In Workplace Diversity and Inclusion Certification Training, you will learn to facilitate workplace positive inter-group interaction, reduce prejudice and discrimination, and teach individuals who are different from others how to work together effectively.
WORKPLACE DIVERSITY AND INCLUSION CERTIFICATION TRAINING
Learn workplace diversity and inclusion in-person or online in this two-day class.
- Learn industry recommended diversity and inclusion procedures and best practices.
- Receive training from a diversity and inclusion professional with 30+ years of experience.
- Four ways to learn: public class, webinar, self-study, or on-site training.
- Public class and webinar limited to four students for maximum learning.
- Certificate issued on completion.
- Cost: Two-day class $1,399.00
- Available discounts
What will I learn in Workplace Diversity and Inclusion Certification Training?
As our nation grows increasingly diverse, there has never been a better opportunity for us to learn to live respectfully together and benefit from one another’s wisdom and experiences. Fear, uncertainty, or discomfort can prevent people from talking to each other regarding race and racism, cultural differences, language and bilingualism, and the numerous questions that arise in a world where these issues have such a powerful place in our lives.
Understanding Diversity and Inclusion
In Module One, you will learn diversity Is acceptance and respect by understanding each individual is unique and recognizing our differences. These can be along the lines of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It explores these differences in a safe, positive, and nurturing environment to understand each other and move beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.
Diversity is created by individuals and groups from a broad spectrum of demographic and philosophical differences by supporting and protecting diversity by valuing individuals and groups. Fostering a climate where equity and mutual respect are intrinsic to create a success-oriented, cooperative, and caring business community that draws intellectual strength and produces innovative solutions from its people’s synergy.
Diversity is a set of conscious practices that involve:
- Understanding and appreciating the interdependence of humanity, cultures, and the natural environment
- Practicing mutual respect for qualities and experiences different from our own
- Understanding diversity includes not only ways of being but also ways of knowing
- Building alliances across differences so we can work together to eradicate all forms of discrimination
A Legal Overview
Congress established the U.S. Equal Employment Opportunity Commission (EEOC) in 1964 to enforce Title VII of the Civil Rights Act of 1964. The EEOC is charged with enforcing anti-discrimination laws by preventing employment discrimination and resolving complaints. The Act is designed to make employees whole for illegal discrimination and encourage employers to end discrimination.
The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age for any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when adversely affecting a younger worker who is 40 or younger.
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules.
The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the U.S. Equal Employment Opportunity Commission: the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and Title I of the Americans with Disabilities Act of 1990.
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, took effect on November 21, 2009.
Whether an employee or job applicant’s ancestry is Mexican, Ukrainian, Filipino, Arab, American Indian, or any other nationality, they are entitled to the same employment opportunities. EEOC enforces the federal prohibition against national origin discrimination in employment under Title VII of the Civil Rights Act of 1964, which covers employers with fifteen or more employees.
The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination based on pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees similar in their ability or inability to work.
Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination based on race and color and national origin, sex, or religion.
Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and employment conditions. The Act also requires employers to reasonably accommodate an employee’s religious practices or prospective employee, unless to do so would create an undue hardship upon the employer (see also 29 CFR l605). A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. Flexible scheduling, voluntary substitutions or swaps, job reassignments, and lateral transfers are examples of accommodating an employee’s religious beliefs.
Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s sex.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and labor organizations, as well as to the federal government.
In social psychology, a stereotype is a fixed, over-generalized belief about a particular group or class of people. Stereotyping infers a person has a whole range of characteristics and abilities we assume all group members have. Everybody is different, and we encounter a diverse set of people every day. Some differences cannot be seen by just looking at a person. In Module Three, you will learn to treat each person you encounter with respect and dignity. We will begin to identify what, if any, stereotypes a person may have.
Breaking Down the Barriers
In Module Four, you will learn we are each responsible for changing our stereotypes and breaking down the barriers.
Are your assumptions based on things you have heard from others, in school, TV, or the movies? Is it possible some of your negative images are incorrect, at least for some people in certain groups? Rather than making sweeping generalizations, try to get to know people as individuals.
Words are a powerful tool. Knowing how we use words to communicate is vital in understanding where it fits into diversity and inclusion. Saying the right thing or, even more importantly, not saying the wrong thing will help you in your everyday life. In Module Five, you will learn the differences between listening and hearing, asking the right questions, and communicating with power.
Organizations that address diversity and inclusion proactively have the most success implementing and enhancing diversity and inclusion programs. In Module Six, you will learn how to encouraging diversity in the workplace.
Coping with Discrimination
In Module Seven, you will learn the actions you can take to gather data and protect yourself if you are a victim of discrimination.
Dealing with Diversity Complaints as a Person
A discrimination complaint is an allegation by an employee of unfair treatment in some employment aspect based upon the individual’s race, religion, age, gender, color, national origin, disability, or status as a disabled or Vietnam-era veteran other characteristic protected by law. In Module Eight, you will learn what to do if you are a victim of discrimination.
Dealing with Diversity Complaints as a Manager
Workplace complaints regarding discrimination generally originate with employees or through exit interviews. They can also come through notification of an EEOC or similar agency or by a letter from an attorney.
In Module Nine, you will learn what you should do as a manager to handle a discrimination complaint properly. You are often the first contact point when an employee wishes to make a complaint. Because efficient and effective handling of a complaint is an important responsibility, it is critical to understand and follow a careful process.
Dealing with Diversity Complaints as an Organization
An organization must take specific actions once a complaint has been filed. In Module Ten, you will learn all complaints must be taken seriously and dealt with professionally. As a company, you should be prepared with documentation, policies, and procedure to follow if a complaint is ever made. We will look at the processes involved if a complaint is put forth.