Our program for new DEI leaders is designed to complement any certification program you have completed by providing practical, hands-on knowledge to effectively implement DEI strategies in your daily work.

While many certificate programs primarily focus on theory, our program goes beyond that, offering a results-driven approach that equips you with the skills and tools needed to make a tangible impact in your organization.

Through real-world case studies, interactive exercises, and expert guidance, you will gain practical insights and learn how to navigate the complexities of implementing DEI initiatives on a day-to-day basis.

This program bridges the gap between theory and practice, empowering you to drive meaningful change and create a more inclusive and equitable work environment.

Cohort-based learning within a community is an educational approach where a group of learners progresses through a program together, forming a supportive community that collaborates, shares experiences, and learns from one another.

Joining a cohort of fellow new DEI leaders is a powerful way to learn and grow as you navigate your role. Being part of a cohort provides a supportive environment where you can share experiences, ideas, and best practices and learn from each other’s successes and challenges. You will gain new insights, skills, and confidence to drive impact in your organization through group discussions, interactive exercises, and peer-to-peer learning.

A cohort also provides an opportunity to build a network of like-minded professionals who can offer ongoing support and collaboration beyond the course. By joining a cohort, you will not only accelerate your learning and growth but also contribute to developing a community of new DEI leaders who are driving positive change in their organizations and beyond.

The role of a Diversity, Equity, and Inclusion (DEI) leader is crucial in creating an inclusive and equitable work environment. However, many DEI leaders fail to sustain their positions beyond two years of employment. Here are the top 10 reasons why DEI leaders often struggle and do not make it to the two-year mark:

1. Lack of executive support: Without buy-in and commitment from top-level executives, DEI initiatives can face significant challenges, leading to limited resources and limited impact.
2. Need for more resources: Inadequate budgetary allocations, staffing, and technology can hamper the effectiveness of DEI efforts, making it difficult for leaders to drive meaningful change.
3. Limited authority and influence: DEI leaders need more authority to enforce change across the organization, hindering their ability to implement comprehensive strategies.
4. Siloed approach: Isolating DEI efforts from broader organizational goals and strategies can result in limited integration, making it challenging for DEI leaders to achieve long-lasting impact.
5. Ineffective communication: Clear and persuasive communication is crucial for DEI leaders to gain support, address concerns, and drive engagement. Poor communication skills can hinder their ability to make a compelling case for change.
6. Lack of accountability: When there is no accountability for DEI progress and goals, it becomes challenging for leaders to track outcomes and demonstrate the value of their initiatives.
7. Resistance and pushback: DEI leaders often face resistance from individuals who may perceive such initiatives as threats to their own interests or as unnecessary. Navigating resistance can be draining and demotivating.
8. Unrealistic expectations: Expecting immediate results from DEI efforts can lead to frustration and disillusionment. Cultural change takes time, and DEI leaders may struggle when pressured to demonstrate quick wins.
9. Incomplete understanding of systemic issues: Addressing systemic inequities requires a deep understanding of structural biases and power dynamics. Inadequate awareness can impede a DEI leader’s ability to develop effective strategies.
10. Burnout and lack of support: DEI leaders often carry the weight of addressing complex and emotionally charged issues. Without proper support systems, they may experience burnout and struggle to maintain their effectiveness.

According to Russell Reynolds Report – Positioning Your Chief Diversity Officer for Success (Read Report Here)

• Average tenure is 1.8 years in 2021, down from 3.1 years in 2018 (as measured at 02-02-2021 and 12-31-2018)
• Nearly 50% are new in roles since January 2019, 30% are new in their roles since January 2020, 18% since June 2020

Analyzing the current status of the 2018 class of S&P 500 CDOs, we found that 44% of those CDOs were still in their roles or with their organizations in a related capacity. The balance, 56%, had left the role, with the majority leaving the CDO role entirely.

In some cases, the CDO role has served as a pathway to other executive roles, with 4% of 2018 CDOs moving onto CHRO roles, several taking on chief sustainability officer roles, and several others becoming CEOs.

Nonetheless, the significantly shorter tenure of the CDO in comparison to other C-suite roles indicates notable retention challenges in this space. Some of the key drivers of burnout identified by our panel of experienced CDOs include:

Unrealistic and misaligned expectations pull the CDO in too many directions at once. With pressure from every angle to improve DE&I efforts, organizations may not rationally scope the CDO role.

Enrolling before the start date of our DEI course offers more than just early access to content. You’ll be immediately connected to the Inclusion Learning Lab community, a valuable resource for new DEI leaders.

Gain access to a comprehensive webinar library, articles and hot topics, podcast episodes, 14 microlearning labs, monthly coaching events, and peer-to-peer learning opportunities. With this community, you can start learning and growing your skills even before your course begins.

So don’t wait until the start date to begin your DEI journey. Enroll early and start making an impact today.

Community-based immersive learning provides DEI leaders with a unique opportunity to engage with other DEI leaders while developing their skills and knowledge.

By participating in a supportive community of learners, DEI leaders can gain valuable insights and perspectives from their peers while also collaborating on real-world projects and initiatives.

This approach to learning emphasizes the importance of experiential, hands-on learning, allowing participants to engage directly with the issues they are studying and developing a deep understanding of the complexities of DEI work.

Overall, community-based immersive learning offers DEI leaders a powerful way to build relationships, learn from their communities, and develop the skills and perspectives needed to create real change in their organizations and beyond.

Our DEI courses come in three different formats: self-paced courses, cohort courses, and certificate programs.

Our certificate programs consist of multiple courses that provide a comprehensive learning experience and take approximately 3-9 months to complete.

These programs are specifically designed to enhance your DEI skills and expand your professional influence. Upon completion of all required courses, you will receive a certificate of completion that can be proudly displayed on your LinkedIn profile.