Diversiti UK Learning and Development CIC

Diversiti UK Learning and Development CIC Empowering and educating teams through award winning Diversity and Inclusion Training & Consultancy.

Diversiti UK helps individuals and organisation to explore and use their full potential by breaking down barriers. We make sure that our solutions contribute in our client’s success by increasing inclusiveness in their workforce. Our trainers and consultants are experts in their field and have extraordinary skills as trainers and facilitators. Using their communication and interpersonal skills our trainers inspire and encourage delegates to immerse themselves in the programme. Their focused approach and accelerated learning techniques aim to develop skills, knowledge, and practical application. Mission

Assist in creating an inclusive, creative and adaptable society where everyone is valued for their contribution regardless of age, race, ability, ethnic origin, gender, sexuality or faith. Company Overview

Diversiti UK is a provider of Learning and Development programmes, specialising in Equality, Diversity, Inclusion, Disability Awareness, English for Global Workers and Accessibility Audits. With over twenty years of experience in our specialised area we are committed to your business success by providing a high quality service that you deserve.

18/09/2026

📅 National Inclusion Week is nearly here and it is a great opportunity to get people talking about inclusion, but it shouldn’t be the only time your organisation thinks about it.

Before the week rolls around, here are 5 things your workplace can do:

1. Ask your people what they need 💬
Create space for honest feedback about what’s working, what isn’t and where people experience barriers.

2. Review your policies
Are your policies genuinely accessible and inclusive, or are there gaps that need addressing?

3. Check your reasonable adjustments process
Do people know how to request adjustments? Do managers know how to respond? Make sure the process is clear and supportive.

4. Look at your everyday language
From job adverts and internal communications to meetings and workplace conversations, small changes can make a big difference.

5. Don’t make inclusion a one-week thing 🌱
Use National Inclusion Week as a starting point for meaningful, ongoing action rather than a box to tick.

What will your organisation be doing differently this National Inclusion Week? 🤝



“Are employers required to make every adjustment requested?”The short answer is no.Employers have a legal duty to make r...
16/09/2026

“Are employers required to make every adjustment requested?”

The short answer is no.

Employers have a legal duty to make reasonable adjustments, but this doesn't mean every request has to be automatically accepted.

The important thing is to understand the barrier, discuss what might help and consider whether the adjustment is effective, practical and reasonable.

And if one request isn't reasonable, that shouldn't be the end of the conversation. Other effective options should be explored.

Have a question you'd like one of our trainers to answer? Drop it in the comments.

What does racism at work actually look like?Racism isn't always overt. It can show up in everyday workplace experiences,...
14/09/2026

What does racism at work actually look like?

Racism isn't always overt. It can show up in everyday workplace experiences, including:
• Microaggressions
• Unequal opportunities
• Stereotyping and assumptions
• Exclusion

Recognising these behaviours is an important step towards creating workplaces where everyone is treated fairly and has the opportunity to thrive.

Want to explore this topic further? Our upcoming webinar will look at tackling racism in UK workplaces, including how organisations can recognise and address racism and racial bias at work.

What does a genuinely inclusive workplace look like to you?

National Inclusion Week 2026 is coming! From 14th – 20th September 2026, workplaces across the UK will come together for...
11/09/2026

National Inclusion Week 2026 is coming!

From 14th – 20th September 2026, workplaces across the UK will come together for National Inclusion Week under this year’s theme:

Build Trust. Navigate Change.

In a changing world, inclusion requires action.

This year’s theme recognises the reality many organisations are navigating, from shifting expectations and tighter budgets to increasing scrutiny around inclusion work.

National Inclusion Week is an opportunity to pause, listen, reflect on the barriers people experience and, most importantly, take meaningful action.

Whether your organisation is just starting its inclusion journey or continuing work already underway, there’s always an opportunity to build trust and create more inclusive workplaces where everyone can thrive.

We’ll be sharing more throughout National Inclusion Week 2026, including practical ideas, resources and conversations to help you make inclusion part of everyday workplace culture.

Are you getting involved this year?

For World Su***de Prevention Day, we spoke to Sherry Adams, one of our trainers, about su***de prevention in the workpla...
10/09/2026

For World Su***de Prevention Day, we spoke to Sherry Adams, one of our trainers, about su***de prevention in the workplace.

From creating a culture where people feel able to speak openly, to challenging misconceptions around talking about su***de, Sherry shares some important thoughts for managers and organisations.

Su***de prevention isn't something we should only talk about in a moment of crisis. Creating safer workplaces means building a culture where people feel able to speak up, be heard and access appropriate support.

What can your organisation do to create a culture where people feel safe to speak up?

***depreventionday

“Do we have to know someone’s diagnosis before we support them?”This is a question that often comes up around neurodiver...
08/09/2026

“Do we have to know someone’s diagnosis before we support them?”

This is a question that often comes up around neurodiversity, mental health and hidden disabilities.

Reasonable adjustments are not about giving someone an advantage.

They’re about access and removing barriers that may prevent someone from participating and succeeding at work.

You don’t need to wait for a crisis before making work more accessible.

What could your organisation do differently?

We spoke to our trainers to get their thoughts on some frequently asked questions.❓ When is someone legally considered d...
04/09/2026

We spoke to our trainers to get their thoughts on some frequently asked questions.

❓ When is someone legally considered disabled? ❓

Under the Equality Act 2010, a person is generally disabled if they have a physical or mental impairment that has a substantial and long-term negative effect on their ability to carry out normal day-to-day activities.

“Substantial” means more than minor or trivial, while “long-term” generally means lasting, or likely to last, at least 12 months.

Some conditions, including cancer, HIV and multiple sclerosis, are covered from diagnosis.

Understanding what counts as a disability is an important part of creating inclusive workplaces and ensuring people can access the support and protections they are entitled to.

Have a question for our trainers? Drop it in the comments 👇

01/09/2026

🌟 𝗖𝗹𝗶𝗲𝗻𝘁 𝘀𝗽𝗼𝘁𝗹𝗶𝗴𝗵𝘁: Mears Group PLC

We’re delighted to be supporting Mears Group with its Fairness and Inclusion for Leaders development.

Mears is a leading provider of services to the UK housing sector, employing almost 6,000 colleagues and managing and maintaining approximately 450,000 homes across the country.

At the heart of its culture are four clear Red Thread behaviours:
👥 People – putting people first
🎯 Purpose – doing the right thing with clear intent
📈 Better – taking responsibility and making things better
🤝 Together – working and achieving together

Our bespoke work is focused on helping leaders translate those values into consistent, observable behaviours: creating psychological safety, recognising and challenging bias, making fair decisions and taking meaningful responsibility for inclusion within their teams.

What has particularly stood out to us is that this is not being approached as a reactive or tick-box exercise. Mears is building on established foundations and a strong commitment to fairness, social mobility and the communities it serves.

Meaningful inclusion is rarely achieved through a single training session. It requires visible leadership, behavioural clarity, honest reflection and continued accountability.

We’re proud to support an organisation that is not simply asking, “Have we delivered inclusion training?” but instead, “How do we make inclusive leadership visible, credible and enduring?”

👏 Thank you to everyone involved for the openness, engagement and willingness to explore the conversations that genuinely make a difference.

Where do reasonable adjustments stop?A common concern around reasonable adjustments is that making things more accessibl...
31/08/2026

Where do reasonable adjustments stop?

A common concern around reasonable adjustments is that making things more accessible somehow means lowering standards.

It doesn’t.

Reasonable adjustments are about removing barriers, not removing expectations. People still need clear objectives, support, feedback and accountability. But they shouldn’t be set up to fail because the workplace hasn’t considered what they need to work effectively.

For example a disabled employee may still need to attend key meetings, but could need accessible technology, captions, a different room or breaks built in.

Inclusion does not mean lowering standards. It means removing unnecessary barriers so people have a fair chance of meeting them.

For managers, this distinction really matters. Done well, reasonable adjustments can improve clarity, performance and trust. It’s also important that everyone understands what has been agreed and how success will be measured.

What’s one reasonable adjustment you’ve seen make a real difference?

🌍 EDI News Round-Up | AugustA few notable equality, diversity and inclusion stories from this month:🔹 £60 million disabi...
28/08/2026

🌍 EDI News Round-Up | August

A few notable equality, diversity and inclusion stories from this month:

🔹 £60 million disability employment fund A new £60 million government fund aimed at transforming employment support for disabled people is set to open for bids in September. https://www.gov.uk/government/news/60-million-fund-launched-to-transform-employment-support

🔹 Support for trans-inclusive facilities Six London boroughs have pledged to maintain trans-inclusive facilities, reinforcing their commitment to inclusion and equality for trans residents. https://haringey.gov.uk/news/joint-letter-to-minister-women-equalities

🔹 Rise in anti-Muslim hate incidents Tell MAMA has reported record levels of anti-Muslim hate incidents, highlighting the ongoing need to challenge discrimination and foster inclusive communities. https://tellmamauk.org/record-levels-reached-on-london-based-reports-anti-muslim-hate-reports/

Creating inclusive workplaces and communities requires ongoing awareness, action and meaningful conversations. Which of these stories stands out most to you?

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