Advancing a DIBs Strategy in Your Organization

50mIntermediate2022-10-24

Authors

Rosanna Durruthy

Vice President of Global Diversity, Inclusion, and Belonging LinkedIn

Teuila Hanson

Chief People Officer at LinkedIn

Course details

In today’s workforce, diversity, equity, inclusion, and belonging (DEIB) initiatives aren’t just a great idea, they’re essential. They can make the difference in whether or not you can recruit and keep the best job candidates, whether or not you represent all the perspectives you need to understand for business success, and whether or not your talent feel a sense of belonging. In this course, Teuila Hanson and Rosanna Durruthy explain DEIB concepts, why DEIB is a must-have, and how to evaluate your organization’s readiness for a DEIB strategy. Discover ways to build equity into your talent systems, processes, and product, as well as how to practice a learner mindset. Learn how to set the tone, activate allyship, and empower employee resource group (ERG) programs to foster inclusion and belonging. Get practical advice on developing employees from underrepresented groups (URGs). Explore ways to strategically build effective partnerships. Plus, plug into and learn to advocate for existing DEIB initiatives.

Skills covered

DEI CultureOrganizational LeadershipDiversity, Equity, and Inclusion (DEI)Leadership and ManagementDeep Dive (X:Y)

Concepts

0. Introduction

01 - Driving transformative change in your DEIB work
02 - Defining diversity, equity, inclusion, and belonging

1. Assessing Your Organization's Readiness for a DEIB Strategy

03 - Implementing DEI as a strategic business effort
04 - Evaluating your organization's readiness

2. Designing for Equity

05 - Designing with DEI in mind is everyone's job
06 - Building equity into talent systems and processes
07 - Applying the three S framework
08 - Building equity into your product
09 - Practicing a learner mindset

3. Fostering an Environment of Inclusion and Belonging

10 - Setting a tone of inclusion and belonging in leadership
11 - Fostering belonging as a people manager
12 - Activating allyship
13 - Empowering employee resource groups (ERGs)

4. Developing Employees from Underrepresented Backgrounds

14 - Defining underrepresented groups (URGs)
15 - Understanding the why for URG programs
16 - Using data to drive URG success
17 - URG development in practice

5. Creating an Inclusive Ecosystem of Diverse Thought Partners

18 - Building strong internal cross-functional partnerships
19 - Building strong external partnerships

Conclusion

20 - Start taking action in your DEIB work today