Cultivate a Diverse, Equitable, and Inclusive Culture Where Everyone Can Do Their Best Work
Newly Updated!
HR professionals and leaders understand the importance of DEIB (diversity, equity, inclusion, and belonging) in their organizations and strive to continuously improve it. But, many are uncertain about how to get started, what will be effective, and what to do after incorporating DEIB into their talent management practices in order to sustain it over time.
Often DEIB efforts are seen as an “HR initiative” rather than a business imperative, despite how crucial they are for organizations looking to attract, engage, and develop their people. To see the outcomes of diversity, equity, inclusion, and belonging initiatives and keep the momentum going, HR needs to be able to measure and communicate the benefits of an inclusive culture where employees are encouraged to be their authentic selves.
HCI examined the practices of high-performing organizations to understand how they are cultivating diversity, equity, inclusion and belonging in their cultures. We've found that there is no one-size-fits-all solution. Instead, organizations must be equipped to create custom solutions that meet their needs. That’s why we designed the Strategic Diversity, Equity & Inclusion certification program.
During this 3-day course, you will be immersed in a highly interactive, hands-on learning experience filled with real world examples, case studies, and peer collaboration that will allow you and your organization to move beyond declarations and put diversity, equity, inclusion, and belonging into action.
What You'll Learn
Align and Assess
Make the case for DEI initiatives and examine your organization's current culture and practices
Plan
Determine how to integrate DEI initiatives into strategic workforce planning
Acquire
Attract and assess talent from underrepresented groups that can execute business strategies
Engage and Develop
Create an inclusive and equitable culture and employee experience with ongoing and organization-wide DEI training
Measure
Examine the impact of DEI strategies using quantitative and qualitative data
What to Expect
- Select virtual or in-person training dates and times that fit your schedule
- Finish your HCI program with a guidebook, access to additional videos and research, and a set of skills that you can use on the job immediately
- Access log-in information, certification materials (participant guide and toolkit), and the exam in your MyHCI profile
- Chat and interact with faculty and peers in person or via Zoom
- Earn your HCI certification by attending all the sessions, completing all classwork, and passing the multiple-choice exam with a score of 80% or higher
- Renew your HCI certification every three years by obtaining 60 credits
- Attend this certification program and earn 19.5 HCI, 19.5 HRCI, 19.5 SHRM, and 18 ATD recertification credits
Earn Your Human Capital Strategy Credential
Build the in-demand strategic capabilities you need to advance your HR career and lead the future of HR in only 18 months. You'll take three core programs and two strategic accelerators as well as complete mentoring and an advised portfolio project. Graduates of this program demonstrate a breadth of HR knowledge and capabilities to bring wherever they go.
Course Outline
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Day One
What is our why for DEI?
- Define diversity, equity, inclusion, belonging and other key terms
- Discuss key obstacles with implementing DEI programs
- Understand your own social identities and the impact they have on your work
- Learn what unconscious bias is and tips to reduce bias in the workplace
- Describe the DEI best practices of high-performing organizations
Activities
How is DEI aligned to my business strategy?
- Show the link between business strategy, current talent measures, and their implications to DEI
- Make the business case for investing resources in diversity, equity, and inclusion initiatives
- Create plans/messaging to secure commitments for resources such as acquiring the right DEI leadership and funding
- Cite/modify practices from other organizations
Activities
What is the current state of DEI at my organization?
- Create/modify organizational assessments that surface risk areas and stumbling blocks in policy, processes, and procedures; inequities in the system; and culture and behaviors related to DEI
- Learn how to use various assessment methods, pros/cons of each and when to use them
- Identify organizational strengths and challenges that need to be addressed
- Cite/modify best practices from other organizations
Activities
Course Outline
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Day Two
What is my desired future state and which DEI actions will have the greatest impact?
- Create a DEI purpose statement that articulates priorities
- Establish the pillars that will support the purpose
- Determine which high-level solutions are needed to achieve your goals
- Articulate roles and responsibilities for executing the plan
Activities
How do I attract the right diverse talent?
- Attract a diverse pool of candidates and build pipelines by cultivating internal and external networks and relationships, and capitalizing on recruitment technologies, and social media
- Fairly assess candidates against objective standards while mitigating the effects of unconscious bias
- Reassess TA processes to mitigate bias
- Hire diverse candidates by delivering a positive candidate experience combined with the right compensation elements
- Analyze data to monitor and measure the success of DEI strategies
- Cite/modify best practices from other organizations
Activities
Course Outline
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Day Three
How do I create an environment where talent thrives?
- Identify your organization’s culture and describe the cultural aspects of the “in-group”
- Describe the personal and professional impact for people in underrepresented groups who are not part of the “in-group” culture
- Define psychological safety and learn actions for creating a psychologically safe team environment
- Identify individual and group actions to create a culture that is proactively inclusive and that contributes to employees’ perception and experience of belonging
- Hold employees accountable for exhibiting the right DEI behaviors through talent management activities
- Cite/modify best practices from other organizations
Activities
How do I give leaders and employees the skills they need to create a diverse and inclusive workplace?
- Determine key DEI competencies required for leaders
- Identify the appropriate DEI development activities for employees at different levels so that they leverage diversity, equity, and inclusion to increase individual, team, and organizational performance
- Cite/modify best practices from other organizations
Activities
How do I give leaders and employees the skills they need to create a diverse and inclusive workplace?
- Move beyond measuring demographics to measuring business impact, such as improved innovation, better decision quality, and higher market share
- Use quantitative and qualitative data to measure the effectiveness of DEI strategies
- Include measurements for both on-site and remote workers
- Cite/modify best practices from other organizations
Activities
- Using the action planning from each section, draft a holistic action plan that includes all facets of talent management along with specific steps, roles, and responsibilities, and measures
