The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. This online version of the DELA 100 training requires the completion of 10 modules. This course provides participants with exercises, short video presentations, and individual and Discussion Group activities to develop cultural diversity practitioner skills. There are also two required scenario-based quizzes to integrate the course content. Upon completion of the course, participants will:

• Describe the organizational inclusion change process
• Explain a rationale for the inclusion plan
• Assess personal biases and barriers to treating people inclusively.
• Evaluate cultural diversity leadership competence

The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. The course is in online format. Upon completion of the course, participants will:

• Understand the organizational inclusion change process
• Develop a rationale for the inclusion plan
• Understand how to use a Balanced Scorecard in the planning process.
• The diversity practitioner's role & responsibilities (Self-Assessments)
• The Stage of Inclusion, Belonging, & Equity Competency Framework'
• Onboarding the leadership, management, and the organization

The purpose of this course is to provide participants with a framework for transforming an organization into an equitable, inclusive, and just workforce. This online version of the DELA 102 training requires the completion of 10 modules. This course provides participants with exercises, short video presentations, and individual and Discussion Group activities to develop cultural diversity practitioner skills. There are also two required scenario-based quizzes to integrate the course content. Upon completion of the course, participants will:

• Describe the organizational inclusion change process
• Explain a rationale for the inclusion plan
• Assess personal biases and barriers to treating people inclusively.
• Evaluate cultural diversity leadership competence

The purpose of this course is to provide participants with a framework for transforming an organization into an equitable, inclusive and just workplace. The course is in online format. Upon completion of the course, participants will:

• Understand the organizational equity change process
• Develop a rationale for the equity plan
• Understand how to use a Balanced Scorecard in the planning process.
• The diversity practitioner's role & responsibilities (Self-Assessments)
• The Stage of Inclusion, Belonging, & Equity Competency Framework'
• Onboarding the leadership, management, and the organization

This course is designed to develop your ability to create high impact training modules. The goal is to give you a set of best practice tools needed to effectively design cost-effective training modules to develop competencies. The course emphasizes cultural diversity training, but the skills can be applied to any type of training. By the end of this course you would have learned:

• The phases of training design and development
• How to apply the phases to designing and developing diversity training.
• The rationale for a needs analysis to identify organizational cultural competence gaps for targeted training.
• How to identify the resources needed to get training up and running.
• How to prepare participants for training rollout.
• How to evaluate the effectiveness of the training

Formats include classroom (DELA 400A two days), Online (DELA 400 B). The purpose of this course is to provide participants with the skills needed to successfully train even the most difficult group of participants. One of the most challenging training courses is mandatory training that is undervalued. Diversity training is a good example. Even if you have an eager audience, your level of facilitation skill can turn them into discontented people wishing that they were somewhere else. Their learning experience is dependent on how well the facilitator manages the class and the landmines that surface along the way. Click the banner for a detailed overview. By the end of this seminar, you will have learned how to:

• Recognize the pitfalls of training and how to navigate them
• Facilitate emotionally charged topics and discussions
• Use adult learning methods to engage and challenge learners
• Create a safe environment for learning
• Apply the principles of active learning and audience engagement

The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. This online version of the DELA 100 training requires the completion of 10 modules. This course provides participants with exercises, short video presentations, and individual and Discussion Group activities to develop cultural diversity practitioner skills. There are also two required scenario-based quizzes to integrate the course content. Upon completion of the course, participants will:

• Describe the organizational inclusion change process
• Explain a rationale for the inclusion plan
• Assess personal biases and barriers to treating people inclusively.
• Evaluate cultural diversity leadership competence

This course is designed to develop your ability to create high impact training modules. The goal is to give you a set of best practice tools needed to effectively design cost-effective training modules to develop competencies. The course emphasizes cultural diversity training, but the skills can be applied to any type of training. By the end of this course you would have learned:

• The phases of training design and development
• How to apply the phases to designing and developing diversity training.
• The rationale for a needs analysis to identify organizational cultural competence gaps for targeted training.
• How to identify the resources needed to get training up and running.
• How to prepare participants for training rollout.
• How to evaluate the effectiveness of the training

The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. The course is in online format. Upon completion of the course, participants will:

• Understand the organizational inclusion change process
• Develop a rationale for the inclusion plan
• Understand how to use a Balanced Scorecard in the planning process.
• The diversity practitioner's role & responsibilities (Self-Assessments)
• The Stage of Inclusion, Belonging, & Equity Competency Framework'
• Onboarding the leadership, management, and the organization

Formats include classroom (DELA 400A two days), Online (DELA 400 B). The purpose of this course is to provide participants with the skills needed to successfully train even the most difficult group of participants. One of the most challenging training courses is mandatory training that is undervalued. Diversity training is a good example. Even if you have an eager audience, your level of facilitation skill can turn them into discontented people wishing that they were somewhere else. Their learning experience is dependent on how well the facilitator manages the class and the landmines that surface along the way. Click the banner for a detailed overview. By the end of this seminar, you will have learned how to:

• Recognize the pitfalls of training and how to navigate them
• Facilitate emotionally charged topics and discussions
• Use adult learning methods to engage and challenge learners
• Create a safe environment for learning
• Apply the principles of active learning and audience engagement

When a project or initiative is introduced in an organization, the plan needs to be effectively managed on both the technical side and the people side. The plan's development, design, and delivery constitutes the technical side. The goal is to ensure the initiative is effectively conceived and promises to deliver results. Project management provides the structure, processes, and tools to make this happen. The people side focus is on ensuring that the organization's members are effectively on-boarded, which means that they embrace change, adopt the behaviors needed to effect change, and begin to smoothly perform their work in ways that differ from what was previously expected. The discipline of change management provides the structure, processes, and tools to make this happen. In combination with change management, project management aims to increase the likelihood that projects or initiatives deliver the intended results and outcomes. This course aims to provide participants with a framework for creating an engaging, collegial, and inclusive workplace. By the end of this seminar, you will have learned:

• Recognize the pitfalls of training and how to navigate them
• Facilitate emotionally charged topics and discussions
• Use adult learning methods to engage and challenge learners
• Create a safe environment for learning
• Apply the principles of active learning and audience engagement

The purpose of this elective course is to provide an overview of organizational assessment and procedures for conducting assessments. You will need to assess an organization to identify performance gaps and barriers to workplace engagement and inclusion. Upon completion of the course, participants will:

• Increase competence in assessment and analysis
• Be able to apply what they have learned to real-life situations.
• Have acquired the requisite knowledge to help them distinguish between the different kinds of sample interventions that might follow their analysis.

A series of employee engagement surveys conducted by the Office of Personnel Management (OPM) of the United States federal government identified four inclusive management habits. They are referred to as The New IQ. In this program, you will increase your understanding of inclusion and the challenges of managing cultural diversity in organizations based on the New IQ. Diversity management techniques and practices with a track record of success will be introduced and practiced. This is a classroom format course that is interactive and focuses on developing competence needed to manage cultural diversity and inclusion in organizations. Click the banner for a detailed overview. Upon completion of the course, participants will learn skills to improve participants' competence in the following areas:

• Understanding and describing the challenges of managing cultural diversity and inclusion in organizations.
• Valuing and recognizing the benefits of diverse worldviews in supporting workplace productivity and collegiality.
• Evaluating behavior and performance, especially as it relates to workplace contributions.
• Understanding what is needed to retain, motivate, and promote staff from different cultural and ethnic backgrounds.
• Increasing awareness of biases, identifying personal, and reducing biases that result in exclusion.
• Learning inclusive behaviors to work effectively with culturally different individuals.
• Learning practical methods for overcoming barriers to inclusion and belonging.
• Intervening effectively in situations that involve potential exclusion.
• Applying inclusive behaviors to accommodate the needs of people who are culturally different.
• Learning effective ways to promote capitalizing on people's different talents.

Cultural diversity recruitment has been a persistent human resource management challenge since the civil rights movement. As the national and global demographic shift becomes increasingly a reality, cultural diversity offers promise for attracting the talent needed to offset the loss in traditional recruits. Why is the recruitment of talent in the modern pool of potential recruits so challenging' How can we increase recruitment success' This course addresses these questions and offers practical solutions to succeed. Following the guidelines in this course will increase the likelihood of success. Click the banner for a detailed overview. Upon completion of the course, participants will:

• Increase awareness of the pitfalls of cultural diversity recruitment.
• Assess personal cultural diversity values and beliefs.
• Develop cultural diversity recruitment knowledge.
• Develop cultural diversity recruitment skills.
• Utilize the content to build a plan

This is an instructor led online course. It is an elective. A diversity best practice is a program, process, or technique that is generally accepted as the best-known solution for addressing a cultural diversity and inclusion problem. This course explores the most common diversity best practices to understand what makes them worth considering and how to determine the best set of practices that suit the unique needs of each organization. It is the easiest way to determine what needs to be put into place to show D&I-related progress, increase brand identity, and market success. This course is designed and developed to give you sufficient insights into how to implement each of the practices covered. Putting the work into completing the assignments will certainly help. The complementary course doesn't any feedback from an instructor, which participants receive in the full course. By the end of this seminar, you will have learned how to:

• Recognize the pitfalls of training and how to navigate them
• Facilitate emotionally charged topics and discussions
• Use adult learning methods to engage and challenge learners
• Create a safe environment for learning
• Apply the principles of active learning and audience engagement

The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. This online version of the DELA 100 training requires the completion of 10 modules. This course provides participants with exercises, short video presentations, and individual and Discussion Group activities to develop cultural diversity practitioner skills. There are also two required scenario-based quizzes to integrate the course content. Upon completion of the course, participants will:

• Describe the organizational inclusion change process
• Explain a rationale for the inclusion plan
• Assess personal biases and barriers to treating people inclusively.
• Evaluate cultural diversity leadership competence

Cultural diversity recruitment has been a persistent human resource management challenge since the civil rights movement. As the national and global demographic shift becomes increasingly a reality, cultural diversity offers promise for attracting the talent needed to offset the loss in traditional recruits. Why is the recruitment of talent in the modern pool of potential recruits so challenging' How can we increase recruitment success' This course addresses these questions and offers practical solutions to succeed. Following the guidelines in this course will increase the likelihood of success. Click the banner for a detailed overview. Upon completion of the course, participants will:

• Increase awareness of the pitfalls of cultural diversity recruitment.
• Assess personal cultural diversity values and beliefs.
• Develop cultural diversity recruitment knowledge.
• Develop cultural diversity recruitment skills.
• Utilize the content to build a plan

The purpose of this course is to provide participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce. This online version of the DELA 100 training requires the completion of 10 modules. This course provides participants with exercises, short video presentations, and individual and Discussion Group activities to develop cultural diversity practitioner skills. There are also two required scenario-based quizzes to integrate the course content. Upon completion of the course, participants will:

• Describe the organizational inclusion change process
• Explain a rationale for the inclusion plan
• Assess personal biases and barriers to treating people inclusively.
• Evaluate cultural diversity leadership competence

Cultural diversity recruitment has been a persistent human resource management challenge since the civil rights movement. As the national and global demographic shift becomes increasingly a reality, cultural diversity offers promise for attracting the talent needed to offset the loss in traditional recruits. Why is the recruitment of talent in the modern pool of potential recruits so challenging' How can we increase recruitment success' This course addresses these questions and offers practical solutions to succeed. Following the guidelines in this course will increase the likelihood of success. Click the banner for a detailed overview. Upon completion of the course, participants will:

• Increase awareness of the pitfalls of cultural diversity recruitment.
• Assess personal cultural diversity values and beliefs.
• Develop cultural diversity recruitment knowledge.
• Develop cultural diversity recruitment skills.
• Utilize the content to build a plan