Inclusion & Cultural Diversity Courses (General)
DELA offers these courses to meet organizations’ inclusion training needs. Contact us for more information.
Cultural Diversity Training
- Ambivalent Inclusion: Why Well-Intentioned People Say & Do Insensitive Things & What to Do About It
- Cultural Competence for Recognizing, Surviving & Avoiding Cultural Collisions: Unconscious Bias Training
- They Just Don’t Get It!: Managing & Working in a Cross Generation Workplace
- That’s Not What She Meant: Gender Differences, Teamwork, Productivity
- Things Have Really Changed!: Sexual Orientation and Gender Identity Without Boundaries in the Workplace
- Are Your Employees Engaged, Or Just Going Through the Motions?
- Show a Little Respect for Me!: Conflict Resolution/Mediation Skills
- Because I’m the Boss!: Mandatory Abuse Training
- Beyond Staying Out of the Headlines: EEO, Compliance, and Cultural EQ
- Is There a Place for Me?: EEO & Reasonable Accommodation
Managing Workplace Diversity
- Ready, Set, Go!: Managing Diverse Teams
- How Can I Be Expected to Learn Everything There is to Know About Diversity?: Inclusive Diversity Management
- Platinum Rule Diversity Management: Managing Diversity
- Are You an Ally?: Inclusive LGBT Diversity Management
- Diversity Executive Leadership Certification (Level 1)
- Diversity Executive Leadership Certification (Level 2)
- Training Design & Development: Tailor-Made Training
- Inclusion Competence: Awareness (e.g., Is it Something That I Said – Participants learn why diversity benefits them and the organization.
- Inclusion Competence: Attitude (e.g., I’m Not Prejudice. Some of My Best Friends Are . . . – Participants learn how values and beliefs create barriers for inclusion)
- Inclusion Competence: Knowledge (e.g., Please Forgive Me, If This Doesn’t Come Out Right – Participants learn about cultural differences in values and beliefs as they relate to productivity, teamwork, work expectations, compensation, performance, etc.).
- Inclusion Competence: Skills (e.g., Please Forgive Me, If This Doesn’t Come Out Right – Participants learn about cultural differences in values and beliefs as they relate to productivity, teamwork, work expectations, compensation, performance, etc.)
- Organizational Inclusion: Promoting Workplace Collegiality & Civility
- Executive Inclusion Competence Coaching
- Managing Workplace Diversity
- Diversity Professional Leadership: CDP Level 1 (DELA 100)
- Diversity Training Design & Development: CDT Level 1 (DELA 200)
- Diversity & Inclusion Strategic Planning: CDP Level 2 (DELA 300)
- Diversity & Inclusion Project Management (DELA 500)
- Organizational Inclusion Assessment (DELA 600)
- What is cultural competence?
- Defeating Unconscious Bias
Offered in Partnership with SunShine Learning
- Ouch! That Stereotype Hurts
- Ouch! Your Silence Hurts
- Inclusion Insights: Stereotypes, Lazy Brains, & Unintentional Intolerance
- The Uh-Oh Syndrome: From Tolerance to Inclusion
- SMILE! Customer Service
- Gateways to Inclusion
- Anyone Can Be An Ally
- Billy Vaughn, Ph.D. CDP (San Francisco/DC, Director)
- Carla Grantham (DC, Training & Facilitation)
- Gerald Harris, MA (San Francisco, Strategic Planning)
- Angela Davis CDP (Durham, NC, Training & Facilitation)
- Rich Russo CDP (San Francisco, LGBT Training & Facilitation)
- William Makell (Virginia, Organizational Consulting & Sexual Assault Training)
- We have more than 50 active Certified Diversity Professional program graduates included in our trainer pool and available for projects (Located across the United States).
- Thais Miller, MA (Head of Administration, San Francisco)
What is the Cultural Diversity & Inclusion Executive™ Certification (CDE) credential?
The CDE is designed and developed for individuals serving in diversity leadership roles within an organization. The individual typically reports directly to the head of the organization, such as the CEO or president. The graduate’s range of potential influence within the organization is considerable compared to a diversity manager or someone with diversity and inclusion (D&I) expertise reporting to a middle manager, such as the human resource manager.
What is the Difference Between the CDE and the CDP?
The Cultural Diversity & Inclusion Professional™ (CDP) program is designed for those who are either consultants or in-house professionals with D&I responsibilities, but less potential influence than the CDE. A diversity manager, multicultural resource specialist, human resource manager, or EEO/compliance advisor would likely find the CDP most suitable.
What is the Difference Between the CDP and (CDT)?
The Cultural Diversity & Inclusion Trainer™ (CDT) program was constructed for those who are interested in diversity training competence. Whereas the CDP emphasizes designing and developing diversity initiatives that may or may not include educational programming, the CDT was created for professionals that will primarily serve in a training and facilitation role. The CDT program includes a training design and development course (DELA 200) as well as a facilitation skills course (DELA 400). The program focuses on designing high-impact training and facilitating emotionally-charged topics.
Who Can Benefit from the CDE Training?
Diversity management leadership is filled with landmines. Far too many professionals are being placed in D&I management positions with little, if any, training or credentials. The result is that most of those on the front lines of D&I in organizations are ill-equipped to take the lead or manage cultural collisions. The DELA’s certification programs are designed to provide professionals with necessary competency, confidence, and increased credibility.
Given the complexity of the work, anyone in a D&I leadership role can benefit from the training. Examples of the titles most closely aligned with the credentials include Vice President of Diversity and Chief Diversity Officer. The title is less important than the role and responsibilities. A Vice President of Human Resources will benefit from the training if a considerable amount of her or his responsibilities including leading the diversity efforts.
Are Examinations Required?
“Exams” are built into the training to enhance learning rather than test what you have learned. Quizzes are built into the online courses. The classroom course is based on adult learning and guided learning principles. Participants are presented with assessment forms, critical thinking exercises, and group work to increase learning of the course content.
You can choose to “test out” of DELA 300, DELA 500, or DELA 600, which means that you may take an exam instead of the course. This option is best suited for autodidacts, familiar with the DTUI framework, and comfortable with examinations.
How Does the Diversity Executive Leadership Academy’s Training Compare with Alternative Programs?
Diversity professionals seldom have the level of necessary influence in organizations to effect change even when well trained and prepared. This reality means that most in-house diversity resource professionals need to earn and request the necessary authority. The DELA’s credential programs are designed to provide diversity professionals with the competence and approach to the work that makes them outstanding. We train them in areas such as onboarding the leadership, designing and developing high-impact diversity initiatives, and capturing the hearts and minds of even those most resistant to D&I.
Alternative credentialing programs exist. This provides you with choices. Why choose our program? First and foremost, the CDP credentialing program enjoys a time-tested and laudable reputation (see Selecting a Diversity Professional Credentialing Program). The CDE is the next generation of diversity leadership competencies based on both what we have learned from participants since our CDP was first offered in 1998 and expert understanding of the changing needs of the profession.
We go beyond providing a smorgasbord of diversity best practices. Considerable evidence shows that much more than best practices is required to effect change, which is necessary to increase inclusion. In other words, most alternative programs focus mostly on the “D” in D&I instead of the “I.” The DELA’s programs provide leadership, high-impact D&I initiative design, development, and implementation savvy.
How Long is Each Course?
The length of a course varies. Some courses have two to three sets of modules to form novice, intermediate, and advanced training (One builds on the other). Classroom course range from a few hours to five days depending on the client’s needs. Online courses are organized into modules. Typically, the more modules a course has, the longer it takes to complete the course.
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