Empower yourself and your organization to make diversity, equity, and inclusion a reality at last!
Join Diya Khanna, Global Diversity Equity Inclusion Consultant, for the only course that combines DEI concepts with actions for each stage of the talent lifecycle.
For many managers, the path to equity and inclusion remains opaque. This course teaches you practical ways to create and measure DEI culture throughout the employee life cycle.
What if you had a roadmap for affecting real change in your organization? This course is packed with templates, cheatsheets, and more being used by organizations leading in the DEI space around the world.
Sometimes, it's easier to just not say anything, isn't it? This course exposes the techniques for corporate DEI advocacy that actually work.
Strengthen your corporate toolkit with data-backed approaches to making diversity, equity, and inclusion a reality in your organization.
Replace guesswork and well-intentioned mistakes with guidance from a proven leader in the DEI space. With open office hours and instructor feedback on all your work, you can lead with confidence.
Back up concepts with strategic DEI action plans and policies. Plus, craft an elevator pitch to win DEI funding in your own organization.
Get lifetime access to expert-crafted DEI templates and frameworks. When it's time to deliver on strategies in the real world, you'll have a clear path already laid out.
Share, collaborate, and grow a supportive network. Every class includes live workshops and breakout sessions.
Diya walks you through the foundational concepts of DEI and how they differ around the world.
Assignment #01: How will you explain the concepts of diversity, equity, and inclusion in your workplace? Write or record a 1-minute explanation for each of the following stakeholders:
Understand how to account for the complexity of overlapping identities and experiences when shaping DEI policies.
Assignment #02: You will be given a case study of a simulated organization that faced a particular DEI challenge. Work through the provided questions to understand how intersectionality can be measured in the workplace.
Learn strategies for being inclusive through the entire talent life cycle including recruiting, hiring, promotion, retention, separation phases.
Assignment #03: You will be given a case study of 2 simulated organizations that both piloted DEI programs, but with different focuses. Work through the provided questions to compare their approaches and make recommendations for one of the companies.
Dig into the role opportunities play in success and the difference between equity of access and equity of outcome.
Assignment #04: You have 2 employees, both having the same credentials, working equally as hard, and producing the same quality of work. One had more exposure than the other and got promoted.
List 3 tools and techniques you would use to ensure the other employee got the exposure they needed to also have a chance at promotion. How would you scale this to other employees facing the same challenges?
+ Module Project: DEI SWOT Matrix
For this project, you can use your company or the simulated company provided. Your immediate goal for your organization is to develop a company-wide commitment to DEI. Create a DEI SWOT matrix. List specific tools and techniques to support each strength, weakness, opportunity, and threat.
Discover the difference between mentorship and sponsorship and how to scale these programs for company-wide impact.
Assignment #05: Mentorship and Sponsorship Program Plan
Develop a year-long mentorship and sponsorship program between interns and upper leadership. Diya will provide guiding questions.
Learn how to talk about the value, impact, and challenges of DEI so that stakeholders pay attention.
Assignment #06: You will be given a case study of a simulated organization that wants to implement a DEI program. Create a stakeholder map of the top 3 stakeholders needed to influence DEI programs and policies and what they need to do to make this work a success. Be as specific as possible, considering their role, their capacity, and their proximity to upper leadership.
Diya teaches her best practices for supporting and sustaining various communities within the company.
Assignment #07: You will be given a case study of 2 simulated organizations that each took a different approach to implementing DEI programs. Complete an analysis of the approaches and correlating disparity in outcomes. Recommend tools and techniques that can be used to improve outcomes for future programs.
Practice pitching DEI to secure the budget and headcount needed for effective, sustainable programs.
Assignment #08: You are trying to secure resources for a DEI project with three requirements: good, fast, and cheap. Using the concept of two-to-pick, prepare a draft pitch to your manager to introduce a reasonable timeline and a realistic budget for an impactful DEI program.
+ Module Project: DEI Zones of Regulation
For this project, you can use your company or the simulated company provided. Assume that you are in the role of chief accountability officer. Your goal is to weed out bad behavior and bring in good behavior. Use Diya's DEI Zones of Regulation template to develop a plan connecting positive and negative behaviors with enforcement policies and programs. .
Model collaborative versus non-collaborative approaches to decision-making and breakdown the impact on inclusive products and services.
Assignment #09: Co-creation Cycle Improvement Plan
Design a co-creation cycle and elaborate on 3 actions that need to take place in each of the four stages: brainstorm, strategy, execution, feedback. Explain how you plan to ensure that the process is as inclusive as possible of underrepresented groups.
Uncover the best tools and techniques for giving and gathering feedback, as well as what to prioritize when measuring DEI.
Assignment #10: List 3-5 metrics you will include as part of your DEI strategy. State why these measures are relevant to DEI goals and how you would track them. Identify any obstacles in gathering these metrics and propose creative solutions to them.
Learn about microaggressions through three visions and gather resources for conducting accountability-boosting DEI audits.
Assignment #11: External DEI Audit Plan Your organization has hired an external consultant to conduct an anonymous DEI audit. Create a chart for the auditor outlining 3 pain points you are facing and the 3 tools and techniques you would like to see used to eliminate those pain points. Add 5 questions you would like asked to gauge how employees feel about their experience within the organization.
Learn how to implement everything you've learned in an actionable, company-wide DEI strategy.
Assignment #12: Complete Diya's DEI Strategy template for your organization or the simulated organization you've worked on throughout the course. The end results will be a 12-month plan including: goals, objectives, actions, ownership, deadlines, and success metrics.
+ Module Project: DEI Action Calendar
For this project, you can use your company or the simulated company provided. Assume the function of a chief people officer. You have proposed an Inclusion Ambassador Program and need to flesh it out. Complete Diya's 21-Day DEI Action Calendar template for your program, based on the idea that it takes 21 days to form a habit and 90 days to form a lifestyle.