We've probably all seen it. Mandatory eLearning that looks as though it was written a decade ago (maybe updated with a new logo) and is quietly rolled out for another year.

The problem isn't simply that it's often boring. Increasingly, it's that some of it is just wrong.

I've recently seen equality and inclusion training advising learners to respond to workplace  situations in ways that don't reflect current legislation, good practice or even a basic understanding of equality law.  

Also, while reviewing an anti-harassment and bullying course for a client, I came across advice on dealing with bullying from a colleague which basically said: “Never speak to the person directly, just report it”. I was shocked, but when I saw references to legislation pre-dating the 2010 Equality Act (in fact, pre-2000’s) it became clear why the advice was so out-of-date!

This module definitely had an ‘old-school’ approach which is why dealing with issues informally was not suggested as an option. All of this is concerning because organisations often rely on these courses as evidence that they've met their legal (and moral) obligations. But if your training contains outdated information, inappropriate terminology, stereotypical imagery or guidance that contradicts current best practice, it may do the opposite.

Given this experience, I decided we needed to write our own – and keep it up-to-date!

Employment Tribunals don't just ask whether training was delivered any more. They increasingly examine whether it was effective, relevant, and current. Generic, mass-produced eLearning written without genuine subject matter expertise can create a false sense of security while leaving organisations exposed.

The Equality Act hasn't stood still. Neither has case law and so the expectations of workplaces regarding inclusion, harassment and discrimination. Your training needs to evolve alongside them and provide practical, realistic tools staff can actually apply when faced with difficult situations or decisions.

If your organisation hasn't reviewed its equality and inclusion compliance training in recent years, now is a good time to ask some basic questions:

• Who wrote it?

• When was it created and last revised?

• If it’s more than a couple of years old – is it legally accurate?

• Does it reflect the workplace people experience today?

• Is there any evidence that the training is effective?

When did your organisation last critically evaluate whether its compliance training is both current and genuinely effective?  

Outdated training goes beyond being ineffective - sometimes, it's a risk in itself.