Public Sector Equality Duty Training
Practical Public Sector Equality Duty training covering the Equality Act 2010, due regard, equality analysis, decision-making, evidence, engagement and inclusive public services.
Practical Public Sector Equality Duty training covering the Equality Act 2010, due regard, equality analysis, decision-making, evidence, engagement and inclusive public services.
The Public Sector Equality Duty is about making equality part of good public-sector decision-making. This practical course helps delegates understand what the duty requires, when equality considerations should inform decisions and how evidence, engagement and thoughtful analysis can support fairer policies, employment practices and public services.
The Public Sector Equality Duty, commonly known as the PSED, forms part of the Equality Act 2010.
It requires public authorities, and other organisations exercising public functions in relevant circumstances, to have due regard to specified equality considerations when carrying out their work.
The course moves beyond simply knowing that the duty exists. Delegates examine what having due regard can mean in everyday decision-making and how equality can be considered at an appropriate stage rather than added retrospectively.
When exercising their functions, organisations covered by the general duty must have due regard to the need to:
The PSED does not simply require an organisation to complete a particular form. The important issue is whether equality considerations have genuinely informed the decision-making process. Good records and equality analysis can help demonstrate that thinking, but the quality and timing of the consideration matter.
Delegates explore how equality considerations can be proportionate to the nature and significance of the decision being made.
A major service redesign affecting thousands of residents may require substantial evidence, engagement and analysis. A routine operational decision may require a different level of consideration.
The course helps staff develop the judgement needed to recognise when equality implications require closer examination.
Equality considerations are more useful when they inform the development of a proposal rather than being considered only after a preferred decision has effectively been made.
Delegates consider how early analysis can identify barriers, unintended consequences and alternative approaches while there is still an opportunity to influence the outcome.
This course is suitable for local authorities, NHS organisations, education providers, emergency services, government bodies, housing organisations and other organisations carrying out public functions.
It is particularly useful for senior leaders, managers, policy teams, HR professionals, commissioners, service managers, equality leads, project teams, governance professionals and staff involved in significant organisational decisions.
Identify relevant equality implications before decisions are finalised.
Use appropriate data, engagement and other evidence to inform understanding.
Make informed decisions and record relevant equality considerations.
Advancing equality of opportunity involves more than treating everybody identically.
The Equality Act identifies considerations including removing or minimising disadvantages, taking steps to meet different needs and encouraging participation where participation is disproportionately low.
Delegates explore how these principles can influence service design, employment, consultation, communication and organisational priorities.
The duty also includes having due regard to the need to foster good relations.
This includes tackling prejudice and promoting understanding. Delegates consider how this may connect with community engagement, organisational culture, communication and public-service delivery.
Good equality decision-making requires organisations to understand who may be affected and what those effects could be.
Relevant evidence might include workforce or service data, research, complaints, consultation, community engagement, employee feedback, previous equality analysis and the experiences of people affected by a proposal.
Delegates also consider what to do when information is incomplete rather than assuming that an absence of data means an absence of inequality.
Quantitative data cannot always explain why a difference exists or how a proposed change may affect people.
Engagement can provide valuable insight, particularly when people with relevant lived experience can identify barriers that may not be obvious to decision-makers.
The course considers how engagement can be meaningful and proportionate rather than tokenistic.
Many organisations use Equality Impact Assessments or similar equality analysis processes to structure their consideration of equality implications.
An EIA can be a valuable decision-making tool, but completing a template does not by itself establish good equality practice.
Delegates explore how analysis can identify potential positive and negative effects, consider mitigating action, document relevant evidence and support informed decisions.
A service is redesigned to reduce costs and increase digital access.
Who might benefit, who could face additional barriers and what evidence should decision-makers consider?
A seemingly neutral policy produces different consequences for particular groups.
How should those effects be investigated and taken into account?
A proposed saving changes the availability of a public service.
What equality information should be available before the decision is made?
The PSED is relevant not only to external services but also to public-sector employment functions.
Delegates consider how equality information can inform recruitment, progression, workforce policies, organisational change and other employment decisions.
Public bodies increasingly deliver services through contractors, commissioned organisations and partnerships.
Delegates consider where equality needs to be addressed during specification, procurement, commissioning, contract management and evaluation, while recognising that the precise legal responsibilities depend on the function and arrangements involved.
Senior decision-makers should be provided with sufficient relevant information to understand significant equality implications.
Delegates explore how reports, recommendations and governance processes can communicate equality considerations clearly rather than burying them within lengthy documents or presenting unsupported assurances that there is "no impact".
Instead of asking only, "Have we completed the equality section?", organisations can ask: "What do we know about the equality implications of this decision, what do we not yet know, and how has that influenced what we are proposing?"
By the end of the course, delegates should be better able to:
All our courses are tailored to ensure the training reflects your organisation's goals, public functions and priorities.
The course can be delivered face-to-face or online via Zoom or Teams.
To support participation, discussion and interaction, we recommend the following group sizes per session:
Need to train a larger workforce? No problem. We regularly work with organisations that need to train larger numbers of employees. Where appropriate, training can be delivered across multiple sessions to ensure everyone receives the same high-quality, interactive learning experience. We can develop a delivery programme to suit your workforce size, locations and timescales.
Please note: the half-day rate is not always available for face-to-face sessions.
Over 25 years' experience delivering equality, diversity and inclusion training, consultancy and professional development.
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