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Diversiti UK Learning and Development CIC

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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.

31/07/2026

📢 EDI News Roundup

This week, several developments have highlighted the importance of staying informed on equality, diversity and inclusion issues:

🔹 Trans Inclusion and the EHRC Code of Practice
The EHRC's updated Code of Practice relating to trans people is due to come into force on 5 August, prompting ongoing discussion about its implications for employers, service providers and the wider public.
🔗 https://goodlawproject.org/discriminatory-and-unworkable-trans-guidance-to-come-into-force/

🔹 Neurodiversity Diagnoses Review
An independent review into ADHD and autism diagnoses has found that rising diagnosis rates are largely driven by improved recognition, greater awareness, and the fact that many forms of support require a formal diagnosis to access.
🔗 https://www.gov.uk/government/publications/independent-review-into-mental-health-conditions-adhd-and-autism-interim-report/independent-review-into-mental-health-conditions-adhd-and-autism-interim-report -1

🔹 Men's Health in the Workplace
New research from Benenden Health has revealed that 7 in 10 working men ignore serious health symptoms, highlighting the continued need to tackle stigma and promote open conversations around health and wellbeing in the workplace.
🔗 https://www.benenden.co.uk/newsroom/mens-health-campaign/

These stories reinforce the importance of creating inclusive environments where everyone feels seen, supported and able to access the help they need.

28/07/2026

A quick reminder that our FREE webinar takes place tomorrow.

We'll be exploring how accessibility isn't just about physical spaces. Digital accessibility, communication, technology and everyday workplace design all play an important role in creating environments where people can participate fully.

If you've been meaning to register, there's still time.

Find the sign up link in the comments below

27/07/2026

Every organisation is at a different stage of its inclusion journey.

Some are looking to build confidence around neurodiversity. Others want to develop more inclusive leaders, improve accessibility, or better understand reasonable adjustments.

Wherever you're starting, meaningful change begins with practical learning that people can apply in their day-to-day roles.

At Diversiti UK, our training is designed to move beyond awareness. We work with organisations to build confidence, challenge assumptions and create workplaces where everyone has the opportunity to contribute and thrive.

Drop us a message or explore our courses on our website.

24/07/2026

Not long to go! Have you registered yet?

Our free webinar on Accessibility for Digital and Physical Spaces is on Wednesday 29th July and we'd love to see you there.

Join Helen Gould and Garry Connor for a practical, no-jargon session covering:
-The accessibility barriers most organisations miss
-Reasonable adjustments that actually work
-What "accessible" really means for digital content, physical spaces, and everything in between

Free to attend. 1 hour. Recording shared with all registrants.

📅 Wednesday 29th July | 12:30–1:30pm

🔗 Register now – link in comments

Questions? Drop them in the comments and we'll answer them live on the day.

23/07/2026

This is exactly why we do this. You don't need a special title to look out for your colleagues. Just having the tools to understand what someone else might be going through changes everything.

It’s how we actually build an inclusive culture, rather than just talking about it.

Tyréns UK Limited

22/07/2026

Psychological safety isn't a nice-to-have. It's the foundation. When people don't feel safe at work here's what happens:

-They don't disclose disabilities or mental health challenges
-They don't challenge discriminatory behaviour
-They don't engage authentically in training
-They leave

Psychological safety is the condition that makes everything else work. It's not built in a workshop. It's built through consistent leadership behaviour, clear systems for raising concerns, and a culture where people see that speaking up leads to action, not consequences.

Our diagnostic assessments include a Psychological Safety Readiness Diagnostic specifically designed to help organisations understand where they actually stand … not where they think they do.

Take our free Psychological Safety Diagnostic on our website. 5–7 minutes. Honest results.

A starting point for what comes next.

21/07/2026

We've seen it time and again. An organisation wants to improve accessibility. They commission a facilities review. They update the website. They tick some boxes.

But the employee who needs captions on every video still has to ask every single time.

The customer who uses a screen reader still can't navigate the booking form.

The candidate who needs an alternative interview format still feels like they're asking for "special treatment."

Accessibility gaps don't persist because people don't care. They persist because there's no one at the top whose job it is to care.

Real accessibility requires:
Someone with authority making it a priority
Systems and processes, not individual goodwill
Regular review, not a one-off project
Listening to disabled people, not just designing for them

Next week, we're hosting a FREE webinar on exactly this. Come and have the conversation with us.

📅 Accessibility for Digital and Physical Spaces
Wednesday 29th July, 12:30–1:30pm
Register via the link in comments

20/07/2026

Most organisations say they support neurodivergent employees. Fewer actually have the systems to back that up and good intentions aren't enough.

Around 15–20% of the population is neurodivergent that includes ADHD, autism, dyslexia, dyspraxia, dyscalculia, Tourette's and more. That's a significant portion of your workforce.

Many managers want to help but don't know how. Reasonable adjustments get requested informally and inconsistently. Neurodivergent employees often mask for years before disclosing … if they disclose at all.

What good support looks like:
- Clear, consistent reasonable adjustments processes
- Managers trained to have open, non-judgmental conversations
- Flexibility into how work is structured
- A culture where difference is an asset, not a problem to manage

Our Neurodiversity toolkit gives teams the language, knowledge, and confidence to build genuinely inclusive environments that is sustainable.

Want to find out more? Get in touch today to make your organisation more neuroinclusive.

16/07/2026

There’s a common misconception that inclusion means treating every single person exactly the same. But true inclusion is about making sure everyone has what they need to thrive.

True equity means adjusting the support so that the outcome is fair.

Don't ask "Am I treating everyone the same?"

Ask "Am I giving everyone what they need to thrive?"

15/07/2026

You see something at work that doesn't feel right. Do you know what to do?

Being a bystander doesn't mean being passive. Here's the framework that changes that.

The Five Ds of Bystander Intervention:
Direct – Speak up in the moment if it's safe to do so
Distract – Interrupt without confronting ("Hey, have you seen the agenda for tomorrow?")
Delegate – Alert someone with authority to step in
Document – Record what happened to support the person affected
Delay – Check in afterwards: "I saw what happened. Are you okay?"

Discrimination doesn't always look like a dramatic incident. Often it's a pattern of moments. Bystanders who act change culture.

Those who don't, enable it.

Want to learn more then check our our recent webinar recording: addressing discriminatory behaviour at work. Link in comments

Address

60 Gold Street
Northampton
NN11RS

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

0800 6127479

Website

http://diversiti.uk/

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