Course Description
It’s important to develop a strategy that seeks to improve the hiring, development, advancement, and retention of employees who belong to historically underrepresented and marginalized groups. Our course, Developing a DE&I Initiative, teaches you how to determine the need for change and design, develop, and evaluate a DE&I strategy. We’ll show you how to compile demographic data, survey employees, and identify areas of concern. You’ll also learn how to communicate to employees that disclosing their demographic information is optional and that it will be kept confidential.
We’ll explore how to align DE&I strategy with companywide and divisional business objectives, the process of developing an action plan, and how to assign actions to specific stakeholders. You’ll also learn how to set effective timeframes and deadlines for completing action items and how to evaluate the success of the strategy once it’s implemented. We’ll focus on DE&I strategy success metrics, such as hiring and retention rates of employees in historically marginalized groups. We’ll also cover the importance of communicating success and ensuring accountability using DE&I annual reports and dashboards.
What You'll Learn
- Identify the need for DE&I change by compiling demographic data, surveying employees, and identifying areas of concern
- Design a DE&I strategy aligned with companywide and divisional business objectives
- Implement a DE&I strategy by developing an action plan and assigning actions to specific stakeholders
- Set effective timeframes and deadlines for completing action items
- Evaluate a DE&I strategy using success metrics such as hiring and retention rates of employees in historically marginalized groups
- Communicate success and ensure accountability using DE&I annual reports and dashboards
Key Takeaways
- A DE&I strategy seeks to improve the hiring, development, advancement, and retention of employees who belong to historically underrepresented and marginalized groups.
- Determining the need for change involves compiling demographic data, surveying employees, and identifying areas of concern.
- Employees should be told that disclosing their demographic information is optional and that it will be kept confidential.
- DE&I strategy should be aligned with companywide and divisional business objectives, with actions assigned to specific stakeholders and given timeframes and deadlines.
- Success is measured with metrics such as hiring and retention rates of marginalized employees, and communicated through annual reports and dashboards to ensure accountability.
Frequently Asked Questions
What will I learn in this course?
You'll learn how to determine the need for change and to design, develop, and evaluate a DE&I strategy, including compiling demographic data, surveying employees, identifying areas of concern, developing an action plan, setting timeframes and deadlines, and evaluating success.
How does this course suggest measuring the success of a DE&I strategy?
It focuses on DE&I strategy success metrics such as hiring and retention rates of employees in historically marginalized groups, and on communicating success and ensuring accountability using DE&I annual reports and dashboards.
Does the course address how to handle employees' demographic information?
Yes. It covers how to communicate to employees that disclosing their demographic information is optional and that it will be kept confidential.
What skills does this course cover?
The course covers Diversity Training, Learning and Development Strategy, and Training and Development Needs Assessment.
How is the course structured?
It includes lessons on Introduction, Determining the Need for Change, Designing Your Strategy, Implementing Your Strategy, Continually Evaluating Outcomes, and a Test Your Knowledge section.
