HRCI’s Post

This is one of the most engaging and dynamic sections of the DEI competency certification. We discuss why the competency of the PRACTITIONER is the nucleus, the core and main focus and HOW that directly correlates to and impacts organisational maturity when it comes to diversity, equity and inclusion in the workplace.

Move the needle on DEI with our ILM Level 4 course on Managing Equality and Diversity in your Organisation. This qualification enables your managers to champion diversity and inclusion in your business. It also helps your DEI efforts by teaching those who are responsible for diversity how to fully grasp the issues that may hinder inclusivity and tackle them appropriately. This course builds on your skills and knowledge to effectively drive DEI initiatives in your organisation. With one-to-one support and coaching from our specialist course leaders, you will leave the course with a deep understanding of how to manage DEI in your organisation. By enrolling, you will have the opportunity to champion diversity and inclusion in your business leading to the following proven outcomes: 1. Becoming a company ambassador and confidently articulate the business case for diversity and inclusion 2. Gain a thorough understanding of current UK legislation 3. Effectively communicate, monitor and evaluate your DEI policies 4. Influence managers and staff at all levels in your business 5. Build teams with the capacity to leverage the full benefits of DEI and drive cultural change Interested in achieving a recognised qualification in diversity and inclusion management? Book your place today or learn more about the ILM course here: https://bit.ly/4d4lCER Image Description: The image displays a navy blue graphic featuring a cut out of a person. The cut out is set against a yellow background within a square shape. The text on the left reads "Enrol on our Diversity Open Courses today". #diversityandinclusion #diversityequityandinclusion #diversity #inclusion #dei

Our recent roundtable session brought together senior MAT leaders, education industry experts, and HR professionals to delve into crucial workforce challenges. Covering trust branding, the relevance of the DfE's Trust Quality Descriptions, and the role of wellbeing in shaping culture, it was a session filled with insight! And, the resounding consensus was that a well-executed People Strategy, aligned with trust values, positively influences workforce engagement and educational outcomes 🙌 If you couldn't join us a couple of weeks ago, read our overview and use the link to register your interest in future events! ➡️ https://bit.ly/3GORoqF #Schools #MATs #Education #PeopleStrategy #SchoolLeaders #MATGrowth #EducationServices #EducationManagement

It's no secret that DEI training can miss the mark and become a tick-the-box exercise if it's not delivered sensitively and with attention to evidence-based solutions as part of a broader DEI strategy. All of our learning solutions at Culture Plus Consulting are evidence-based; meaning that they are designed to optimise learning outcomes including attitude and behaviour change. We don't deliver content. Rather, we facilitate conversations that encourage the exploration of participant values, hidden beliefs, and assumptions and prompt reflection and growth. Whether you are seeking to build the DEI capability of your executives, people leaders, HR BPs, ERG leads or workforce, we are committed to leveraging what the DEI research tells us works to optimise your return on investment. Learn more about our DEI programs and read recent testimonials below.

Despite its popularity, diversity training falls short in achieving diverse representation within organizations. On the other hand, formal mentoring programs and targeted recruitment are effective strategies for enhancing diversity but are unfortunately underutilized. #DiversityandInclusion #HRstrategies #LearningandDevelopment #LD

Get article: https://lnkd.in/eEjusR3Q 💡How to Make #Diversity #Training More Effective💡 🌍 Diversity Training Purpose: Improve interactions, reduce prejudice, and build skills for diverse engagements. ❌ Issues: Some training backfires due to controlling approaches and negative stereotypes. 🔍 Focus on Context: A successful training environment considers both the work setting and the individual. Ensure continuity in learning before and after the actual training. ✅ Best Practices: 1️⃣ Blend diversity training with other programs (e.g., leadership, onboarding) to integrate its importance throughout the company. 2️⃣ Highlight the company's commitment to DEI, making training more intriguing and relevant. 3️⃣ Tackle common trainee obstacles such as defensiveness, anxiety, and overconfidence directly. 4️⃣ Embrace a "learner-centric" strategy by acknowledging the backgrounds and influences of trainees. 5️⃣ Provide ongoing support for trainees on their learning journey with pre-training activities, role models, personal objectives, emotional backing, rewards, and peer support. 6️⃣ Offer choice! Like at @Microsoft, customizable learning paths can be more engaging and effective. Remember: An effective diversity training program empowers, doesn't control. #DiversityTrainingDoneRight #talentmanagement #leadership Business Horizons Greg Fisher The George Washington University The George Washington University School of Business GWSB Office of Undergraduate Programs GWSB Alumni GW Latino Alumni Network Christopher Bracey GWSB Global and Experiential Education The PhD Project Management Faculty of Color Association (MFCA) HR Division - Academy of Management SHRM Alexander Alonso, PhD SHRM-SCP

Vales and behaviours can be incredibly motivating and useful, depending on how committed employers are to upholding them. I love these, from Nationwide Building Society: 1. Say it straight. 2. Push for better 3. Get it done There's more behind this, of course. But these are values and behaviours I could sign up to.

Discover how to manage #Equality #Diversity & #Inclusion in the workplace with a 90-day Chartered Management Institute Bitesize accredited programme. The 'Managing Equality, Diversity and Inclusion' series includes: 1️⃣ Legal and Organisational Approaches 2️⃣ Roles and Responsibilities as a Manager 3️⃣ Develop and Implement Plans and Reports Why should you do this course? 1️⃣ Show your commitment to EDI as a manager in your organisation 2️⃣ Show your dedication to becoming a #BetterManager and a #WorkplaceHero 3️⃣ Develop your team and wider organisation on best practice What do you get for £299? 1️⃣ 3-months access to CMI Management Direct 2️⃣ Digital certificates of completion for your CPD records from the CMI and WorkplaceHero 3️⃣ Awarded Foundation Chartered Manager (fCMgr) on completion Find out more: https://lnkd.in/dkQqZuPV Book: https://lnkd.in/e2CPTmr7 Fancy £10 off? Use code '10OFF' at checkout! #LeadershipDevelopment #CMI #Training #CPD #Equality #Diversity #Inclusion #MicroLearning #BetterManagers

As some may know, I've been dedicating a lot of time to studying for my SHRM certification this summer, and I've recently delved into the DE&I section of the BASK. I stumbled upon an article that caught my attention and thought it would be valuable to share with my network. Recent research in 2023 has highlighted numerous key challenges in fostering diversity, equity, and inclusion (DEI) in workplaces across the United States. Here are some findings from Culture Amp: 1. Limited Participation: Over half of marginalized individuals (52%) and nearly half of other employees (48%) aren't actively engaged in DEI efforts. 2. Barriers to Speaking Out: Almost half (47%) of marginalized employees feel uncomfortable addressing discrimination. 3. Need for Unconscious Bias Training: (43%) of employees feel there isn't enough unconscious bias training. We as professionals can help break this barrier by doing the following: 1. Educate Yourself: Take the initiative to educate yourself on issues related to diversity, equity, and inclusion. 2. Promote Inclusive Behavior: Be mindful of your language and actions to ensure they are inclusive and respectful of all colleagues, regardless of their background or identity. 3. Seek Feedback and Self-Reflection: Seek feedback from colleagues on how you can be a better ally and advocate for diversity and inclusion in the workplace. https://lnkd.in/gc9Y2n65 #Diversity #Equity #Inclusion #WorkplaceCulture #Leadership #ChangeManagement

To sustain diversity, a merit-based approach is not just beneficial, it’s necessary. Here are 3 things to ensure it works: 1. Continuous Learning and Development: Providing equal learning opportunities helps everyone to compete fairly on merit. 2. Transparent Policies: Clear, transparent policies promoting meritocracy help maintain a diverse and motivated workforce. 3. Regular Assessments: Frequent assessments based on fair criteria ensure that diversity is naturally cultivated through merit. #SustainableDiversity #MeritBasedSystem #HRStrategies