Equity, Diversity & Inclusion Foundations Training

We all have biases and prejudices – they are a natural part of being human and being individual. Even if we are not conscious of it, our backgrounds, experiences, and environments shape the way we see and experience the world and influence our perceptions of others. Being aware and open to how and why we are different from each other is an important step toward building and maintaining inclusive and respectful workplaces. Education can help in this process.

Why EDI Training Matters

Corridor’s Equity, Diversity, and Inclusion (EDI) Online Training demonstrates how our biases, stereotypes, and prejudices – even if they are unintentional – can potentially escalate into discriminatory and harassing behaviour in the workplace if left unchecked. The course provides a framework to understand why EDI and human rights matter at work and why we, as employers or employees, should care.

Download Course Overview

Consider the following:

A 2025 survey of 2,500 employees conducted by Catalyst Inc. and Meltzer Center for Diversity, Inclusion, and Belonging revealed that:

• 68% of senior executives and 65% of legal leaders say moving away from DEI would create more legal risk for their organization.
• Specifically, 64% of senior executives and 62% of legal leaders agree there is greater risk of discrimination-related legal action by marginalized groups such as racialized people, women, LGBTQ+ people, and people with disabilities. (Risks of retreat: The enduring inclusion imperative).
  

Furthermore, the Canadian Centre for Occupational Health and Safety states that organizations that value and promote equity, diversity, and inclusiveness at work create a psychologically safe workplace for employees with fewer incidents of workplace harassment, bullying, and discrimination.

Canadian laws and regulations have evolved over many decades to provide the foundation for employers to integrate equity, diversity, and inclusion principles in their policies, procedures, and day-to-day workplace operations. In 1977, discrimination became prohibited under the Canadian Human Rights Act. Since then, the Act has undergone many amendments to broaden and strengthen the prohibited grounds. Other pieces of legislation such as the Employment Equity Act also clarify an employee’s right to work in a safe and respectful environment that is fair, equitable, and free from discrimination. These employment rights extend to foreign workers in Canada who are also protected under federal and provincial or territorial labour laws.

About Our Equity, Diversity, and Inclusion (EDI) Training

Corridor’s Equity, Diversity, and Inclusion Foundations Training provides an introduction to understanding how equity, diversity, and inclusion apply in the context of today’s workplaces. Definitions, examples, and explanations seek to dispel myths and historic misunderstandings about concepts and terminology under the equity, diversity, and inclusion (EDI) umbrella.

Equity, Diversity and Inclusion Foundations Training Outline

1. Getting Started with Equity, Diversity, and Inclusion (EDI): An introduction to the basic concepts of equity, diversity, inclusion, and accessibility in the context of the workplace, and dispelling myths of what they are and what they are not.
2. Socially Constructed Perceptions: A discussion on bias, stereotypes, and prejudice including where they come from and how they can lead to behaviour and actions that harm others.
3. Social Identities, Systems of Oppression, and Social Location: What is a “social identity” and “social location” and how do they contribute to the power and privilege someone experiences in society? Reflective exercises in this module help the learner to uncover their own social identities and social location. This module also explains “systems of oppression”, how they evolve, and how they benefit certain groups over others.
4. Human Rights, Discrimination, and Harassment: A look at the different types of discrimination and harassment, and federal human rights legislation that prohibits these acts and behaviours in the workplace. 
5. Course Conclusion/Knowledge Check: A summary of key points learned in the course followed by a short knowledge check. Learners have access to a personalized certificate of completion once the course has been completed.

Scenarios, reflective exercises, and a wealth of links to legislation and resources provide meaningful context and guidance to support learners in a journey to greater awareness about themselves and others.

Who is EDI Training For?

The course is designed for workers at all levels of your organization, from executives, leaders, human resource professionals, and front-line supervisors to employees, contractors, and volunteers.

This training covers the following:

• The principles of equity, diversity, inclusion, and other related key concepts.
• Socially constructed perceptions that contribute to the marginalization of certain groups.
• A clear explanation and examples to illustrate biases, stereotypes, and prejudices.
• Concepts that help us understand ourselves and others: social identities, social location, and intersectionality.
• How “power and privilege” influence a person’s opportunities, assumptions, and perceptions.
• The basis and impacts of systems of oppression and what we mean by dominant and non-dominant groups.
• Human rights in the context of the Canadian Human Rights Act and Prohibited Grounds of Discrimination and how they apply in the workplace.

Engaging examples, case studies, and exercises help employees fully realize the potential implications of discrimination and harassment in the workplace.

Key Benefits of EDI Training

Including EDI training as a component of code of conduct and/or occupational health and safety training confirms an organization’s commitment to supporting the fair, respectful treatment of all workers, full stop. This training ensures that employees have a better understanding of their workplace culture and their responsibilities. Employers who provide their staff with EDI training will:

• Ensure employees understand their organization’s values and commitment to a safe, collaborative, and respectful workplace.
• Avoid potential civil lawsuits and/or human rights complaints.
• Reinforce a positive, inclusive reputation both internally and in the public eye.
• Find it easier to attract and retain talented employees.
• Help foster a healthier and more productive workplace culture.

Related Training

Corridor’s EDI Foundations Training pairs well with our Respect in the Workplace online training. Taken together, these courses provide companies and their employees with the means to support a positive and healthy workplace culture that is free of toxicity, discrimination, and harassment.

Online Training Features

Corridor delivers robust and thorough training in a format suitable for many different learning styles. Our Equity, Diversity, and Inclusion Foundations Training features include:

• Easy-to-understand language in a conversational style.
• Optional text-to-speech audio track for people who prefer to listen to the content rather than read it.
• Scroll-based format with supporting images, graphics, and interactive exercises to keep learners engaged.
• Regular course updates provided by Corridor’s Subject Matter Expert, Jennifer Mak , to ensure learners have the most current information and resource materials at their fingertips.
• Ongoing access to course content for 12-months from the date of purchase, regardless of when the course is completed. Learners can visit the Course Resources Library, exercises, and knowledge checks as often as they like!

Questions? We’re Here to Help

Learn more about our Equity, Diversity, and Inclusion Training and how it can support your efforts to create a safe, respectful, and legally compliant workplace. Request a Free Demo or Contact Us today to see if this course is right for your organization.