Hello! Fellow Classmates!
I’m curious if there are more of us…I see Stephanie and GBrown, however, are there more? Do we have a Class Roster we can view and Ping one another from? If so, where do I find it?
Looking forward to learnign
WE HAVE MOVED – SORRY FOR THE INCONVENIENCE.
THIS SITE IS NO LONGER IN OPERATION.
PLEASE GO TO http://www.dtui.com/wecandothis TO ACCESS THE CLASSROOM.
Welcome to the Diversity Training University International Certified Diversity Professional Online Level One Course!
If you are just visiting the site, please take your time to check it out. Keep in mind that we use passwords to access most of the pages. Please download our e-brochure to learn more.
This course is ten weeks in duration.
We are very happy to have you as a participant in the DTUI.com diversity professional certification program. During the next few weeks this course will help you develop a foundation for leading cultural diversity programs. Each week you will have a mixture of readings, discussions with other participants, and some activities to complete that help deepen your learning.
My name is Billy Vaughn, PhD and I will be working with you throughout the course. To find out a little more about me, I have posted a more personalized welcome in the first exercise.
Throughout the course you will interact with other participants. Hopefully, you will form some new colleagues in the diversity profession. In our discussions you will notice that each interaction is asynchronous, which means you can log in at any time during the week to participate in a discussion or view a past conversation.
As our classroom space may be new to you, you will find below some basic directions for navigating the course and a description of how to get started. Please feel free to ask questions any time. I am here to help guide you through the course and I hope you will feel comfortable getting in touch with me any time.
We are all looking forward to having you as a part of the DTUI diversity professional community.
Welcome Aboard!
Billy Vaughn, PhD CDP
Navigating this Course: Please click on this link to down load a demonstration in pdf file format Course Navigation Overview (pdf file)
WE HAVE MOVED – SORRY FOR THE INCONVENIENCE.
THIS SITE IS NO LONGER IN OPERATION
PLEASE GO TO h
Welcome to the Diversity Training University International Certified Diversity Professional Online Level One Course!
If you are just visiting the site, please take your time to check it out. Keep in mind that we use passwords to access most of the pages. Please download our e-brochure to learn more.
This course is ten weeks in duration.
We are very happy to have you as a participant in the DTUI.com diversity professional certification program. During the next few weeks this course will help you develop a foundation for leading cultural diversity programs. Each week you will have a mixture of readings, discussions with other participants, and some activities to complete that help deepen your learning.
My name is Billy Vaughn, PhD and I will be working with you throughout the course. To find out a little more about me, I have posted a more personalized welcome in the first exercise.
Throughout the course you will interact with other participants. Hopefully, you will form some new colleagues in the diversity profession. In our discussions you will notice that each interaction is asynchronous, which means you can log in at any time during the week to participate in a discussion or view a past conversation.
As our classroom space may be new to you, you will find below some basic directions for navigating the course and a description of how to get started. Please feel free to ask questions any time. I am here to help guide you through the course and I hope you will feel comfortable getting in touch with me any time.
We are all looking forward to having you as a part of the DTUI diversity professional community.
Welcome Aboard!
Billy Vaughn, PhD CDP
Navigating this Course: Please click on this link to down load a demonstration in pdf file format Course Navigation Overview (pdf file)
THIS IS WHERE YOU FIND THE LINKS FOR RECORDED WEEKLY PRESENTATIONS (Voice Narration:
1. You may need to download Macromedia Flash 9.0. Please follow the instructions if necessary.
2. IF CLICKING ON THE LINK DOES NOT WORK, CUT AND PASTE THE LINK INTO A WEB BROWSER, SUCH AS INTERNET EXPLORER.
WEEK 1: Introduction to the Diversity Profession.
CLICK HERE to view the lecture.
WEEK 2: Starting the Diversity Consultation. Click Here to view the lecture.
WEEK 3: Culture & Organizational Behavior. Click Here to view the lecture.
WEEK 4: Organizational Culture. Click Here to view the lecture.
WEEK 5: What is Assessment? Click Here to view the lecture.
WEEK 6: Data Analysis:
CLICK HERE to view the lecture.View this Page
WEEK 7: From Data Analysis to Intervention
CLICK HERE to view the lecture.
WEEK 8: Readiness for Change: Download CLICK HERE
WEEK 9: Selling Your Ideas: CLICK HERE
WEEK 10: See readings for this week in the course manual.
The Human Capital Inventory is located in the Diversity Profession section of the course manual.
1. Complete the survey
2. Use the scoring key to score it.
Notice the sections you scored highest on and those that you need more work. Describe in the Comment Section below what you learned about how prepared you are to lead cultural diversity programs.
This assignment is due no later than Day 7 of this week (Keep in mind that the week starts each Wednesday of the course, so Wednesday is Day 1 and Tuesday is Day 7).
Describe three reasons organizations fail to reach diversity and inclusion goals.
This assignment is due no later than Day 4 of this week (Keep in mind that the week starts each Wednesday of the course, so Wednesday is Day 1 and Tuesday is Day 7).
Quiz 2 (Final) – Online Diversity Professional Certification Course Level One
Sharon recently filled the new diversity manager position for a high tech company that she has worked for more than 10 years. The CEO asked her to take on the role because she had been a successful African American in the organization as a community relations officer. The goal was to help the organization attract the best and brightest in an increasingly culturally diverse recruitment pool. She quickly discovers that the new job requires competence beyond her expertise. Sharon attends a few diversity officer trainings and seminars to get comfortable in her role.
She decides to implement three programs she learned in the trainings: an organizational climate assessment, organization wide cultural diversity sensitivity training, and affinity groups. The CEO has a lot of trust in her abilities, so Sharon has the authority to move forward as long as she gives regular progress reports to the leadership team. An advisory group representing a cross section of the organization was put together for support in disseminating information needed to move the projects along. She meets with them every three months for a couple of hours. About half the members show up. Sharon is unconcerned about the attendance numbers because she feels comfortable calling on each member when she needs her or his expert advice.
Sharon solicits proposals to external consultants to perform the climate assessment, selects a vendor, and works closely with the consultants during data collection. The results show that the organization is in the Critical Mass stage. She received mixed feedback after presenting the results to the leadership team, but the CEO said he was very impressed with how much she had learned since taking on the new role. Sharon feels assured that she can move ahead.
The next order of business was to solicit proposals for the full organization diversity training. While she waited on proposal submissions, Sharon started putting together the affinity groups. Things started to get more challenging when she realized that an affinity group for gay and lesbian employees may be needed. She quickly got the African American, Asian-Pacific Islander, and Latino groups formed, but even some members of these groups confided in her that they were uneasy with the organization supporting a gay and lesbian group. One of the most out-spoken lesbians made it clear to Sharon that she was expecting that a group would be formed for them. When the CEO learned about the matter, he “diplomatically” told Sharon that a gay-lesbian affinity group would not be a good idea. Sharon was in a dilemma and put little effort into moving forward with any of the affinity groups at that point.
Once she started sorting through proposals from diversity training companies, she became concerned about the content. Were gay and lesbian issues going to surface during the training? Will that create problems? Sharon scheduled an advisory committee meeting about the issues, which resulted in a heated discussion about the merits of diversity training. Suggestions, such as covering religious diversity, avoiding content about white privilege or racism, and avoiding role play games, led to considerable disagreement. In fact, a couple of members said that they felt uneasy staying on the advisory team.
Then the human resource manager approached Sharon to express her concern about what her office has heard about the diversity initiative. Things started getting way out of hand when the corporate legal office got involved. They wanted the training to focus more on legal issues, such as civil rights and anti-harassment laws, instead of sensitivity training. Sensitivity training can “raise a lot of tension which may lead to grievances” is what she heard the lead attorney say. The legal office also expressed concern about the data that had been collected and wanted a meeting with the CEO and Sharon to determine how much of the data should be made public.
Sharon starts to feel very overwhelmed at this point. She is uncertain how to move forward and is fearful that she will make a decision that could cause a great deal of problems for her and the organization.
- What are the problems that Sharon needs to address to get the diversity program to move forward?
- What are examples of the symptoms of the problem she is facing?
- What could she have done to better set the stage for discussions about diversity in the organization?
- How should she handle the gay-lesbian affinity group challenge?
- What are three things Sharon can do to make progress? Give a rationale for each.
Please complete by the final day of the course and email the complete assignment to the instructor.
Discuss one strategy you have learned in this course that is useful for getting an organization to move towards a more inclusive culture. Why is it useful? What are the challenges in using the strategy?
This assignment is due no later than Day 4 of this week (Keep in mind that the week starts each Wednesday of the course, so Wednesday is Day 1 and Tuesday is Day 7).
Describe how to capitalize off an organization’s strengths when starting a diversity initiative.
This assignment is due no later than Day 4 of this week (Keep in mind that the week starts each Wednesday of the course, so Wednesday is Day 1 and Tuesday is Day 7).