Executive Mini Master in Strategic Diversity and Inclusive Leadership

Course Dates :

07/07/25

35

Course ID:

250707001003567LUEMT

Course Duration :

35 Studying Day/s

Course Location:

Course Category:

Executive Mini Masters

Subcategories: Construction Safety, Health and Wellbeing, Environmental Sustainability, Risk Management, Technical Skills Development, Leadership and Communication, Quality Assurance

Course Certified By:

* LondonUni - Executive Management Training

* Executive Mini Masters Certificate

Leading to
Executive Masters Certificate

Certification Will Be Issued From : From London, United Kingdom

Course Information

Introduction

The Executive Mini Master in Strategic Diversity and Inclusive Leadership is a transformative program designed for professionals aspiring to lead organizations in fostering inclusive environments and leveraging diversity as a strategic advantage. This course provides participants with the knowledge, tools, and frameworks required to address complex challenges related to Diversity, Equity, and Inclusion (DEI) while cultivating leadership that champions inclusivity and innovation.

As workplaces evolve globally, the need for leaders who can navigate diverse teams and implement equitable practices is critical. The program is tailored to equip leaders with an in-depth understanding of unconscious biases, accessibility strategies, and multigenerational team management. Participants will explore case studies, engage in reflective learning, and apply actionable insights to real-world scenarios.

Focusing on strategic DEI integration, this course emphasizes measurable outcomes, accountability, and the business value of inclusion. Leaders will gain the ability to foster a culture of belonging, ensuring that all individuals can contribute meaningfully to organizational success. The program also prepares participants to communicate effectively about DEI initiatives and align them with broader organizational goals.

Spanning 30 intensive days with five additional days dedicated to preparing a final thesis (15,000–20,000 words), this program is a rigorous and rewarding journey. The final thesis provides participants with an opportunity to consolidate their learning and propose innovative DEI strategies relevant to their industries or workplaces.

Course Structure

The Executive Mini Master in Strategic Diversity and Inclusive Leadership comprises six carefully curated modules designed to build a comprehensive understanding of DEI and its role in leadership. The course is structured as follows:

Introduction to Diversity, Equity, and Inclusion (DEI): An overview of foundational concepts, exploring the importance of DEI in organizational success.
Inclusive Leadership: Techniques and approaches to inspire and lead diverse teams effectively.
Unconscious Bias Training: Identification and mitigation of biases that hinder inclusion and equity.
Disability Inclusion and Accessibility: Strategies to create accessible and equitable environments for all.
Managing Multigenerational Teams: Best practices for leveraging the strengths of a multigenerational workforce.
Measuring DEI Success and Accountability: Tools and metrics to evaluate and sustain DEI initiatives.

The final phase of the program is dedicated to developing and presenting a thesis that integrates theoretical knowledge with practical applications.

Conclusion

This program is not merely an academic exploration but a practical guide for implementing strategic diversity and inclusive leadership. By the end of the course, participants will have the skills and confidence to lead DEI initiatives and embed inclusivity into their organizational DNA. The experience culminates in a thesis that showcases their expertise and commitment to advancing DEI in professional settings.

Participants from a range of industries will benefit from the program, particularly those aiming to foster inclusive workplaces and achieve measurable DEI outcomes.

Objectives

The objectives are:

To develop a thorough understanding of DEI principles and their strategic importance in leadership.
To cultivate the skills necessary for identifying and mitigating unconscious biases.
To enable leaders to create accessible, inclusive, and equitable workplace environments.
To provide tools for managing multigenerational teams and fostering collaboration.
To equip participants with metrics for evaluating the effectiveness of DEI initiatives.
To inspire leaders to champion a culture of inclusion and belonging across all organizational levels.

Who Should Attend?

This course aims at:

Senior executives, managers, and professionals responsible for diversity and inclusion initiatives.
Human resource professionals seeking to enhance their DEI knowledge.
Leaders of organizations undergoing cultural transformation.
Policy-makers and consultants focused on equity and accessibility.
Academics and researchers interested in DEI as a field of study.

Training Method

• Pre-assessment
• Live group instruction
• Use of real-world examples, case studies and exercises
• Interactive participation and discussion
• Power point presentation, LCD and flip chart
• Group activities and tests
• Each participant receives a 7” Tablet containing a copy of the presentation, slides and handouts
• Post-assessment

Program Support

This program is supported by:
* Interactive discussions
* Role-play
* Case studies and highlight the techniques available to the participants.

Daily Agenda

Each course agenda will be as follows:
• Technical Session 08.30-10.00 am
• Coffee Break 10.00-10.15 am
• Technical Session 10.15-12.15 noon
• Coffee Break 12.15-12.45 pm
• Technical Session 12.45-02.30 pm
• Course Ends 02.30 pm

Part 2 / 7

Inclusive Leadership

Day 1:
Understanding Inclusive Leadership

Exploring the core principles and benefits of inclusive leadership.
The role of emotional intelligence in inclusive practices.
Recognizing and addressing unconscious biases in the workplace.
Building a foundation for psychological safety and trust.

Day 2:
Fostering Diversity, Equity, and Inclusion (DEI)

Defining DEI and its relevance in organizational success.
Strategies for promoting diversity in hiring, retention, and promotion.
Creating equitable opportunities for underrepresented groups.
The impact of inclusive leadership on team engagement and morale.

Day 3:
Inclusive Communication and Collaboration

Developing inclusive communication styles to foster understanding.
Encouraging diverse perspectives and promoting constructive dialogue.
Managing conflicts in diverse teams effectively and empathetically.
Leveraging cultural competency for improved team dynamics.

Day 4:
Inclusive Leadership in Action

Case studies and best practices from leading organizations.
Leading inclusively through organizational change and challenges.
Measuring the success of inclusive initiatives with key metrics.
Building an action plan to integrate inclusive leadership into everyday practices.

Day 5:
Sustaining an Inclusive Culture

Strategies for long-term sustainability of DEI initiatives.
Engaging employees as champions of inclusivity.
Overcoming resistance and addressing setbacks.
Final reflections, action planning, and individual commitments to inclusive leadership.

Part 3 / 7

Unconscious Bias Training

Day 1:
Foundations of Unconscious Bias

Introduction to unconscious bias: definitions, origins, and prevalence.
Key theories: Implicit Association Test (IAT) and Social Identity Theory.
Common types of bias: affinity, confirmation, halo effect, and stereotyping.
Case study analysis: real-world examples of bias in action.


Day 2:
Manifestations in the Workplace

Bias in recruitment and selection processes.
Impact of bias on performance evaluations and promotions.
Microaggressions and their cumulative effects on workplace culture.
Interactive session: identifying biases in everyday scenarios.


Day 3:
Strategies for Mitigation

Techniques for interrupting bias in decision-making.
Structured approaches to inclusive hiring and promotion.
Role of allyship and advocacy in combating bias.
Workshop: developing bias-interrupting scripts for difficult conversations.


Day 4:
Building Inclusive Systems

Designing inclusive policies and practices.
Leveraging technology to reduce bias in HR processes.
Compliance considerations: legal and regulatory frameworks.
Group activity: creating an inclusion roadmap for your organization.


Day 5:
Measuring Progress and Sustaining Change

Metrics for assessing bias reduction efforts.
Feedback mechanisms and continuous improvement cycles.
Leadership accountability and cultural transformation.
Final project: presenting a tailored action plan for your organization.

Part 4 / 7

Disability Inclusion and Accessibility

Day 1: Foundations of Disability Inclusion

Understanding disability: Myths, misconceptions, and realities.
The social model vs. the medical model of disability.
Legal frameworks: ADA, UNCRPD, and other global standards.
The business case for disability inclusion and accessibility.

Day 2: Identifying and Addressing Barriers

Types of barriers: Physical, technological, attitudinal, and systemic.
Conducting accessibility audits in physical and digital spaces.
Inclusive communication: Tools and techniques.
Recognizing and mitigating unconscious bias towards individuals with disabilities.

Day 3: Designing Inclusive Policies and Practices

Developing an inclusive recruitment and hiring process.
Workplace accommodations: Identifying needs and implementing solutions.
Accessible technology: Guidelines and innovations.
Creating inclusive events and meetings.

Day 4: Building an Inclusive Culture

Promoting disability awareness and sensitivity among employees.
Encouraging allyship and fostering collaborative environments.
The role of leadership in driving inclusion initiatives.
Measuring the impact of disability inclusion programs.

Day 5: Practical Applications and Action Plans

Case studies: Successful disability inclusion programs.
Developing a personalized inclusion and accessibility plan.
Tools and resources for ongoing improvement.
Final assessment and certification ceremony.

Part 5 / 7

Managing Multigenerational Teams

Day 1:
Understanding Generational Diversity

Overview of generations in the workforce: Baby Boomers, Generation X, Millennials, and Generation Z.
Key characteristics, values, and work styles of each generation.
The impact of historical and cultural events on generational perspectives.
Exploring common stereotypes and misconceptions.

Day 2:
Effective Communication Across Generations

Identifying communication preferences and styles for each generation.
Bridging communication gaps through active listening and empathy.
The role of technology in multigenerational communication.
Managing virtual teams and fostering collaboration across time zones.

Day 3:
Leadership Strategies for Multigenerational Teams

Adapting leadership styles to diverse team needs.
Delegating tasks effectively while addressing generational strengths and weaknesses.
Conflict resolution techniques for reducing generational tensions.
Building trust and rapport across generational lines.

Day 4:
Driving Engagement and Motivation

Creating inclusive workplace cultures that embrace generational diversity.
Tailoring motivational strategies to suit different generational drivers.
Recognizing and celebrating individual and team achievements.
Providing feedback that resonates with each generation.

Day 5:
Preparing for the Future of Work

Anticipating trends in generational shifts and workforce dynamics.
Embracing technological advancements and their impact on generational expectations.
Strategies for succession planning and knowledge transfer.
Building resilient teams ready to adapt to future challenges.

Part 6 / 7

Measuring DEI Success and Accountability

Day 1:
Foundations of DEI Measurement

Understanding the principles of diversity, equity, and inclusion.
Exploring the Diversity Iceberg Model and its implications for measurement.
Identifying common challenges in DEI assessment.
Reviewing case studies of successful DEI measurement frameworks.


Day 2:
Data Collection and Analysis Techniques

Learning best practices for collecting demographic and experiential data.
Applying statistical methods to analyze DEI metrics.
Recognizing and mitigating biases in data interpretation.
Utilizing software tools for streamlined data management.


Day 3:
Accountability Mechanisms and Reporting

Establishing clear accountability structures for DEI initiatives.
Developing transparent reporting protocols for internal and external stakeholders.
Aligning DEI goals with organizational mission statements and KPIs.
Addressing legal and ethical considerations in DEI reporting.


Day 4:
Practical Applications and Corrective Actions

Conducting root cause analyses to identify systemic inequities.
Designing targeted interventions to address specific DEI challenges.
Monitoring and adjusting strategies based on ongoing feedback loops.
Sharing lessons learned from real-world implementation scenarios.


Day 5:
Sustaining Long-Term Impact

Building a culture of continuous improvement in DEI efforts.
Engaging employees at all levels in accountability processes.
Leveraging technology and innovation to enhance DEI measurement.
Creating a roadmap for future growth and scalability of DEI initiatives.

Executive Mini Masters
Thesis

Final Paper: 15,000 - 20,000 Words