EDI training is often one of the first things an organisation does when it wants to take action on equity, diversity and inclusion. A webinar here, a workshop there, perhaps a powerful personal story shared at a team meeting. It shows you are doing something. It signals that inclusion matters.
But here is the hard truth: training alone does not change culture.
Awareness is not the same as action. A great speaker might move people emotionally in the moment, but what happens the next day when the system still works the same way? When the same behaviours are still being rewarded or ignored?
EDI training is a start, but it cannot carry the whole strategy.
EDI training comes in many forms, none of them magic
Let us be clear. There are different types of EDI training. Awareness sessions, storytelling events, webinars, workshops, e-learning, coaching. They all have a place. They can prompt reflection, build empathy and offer useful tools.
But these things are often delivered in isolation. And even when you roll out more than one format, it is not enough on its own. Why? Because without structure around it, even good training fades fast. People might learn something new, but go back to working in an environment where old habits go unchallenged.
Engagement is not the same as behaviour change. And behaviour change does not stick if the system does not shift too.
EDI is not an event. It is the way your organisation works.
True inclusion is not something that sits in a one-hour session. It lives in your systems. It is reflected in how people are treated, how decisions are made and who gets listened to.
Think about your HR team. If you are serious about equity, diversity and inclusion then it needs to run through:
- How you recruit and select candidates
- The suppliers and partners you choose to work with
- The way training is designed and delivered
- How reward decisions are made
- How you shape your employee value proposition
- How you lead your team and make decisions every day
EDI is not a standalone project. It is a golden thread. It should show up in every conversation, every decision and every policy. If it does not, then it is just noise.
So what else do you need beyond training?
If we want real change, we need more than awareness. We need action. That means:
- Visible leadership: not just approval from the top, but role modelling and follow through
- Inclusive systems: processes that are fair, consistent and open to challenge
- Psychological safety: where people feel safe to speak up, push back or ask for support
- Good data: not just representation numbers, but insights on belonging, progression and trust
- Time and space: because doing this work properly takes commitment and resource
This is not about perfection. It is about making a plan and being honest about where you are. Then taking action to move forward.
What training can do when it is part of something bigger
Training still matters. But it works best when it is part of a wider strategy. That is when it can:
- Build shared language and spark meaningful conversations
- Help people understand complex topics like privilege or bias
- Strengthen team dynamics and allyship
- Equip managers to lead more fairly and consistently
When training is backed by real change in policies, behaviours and leadership, it becomes powerful. On its own, it is just a message. With support, it becomes momentum.
Final thoughts: This is not a one-off
If you are still thinking of EDI as a programme or a one-off campaign, you are missing the point. Inclusion is not just something you say, it is something you do. Every day.
Organisations need to stop looking for quick wins. They need to stop relying on standalone sessions to do the work of systems change.
If you are serious about EDI, show it. Make it the golden thread. Let it shape how you work, how you lead and how you grow. That is how you build trust. That is how you build culture.
And that is when training stops being a tick box and starts being a step forward.
For more information on developing your EDI strategy, creating an inclusive workplace culture, or accessing training resources, contact Tell Jane. We offer businesses of all sizes and across all sectors access to an anonymous employee reporting hotline and consultancy services to help tackle harassment effectively.
