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Implementing an inclusive CPD policy

Tools and resources to help you create an inclusive continuing professional development policy.

Continuing professional development (CPD)

Leaders should ensure that the principles of equity, diversity, and inclusion (EDI) are embedded in CPD development and delivery. This means respecting differences in:

  • age
  • gender
  • ethnicity
  • religion
  • disability
  • sexual orientation
  • education
  • national origin

The following are ways you might do this.

Developing inclusive content and using inclusive language 

Consider consulting experts in EDI to develop CPD content that is accurate, comprehensive, and well aligned with legal requirements and best practices. 

Make sure that materials use inclusive language so learners feel represented and respected. Avoid language that may inadvertently exclude or offend any group.  

Ensuring diverse representation 

Include diverse examples, case studies, and scenarios reflecting varied backgrounds and experiences.

Ensure that multimedia content features representation from different races, ethnicities, genders, ages, and other identities. 

Making CPD accessible 

Ensure that CPD materials and delivery modes are accessible to all learners, including those with disabilities.

This may involve providing content in alternative formats, ensuring compatibility with assistive technologies, and offering captioning and transcription services for videos. 

Promoting active engagement and cultural competence 

Active participation helps to maintain attention and focus on the learning content. To encourage participation, consider using tools like quizzes, polls, discussion forums, and group activities. 

Ensure trainers and facilitators are aware of cultural differences and sensitivities. Offer guidance on navigating sensitive topics and facilitating respectful discussions. Support learners who need assistance with processing difficult content. 

Continuous improvement in CPD 

Regularly review and update the CPD content to ensure it remains current, relevant and effective. Stay informed about emerging trends, research, and promising practices in EDI to enhance programme quality.

Involve practitioners from diverse backgrounds in providing feedback and identifying new, relevant topics. 

Regularly monitor compliance to ensure the CPD meets EDI training requirements, and that the necessary training goes to all stakeholders, including:

  • employees
  • managers
  • contractors

Maintain detailed records of completion and participation for reporting and auditing purposes.

Next page: CPD opportunities for people who are neurodiverse

References

Crawford, M., & Earley, P. (2011). Personalised leadership development? Lessons from the pilot NPQH in England. Education Review, 63(1), 105-118.

Gavin, C. S. (2018). The impact of leadership development using coaching. Journal of Practical Consulting, 6(1), 137-147.

Passmore, J. (2010). Leadership coaching. In Leadership Coaching: Working with leaders to develop elite performance. London: Kogan Page.

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The resources have been developed by Research in Practice in collaboration with DfE.
Published: 27 February 2025
Last updated: 27 February 2025