Global Equality, Diversity and Inclusion eLearning Course

The Equality Act 2010 in the UK legally protects individuals from discrimination based on nine protected characteristics including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, gender, and sexual orientation, both in the workplace and in wider society. 

Key Indian laws include:

Factories Act, 1948 – ensures safe and fair working conditions.

Protection of Civil Rights Act, 1955

Maternity Benefit Act, 1961 – supports women’s rights during and after pregnancy. Equal Remuneration Act, 1976 – guarantees equal pay for equal work.

The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 - protects women from workplace harassment.

The Canadian Human Rights Act prohibits discrimination on the basis of gender, race, ethnicity and other grounds.

The following are the major anti-discrimination laws and programs:

The Canadian Human Rights Act

The Employment Equity Act

• The Federal Contractors Program
• The Legislated Employment Equity Program
• The Workplace Equity Information Management System

The Canada Labour Code 

Rights for foreign workers

The Human Rights Maturity Model

Australia’s framework includes several federal acts such as the Racial Discrimination Act (1975), Sex Discrimination Act (1984), Disability Discrimination Act (1992), and Age Discrimination Act (2004). Together, they protect against discrimination in education, employment, and public life. 

In the U.S, these are the three federal laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC), to protect employees from workplace harassment and discrimination:

Civil Rights Act of 1964 (Title VII), Equal Pay Act (1963), Age Discrimination in Employment Act (1967) (ADEA). 

Title I of the Americans with Disabilities Act (ADA) prohibits an employer from treating an applicant or employee unfavorably in all aspects of employment, with regards to their disability, history of disability or perceived disability.

The USERRA further protects military personnel from workplace bias.

Federal Law No. 29 of 2006 safeguards the rights of people with special needs, while

The Federal Decree Law No. 2 of 2015 prohibits all forms of discrimination, and Federal Law No. 10 of 2017 protects domestic workers’ rights.

Moreover, the UAE has ratified nine conventions of International Labour Organisation related to the rights of workers:

• Hours of Work (Industry) Convention, 1919
• Forced Labour Convention, 1930
• Labour Inspection Convention, 1947
• Night Work (Women) Convention (Revised), 1948
• Equal Remuneration Convention, 1951
• Abolition of Forced Labour Convention, 1957
• Discrimination (Employment and Occupation) Convention, 1958
• Minimum Age Convention, 1973
• Worst Forms of Child Labour Convention, 1999

Hong Kong enforces four key ordinances - Sex Discrimination, Disability Discrimination, Family Status Discrimination, and Race Discrimination, which together guarantee equality under the Hong Kong Bill of Rights. 

Japan’s major anti-discrimination laws include Labour Standards Act, Act on Stabilisation of Employment of Elderly People, Equal Employment Opportunity Act, Basic Act for Persons with Disabilities. These acts aim to eradicate workplace discrimination on grounds such as gender, ethnicity, nationality, religion, age and disability. 

The Republic of Korea ensures fairness in employment through several key laws - the Labour Standards Act, the Act on Prohibition of Age Discrimination in Employment and Aged Employment Promotion, the Act on Employment Promotion and Vocational Rehabilitation for Disabled People, and the Act on Equal Employment and Support for Work-Family Reconciliation. Together, these acts promote equal opportunities, prevent discrimination, and support a balanced, inclusive workplace. 

Implemented on January 1, 2008, the Employment Promotion Law aims to boost employment, balance economic growth with job opportunities, and maintain social harmony. It guarantees workers the right to equal employment, prohibiting discrimination based on ethnicity, race, gender, or religion. Workers facing discrimination can file lawsuits, and violators must compensate for damages. The law also requires all levels of government to actively eliminate discriminatory employment practices.

The Constitution of the Federative Republic of Brazil upholds equality by promoting the well-being of all people, without prejudice based on origin, race, sex, color, age, or disability. Under its Social Rights, it guarantees fair treatment for urban and rural workers, prohibiting discrimination in wages, hiring, and employment criteria based on sex, age, color, marital status or disabilities. 

Since 2000, EU legislation has expanded equal rights beyond gender to include race and ethnicity, religion and belief, disability, sexual orientation, and age, as outlined in the Amsterdam Treaty. The Equal Treatment Directive ensures equal opportunities for men and women in employment, vocational training, working conditions (including pay), and occupational social security schemes, promoting fairness and inclusion across all member states. 

Nordics (Denmark, Finland, Sweden, Norway, Iceland): Follow shared equality principles aligned with EU anti-discrimination laws as stated below:

Since 2000, EU legislation has expanded equal rights beyond gender to include race and ethnicity, religion and belief, disability, sexual orientation, and age, as outlined in the Amsterdam Treaty. The Equal Treatment Directive ensures equal opportunities for men and women in employment, vocational training, working conditions (including pay), and occupational social security schemes, promoting fairness and inclusion across all member states.

Singapore: Under Article 12 of its Constitution, all individuals are equal before the law and entitled to equal protection. Furthermore, there shall be no discrimination on the grounds of religion, race, descent, or place of birth. 

This course is ideal for

• Employees, as they often collaborate with peers from diverse cultures or engage with external vendors.
• Supervisors and managers, who lead teams comprising individuals from varied backgrounds.
• HR Professionals, responsible for shaping inclusive policies and ensuring fair workplace practices.
• And anyone seeking to advance Equality, Diversity and Inclusion initiatives within their organization.

Yes. The course uses relatable scenarios and examples sensitizing you on the do’s and don'ts when it comes to safe workplace demeanor.

For example,

When a manager plans team performance appraisals, it’s essential that the process is fair, objective, and free from bias.

A new team member who uses a wheelchair should be treated with the same respect, inclusion, and opportunities as everyone else. Ensure the workspace is accessible, communicate with empathy (not pity), and focus on their skills and contributions rather than their disability.

The course for now is available in English. However, it could be tailored to your language.  

Yes. The participant will receive a Course Completion Certificate. 

The content is designed to reflect diverse cultural perspectives and workplace contexts worldwide. It promotes respect for local norms while emphasizing universal principles of fairness and respect.

The delivery is fully flexible. If you have an in-house LMS, we can provide the course as a SCORM-compliant package. If not, we offer a seamless SaaS-based hosting option for easy access and deployment.