Diversity, Equity, and Inclusion (2023)

Diversity, Equity, and Inclusion (1)

Diversity, Equity, and Inclusion (ILRDIC01)

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$3,699

Overview and Courses

An organization is only as good as its culture—and building that culture is not only a role for HR, it’s every manager’s and employee’s responsibility. As today’s headlines prove, an inclusive work environment is not just a nice-to-have, it can make or break a company. You can help make your organization a more supportive and engaging place to work by understanding the perceptual, institutional, and psychological processes that impact the ways people interact with each other. Starting with a look at employee engagement, then identifying interventions surrounding unconscious bias and specific diversity, equity, and inclusion strategies, this program is appropriate for anyone committed to going beyond mere compliance to build a truly aware and inclusive work culture.

This program includes a year of free access to Symposiums! These events feature a week of live, highly participatory virtual Zoom sessions with Cornell faculty and experts to explore today’s most pressing diversity and inclusion topics, including equity, unconscious bias, psychological safety, inclusive leadership, and cross-cultural conversations. Symposium events are held several times throughout the year. Once enrolled in your program, you will receive information about upcoming events.

Throughout the year, you may participate in as many sessions as you wish. Attending Symposium sessions is not required to successfully complete the certificate program.

Improving Engagement

Research shows that engagement is the key factor that promotes higher performance and effort, greater returns, and lower turnover. Yet across companies, industries, and countries, studies show that only 11-19% of employees are highly engaged. In this course, you will examine the foundational drivers of engagement, explore the components of successful engagement initiatives, and identify strategies for creating stronger engagement in teams.

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Counteracting Unconscious Bias

There is no such thing as a workplace that lacks diversity. Despite decades of legal and social reform aimed at reducing discrimination in the workplace, inequality continues to be a significant problem in all societies and most workplaces.

In this course, you will identify the perceptual and psychological processes that impact the way that individuals interact with people who are demographically dissimilar from them. You will examine the psychological processes that impact decision making within organizations and identify how professionals can design better work practices and help to more effectively leverage the potential among employees.

As a trained psychologist with research and consulting expertise related to diversity and inclusion, Cornell University Professor Lisa Nishii is uniquely positioned to help course participants understand the complex dynamics underlying diversity challenges and opportunities within organizations.

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Diversity, Equity, and Inclusion at Work

The management of diversity, equity, and inclusion has evolved from a focus on compliance to a strategic-level effort with a demonstrated positive impact on an organization's performance. In the current business climate, companies that strive for diversity, equity, and inclusion are achieving intended business results. They provide proof that diversity, equity, and inclusion are much more than a legal or moral requirement; they're also a competitive advantage.

This course provides an overview of the evolution of the management of diversity, equity, and inclusion and presents targeted and high-involvement diversity practices. It examines diversity in the contexts of teams and leaders, and it frames diversity in terms of current business and cultural challenges.

During this course, you will complete a project in which you identify sources of inclusion and how equity fits into your diversity and inclusion goals, align inclusion to improve employee engagement and business results, and determine methods to assess the effectiveness of inclusion initiatives. At the end of the course, you will use the results from the project to prepare a final presentation describing how to apply your work to your organization.

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(Video) The Difference between Diversity, Inclusion and Equity

Fostering an Inclusive Climate

Inclusion is a relational construct. It's ultimately about how your team functions and performs based on the quality of social connections, openness to learning, agility, and depth of decision making. How can you foster greater inclusion within your workgroup? Throughout these modules, you will be asked to reflect upon your own experiences and apply the lessons in the modules in your own role.

You will examine the concept of climate, specifically inclusive climates, as well as learn about the specific behaviors and skills you need to demonstrate in order to be successful in shaping an inclusive climate.

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Diversity and Inclusion Symposium LIVE

Symposium sessions feature three days of live, highly interactive virtual Zoom sessions to explore today’s most pressing topics. The Diversity and Inclusion Symposium offers you a unique opportunity to engage in real-time conversations with peers and experts from the Cornell community and beyond. Using the context of your own experiences, you will take part in reflections and small-group discussions to build on the skills and knowledge you have gained from your courses.

Join us for the next Symposium in December. From the workplace to our homes, discussions about diversity and inclusion are necessary to become aware of our biases and promote action and change. Throughout this Symposium, you will examine and dissect key diversity and inclusion topics like psychological safety, belonging, and equity. By participating in dynamic and relevant dialogues, you will discover a variety of perspectives and create genuine connections with participants from diverse industries and backgrounds.

Upcoming Symposium: December, 2022

All sessions are held on Zoom.

You may participate in as many sessions as you wish. Attending Symposium sessions is not required to successfully complete the certificate program. Once enrolled in your courses, you will receive information about upcoming events. Accessibility accommodations will be available upon request.

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How ItWorks

Course Length

2 weeks

Programduration

2 months

Class Size

Under 35students

Effort

3-5 hours perweek

(Video) Belonging, A Critical Piece of Diversity, Equity & Inclusion | Carin Taylor | TEDxSonomaCounty

Format

100% online

Model

Instructor-led

Course Length

2 weeks

Programduration

2 months

Class Size

Under 35students

Effort

3-5 hours perweek

Model

Instructor-led

Faculty Author

view details hide details of Lisa Nishii

Diversity, Equity, and Inclusion (2)

Lisa Nishii

Associate Professor and Vice Provost

Cornell ILR School

  • Bio
  • Certificates Authored

Associate Professor and Vice Provost for Undergraduate Education, CornellUniversity

Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D. and M.A. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College.

Nishii is an expert on inclusion in organizations. Her research focuses on the confluence of organizational practices, leadership behaviors, and climate for inclusion on individual- and group-level outcomes. Using multi-level and multi-method research designs across a number of large-scale federally funded projects, she has found that leaders play an important role in shaping inclusion. In particular, the extent to which leaders role model inclusive behaviors, clarify the learning and innovation benefits of diversity for the group’s work, and set strong norms related to interpersonal interactions, determines the inclusiveness of their workgroup climates. In turn, workgroup climate has important implications for the authenticity of the relationship that group members develop, the positive versus negative quality of relational ties, the information that is shared among group members, the extent of conflict that is experienced, and ultimately the creativity, financial performance, and turnover rates associated with these groups. Workgroup climate also impacts individual-level experiences of discrimination versus inclusion, as well as engagement and performance. She is currently developing and testing the effectiveness of training interventions for leaders as well as for in-tact teams on how to cultivate workgroup inclusion. Nishii’s earlier research focused primarily on diversity in individual-level cognition and behavior as determined by national culture.

Nishii actively publishes in top-tier journals, including theAcademy of Management Review,Academy of Management Journal,Journal of Applied Psychology,Personnel Psychology, andScience, and serves on the editorial boards forAMR,AMJ, andJAP. She is currently the Chair of the Academy of Management’s Gender and Diversity in Organizations Division, and the Chair of the ILR School’s International Programs. She serves on a variety of college and university-level councils for diversity, globalization, and engaged learning. Nishii also consults with multinational companies, primarily related to diversity and inclusion and organizational assessment.

  • Diversity, Equity, and Inclusion: Building a Diverse Workforce
  • Diversity, Equity, and Inclusion
  • Diversity and Inclusion forHR
  • Human Resources Essentials
  • Human Resources Management
  • Strategic Human Resources Leadership
(Video) Diversity, Inclusion, Equity | James Lindsay

Key Course Takeaways

  • Assess and improve employee engagement levels
  • Enhance organizational culture in your team and company
  • Recognize unconscious bias and how it affects the way that people perceive and react to others
  • Understand the dimensions of diversity that matter most in organizations and why
  • Assess stereotypes and prejudices that may influence behavior in work groups and learn methods to improve the psychological safety of all employees
  • Examine strategies for implementing ethical standards

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Diversity, Equity, and Inclusion (3)

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What You'll Earn

  • Diversity, Equity, and Inclusion Certificate from Cornell ILR School
  • 40 Professional Development Hours (4 CEUs)
  • 25 Professional Development Units (PDUs) toward PMI recertification
  • 40 Professional Development Credits (PDCs) toward SHRM-CP and SHRM-SCP recertification
  • 40 Credit hours towards HRCI recertification

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(Video) Understanding Diversity, Equity, and Inclusion

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Who ShouldEnroll

  • Team managers and supervisors
  • Executives responsible for strategic culture efforts
  • Anyone interested in creating an inclusive and supportive culture that promotes equal opportunities and treatment of employees

Diversity, Equity, and Inclusion (5)

“I would found an institution where any person could find instruction in any study.”
{Anytime, anywhere.}

Ezra Cornell

Founder of Cornell University

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Diversity, Equity, and Inclusion (6)

(Video) How DEI (Diversity, Equity, Inclusion) Can Lead to Tyranny | Daniel Ortner

Diversity, Equity, and Inclusion

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FAQs

What is diversity equity and inclusion? ›

Equity is the act of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Inclusion is the practice of making people feel a sense of belonging at work. Diversity is the presence of differences within a given setting.

What is DEI and why is it important? ›

A focus on diversity, equity and inclusion (DEI) has the capacity to connect companies to a broader applicant base of potential new employees. With an ongoing competition for talent, capitalizing on the competitive advantage of an expanded applicant base is a savvy business move.

Why Diversity Equity and inclusion is important? ›

Diversity and inclusion (D&I) is more than policies, programs, or headcounts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees.

What are 3 ways to promote diversity? ›

What are the best ways to promote diversity?
  • Educate Managers on the Benefits of Diversity in the Workplace.
  • Create More Inclusive Workplace Policies.
  • Communicate Clearly and Create Employee-Led Task Forces.
  • Offer Meaningful Opportunities for Employee Engagement.
  • Create Mentorship Programs.
  • [
22 Aug 2022

What is a good diversity and inclusion goal? ›

Diversity and inclusion performance goals focus on having a diverse workforce that feels included and a sense of belonging within the company. Nowadays, employees are more focused on working with companies that have beliefs and values that align with their own.

How do you promote equality and diversity in the workplace? ›

3 Ways to Promote Equality and Diversity in the Workplace
  1. Diversity and Inclusion Training. Training is a key component of diversity management in the workplace. ...
  2. Assess Your Hiring Practices. Preventing indirect discrimination begins before you even hire someone. ...
  3. Identify Metrics for Diversity and Inclusion.

What are the 6 C's for inclusive leadership? ›

The 6 c's of inclusive leadership are:
  • Communication. Leaders need to be able to communicate with people from all walks of life. ...
  • Collaboration. Leaders need to be able to work with people from all walks of life. ...
  • Creative problem solving. ...
  • Commitment. ...
  • Courage. ...
  • Cultural competence.

What is a DEI strategy? ›

​A strategic diversity, equity and inclusion (DE&I) management plan can help an organization make the most of its diversity by creating an inclusive, equitable and sustainable culture and work environment.

What are the six principles of equity in the workplace? ›

The six principles of work equity are diversity, inclusion, equal opportunity, fairness, transparency, and accountability. Combined, they create a fair and inclusive workplace where all individuals have equivalent job and promotion opportunities.

How do you implement diversity and inclusion in the workplace? ›

9 Proven Strategies to Improve Diversity, Equity & Inclusion at Your Workplace
  1. Identify DEIB as a strategic priority. ...
  2. Conduct pay equity reviews. ...
  3. Recruit and promote from a diverse POV. ...
  4. Create a robust mentorship program. ...
  5. Consistently train and engage employees on DEIB. ...
  6. Make sure benefits and programs are inclusive.
22 Jun 2021

Which is the best example of diversity at the workplace? ›

Examples of Workplace Diversity
  • An organizational team is made up of people from different cultures. ...
  • An organization makes an effort to bring more diversity to its leadership staff. ...
  • A company putting an emphasis on people with unconventional or different backgrounds is another example of workplace diversity.

How do you implement DEI in the workplace? ›

DEI Strategies in the Workplace
  1. Embrace the Power of Employee Resource Groups. ...
  2. Prioritize Women's Development. ...
  3. Reframe the Role of Coaching. ...
  4. Seek Buy-In from Senior Leaders. ...
  5. Consider DEI from the Start. ...
  6. Measure Your DEI Efforts. ...
  7. Prioritize Open Communication.
27 Jul 2022

How can I make my workplace more inclusive? ›

How do you create an inclusive work culture?
  1. Start from the top. ...
  2. Focus on inclusive recruitment strategies. ...
  3. Provide safe spaces for employees. ...
  4. Connect with employees (but be sensitive). ...
  5. Give employees multiple ways to provide feedback. ...
  6. It fosters a healthy work environment.
3 Aug 2022

How do you build an inclusive team? ›

4 ways leaders can build an inclusive culture
  1. Establish 'psychological safety' Team members should feel as though they can share their thoughts and opinions freely, so everyone feels heard and all ideas are on the table, not just those of a select few. ...
  2. Discourage 'groupthink' ...
  3. Encourage 'servant behaviour' ...
  4. Be honest.

What is inclusion example? ›

Inclusion is defined as the state of being included or being made a part of something. When multiple people are all invited to be part of a group, this is an example of inclusion.

How do you empower diversity? ›

How to Empower Diverse Employees
  1. Rethink your hiring practices. If you want to promote diverse employees into management positions, you need diverse employees to begin with. ...
  2. Focus on retention. ...
  3. Protect your employees. ...
  4. Don't reward conformity. ...
  5. Question your decisions. ...
  6. Get leadership buy-in.
19 Jul 2018

How do you build equity in the workplace? ›

10 effective ways to promote equity in the workplace
  1. Understand and promote the importance of equity.
  2. Evaluate and improve your equity practices.
  3. Communicate your targets and share progress.
  4. Make wage equity a priority.
  5. Prioritize equitable representation.
  6. Think about equity recruitment.
  7. Review and upgrade your onboarding.
2 Nov 2021

How do you respect diversity in the workplace? ›

Ways to support diversity, equity, and inclusion in the workplace
  1. Be aware of unconscious bias. ...
  2. Communicate the importance of managing bias. ...
  3. Promote pay equity. ...
  4. Develop a strategic training program. ...
  5. Acknowledge holidays of all cultures. ...
  6. Make it easy for your people to participate in employee resource groups. ...
  7. Mix up your teams.
21 Jun 2022

What does Dei look like in the workplace? ›

What does DEI mean in the workplace? In a workplace setting, DEI relates to actions taken in order to shift mindsets, behaviors, and practices toward equitable and inclusive leadership for individuals, teams, and organizations.

How do I create a DEI plan? ›

6 steps to building your DEI strategy from the ground up
  1. Find your motivation. Start by asking yourself: Why are we making DEI a priority for our business? ...
  2. Gather DEI data. ...
  3. Generate DEI Buy-in. ...
  4. Look to external resources. ...
  5. Start small. ...
  6. Ensure accountability.
17 Nov 2021

What are diversity equity and inclusion goals examples? ›

Goal: Promote diversity and inclusion in my workplace. Goal met by: Promote the development and advancement of underrepresented groups in my team through professional development courses and trainings. Goal: Actively create a productive work environment within my team that is free of harassment and bullying.

What are some examples of equality and diversity? ›

Let's look at a few examples of equality and diversity in the workplace: Male and female workers doing the same job and receiving the same pay. Physical disabilities not restricting the carrying out of a role i.e. someone in a wheelchair doing the same job as someone sitting in a chair.

How do you answer equality and diversity questions? ›

When asked a question about diversity, discuss your direct experiences with people of different cultures. Refrain from saying you don't see color. Instead, explain the value of honoring diverse cultures and learning from others. If you are sincere in your answers to diversity questions, your true character will shine.

Why is diversity important short answer? ›

1) Diversity drives creativity and innovation

Every culture, every nationality, every single person sees the world in a different way. Similarly, every culture, nationality, and person has different knowledge, perspectives, and points of view. When all of these different views are shared together, miracles can happen.

What are the 5 Principles of an inclusive leader? ›

Through our research, we have identified five inclusive leadership mindsets that shape behaviors: self-awareness, curiosity, courage, vulnerability, and empathy. These mindsets are critical for leaders' ability to create an environment where all employees feel respected, valued, and able to contribute their best work.

What are the six inclusive Behaviours? ›

These traits are commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration.

What are inclusive behaviors? ›

A sense of belonging; Feeling respected, valued and seen for who we. Are as individuals; A level of supportive energy and commitment from leaders, and colleagues and others so that we-individually and collectively-can do our best work.

What does a good DEI plan look like? ›

A good plan will articulate the expected business impact to your firm with increased DEI. Expected outcomes could include increased customer retention, new product innovation, more revenue per customer, higher win rates on proposals, and lower customer acquisition costs, just to name a few.

What makes a good DEI statement? ›

Your statement should provide diversity, equity, and inclusion definitions for your culture. It should connect DEI to your specific mission, vision, and values, and demonstrate what living your DEI statement looks like in real life. A good DEI statement includes the current state of diversity, equity, and inclusion.

What is a real life example of equity? ›

The goal of equity is to help achieve fairness in treatment and outcomes. It's a way in which equality is achieved. For example, the Americans with Disabilities Act (ADA) was written so that people with disabilities are ensured equal access to public places.

What is an example of equity in the workplace? ›

Equity refers to the specific things each person needs to succeed. As an example, a person might ask to work from home a few days a week because of a medical condition. Providing the option to work remotely allows them to fulfill their full potential at their job.

What are some examples of inclusion in the workplace? ›

Inclusion in the workplace: examples
  • Creating a sense of belonging. ...
  • Nurturing empathetic leadership. ...
  • Offering employees development opportunities. ...
  • Developing a collaborative environment. ...
  • Making sure employees feel valued. ...
  • Invest in educating leaders. ...
  • Create two-way communication channels.
4 May 2022

How can we promote diversity as a positive difference? ›

Strategies to Promote Inclusiveness
  1. Acknowledge Differences. ...
  2. Offer Implicit Bias Training -- for Everyone. ...
  3. Provide Mentors. ...
  4. Let People Learn by Doing. ...
  5. Encourage Personal Evaluation. ...
  6. Ask Questions. ...
  7. Value All Diversity.
6 Oct 2015

What are the 6 best strategies for working with diversity? ›

Six Strategies for Embracing Diversity in the Workplace
  • Start the conversation. ...
  • Increase accountability and transparency. ...
  • Develop inclusive leadership skills. ...
  • Notice the diversity (or lack of it) during discussions and decisions. ...
  • Pay attention to how all people are treated. ...
  • Act as a vocal ally.

What are some diversity and inclusion activities? ›

15 Team-Building Activities to Promote Diversity and Inclusion
  • Draw a Diversity Flower.
  • Host a Happy Hour.
  • Plan a Heritage Potluck.
  • Make Sushi Together.
  • Start a Book Club.
  • Try the Privilege Walk.
  • Establish a Gender-Neutral Jar.
  • Volunteer in the Community.
26 Jan 2022

What are the challenges to workplace diversity? ›

As you diversify your team, it's possible you could see more biases, discrimination, and harassment. In fact, 61 percent of workers have witnessed or experienced discrimination in the workplace based on age, race, gender, or LGBTQ+ identity.

What DEI means? ›

Diversity, Equity, and Inclusion.

What is the difference between EDI and DEI? ›

You may hear references to both the terms DEI and EDI when discussing diversity initiatives. While both of these acronyms describe the concepts of diversity, equity, and inclusion, at the Center for Creative Leadership (CCL)®, we prefer to use the term EDI because it places equity before diversity and inclusion.

What is the difference between equality diversity and inclusion? ›

The difference between equality diversity and inclusion can be explained as below. Equality is about equal opportunities and protecting people from being discriminated against while diversity is about recognizing respecting and valuing differences in people.

What is the meaning of equality and diversity? ›

Equality refers to providing equal opportunities to everyone and protecting people from being discriminated against. Diversity refers to recognising and respecting and valuing differences in people.

What are the six principles of equity in the workplace? ›

The six principles of work equity are diversity, inclusion, equal opportunity, fairness, transparency, and accountability. Combined, they create a fair and inclusive workplace where all individuals have equivalent job and promotion opportunities.

How do you bring DEI to the workplace? ›

10 Ways to Improve Diversity, Equity, and Inclusion in the...
  1. Build an inclusive company culture. ...
  2. Set Key Performance Indicators. ...
  3. Involve the entire team. ...
  4. Build a fair hiring process. ...
  5. Pay attention to pay equity. ...
  6. Sponsor employee resource groups. ...
  7. Act on team member feedback. ...
  8. Revisit employee benefits.

What does DEI look like in the workplace? ›

What does DEI mean in the workplace? In a workplace setting, DEI relates to actions taken in order to shift mindsets, behaviors, and practices toward equitable and inclusive leadership for individuals, teams, and organizations.

What is a DEI strategy? ›

​A strategic diversity, equity and inclusion (DE&I) management plan can help an organization make the most of its diversity by creating an inclusive, equitable and sustainable culture and work environment.

What is a DEI framework? ›

The Diversity, Equity, and Inclusion (DEI) Framework is the School of Medicine's strategy to grow and sustain a more diverse and inclusive working and learning environment that improves the health and wellbeing of North Carolinians and others whom we serve.

How does diversity equity and inclusion relate to leadership? ›

Leaders who are authentically committed to diversity, equity and inclusion know they have a responsibility to listen and hear people — to understand others' experiences and not question their validity because they can't relate to that experience or problem.

What are 3 major differences between diversity and inclusion? ›

Mitjans: Diversity is the "what"; inclusion is the "how." Diversity focuses on the makeup of your workforce — demographics such as gender, race/ethnicity, age, sexual orientation, veteran status, just to name a few, and inclusion is a measure of culture that enables diversity to thrive.

How can you support equality diversity and inclusion in the workplace? ›

Ways to support diversity, equity, and inclusion in the workplace
  1. Be aware of unconscious bias. ...
  2. Communicate the importance of managing bias. ...
  3. Promote pay equity. ...
  4. Develop a strategic training program. ...
  5. Acknowledge holidays of all cultures. ...
  6. Make it easy for your people to participate in employee resource groups. ...
  7. Mix up your teams.
21 Jun 2022

What is diversity short answer? ›

Diversity means having a range of people with various racial, ethnic, socioeconomic, and cultural backgrounds and various lifestyles, experience, and interests. Having a variety of individuals and points of view represented in the department. Diversity is a group of people who are different in the same place.

Why is it important to promote diversity? ›

Good equality and diversity practices make sure that the services provided to people are fair and accessible to everyone. They ensure that people are treated as equals, that people get the dignity and respect they deserve and that their differences are celebrated.

Videos

1. How to get serious about diversity and inclusion in the workplace | Janet Stovall | TED
(TED)
2. “Diversity Equity & Inclusion” Really Means Shut Up
(Ben Shapiro)
3. What is Diversity, Equity and Inclusion? Key differences and how it impacts business today
(The Social Impact Show)
4. What Diversity & Inclusion is REALLY About | Simon Sinek
(Simon Sinek)
5. So, You Want to Work in Diversity, Equity, and Inclusion (DEI / D&I)? Here's What You Should Know!
(Adriele Parker)
6. The Difference Between Equity, Inclusion, and Diversity
(Ritu Bhasin)
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