Most organisations know why inclusion matters. Fewer are confident about what it looks like in everyday behaviour — in a meeting, a recruitment decision, or a conversation with a customer.
At Understood, we design and deliver diversity and inclusion training that is clear, practical and human. We help people understand what inclusion means in their own role, recognise the biases that shape their decisions, and act with more confidence and care.
Our training sits alongside the UK legal context, including duties under the Equality Act 2010 and the equality action plans that employers with 250 or more staff can publish voluntarily from April 2026, ahead of an expected move to mandatory reporting.
DEI training has a reputation problem. Too often it feels like a compliance exercise that leaves people more cautious rather than more capable.
Our approach is different. We start from real workplace situations, not definitions. Because of this, people engage with the content instead of sitting through it, and they leave with something they can actually use on Monday morning.
The focus is not on guilt or getting it wrong. Instead, we build understanding, confidence and practical skill.
Designed for all employees, managers and customer-facing teams
Our core diversity and inclusion training helps everyone understand what inclusion means in practice and how everyday behaviour shapes workplace culture.
The training supports people to:
Sessions run online or in person and work well as mandatory training across the organisation.
For focused work on harassment at work, see our workplace sexual harassment training.
Around one in four UK adults is disabled, and most disabilities are not visible. Our disability awareness training helps customer-facing teams offer a genuinely accessible experience rather than an intended one.
The training supports people to:
We often build film into this training – real stories from real customers and colleagues tend to land in a way a slide never will. See our film and video production work.
This works particularly well for frontline, transport and service teams.
Training changes behaviour. Strategy makes it stick. Our DEI consultancy helps organisations build an inclusive culture that holds up beyond the training room.
We offer:
We help you align with legal obligations while improving employee experience and business performance.
We design sessions for all employees, People Managers, senior leaders, HR teams and frontline or customer-facing teams. Most run between 60 and 90 minutes, depending on the audience and the depth required.
Every organisation is different, so we tailor the content to your policies, your people and the situations your teams actually face.
Training isn’t mandated by name. However, the Equality Act 2010 places duties on employers to prevent discrimination, harassment and victimisation, and training is one of the clearest ways to evidence reasonable steps. From April 2026, employers with 250 or more staff can publish voluntary equality action plans covering the gender pay gap and menopause support, with mandatory publication expected to follow.
At a minimum: what inclusion means in practice, how unconscious bias affects everyday decisions, what unacceptable behaviour looks like, and how to be a more inclusive colleague. Ours also covers the business case and the legal context.
Diversity is who is in the room. Equity is making sure people get what they each need to take part fully. Inclusion is whether people feel able to contribute once they’re there. Organisations often achieve the first without the other two.
Most sessions run between 60 and 90 minutes. Length depends on the audience and the depth required — leadership groups usually need longer than all-staff sessions.
We align content with your policies, language and sector, and adapt scenarios to the situations your teams actually encounter.
