Start with empathy: rethinking how we approach ED&I training

Something I’ve been reflecting on lately is how Equity, Diversity and Inclusion (ED&I) training is delivered, and how the way organisations prepare can affect its impact, especially for people from marginalised communities.

I remember being in school, walking into my history class as the only Person of Colour and hearing the teacher say, “Today we will be talking about Black history.” I felt a quiet sense of dread, anticipating how heavy the lesson might feel. There was no real support offered, no time to process afterwards, and my teacher avoided eye contact with me completely. I left the lesson feeling emotionally drained and isolated, unsure why I seemed to be the only one so affected.

While that experience took place at school and focused on Black history, a subject that can be particularly triggering due to its deeply painful context, the core issue wasn’t just the content. It was the delivery. The lack of emotional preparation. The absence of support.

The same challenges often arise in workplace ED&I training, especially when organisations invite external consultants without preparing staff or creating space for reflection and care. Regardless of the setting, the themes remain the same: when sensitive topics are handled without thoughtfulness, those most impacted are left to carry the emotional weight. The least you should expect when listening to a heavy topic is an environment that is prepared, supportive, and designed to make learning safe and meaningful.

Many experiences like these have stuck with me. Education is important, of course. But if we’re not ready to support people through the learning process, especially those most impacted by the topics, then we risk doing harm, even when we have good intentions.

ED&I training can stir up deeply rooted trauma and real emotional discomfort. For some, it’s an educational moment. For others, it’s lived experience. A daily reality.

Equity, Diversity and Inclusion training isn’t just a tick-box exercise. It needs preparation, care, and thoughtfulness from the organisation and staff to ensure its impact, and that staff feel supported and empowered to get the most from it.

Here are some practical steps for organisations/ leaders to consider before, during, and after ED&I training:

Pre-training:

1. Understand your position.
   If you’re not sure where your organisation sits in terms of ED&I awareness, run an anonymous survey beforehand. It helps identify barriers and ensures the training is tailored to people’s needs. Don’t just pick a trending topic, think about why you’re doing it, and who it might impact.

2. Schedule it wisely.
   Don’t squeeze ED&I training into your busiest week of the year. It won’t work if people can’t fully engage.
3. Share the agenda and content ahead of time.
   No surprises. Giving people a chance to see what’s coming helps them emotionally prepare for a potentially difficult session. It’s also good practice overall, particularly for neurodivergent colleagues who may benefit from knowing what to expect.
4. Give Employee Resource Groups (ERGs) a heads-up.
   If you have a network for LGBTQIA+ staff, for example, and you’re planning a session on related topics, inform ERG leads in advance. They may create space for discussion before or after the session.
5. Block time after the session.
   People may need space to decompress, reflect, or speak to someone before their next meeting. If possible, have a Mental Health First Aider or the trainer available for support afterwards.

During training:

6. Approach with empathy.
   These sessions can be triggering, especially for underrepresented colleagues. Be aware. Be open. Don’t assume everyone will have the same emotional distance from the content.
7. Respect individual needs.
   While the ED&I trainer will usually make this clear, reinforce that participants can step away, turn off their camera, or take a break if they need to. Remind colleagues that their comfort and wellbeing are a priority.

Post-training:

8. Leaders and managers—follow up.
   Check in during 1:1s. Ask questions like: “How was the session?” or “Is there anything you need after that?” You can also create anonymous feedback forms so people can say what they didn’t feel comfortable expressing during training.
9. Commit to action and show it.
   Put in the time to reflect on the session and implement change. Yes, your people help shape the culture, but ultimately, the responsibility lies with leadership. Act on what you’ve heard, be seen acting, and talk with confidence and enthusiasm about your organisation’s commitment to inclusion. Highlight that you’re on a journey and that inclusivity is a priority.

These might be basic steps, but they require genuine empathy and consideration. If you offer that, people will notice.

So next time you facilitate or host an ED&I session, consider these steps. It can make a huge difference, not just in the impact of the training, but in how colleagues feel during and after it. It also ensures that the time, budget, and energy you’ve invested in a trainer are genuinely worthwhile.