#equity in the workplace

[saipushpalearner]

DEI Champion Certification for Workplace Inclusion

DEI Champion Certification for Workplace Inclusion

Lead with DEI Expertise for Organizational Impact

In today's globalized world, diversity, equity, and inclusion (DEI) have become essential components for fostering a productive, innovative, and harmonious workplace. Organizations worldwide are increasingly recognizing the importance of creating environments that welcome diverse perspectives and empower every employee to contribute fully. But building a genuinely inclusive culture requires more than just good intentions; it requires dedicated training, practical tools, and a clear understanding of DEI principles.

This comprehensive 16-hour DEI Champion Certification program is designed to empower professionals—whether they’re HR leaders, DEI advocates, or business managers—to lead impactful DEI initiatives. Through interactive sessions, peer learning, and case studies, participants will gain the skills and confidence needed to drive meaningful DEI change within their organizations.

Why Become a DEI Champion?

The Value of DEI for Businesses and Beyond

DEI is more than a corporate buzzword; it’s a core driver of workplace excellence. Diverse teams bring unique perspectives and creativity to problem-solving, fostering innovation and adaptability. Additionally, companies committed to DEI see benefits in employee engagement, job satisfaction, and overall performance. By becoming a DEI Champion, professionals position themselves to make lasting contributions to their organizations, promoting an environment where every employee can thrive.

Who Should Enroll in the DEI Champion Certification?

The DEI Champion Certification is ideal for:

HR professionals seeking advanced DEI insights and skills

Managers looking to integrate DEI principles into their leadership approach

Organizational leaders aiming to foster an inclusive workplace culture

Employees and advocates passionate about building equity and inclusion

By equipping participants with practical tools, frameworks, and strategies, this certification caters to individuals across various roles who are eager to lead the DEI charge within their teams and organizations.

What You’ll Gain from the DEI Champion Certification

Comprehensive Training in DEI Principles

Our 16-hour program covers a broad range of DEI topics, from foundational concepts to advanced applications. Participants will learn:

The Fundamentals of DEI – Understand core DEI principles and their role in driving organizational success.

Cultural Competence – Develop skills to engage respectfully and effectively across diverse cultural and demographic backgrounds.

Inclusive Leadership – Gain strategies for leading diverse teams and promoting a sense of belonging for all employees.

Identifying and Mitigating Bias – Learn how to recognize biases (both implicit and explicit) and create policies that promote fairness and equity.

Change Management for DEI – Discover the steps for implementing DEI initiatives and overcoming resistance to change within your organization.

This curriculum combines theory with actionable techniques, empowering participants to translate DEI knowledge into tangible workplace improvements.

Hands-On Learning Through Real-World Case Studies

Learning DEI concepts is essential, but applying them is where the real change happens. Our DEI Champion Certification includes case studies and group activities based on real-world scenarios, allowing participants to practice their DEI skills in realistic situations. These exercises encourage participants to think critically, make informed decisions, and explore creative solutions to complex DEI challenges.

Through these hands-on activities, participants build the confidence and adaptability required to address DEI issues proactively in their unique organizational settings.

How DEI Champions Drive Workplace Transformation

Creating Inclusive Policies and Practices

As a certified DEI Champion, you’ll be equipped to help design and implement policies that prioritize inclusion and equity at every level. These include:

Recruitment and Hiring – Develop hiring strategies that reduce bias and attract a diverse talent pool.

Employee Development – Advocate for inclusive training programs and career development opportunities that benefit all employees.

Conflict Resolution – Address conflicts stemming from cultural misunderstandings with empathy and respect, promoting unity and understanding.

Promoting Accountability and Measuring Success

Successful DEI programs rely on accountability and measurable outcomes. DEI Champions learn to track progress through metrics such as employee feedback, diversity statistics, and inclusion benchmarks. This data-driven approach ensures that DEI efforts are continuously improving and aligning with the organization’s goals.

Moreover, DEI Champions play a crucial role in holding their organizations accountable by monitoring these metrics and adjusting strategies as needed to maintain momentum in creating an inclusive workplace.

Certification Format and Program Structure

Our DEI Champion Certification is structured as follows:

Duration: 16 hours of interactive, virtual or in-person sessions

Format: The program includes live training, peer learning, breakout activities, and post-session assignments

Modules: Each module covers a different aspect of DEI, from foundational knowledge to actionable strategies

Completion Requirement: To earn certification, participants must attend all sessions and complete assigned tasks

This flexible format allows participants to engage deeply with DEI concepts while collaborating with peers, sharing insights, and reflecting on their own experiences.

Why Choose Our DEI Champion Certification?

Practical Focus and Real-World Application

Unlike generic DEI training programs, our certification emphasizes practical application, ensuring participants walk away with actionable skills. The curriculum is designed to build confidence and competence, allowing participants to implement meaningful DEI practices in their workplaces.

Supported by DEI Experts and a Diverse Learning Community

Our DEI Champion Certification is facilitated by DEI experts with experience in a wide range of industries and organizations. This expertise, combined with the diverse perspectives of fellow participants, fosters a rich learning environment where professionals can explore DEI challenges from multiple angles.

Enroll Today to Become a DEI Champion

Becoming a DEI Champion means more than just completing a training program. It’s a commitment to fostering an inclusive, equitable workplace where every voice matters. Join our DEI Champion Certification to acquire the skills, strategies, and confidence you need to lead impactful DEI initiatives and create lasting change.

Register now and take the first step toward becoming a DEI leader in your organization. Embrace the power of diversity, equity, and inclusion to unlock your team’s potential, enhance innovation, and make your workplace a better place for everyone.

[peggy-sue-reads-a-book]

Anything you can do, I can do bleeding.

Resting while I am on my period does not make me less competent.

[ivygorgon]

AN OPEN LETTER to THE U.S. SENATE

Women deserve equal pay! Pass S. 728, the Paycheck Fairness Act now!

393 so far! Help us get to 500 signers!

Women—especially women of color—are the backbone of our nation’s economy. But they are consistently underpaid and their work is undervalued. Action on equal pay is sorely needed to address these inequities, but Republican Senators have blocked vital legislation, S. 728, the Paycheck Fairness Act, that would achieve critical progress. The median annual earnings for women working full time, year-round in 2022 was $52,360, or just 84 cents for each dollar earned by men, with much wider gaps for most women of color compared with white, non-Hispanic men. All women—regardless of the number of hours worked during the year—typically made $41,320, or 78 cents for each dollar earned by all men. Discrimination is one of the factors contributing to this gap, leading to thousands of dollars in lost wages for women over the course of their careers. That’s why we need the Paycheck Fairness Act. The Paycheck Fairness Act would strengthen existing equal pay protections, prohibit retaliation against workers who discuss their pay or challenge pay discrimination, limit employers’ reliance on salary history, and much more. These robust measures would bring us one step closer to equal pay. Women and families cannot afford to wait for equal pay. We need to pass the Paycheck Fairness Act now.

▶ Created on April 3 by Jess Craven · 393 signers in the past 7 days

📱 Text SIGN PWBBDA to 50409

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[xntrek]

Embracing DEIB in 2024: Navigating New Frontiers in Workplace Diversity

Explore the transformative role of DEIB in 2024, highlighting strategic initiatives and leadership approaches for fostering workplace diversity, equity, inclusion, and belonging. Discover how embracing DEIB drives organizational success and innovation

Embracing Diversity, Equity, Inclusion, and Belonging is crucial for organisational success and outperforming competitors. Continue reading Embracing DEIB in 2024: Navigating New Frontiers in Workplace Diversity

[pedropascalito]

it ain't 2009 guys hating women just because they're friends/close/work/date or whatever with our faves is not cool we know better now

I tried to make sure I was not being defensive because oh my god as a woman of color in a leadership position at a tech company, I am SUPER sensitive to microaggressions against women and women of color and marginalized groups in the workplace. And in education.

I probably failed, but I will always stand up for equity in the workplace. Coco is really good at her job and obviously Pedro values her. I support her, and anyone else he works with.

We have so many people judging us, let’s not do it to each other.

[nationallawreview]

Legal News Reach Episode 7: Creating A Diverse, Equitable and Inclusive Work Environment

Legal News Reach Episode 7: Creating A Diverse, Equitable and Inclusive Work Environment

National Law Review Web Content Specialist Shelby Garrett closes out Legal News Reach Season 2 with an impactful minisode featuring Stacey Sublett Halliday, Principal and DEI Committee Chair with Beveridge & Diamond. Diversity, equity, and inclusion look different for every law firm, and smaller firms like B&D have to be even more resourceful in their approach to fostering dynamic work…

[servetolive]

This literally happened to me when I switched over from doing front line clinical care to brass as a trainer. All it truly takes for a bully to stop fucking with you is for you to REFUSE to play the game, so long as you know the rules.

Story time:

First off, I'm a black trans person and have hit every social barrier ever. So I work in mental health, serving the underprivileged and marginalized. I was recruited by our education department because I specialize in DEI/cultural competency/equity and all that and I have loads of lived experience and am an experienced trainer. I'm the second oldest besides the boss (trauma, SA, trafficking, late start in life all that fun stuff). I've been around.

Our DEI head is this black woman with a PhD. She makes 6 figs teaching one class a month on racism to new hires and she fucking sucks at it. As a student I noticed that she's nasty and passive aggressive to non-black students who have questions.

This is Texas. Not all of our employees come from a progressive lifestyle, which is WHY WE'RE DOING THESE CLASSES. She has zero patience for people who aren't on the same level and she focuses only on the black (I.e, her own) experience. She has told light skinned Mexicans that they're white and don't know anything about racism IN FRONT OF CLASS/OTHERS. She doesn't respect time, is often late and keeps us after the end because she talks too much about herself instead of her lecture. She calls out ppl on their phones and makes them stay after class like they're children. She holds court and sops up attention from all the older crying black women who are grateful to see a black female PhD.

She treats my department like her secretaries. Me and the other new girl there (also black) were given tasks by her without any direction whatsoever and when we showed her our work she berated us and said it wasn't what she wanted but also can't tell us what she wants. This happened twice, worse the second time. Mind you, SHE IS NOT IN OUR CHAIN OF COMMAND.

Everyone is terrified of her except for me. I've met her a thousand times in other workplaces, the army, etc. I actually vocally push back against her which she of course doesn't like. Anytime she says something nasty to me in front of the students, no matter how fucking much I want to snatch that shitty looking rat's nest Wendy Williams looking ass orange wig off her head, all I do is smirk at her and sit back with the "act a fool, girl" look on my face. She has NO CLUE HOW TO RESPOND TO THAT. So instead, she goes after my coworker, who is shy and quiet.

I told my boss that she does not come to this job in good faith, she's teaching the OPPOSITE of what our department teaches (She told a bunch of new hires that her PhD gives her zero privilege, I fucking cannot believe this) and that she's screwing with the agency's image and the new hires' understanding of our mission. People that aren't black come away from her classes feeling berated and confused about what they've just learned. She is only talking to people that look like her. Everyone else, she looks at with disdain and ignores.

Sure enough, I shadow one of her stupid classes and one of the new hires has an ABSOLUTE FUCKING meltdown bc white fragility and she feels attacked. I saw it coming from miles away and wanted to pull the girl aside to help before it was too late but it wasn't my class. Anyway the girl leaves to cry.

This woman yells at her down the hallway of the clinic and drags (not literally) her ass back into the classroom to sit while she's sobbing and upset and everyone is staring at her, pissed because she's ignorant. A round table ass whooping on this girl by the enraged POC students ensues and this woman ALLOWS it. She does nothing to return order to the class and this girl is screaming and pointing fingers and becoming a white girl teary eyed mess. I run off to get my boss.

When I teach equity/cultural competency/about racism, my understanding is that there are SOME people who have never sat in one of these classes before; as an instructor my job is to GET THEM THERE. That means not being a cunt because you actually don't know how to teach this topic and being patient with people who come from racist backgrounds but are trying to learn to be better.

Class ends with people extremely upset and retraumatized. I see my boss and say "We need to debrief immediately." This lady follows us into our office and demands to speak with my boss about my coworker (not me?? Even though I talk to her like she's an idiot?) and lied on her, saying she fell asleep twice in the class, reducing her to tears. We're not even students in the class; we're colleagues shadowing. It was a bizarre and transparent way to deflect from the fact that she fucked up BAD.

By now I'm pissed. Nobody should be fucking crying at work because of a colleague and I'm shocked at how my department just watched this and put their heads down, saying "I'm not getting involved." I'm supposed to go debrief with my boss next and this lady walks in and jumps in front of me to say "ACTUALLY I NEED TO TALK TO YOU FIRST (BOSS)"

So then this stupid bitch drags my coworker out to gaslight her into admitting that she was being disrespectful. Then she comes for me, while my friend is sobbing one cube over crying that "she's trying to get me fired." Again, we had been there for 2 weeks.

Boss: *to me* She would like to talk to you next.

Me: Absolutely not. After her conduct in that class and how my coworker just returned from meeting her, the answer is no. I am activated and disturbed by what just happened in her class and need to go home to do self care. I will speak to her at a later date. I want to talk to my boss. I want to talk to YOU.

Boss:...... I will let her know. 😳

What I understand is that she knew I was going to get her in trouble, which is why she panicked and followed us to our closed offices. She's intimidated by me which is pathetic. Aren't you the one with the PhD, ho? She should be mentoring us, but she's threatened by two other black women (I'm a dude but, you know) that are younger and might know more about her shit than she does.

An incident report was filed. I met with HR about her. She's high brass but the evidence (nobody knew I was collecting it as I went) was just BAD, especially for optics. Haven't heard a word from her since. I haven't even seen her schedule a class. All it took was for someone to REFUSE to engage with a workplace bully and she crumbled.

We are no longer in high school. We're grown, work, and pay bills. Absolutely nobody should be talking to you stupid, and if they hold some position of power over you, the best answer is to refuse to play their game. Do the work only and if they want to see you in private, SAY FUCKING NO. You're an adult! If you can't say no, take someone else with you. Record meetings if legal, take notes, date and time them. Don't say shit to them besides hello and goodbye.

really wish i'd figured this out sooner but refusing to capitulate to someone who you know from repeat experience is determined not to respect you whether they understand you or not really is one of the greatest experiences in the world because there is Nothing they can do about it that matters if you refuse to play along and trying to comprehend that is physically painful for them. you get to watch the light go out of their eyes in real time as the cracks begin to form in the tinted glass through which they see the world. power word kill your ego.

[insanethrottlebikernews]

Navigating the Challenges of DEI Policies 

By James “Hollywood”…

[hempclothing1]

DEI Training and Workshops

Diverse, Equitable, and Inclusive Strategies: Transforming Organizations for Success.

The ultimate success of an organisation is when every employee succeeds. DEI – diversity, equity, and inclusion strategies can help build an innovative, future-ready culture that embraces diversity at all stages, from recruitment through advancement. My program takes a comprehensive approach and set of tools that span every facet of a DEI transformation. Organizational visions & individual personalities remain at the core of my program structure, and I use an inclusion framework to assist organizations and communities in understanding DEI (diversity, equity, and inclusion) in the workplace, their particular organization, and society as well as how they can drive DEI-related progress. Moreover, I help organizations embed DEI across business functions and organizational priorities, including leadership, recruitment, change management, merger integration, and more.

Benefits of Diversity & Inclusion in Corporates Reach a More Extensive Talent Pool Foster A Sense of Belonging for Teams Diversity makes way for innovation & creativity Equity And Inclusion Can Tackle Workplace Burnout Help create competitive advantage

[darrenwalleyconsultancy]

Nepotism in the Workplace

Photo by Kristina Flour I would imagine Nepotism in the workplace is something everyone in the workforce has seen first-hand. Some have heard of it happening. You may have even been a victim of it. That time you have been overlooked for that position due to the boss’s friend or relative getting the job. The subject is very emotive, especially when you ask people whether it is right or…

[akwyz]

Bridging the Gap: The Unseen Diversity in Our Workplaces

🌟 New Blog Alert! 🌟 Dive into the untapped potential of Workplace Diversity & Disability Inclusion with our latest insights. Transform your organizational culture and embrace true inclusion. Read now & join the conversation! #FutureOfWork #axschat

In a revealing conversation on Axschat, Hilary Wool, a partner at Boston Consulting Group (BCG), sheds light on the often-overlooked diversity in our workplaces: disability. Through her extensive research on self-identity, disability, and the feeling of belonging, Wool brings critical insights that challenge our perceptions and underscore the need for a more inclusive approach in corporate…

[dgspeaks]

Advancing Workplace Gender Equity with AI: A Conversation with Angel Vossough, CEO of BetterAI

Technology is increasingly intertwined with our daily lives, and harnessing its power for gender equity in the workplace is both a necessity and an opportunity. Angel Vossough, CEO and Co-Founder of BetterAI, is at the forefront of this movement, leveraging advanced AI technologies to pave the way for a more inclusive future. In a recent Q&A session, Angel shared her insights on how AI is…

[asg-stuff]

Fifty one percent of diversity, equity and inclusion (DEI) leaders say their top challenge is business leaders failing to take ownership for driving DEI outcomes, according to Gartner, Inc. (via Gartner HR Survey Identifies Top Five Challenges Facing DEI Leaders | Gartner)

See also A Global Look at the Chief Diversity Officer Landscape by Russell Reynolds

[ivygorgon]

AN OPEN LETTER to THE U.S. CONGRESS

Put the Good Jobs for Good Airports standards in the FAA reauthorization bill!

104 so far! Help us get to 250 signers!

I’m calling on you to stand with working people, passengers and our communities by supporting Good Jobs for Good Airports standards (GJGA) in the FAA reauthorization bill. Airports should and can be strong, vibrant drivers of good jobs in every part of our country. The Good Jobs for Good Airports standards are central to that mission and our nation’s future prosperity. Billions of our public dollars are invested in our nation’s aviation system every year, and we must ensure that our public resources serve the public good. That includes ensuring airports better serve the needs of our families, our passengers, our communities and the airport service workers who make it all possible.

It is evident that our air travel industry is in crisis. From record flight cancellations during summer travel peaks to mountains of lost luggage during the holiday travel season. Airports are critical publicly-funded infrastructure vital to the health of our local communities and global economy, but right now airports aren't working the way they should for travelers or airport service workers — a largely Black, brown, multiracial and immigrant service workforce. These working people, including cleaners, wheelchair agents, baggage handlers, concessionaires and ramp workers, keep airports safe and running smoothly even through a global pandemic, climate disasters and busy travel seasons. Yet many are underpaid and underprotected--even as some major airlines rake in record profit and billions of our tax dollars are invested in our national air travel system.

Domestic passenger numbers increased by 80% between 2020 and 2021, total industry employment fell by nearly 14%, leaving airport service workers to sometimes clean entire airplanes in as little as five minutes as many take on additional responsibilities outside of their typical job duties. Meanwhile, wages have barely budged for airport service workers in 20 years. The Good Jobs for Good Airports standards has the power to transform workers’ lives by ensuring airport service workers have the pay and benefits they need to care for their families.

The Good Jobs for Good Airports standards would help build a stronger, safer, more resilient air travel industry by making airport service jobs good jobs with living wages and benefits like affordable healthcare for all airport workers. Airport service workers at more than 130 covered airports would be supported through established wage and benefit standards, putting money back into hundreds of local economies and helping families thrive. If passed over 73% of wage increases will go to workers making $20 or less, estimates show.

I urge you to include the Good Jobs for Good Airports standards in the FAA reauthorization bill, and help ensure our public money serves the public good.

▶ Created on September 20, 2023 by Jess Craven

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[makingcontact]

Who’s Afraid of DEI?: Interrogating Gender & Race in the Workplace (Encore)

Ruchika Tulshyan (left) and Ijeoma Oluo (right). “There was not a moment that I came into the workplace and thought that I would belong or be treated properly or equally.” Ruchika Tulshyan, a workplace inclusion expert, paraphrases an interview with Ijeoma Oluo, a thought leader on race in America, for Tulshyan’s book, Inclusion on Purpose.  In the conversation featured in this episode, these two…

[fcfvafeed]

Green Light for Growth - Navigating Virginia's New Era of Recreational Marijuana

The legislative developments in Virginia regarding the recreational sale of marijuana signify a notable shift, aimed at regulating and taxing the sale of marijuana to adults, which could have widespread implications for various groups within the state. For the Average Virginia Citizen Virginia citizens stand on the brink of accessing a regulated, safe, and taxed marijuana product. With…