Equality Act training gives UK teams a clear understanding of the legislation that protects people from discrimination, harassment and victimisation at work. But knowing what the law says is only part of the picture. People also need to understand what fairness, inclusion and respect look like in the everyday decisions and interactions that shape working life.

At Mix, we bring the Equality Act to life through relatable stories, practical examples and, where available, insights from your own employee data. We explore protected characteristics alongside the assumptions, preferences and biases that can influence behaviour, helping colleagues recognise where discrimination can happen and make fairer, more informed decisions.

Our Equality Act training is designed to feel relevant to real working life, rather than simply becoming another compliance exercise. We can also adapt the learning for global audiences, while making sure UK legal requirements remain clear and giving people practical tools they can apply every day.

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Make Fairness Part of Work

Help colleagues recognise bias and make more inclusive decisions.

Get in touch

The Mix Difference

Making the Equality Act feel human

 

At Mix, our approach to Equality Act training reflects one of our core values – being candid but kind. We start from a simple place: most people want to work somewhere where everyone is treated fairly. But when work gets busy, it’s not always easy to stop and consider how protected characteristics, stereotypes or our own assumptions might influence everyday decisions.

That’s why our training goes further than listing protected characteristics or explaining what people shouldn’t do. We make the subject human, relatable and practical, helping people recognise what fairness, inclusion and legal responsibility actually look like in their working lives.

For bespoke programmes, we’ll connect the learning to your organisation’s existing values, behaviours and priorities. Where relevant, we can also explore how a better understanding of the Equality Act can support wider goals – from making fairer decisions to understanding different customer groups and recognising situations where unfair treatment might otherwise go unnoticed.

45%

of UK adults say they’ve experienced some form of workplace discrimination
(Ciphr Workplace Discrimination Research 2025)

50.4%

of employment tribunal claims received by Acas between April 2024 and March 2025 related to discrimination
(ACAS)

99%

of learners would recommend Mix training to a colleague
Mix feedback research

What You’ll Get

Candid conversations. Practical action. Stronger culture

 

Our Equality Act training gives colleagues a comprehensive understanding of the legislation, while connecting it to the everyday behaviours and decisions that shape your culture. Depending on your organisation and priorities, learning can include:

  • A clear understanding of the Equality Act 2010 – including protected characteristics and individual responsibilities at work.
  • Greater awareness of discrimination and unfair treatment – helping people recognise where problems can arise in everyday working life.
  • More inclusive decision-making – exploring how assumptions, preferences and stereotypes can influence choices and behaviour.
  • Confidence to challenge inappropriate behaviour – giving colleagues practical ways to respond when something doesn’t feel right.
  • Stronger workplace relationships – supporting respect, collaboration, curiosity and belonging across different teams and experiences.
  • Learning connected to your culture – with bespoke training aligned to your existing values, behaviours and organisational priorities.
  • A focus beyond compliance – using greater understanding to support employee experience, engagement and your wider employer value proposition.

Ultimately, this is about more than reducing legal risk. We want people to understand their responsibilities and put that knowledge into practice – creating a fairer, more respectful workplace where colleagues feel valued, different perspectives are welcomed and everyone has the opportunity to contribute at their best.

Build Understanding. Change Behaviour.

Give people practical tools to put Equality Act principles into action

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Explore Solutions

Equality Act training built around you

 

Our Equality Act training is most often delivered across whole teams, giving colleagues a shared understanding of their responsibilities and what fairness and inclusion look like in practice. We can also tailor learning specifically for People and HR teams or managers, with a greater focus on their responsibilities and the decisions they make.

Training can form part of onboarding or your wider EDI programme, using off-the-shelf or bespoke eLearning, workshops and hybrid and blended learning solutions. From there, we can explore specific protected characteristics through deeper learning, keynotes or Lunch & Learns, or work with boards, senior leaders and People teams on wider culture and people priorities.

Whether you need a straightforward introduction to the Equality Act or want to connect it to a broader programme of learning and culture change, get in touch to discuss the specifics for your organisation.

"All sessions created great engagement across our business, but the leadership session was one of the most insightful I’ve been part of. Our leaders didn’t just show up, they leaned in. They shared personal stories. They asked tough questions. They were willing to sit in uncomfortable moments (including a couple of role plays!) because they know avoiding these conversations causes far more harm."
"I just wanted to say thank you for an excellent training session. It was really engaging and you naturally captured the attention of everyone in the room! Feedback has been really great and there is a lot of follow up action happening already with our leadership team."
"We can’t thank you enough for the difference that access to your EDI library will make for us, in ensuring that we continue to foster a safe and inclusive workplace for our staff, and to do right by the communities we engage with around the world."

Frequently Asked Questions

The Equality Act itself is specific to the UK, but many countries have similar legislation around discrimination, harassment and fair treatment at work. When we deliver this content to global teams, we would usually explain the UK protected characteristics and legal context, while also encouraging people to understand the relevant laws and expectations in their own location. The practical tools and behaviours that follow are still globally relevant, because fairness, inclusion and respect matter in every workplace.

Yes, absolutely. Equality Act training can work really well as part of general onboarding or early-stage upskilling. We have often created e-learning for this purpose, either as an off-the-shelf option or as something more bespoke that reflects the organisation’s own policies, values and working context.

Wherever possible, we would recommend this. Managers and leaders have a different sphere of influence, and often a different level of responsibility when it comes to equity, discrimination and fair decision-making at work. Team members need to understand expectations and behaviours, while managers may need more support with areas such as recruitment, performance conversations, reasonable adjustments, handling concerns and role-modelling inclusive behaviour.

Yes, we can absolutely do this where it is useful. Some organisations have specific priorities or targets that make it helpful to focus on a particular protected characteristic. Others prefer a broader introduction to the Equality Act and wider inclusion principles. In some cases, we might also go beyond the protected characteristics to talk about diversity in its widest sense. This can land well because it helps people see themselves in the conversation, rather than feeling that the training is only about certain groups.

By completing this training, colleagues will develop a clearer understanding of their responsibilities under the Equality Act 2010, helping to reduce risk and support greater compliance across the organisation. But what makes Mix different is that our background isn’t in law or compliance but in communications and culture. We help organisations to exceed compliance expectations with training that delivers impactful ROI through improve engagement, collaboration and belonging scores.

The training provides a strong foundation for building a positive and inclusive workplace culture. By increasing awareness of fairness, inclusion and the impact of everyday behaviours, it can help strengthen key cultural pillars such as respect, collaboration, curiosity and belonging. Colleagues are better equipped to challenge inappropriate behaviour, make more inclusive decisions and work effectively with people whose experiences and perspectives may differ from their own.

Over time, this can contribute to a more respectful working environment, stronger team relationships, improved employee experience and a culture where everyone feels valued and able to perform at their best. This is about more than avoiding tribunals, it’s about enhancing the EVP of your organisation.

Equality Act training is often a good starting point in an organisation’s wider EDI journey. It can work well as part of onboarding, which is something we often do, particularly through e-learning. That might be an off-the-shelf module where the need is fairly straightforward, or something more bespoke where the organisation wants the content to reflect its own values, policies and working context.

As a next step, we can also take a deeper look at specific protected characteristics or moments in the inclusion calendar. For example, one of our keynote speakers could deliver a lunch and learn linked to an awareness day, Pride Month, or another relevant campaign. This can be a useful way to build on the core training without asking people to take on too much at once.

We can also step up into more strategic work with boards, senior leaders or People teams. This is less about explaining the Equality Act in isolation and more about helping leaders think through their wider people and culture strategy. The question is not only whether the organisation is compliant, but whether it is creating the conditions for people to do their best work and for the organisation to meet its goals.

Case Studies

Training, consultancy and expert guidance – all in one trusted partner

 

We’re proud to work with organisations across both the public and private sectors, including many FTSE 100, FTSE 250 and Fortune 1000 companies. The case studies below offer a snapshot of the work we do and the impact it has for our clients. To discuss your specific needs and goals and find out if we’re the right fit, get in touch or book a free 15 minute consultation call.

No two organisations are the same. Some are at the start of their inclusion journey, beginning to explore how bias and stereotypes may be affecting their culture, policies or processes. Others have already made significant progress, with initiatives such as flexible working, mentoring programmes and employee networks firmly in place.

Wherever you’re is starting from, we’ll support you – as partners, ‘critical friends’ and allies – to help you create meaningful and lasting change.

Case Study: Specsavers

We partnered with Specsavers to deliver a truly bespoke, globally relevant inclusion and wellbeing programme for both operational managers and senior leaders. Our collaboration focused on aligning values, challenging assumptions, and tailoring learning to different cultures and territories, ensuring practical impact across eleven countries.

Read case study

Case Study: Brewers Decorators

Brewers Decorator Centres partnered with Mix to strengthen inclusive leadership across the business. Through tailored training for managers, inclusion became part of everyday leadership conversations – building confidence, improving effectiveness, and supporting Brewers’ mission to be a great place to work.

Read case study

Case Study: Building a Speak Up Culture in a Global Law Firm

We partnered with a global law firm to deliver advanced, regulation-aligned leadership training on sexual harassment prevention and speak up culture. Co-created and highly tailored, the programme equipped senior leaders with practical skills and confidence, achieving strong engagement and a marked shift from theoretical understanding to practical application.

Read case study

Thought leadership

Expert insights, tips and resources for a better workplace culture

View resources
Cultural Diversity | 20 August 2026

Cultural Inclusion: How to Lead Effectively Across Cultures

How can leaders stop cultural differences from becoming barriers to communication, collaboration and performance? Hayley Barnard explains how cultural curiosity, clearer expectations and more inclusive ways of working can help culturally diverse teams thrive.

Read article
Case Studies | 13 August 2026

Case Study: Building Inclusive Leadership Across 11 Countries

Specsavers, one of the world’s largest optical and audiology businesses, partnered with Mix to build inclusive leadership capability across its global workforce. Together, they created a bespoke programme that challenged assumptions, supported cultural change and aligned with company values, then scaled it globally through localisation and a train-the-trainer model.

Read article
Inclusive Leadership | 11 August 2026

Inclusive Leadership Guide

A Mix deep-dive into Inclusive Leadership: what it means, why it matters, what it looks like, common challenges and how to bring it into your organisation (and make it stick).

Read article

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