Equality, diversity and inclusion is not just an HR value or “being nice” — it rests on the Equality Act 2010, which makes it unlawful to discriminate against people because of nine protected characteristics, and it applies to every employer in Great Britain. Getting it right is both a legal duty and what makes a workplace one where people actually want to work.
This guide explains what EDI means, the Equality Act 2010 behind it, the nine protected characteristics, the types of discrimination, and what good practice looks like.
What equality, diversity and inclusion mean
The three words are related but distinct, and it helps to separate them:
- Equality — treating people fairly and making sure they have equal access to opportunities. It does not mean treating everyone identically; it means removing disadvantage so everyone has a fair chance.
- Diversity — recognising, respecting and valuing the differences between people: background, culture, ability, beliefs and more.
- Inclusion — making sure people feel welcomed, valued and able to take part fully. Diversity is being invited; inclusion is being genuinely part of things.
A useful way to remember it: diversity is the mix, inclusion is making the mix work.
The Equality Act 2010
The Equality Act 2010 is the law that underpins EDI in England, Scotland and Wales. It brought together and replaced a patchwork of earlier anti-discrimination laws into a single Act. It makes it unlawful to discriminate against, harass or victimise people because of a protected characteristic, in work, education, and the provision of services.
The nine protected characteristics
The Act protects nine characteristics. It is unlawful to discriminate against someone because of any of them:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
The types of discrimination
The Equality Act recognises several forms discrimination can take — and they are not always obvious:
- Direct discrimination — treating someone worse than others because of a protected characteristic.
- Indirect discrimination — a policy or practice that applies to everyone but puts people with a particular characteristic at a disadvantage, without good justification.
- Harassment — unwanted conduct related to a protected characteristic that violates someone’s dignity or creates a hostile environment.
- Victimisation — treating someone badly because they made or supported a complaint about discrimination.
For disabled people there is also a specific duty to make reasonable adjustments — changing the way things are done so a disabled person is not put at a substantial disadvantage.
Why EDI matters for employers
The legal risk is real — discrimination claims have no upper limit on compensation at employment tribunal, and there is no minimum length of service required to bring many claims. But the case for EDI is bigger than avoiding claims: diverse, inclusive teams make better decisions, attract and keep more talent, and serve a diverse customer base better. Inclusion is what turns a diverse workforce into a high-performing one.
What good EDI practice looks like
- Clear policies, applied consistently — recruitment, promotion, pay and conduct free from bias.
- Training so everyone understands the law, recognises bias, and knows what is and is not acceptable.
- Making reasonable adjustments a normal, willing part of how you work.
- A culture where people can raise concerns safely and see them taken seriously.
- Treating people as individuals — which is exactly what person-centred approaches do in care settings.
Further reading
- Equality Act 2010
- Equality and Human Rights Commission — Equality Act 2010
- Acas — Discrimination and the law
Frequently asked questions
What is equality, diversity and inclusion (EDI)?
Equality means treating people fairly and giving them equal access to opportunities by removing disadvantage — not treating everyone identically. Diversity means recognising, respecting and valuing the differences between people. Inclusion means making sure people feel welcomed, valued and able to take part fully. A useful summary is that diversity is the mix and inclusion is making the mix work.
What is the Equality Act 2010?
The Equality Act 2010 is the law underpinning EDI in England, Scotland and Wales. It brought together and replaced earlier anti-discrimination laws into a single Act and makes it unlawful to discriminate against, harass or victimise people because of a protected characteristic, in work, education and the provision of services.
What are the nine protected characteristics?
The nine protected characteristics under the Equality Act 2010 are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It is unlawful to discriminate against someone because of any of these.
What are the types of discrimination under the Equality Act?
The main types are direct discrimination (treating someone worse because of a protected characteristic), indirect discrimination (a policy that applies to everyone but disadvantages people with a characteristic without good justification), harassment (unwanted conduct that violates dignity or creates a hostile environment), and victimisation (treating someone badly for making or supporting a discrimination complaint). There is also a specific duty to make reasonable adjustments for disabled people.
Why does EDI matter for employers?
There is significant legal risk — discrimination claims have no upper limit on compensation at employment tribunal and many require no minimum length of service. Beyond compliance, diverse and inclusive teams make better decisions, attract and retain more talent, and serve a diverse customer base better. Inclusion is what turns a diverse workforce into a high-performing one.
Equality, diversity and inclusion training
Our Equality, Diversity and Inclusion Awareness course covers the Equality Act 2010, the protected characteristics, the types of discrimination, and how to build a fair and inclusive workplace.
Related: What is the Care Certificate? · Person-centred care · What is safeguarding?
£9 per course. CPD accredited, 100 % online, verifiable e-certificate on completion. Pay for 2, get 3 — any 3 courses for £18.
Please note: this is a CPD-accredited awareness course and general information, not legal advice. Specific discrimination or employment-law questions should be referred to a qualified adviser or the relevant body such as Acas or the EHRC. The Equality Act 2010 applies in England, Scotland and Wales; Northern Ireland has separate legislation. It is not an Ofqual-regulated qualification.