SDEIStrategic Diversity, Equity & Inclusion Certification
التقييم:
الإنجليزي
متوسط
وجهاً لوجه
التدريب في الموقع
تدريب مباشر عن بعد
تدريب
التدريب
والإرشاد
السرعة الذاتية
تدريب
اختر تاريخ
لتحميل الكتيب
نبذة عن الدورة التدريبية
المخرجات الرئيسية
1
2
3
4
5
Human Capital Institute
Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. We are a global clearinghouse and catalyst for new ideas and next practices, and a resource for the most progressive organizations and executives in the world, with over 20,000 participants trained through our education programs. HCI courses use the most current insights, perspectives, and original research to create a highly adaptive, interactive, and collaborative learning experience that incorporates: » Intense focus on building strategic perspective and enabling better decision-making. » Guided action planning to ensure on-the-job utilization and produce measurable results. » A blended, learner-centered approach to maximize engagement and outcomes. » An extensive library of learning resources and comprehensive toolkits for deeper learning and application.
محتوى الدورة التدريبية
Day 1: Laying the Strategic Foundation
Setting the Stage
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
- DEI Conversations
- Social Identities and otherness
- Unconscious Bias Experience
- Unconscious Bias Self-Assessments
- Best Practices Summaries
Aligning Strategies
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
- Alignment Strategy to DEI Activity
- DEI Alignment Case Study
- Strategy Alignment Action Planning
Assessing People, Teams, and Organizations
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
- Assess your organizations level of DEI “maturity”
- DEI Assessment Case Study and Presentation
- Create your own Culture Audit Action Plan Group Activity
Planning for DEI Strategic Integration in Talent Management
Planning for DEI Strategic Integration in Talent Management
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
- Create your DEI Purpose Statement Activity
- Create your DEI Pillars Activity
- Map your stakeholders and create communication plans
Acquiring a Diverse Workforce
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
- Recognizing biased behaviors in the hiring process activity
- Evaluate your Organization’s Brand from a Candidate’s Perspective
- 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
- Attracting a Diverse Workforce Action Planning
Day 3: Sustaining and Measuring DEI Impact
Measuring Success and Driving Accountability
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
- Assessing the Employee Experience Group Activity
- Team Psychological Safety Case Study
- Creating the Right Culture Group Activity
- Engaging Employees Action Planning
Developing Employees
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
- Assess the current state of DEI development activities relative to your business and DEI strategy
- Creating an Organization-Wide Training Program Case Study
- Developing Employees Action Planning
Measuring Effectiveness of Strategic DEI
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
- Measuring Business Impact Group Activity
- Creating your DEI Dashboard 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
على من يجب الحضور؟
This course is ideal for professionals responsible for driving inclusive talent strategies and those looking to make a measurable difference in their workplace culture. It provides DEI advocates, HR leaders, and organizational change agents with tools to implement scalable, sustainable initiatives. It’s also a powerful experience for cross-functional teams aiming to build unified, inclusive business practices.
Human Resources Business Partner
Diversity & Inclusion Manager
Talent Acquisition Leader
Organizational Development Specialist
Learning and Development Manager