High-impact training facilitation skill
DELA 400B
Program Overview
Certified Diversity Inclusion Professional is a mid-level certification that builds on the
expertise gained in the Certified Diversity Professional program. This certification is ideal for
individuals with several years of experience in the CDEI role and seeking to have greater
influence in organizations. Graduates earn the CDIP designation. Earning the CDIP credential
requires completing four courses that include assignments and assessments.
Rationale: The role of diversity officer and executive has become increasingly critical in
organizations due to the growing recognition of the importance of cultural diversity, equity, and
inclusion (CDE&I) in the workplace. Companies are realizing that diverse and inclusive
environments lead to better business outcomes, improved innovation, and increased employee
engagement.
However, the role and responsibilities are poorly defined and understood. The result is high
expectations, under-resourcing, and hires with little expert experience or credentials. This has
led to high turnover rates in the profession and ineffective implementation of DE&I initiatives.
The CDIP was designed and developed to fill the professional training gaps as well as arm
graduates with the competencies and tools to get results.
Goals and Objectives:
1. Enhancing CDEI Leadership Skills: The training program aims to develop the essential
competencies and behaviors required for effective CDOs. Participants will learn from
experienced DE&I leaders, scholars, and practitioners to improve their understanding of
DE&I best practices [1].
2. Transitioning to the Leadership Role: The program assists professionals who have
recently transitioned to the CDEI leadership role or are planning to do so within the next
three years. It provides strategies and approaches to navigate the unique challenges
and expectations associated with the position.
3. Developing Comprehensive CDEI Strategies: The training program focuses on helping
professionals develop and implement comprehensive CDEI strategies and think like a
change agent. It provides insights into expanding DE&I initiatives to include innovation,
aligning organizational commitment with action, managing large-scale projects, and
measuring meaningful DE&I metrics.
4. Building Effective CDEI Relationships: The program emphasizes the importance of
building relationships that add value to DE&I efforts. Participants will learn a process for
identifying key relationships and partnerships to lead culture change within their
organizations.
5. Managing Resistance to DE&I Change: Participants will acquire effective practices for
managing resistance to DE&I change among senior leaders. The program addresses the
challenges associated with driving change and offers strategies to overcome
organizational resistance. The program emphasizes the importance of identifying
barriers to change, onboarding resisters to change, managing pushback, and other
competencies that add value to CDEI efforts.
6. Collaborative Learning Opportunities: The training program facilitates networking among
CDOs and senior executives responsible for DE&I at other organizations. This
networking opportunity allows participants to exchange insights, share experiences, and
broaden their professional network.
7. Utilizing Practitioner Expertise: The program leverages the expertise of practitioner-
instructors who help participants define specific solutions for their organizations.
Participants can delve deeply into their own organization's practices and challenges,
accessing a network of scholars for guidance and support.
Upon successful completion of the program, participants will receive a certificate of completion
from the Diversity Executive Leadership Academy, which is a subsidiary of Diversity Training
University International (DTUI.com).
Overall, the CDIPr training program aims to equip professionals with the necessary knowledge,
skills, and tools to drive meaningful CDEI change within their organizations. By addressing the
challenges and expectations associated with the CDEI professional role and providing a
comprehensive understanding of CDEI strategies and tools, the program seeks to improve
professional effectiveness in promoting diversity, equity, and inclusion in the workplace.
expertise gained in the Certified Diversity Professional program. This certification is ideal for
individuals with several years of experience in the CDEI role and seeking to have greater
influence in organizations. Graduates earn the CDIP designation. Earning the CDIP credential
requires completing four courses that include assignments and assessments.
Rationale: The role of diversity officer and executive has become increasingly critical in
organizations due to the growing recognition of the importance of cultural diversity, equity, and
inclusion (CDE&I) in the workplace. Companies are realizing that diverse and inclusive
environments lead to better business outcomes, improved innovation, and increased employee
engagement.
However, the role and responsibilities are poorly defined and understood. The result is high
expectations, under-resourcing, and hires with little expert experience or credentials. This has
led to high turnover rates in the profession and ineffective implementation of DE&I initiatives.
The CDIP was designed and developed to fill the professional training gaps as well as arm
graduates with the competencies and tools to get results.
Goals and Objectives:
1. Enhancing CDEI Leadership Skills: The training program aims to develop the essential
competencies and behaviors required for effective CDOs. Participants will learn from
experienced DE&I leaders, scholars, and practitioners to improve their understanding of
DE&I best practices [1].
2. Transitioning to the Leadership Role: The program assists professionals who have
recently transitioned to the CDEI leadership role or are planning to do so within the next
three years. It provides strategies and approaches to navigate the unique challenges
and expectations associated with the position.
3. Developing Comprehensive CDEI Strategies: The training program focuses on helping
professionals develop and implement comprehensive CDEI strategies and think like a
change agent. It provides insights into expanding DE&I initiatives to include innovation,
aligning organizational commitment with action, managing large-scale projects, and
measuring meaningful DE&I metrics.
4. Building Effective CDEI Relationships: The program emphasizes the importance of
building relationships that add value to DE&I efforts. Participants will learn a process for
identifying key relationships and partnerships to lead culture change within their
organizations.
5. Managing Resistance to DE&I Change: Participants will acquire effective practices for
managing resistance to DE&I change among senior leaders. The program addresses the
challenges associated with driving change and offers strategies to overcome
organizational resistance. The program emphasizes the importance of identifying
barriers to change, onboarding resisters to change, managing pushback, and other
competencies that add value to CDEI efforts.
6. Collaborative Learning Opportunities: The training program facilitates networking among
CDOs and senior executives responsible for DE&I at other organizations. This
networking opportunity allows participants to exchange insights, share experiences, and
broaden their professional network.
7. Utilizing Practitioner Expertise: The program leverages the expertise of practitioner-
instructors who help participants define specific solutions for their organizations.
Participants can delve deeply into their own organization's practices and challenges,
accessing a network of scholars for guidance and support.
Upon successful completion of the program, participants will receive a certificate of completion
from the Diversity Executive Leadership Academy, which is a subsidiary of Diversity Training
University International (DTUI.com).
Overall, the CDIPr training program aims to equip professionals with the necessary knowledge,
skills, and tools to drive meaningful CDEI change within their organizations. By addressing the
challenges and expectations associated with the CDEI professional role and providing a
comprehensive understanding of CDEI strategies and tools, the program seeks to improve
professional effectiveness in promoting diversity, equity, and inclusion in the workplace.
Courses this Program Includes.
Training Design and Development
DELA 200B
Why students love this program
Hello. You are so awesome! I am so glad that you are sharing your D&I knowledge and experience with the global community. I will definitely keep in touch. I have learned a great deal and plan to put it in action.
Nekita sullivan
I just presented an overview of the program to our Vice President of Diversity & Inclusion and her team. They were impressed with the "Cultural Competence and Organizational Inclusion" framework and the five stages of cultural competence in the model. I shared that by way of next steps my plans are to complete a comprehensive assessment of the business unit I support to determine where they are perceived to be along that continuum and then work with their office to identify potential interventions.
ED Nieves
The information you provided helped me to gain a better understanding of the personal and professional characteristics needed and the challenges faced by Diversity & Inclusion professionals.
Felicia Ross
Thank you so much for your support and for sharing your knowledge...quite valuable!.
Laura Montiel
Still Have Any Questions?
Check out the FAQs.
That is an excellent question. As of August 1, 2020, federal and state guidance on how to reopen live classroom training sessions is insufficient to even guess at start dates. The pandemic has not been arrested and that is likely the best turn of events that will offer that insight. Please check back as often as necessary or sign up to receive our newsletter at the bottom of this page.
In the meantime, online courses have, understandably, become very possible. In addition, we are currently considering a more intensive live, online experience (e.g., fours hour per day over two days for each course). If that is something you are interested in learning more about, please contact us.
>The CDE is designed and developed for individuals serving in cultural 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.
Yes, the distance learning format was the first format we offered the programs back in 1998. Now we use a state of the art learning platform called Canvas Instructure. You can begin the first course in each online program as soon as you register. There is also a weekly – strictly voluntarily – live one-hour video conferencing session for the course. It either meets either on a Tuesday or Thursday. You do not have to attend. It there when you want to attend. You can ask questions, meet other participants, and get an overview of the current module being covered in the course.
That is an excellent question. As of August 1, 2020, federal and state guidance on how to reopen live classroom training sessions is insufficient to even guess at start dates. The pandemic has not been arrested and that is likely the best turn of events that will offer that insight. Please check back as often as necessary or sign up to receive our newsletter at the bottom of this page.
In the meantime, online courses have, understandably, become very possible. In addition, we are currently considering a more intensive live, online experience (e.g., fours hour per day over two days for each course). If that is something you are interested in learning more about, please contact us.
Diversity Certification refers to the credentialing of professionals to serve in management or executive level diversity and inclusion leadership roles.
