, and employee representatives.

How far in advance should we book training?

We recommend booking training 2–3 months in advance. Availability is generally good with a three-month lead time. Dates are only reserved once a booking is confirmed. Short-term bookings may be limited.

How do I book a course?

Complete our quote request form
Receive a formal quotation and provide any delivery details
Confirm your booking
Receive a formal Delivery Confirmation and “What Happens Next” guidance

Is there anything else I will need to do?

For online courses

Schedule the event on your video conferencing platform
Share joining details with attendees
Provide the trainer profile and course overview

For face-to-face courses

Book the room/venue and required equipment
Share trainer details and course overview with attendees
Print and provide handouts to the trainer prior to the session

After the course

Distribute post-course handouts and CPD certificates

How does your 12-month post-course support service work?

Email us with any training-related questions that arise following the course. We provide guidance and support relating to the training content covered.

Note: This service is not a substitute for legal advice.

What happens if I have more questions?

We’re here to help. You can contact us at any stage before, during, or after your training programme, and we will be happy to answer any questions you may have.