14-18 November 2022
Due to popular demand, we are adding a Virtual Online Version Of The Strategic Diversity, Equity & Inclusion (SDEI) Certification Program That Can Be Done From The Comfort Of Your Home!
Over the past several years, HCI has examined the practices of high-performing organizations to understand how they are cultivating and measuring diversity equity, inclusion and belonging, and we've used that research to develop our newest certification program.
Best of all? You’ll work on a real business challenge during class and consult with our expert facilitators and your colleagues.
What You'll Learn
The Virtual Edition of the Strategic Diversity, Equity & Inclusion (SDEI) Certification Program is a 5-Day Training Program:
14 November 2022 16:00 CET/10:00 AM EST 21:00 CET/3:00 PM EDT
15 November 2022 16:00 CET/10:00 AM EST 21:00 CET/3:00 PM EDT
16 November 2022 16:00 CET/10:00 AM EST 21:00 CET/3:00 PM EDT
17 November 2022 16:00 CET/10:00 AM EST 21:00 CET/3:00 PM EDT
18 November 2022 16:00 CET/10:00 AM EST 20:00 CET/2:00 PM EDT
Cultivate a diverse, equitable, and inclusive culture where everyone can do their best work.
HR professionals and leaders understand the importance of DEI (Diversity, Equity, and Inclusion) and strive to continuously improve it in their organizations, but many are uncertain about where to get started or how to fully embed it in their talent management practices.
During this 5-day course, you will be immersed in a highly interactive, hands-on learning experience and equipped with processes and tools necessary to put diversity, equity, and inclusion into action in your organization.
Welcome and Introduction
Setting the Stage
Define diversity, equity, and inclusion and other key terms
Understand your own beliefs and behaviors and the impact they have on your work
Describe the DEI best practices of high-performing organizations
Activities
DEI Conversations
Implicit Bias Self-Assessments
Best Practices Summaries
Aligning Strategies
Show the link between business strategy, current talent measures, and DEI strategies
Make the business case for expending resources on diversity, equity, and inclusion initiatives
Ask for and secure commitments for resources such as acquiring the right DEI leadership and funding
Cite/modify practices from other organizations
Activities
Activities
Alignment Activity
Business Case Group Activity
Resource Role Plays
Strategy Alignment Action Planning
Assessing People, Teams, and Organizations
Create/modify organizational assessments so that there can be a full equity audit that surfaces blind spots and stumbling blocks in policy, processes, and procedures; inequities in the system; and culture and behaviors related to DEI
Explain any special considerations needed for remote workers
Identify strengths and challenges that need to be addressed
Cite/modify best practices from other organizations
Activities
Creating Organizational Assessment Group Activity
Cultural Audit Group Activity
Strengths and Challenges Role Play
Organizational Assessment/Audit Action Planning
Planning for DEI Strategic Integration in Talent Management
Include DEI considerations in strategic workforce planning
Assess current state
Analyze diversity in role segments
Perform an environmental scan to understand internal and external labor demographics
Create a plan to close gaps
Create/modify policies and processes so that DEI is anchored in them at the organizational level, including succession planning, performance management, HR design, and change management
Include modifications for remote audiences
Cite/modify best practices from other organizations
Activities
Current State Assessment
Role Segmentation and DEI Analysis
Environmental Scanning Group Activity
Best Practice, Policies, and Processes Group Review
Strategic Integration Action Planning
Acquiring a Diverse Workforce
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 eliminate bias
Acquire 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
Attracting Diverse Candidates Group Activity
Writing Inclusive Job Descriptions Activity
Creating a Candidate Experience Survey
Diverse Compensation for Diverse Candidates Activity
Mitigating Unconscious Bias in Hiring/Process and Policy Audit
Acquiring a Diverse Workforce Action Planning
Engaging Employees
Create a culture that is proactively inclusive and that contributes to employees’ perception and experience of belonging for both on-site and remote workers
Contribute to an employee experience that is fair and equitable at all levels
Communicate the value, appropriate behaviors, and expectations for DEI to all levels of employees
Hold employees accountable for exhibiting the right DEI behaviors through talent management activities
Cite/modify best practices from other organizations
Activities
Creating the Right Culture Group Activity
Assessing the Employee Experience Group Activity
Creating a DEI Communication Plan
Integrating DEI Into Performance Management and Compensation
Engaging Employees Action Planning
Developing Employees
Deliver the appropriate DEI training to all employees at different levels so that they leverage diversity, equity, and inclusion to increase individual, team, and organizational performance
Provide accommodations, opportunities, and tools for employees to succeed based on their specific needs
Cite/modify best practices from other organizations
Activities
Rating Training Programs Group Activity
Creating an Organization-Wide Training Program Group Activity
Accommodation and Opportunities Checklist
Developing Employees Action Planning
Measuring Effectiveness of Strategic DEI
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
Measuring Business Impact Group Activity
Choosing the Right Data Group Activity
Measuring Effectiveness of Strategic DEI Action Planning
Action Planning Capstone Activity
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.
This program can also be delivered as a tailored in-house training for your organization. We adapt the content to your industry, objectives, and level of maturity, focusing on real challenges your teams face and the decisions they need to make. In-house formats allow your people to align on a shared approach, work through relevant scenarios, and build skills they can apply immediately.
If you’re exploring an in-house option, tell us a bit about your team, priorities, and timing, and we’ll recommend the right format.
Contact us about in-house training
