Professional Diversity Practitioner Certification – PDP #3

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IEDEIA Home

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IDPI Home

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EDIS Certification

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PDP Certification

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EILP Certification

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APPLY TODAY!

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Receive your PDP Credentials

The International Diversity, Equity and Inclusion Professional Institute (IDPI) provides a 6 week intensive, interactive certification program. The Professional Diversity Practitioner (PDP) will be equipped to design company policies that reinforce diversity in the workplace, address harassment and discrimination in organization policies, practices and policies, and ensure equity for underrepresented groups. PDP certified individuals will have the knowledge, skills and abilities to lead and manage DEI projects and implementation. You will be able to cultivate a supportive and inclusive work environment where inclusion, equity and feelings of belonging are a part of the company culture and will enhance the experience for all our employees or community members.

The 6-week certification program will provide you with the knowledge, skills, abilities and enhanced toolset be effective and efficient in managing and leading the DEI journey in your organization.  

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6-week Course Curriculum

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PDP participants must demonstrate their knowledge of the competencies required at the EDIS level (entry level certification) through an online assessment. They may also take, and will have access to the courses in the EDIS certification program AND complete the following courses for completion of their PDP certification:

The intersection of Emotional Intelligence and Equity, Inclusion and Belonging

Emotional intelligence drives the behaviors we use to engage and interact with people around us in a way that is open and curious, equitable and inclusive, accepting and celebratory. Participants learn and/or re-evaluate the impact of their emotional intelligence and identify the tools needed to implement DEI principles in the environments they lead. If DEI is the goal, the journey, then Emotional Intelligence is the pathway that will get us there. Emotional Intelligence (EQ) is about understanding and being intentional about the behaviors that we, and those around us, exhibit.

As leaders drive DEI strategies and activities, their emotional IQ will help them to understand their and others emotions and to build productive relationships. It also cause them to explore, to confront and to ask, whose voice is missing from the table when decisions are being made? Whose perspectives are not being considered? Whose norms are being used to govern the whole?

Understanding the importance of psychological safety

Psychological safety is employees feeling safe to be their authentic selves at work, as much as they choose. It is about people feeling safe to voice opinions, thoughts, or ideas in an accepting and collaborative atmosphere. In a workplace with psychological safety, team members are not automatically punished for making mistakes. Historically people of marginalized communities may not have felt safe to take risks, and may have felt less comfortable discussing concerns, especially when it comes to harassment or discrimination because they didn’t feel valued or respected in the workplace.

An important part of psychological safety is valuing diversity, equity, and inclusion and people feeling able to be their whole selves, which means they can exhibit their race, ethnicity, gender, sexual orientation and any other part of their identity without judgment. Intertwining psychological safety with DEI efforts and having a diverse workforce improves employees’ productivity, increases innovation, and fosters a more positive, open-minded, and better-performing workplace.

5 Actions leaders take to drive DEIA in the workplace

Participants will learn how to increase diversity, equity, and inclusion in the workplace — and why we actually recommend EDI over DEI, with a focus on equity first, before diversity & inclusion. It begins with setting direction, creating alignment, and gaining buy-in and commitment at all levels of the organization, beginning with top leaders.

Leaders must also be able to articulate their individual and collective perspective, organizational values, and the desired organizational culture, and incorporate how power and privilege, and the systems that support discrimination, affects their approach in leading DEI and the effectiveness of the journey. Participants will begin with an understanding of 5 tactical actions they can take that will drive DEIA (incudes accessibility) in the workplace.

 

Developing a DEI strategy and implementation plan

Creating a DEI strategy is about being intentional and willing to put in the work to reshape your organizational culture to one where inclusion and belonging are central to your success. Developing and implementing a strategic pathway will help you build the inclusive workplace where everyone can thrive. The strategic planning process is about identifying a starting point to and end point and laying out the journey to get there. Part of that journey is the strategy itself – what is it we are trying to accomplish, what is our dream state and what are the components to achieve that dream state. And part of it is execution – what are all of the steps, activities and resources we need to get there.

Participants will be introduced to a 4-phase, step-by-step guide that will help you explore what should be included in your DEI strategy and how to implement your strategies into actionable inclusion efforts you can measure and deliver at scale. (The four phases include: Setting up your planning project infrastructure, Gathering and analyzing data, Defining your strategic priorities and Implementation)

The most common types of bias in the workplace

Bias in the workplace is the purposeful or accidental assumptions made when hiring candidates, delegating tasks or comparing employees in other ways. In most cases, bias is either conscious or unconscious.In the workplace, you might see bias during the hiring process, when assigning employees to projects or when it’s time for promotions. In this course participants will learn about the most common types of workplace bias and how to address each. These include: affinity bias, conformation bias, halo and horns effect, recency bias.

In this course we also cover the negative repercussions of bias in the workplace, which includes: :

  • Turnover: One of the biggest impacts of biased hiring practices and management is employee turnover.
  • Legal issues: If a candidate or employee accuses you of biased practices, you could face lawsuits, fines or court hearings under the federal Equal Employment Opportunity law regarding workplace discrimination. You may also face lawsuits if you are accused of identify based hiring.
  • Homogeny: Biased hiring practices often lead to homogenous workplaces.

Bias in performance management

Rooting out bias in the employee lifecycle is crucial to creating an environment of equity, inclusion and belonging, especially in the performance monitoring and management process. There are a few patterns of bias that impacts the way we view of team and our evaluation/assessment of them. These include the “prove it again” bias, the “tightrope”, “recency” bias and more.

Groups most often stereotyped include women, people of color, individuals with disabilities, older employees, LGBT+, and professionals from blue-collar backgrounds.  In this course participants will learn intervention strategies and tools to reduce the bias in the performance monitoring and performance management process.

 

Counteracting workplace bias

Counteracting workplace bias begins with acknowledging that we all have them, and being open to identifying where bias creeps in, at the organizational, team and individual levels. But then what? In this course participants will learn how to:

  • Learn the value of and how to use the slow brain processing system
  • Identify opportunities to make informed and equitable decisions
  • Continually monitor your own behavior and that of others to ensure you’re not operating on biases
  • Conduct an equity assessment of policies, practices and programs
  • Actively pay attention to biases of protected classes
  • Identify where privilege and power supports inequities
  • Speaking out when biases are identified with a psychologically safe environment
  • Addressing when harm is caused and incorporating restorative principles

Creating equitable solutions thru equity assessments and audits

Equity assessments, sometimes also called “equity audits”, “equity lens”, or “climate assessments,” involve collecting and analyzing information, usually through multiple data-gathering processes, in order to determine the extent to which there are disparities or inequities inherently built into your organization’s policies, processes, practices and programs, These can occur at the system, structure or people levels and can have an impact internally or externally.

An intentional focus on conducting an equity assessment in ways that recognize and support the needs of underserved populations can more effectively promote equity and inclusion, leading to a culture of belonging. Participants will be introduced to a variety of equity assessment approaches and the benefits and relevance of each.

 

Inclusive leadership principles

In a growing diverse and complex business environment, culture cannot simply be defined as “the way things are done” — it is more about understanding the common set of behaviors, beliefs, and underlying mindsets that shape how employees interact. But what makes people feel included in organizations? What makes people feel that they are treated fairly and respectfully? What makes people believe they are valued and belong? It is mainly the beliefs and actions of their leaders, and the practices and policies that support inclusion and belonging. We find that what leaders say and do makes up to a 70% difference as to whether an individual reports feeling included. And this really matters because the more people feel included, the more they speak up, the more they collaborate and the more they positively engage within the organization and with others.  Inclusive leadership includes:

  1. Being commitment: Authentic commitment holds yourself and others accountable, and shows that you have made equity and inclusion a personal and organizational priority.
  2. Awareness of bias: They are aware of and/or willing to explore their personal blind spots. They also look for biases in the systems and understand how they support inequities.
  3. Humility: They are modest about capabilities, admit mistakes, and create the space for others to contribute.
  4. Genuine interest in others: They demonstrate an open mindset and deep curiosity about others, listen without judgment, and seek with empathy to understand those around them.
  5. Cultural intelligence: They are attentive to, and accepting of others’ cultures and adapt as required.
  6. Emotional Intelligence: Understanding your beliefs and emotions toward the differences of people who are different than their own social identities, and especially about marginalized communities of people.
  7. Collaboration: Inclusive leaders empower others!.

 

This certification program is designed by University academics, faculty and practitioners (Harvard, University of Penn, UC Berkeley, and more) and organizational executives, the IDPI program makes a real and measurable difference and equips participants to effect societal and organizational change, and effectively impact positive change in your organization and community.

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The next cohorts begin August 14, 2023

Pre-sales start July 26, 2023[fusion_separator style_type=”default” flex_grow=”0″ alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=””][/fusion_separator]

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EQUITY, DIVERSITY AND INCLUSION SPECIALIST (EDIS)

$879

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PROFESSIONAL DIVERSITY PRACTITIONER (PDP)

$1,399

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EQUITY, INCLUSION AND LEADERSHIP PRACTITIONER (EILP)

$1,899

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Are you an organization ready to offer a certificate program or DEI certification to your team?

Contact us at darrylyn@EOD-global.com! or

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