Legal frameworks

Providing training on EDI is not a legal requirement for organisations within the UK, however it is often the first concrete action that is put into place when library managers attempt to make a library more diverse, inclusive and equal. Frequently, EDI training is given to new staff, or possibly given yearly to existing staff on a level with subjects such as cyber security and fire risk. However, this is not always the case – sometimes training is voluntary. Unfortunately, voluntary training can lead to a situation where you are preaching to the choir, with those who could most benefit from the training failing to prioritise it. Without compulsory training, it is difficult to ensure that all staff members understand the expectations of them, and of patrons, and know how to deal with situations when they go wrong.

If your organisation provides training already, now might be a good time to look at what it contains, ensure it is up to date regarding legal require ments, and decide whether the content reflects the EDI environment that you are building within your organisation. If the training simply describes the Equality Act 2010, you may wish to look at alternative providers or additional training material.

Many organisations buy in training courses rather than creating their own, which is often the most cost-effective method of providing training and likely to provide higher production values than a course which is created in house. However, it is important that the training is assessed for suitability.