Executive Master in Advanced Diversity, Equity, and Inclusion Strategy

Course Dates :

18/08/25

45

Course ID:

250818001004591LUEMT

Course Duration :

45 Studying Day/s

Course Location:

Course Category:

Executive 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 Masters Certificate

Certification Will Be Issued From : From London, United Kingdom

Course Information

Introduction

The Executive Master in Advanced Diversity, Equity, and Inclusion Strategy Management is a specialized program designed for leaders and professionals who are committed to driving organizational change through strategic diversity and inclusion practices. This course offers participants a comprehensive exploration of cutting-edge strategies and tools essential for fostering equitable, inclusive, and high-performing workplaces. The program delves into the complexities of addressing systemic barriers, promoting allyship, and building frameworks to measure and sustain DEI initiatives effectively.

With an emphasis on actionable insights, participants will gain advanced knowledge in critical areas such as inclusive leadership, cultural competency, and measuring DEI success. By focusing on real-world challenges and solutions, this program prepares leaders to champion diversity as a core organizational value, addressing the nuanced needs of a global and multifaceted workforce. Participants will also explore innovative approaches to recruitment, workplace inclusivity, and accountability systems, ensuring that they emerge as influential drivers of positive transformation.

The course includes a robust curriculum supported by interactive workshops, case studies, and practical assignments. These elements foster both personal growth and organizational impact, encouraging participants to apply their learning to real-world scenarios effectively. Each module is designed to equip participants with the skills and knowledge needed to develop and implement sustainable DEI strategies.

To ensure a comprehensive understanding of advanced DEI management, participants will engage in a 40-day learning journey followed by a 5-day period to prepare their final thesis, which will range between 25,000 to 30,000 words. This capstone project will demonstrate their mastery of the subject and their ability to apply strategic DEI management principles in a professional context.

The program offers flexibility and depth, making it ideal for experienced professionals looking to elevate their expertise or those aspiring to take on leadership roles in DEI strategy management. Graduates of this program will be well-positioned to influence policy, drive cultural change, and contribute meaningfully to the growth and success of their organizations.

By the end of the course, participants will be armed with the knowledge and skills to make impactful contributions to diversity, equity, and inclusion, thereby shaping a more equitable and sustainable future for their organizations and communities.

Course Structure

The Executive Master in Advanced Diversity, Equity, and Inclusion Strategy Management is structured around eight core modules, each addressing a critical aspect of DEI strategy:

Inclusive Leadership: Developing leadership skills to foster inclusivity and drive cultural transformation.
Diversity in Recruitment and Hiring: Exploring strategies to attract and retain diverse talent pools.
Building Inclusive Workplaces: Creating organizational environments that support inclusion and equity.
Addressing Microaggressions in the Workplace: Identifying and mitigating the impact of microaggressions.
Cultural Competency in the Workplace: Enhancing cultural awareness to navigate a globalized workforce.
Gender Equality and Inclusion: Promoting gender parity and tackling systemic inequalities.
Creating Allyship in the Workplace: Encouraging allyship to support underrepresented groups.
Measuring DEI Success and Accountability: Developing metrics and frameworks to assess the impact of DEI initiatives.

The 40-day intensive learning period is complemented by a 5-day thesis preparation phase. Participants will have access to expert mentors and resources to guide them through the creation of their final thesis, a capstone project designed to apply theoretical insights to practical scenarios.

Conclusion

The Executive Master in Advanced Diversity, Equity, and Inclusion Strategy Management is more than a course; it is a transformational journey. It empowers participants to become visionary leaders capable of embedding DEI principles into the fabric of their organizations. The program’s blend of rigorous academic content, practical applications, and real-world case studies ensures that participants can address contemporary challenges with confidence and expertise.

Graduates of this program will possess the strategic acumen, leadership capabilities, and cultural sensitivity needed to foster inclusive and equitable workplaces. They will not only enhance organizational effectiveness but also contribute to broader societal progress in diversity and equity.

The program is ideal for those who have a foundational understanding of DEI principles and are eager to develop advanced, strategic competencies to influence lasting change.

Objectives

The objectives are:

To equip participants with advanced knowledge and strategies for effective DEI management.
To develop inclusive leadership skills that inspire and sustain organizational change.
To provide practical tools for addressing systemic barriers and microaggressions in the workplace.
To enhance cultural competency and promote gender equality and allyship.
To empower participants with the ability to measure and evaluate the success of DEI initiatives.
To prepare participants to design and implement impactful DEI strategies through a comprehensive capstone project.

Who Should Attend?

This course aims at:

Senior executives, managers, and HR professionals looking to advance their DEI expertise.
Leaders tasked with driving cultural transformation within their organizations.
DEI practitioners seeking to deepen their strategic capabilities and leadership skills.
Professionals in recruitment, training, or organizational development roles.
Individuals aspiring to take on leadership roles in diversity and inclusion.
Policymakers, consultants, and educators aiming to contribute to DEI advancement on a larger scale.

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 / 9

Diversity in Recruitment and Hiring

Day 1:
Foundations of Diversity in Recruitment

Understanding the business case for diversity in hiring.
Key theories and frameworks: Social Identity Theory, Contact Hypothesis, and Intersectionality.
Identifying common barriers to diversity in recruitment.
Overview of global trends and legislative frameworks.


Day 2:
Unconscious Bias and Structured Processes

Recognizing and addressing unconscious bias in hiring.
Implementing structured interviews and evaluation criteria.
Techniques for reducing bias in resume screening.
Role-playing exercise: Practicing bias-free decision-making.


Day 3:
Inclusive Job Descriptions and Candidate Outreach

Writing inclusive job descriptions to attract diverse applicants.
Strategies for expanding outreach to underrepresented groups.
Leveraging technology and AI tools responsibly in recruitment.
Case study: Lessons from successful diversity-focused campaigns.


Day 4:
Legal Compliance and Metrics

Navigating legal requirements for diversity in recruitment.
Developing key performance indicators (KPIs) for diversity initiatives.
Tools for tracking and reporting diversity metrics.
Ethical considerations in data collection and analysis.


Day 5:
Long-Term Strategy and Leadership

Creating a comprehensive diversity recruitment strategy.
Aligning diversity goals with broader organizational objectives.
Building accountability and fostering leadership buy-in.
Action planning: Developing a personalized implementation roadmap.

Part 3 / 9

Building Inclusive Workplaces

Day 1:
Foundations of Inclusion

Understanding diversity, equity, and inclusion (DEI): Definitions and distinctions
Exploring the Diversity Iceberg Model and its implications
Identifying systemic barriers to inclusion
Introduction to unconscious bias: Types and effects


Day 2:
Organizational Culture and Leadership

The role of leadership in driving inclusive cultures
Psychological safety: Why it matters and how to foster it
Case study analysis: Lessons from industry leaders
Accountability mechanisms for inclusive leadership


Day 3:
Policy Design and Implementation

Evaluating current DEI policies using an equity-centered framework
Crafting inclusive recruitment and retention strategies
Addressing pay equity and transparency issues
Legal considerations: Anti-discrimination laws and compliance


Day 4:
Communication and Conflict Resolution

Developing inclusive language guidelines for internal communications
Techniques for facilitating difficult conversations about race, gender, and other identities
Addressing microaggressions: Prevention and intervention strategies
Mediation skills for resolving interpersonal conflicts


Day 5:
Measuring Success and Continuous Improvement

Setting SMART goals for DEI initiatives
Designing surveys and feedback loops to assess inclusivity
Creating dashboards for tracking key performance indicators (KPIs)
Sustaining momentum: Strategies for long-term success

Part 4 / 9

Addressing Microaggressions in the Workplace

Day 1:
Understanding Microaggressions

Introduction to microaggressions: Definitions and types.
Exploring unconscious bias and its role in perpetuating microaggressions.
Identifying microaggressions in verbal and non-verbal communication.
Case studies: Real-life examples and their impact on individuals and teams.

Day 2:
The Impact of Microaggressions

Psychological and emotional consequences for employees.
Effects on team dynamics and workplace culture.
Organizational costs: Productivity, turnover, and reputation.
Interactive session: Recognizing microaggressions in various workplace scenarios.

Day 3:
Addressing Microaggressions Effectively

Developing strategies to address microaggressions constructively.
The role of active listening and empathy in conflict resolution.
Techniques for facilitating difficult conversations with tact and respect.
Workshop: Role-playing scenarios to practice responses.

Day 4:
Building Inclusive Workplace Policies

Creating policies and procedures to prevent and address microaggressions.
Training and development initiatives for fostering awareness.
The importance of leadership in modeling inclusive behavior.
Group activity: Designing a microaggression response framework.

Day 5:
Sustaining a Culture of Inclusivity

Empowering employees to take accountability for inclusivity.
Monitoring and evaluating the effectiveness of DEI initiatives.
Overcoming resistance and fostering long-term cultural change.
Final session: Developing a personal action plan for addressing microaggressions.

Part 5 / 9

Cultural Competency in the Workplace

Day 1:
Foundations of Cultural Competency

Understanding the concept of cultural competency and its relevance in modern workplaces.
Exploring key theories: Hofstede’s Cultural Dimensions and Bennett’s DMIS.
Identifying common barriers to effective cross-cultural communication.
Recognizing the business case for cultural competency through data-driven insights.


Day 2:
Self-Awareness and Bias Management

Conducting self-assessments to uncover unconscious biases.
Understanding the role of microaggressions in perpetuating exclusion.
Strategies for mitigating bias in hiring, promotions, and daily interactions.
Practicing empathy-building techniques to enhance interpersonal relationships.


Day 3:
Communication Across Cultures

Mastering verbal and non-verbal communication styles across cultures.
Navigating language barriers and leveraging translation tools effectively.
Addressing cultural nuances in email etiquette and virtual meetings.
Role-playing exercises to simulate cross-cultural negotiation scenarios.


Day 4:
Conflict Resolution and Inclusivity

Identifying sources of cross-cultural conflict and their root causes.
Applying mediation techniques to resolve disputes amicably.
Developing inclusive meeting structures to ensure equal participation.
Creating safe spaces for open dialogue about cultural differences.


Day 5:
Policy Design and Implementation

Drafting diversity and inclusion policies aligned with organizational values.
Ensuring compliance with legal and regulatory standards related to cultural competency.
Measuring the effectiveness of cultural competency initiatives through metrics.
Presenting final action plans for implementing learned strategies in participants’ workplaces.

Part 6 / 9

Gender Equality and Inclusion

Day 1:
Introduction to Gender Equality and Inclusion

Defining Gender Equality and Inclusion: Key Concepts and Frameworks
The Global Gender Gap: Challenges and Opportunities
Legal Frameworks for Gender Equality in the Workplace
Exploring Gender Norms and Bias: Historical and Cultural Perspectives

Day 2:
The Impact of Gender Inequality in Professional Settings

Gender Inequality: Identifying the Root Causes and Consequences
Understanding Intersectionality: Gender, Race, Disability, and Other Factors
The Business Case for Gender Equality: Benefits for Organizations
Gender Stereotypes and Their Effect on Career Development

Day 3:
Promoting Gender Inclusion at Work

Best Practices for Creating an Inclusive Work Environment
Strategies for Eliminating Unconscious Bias in Recruitment and Hiring
Addressing Gender Discrimination and Harassment in the Workplace
Building an Inclusive Culture: Policies and Initiatives That Work

Day 4:
Leading for Gender Equality and Inclusion

The Role of Leadership in Driving Gender Equality Initiatives
Creating Gender-Inclusive Leadership Models
Case Studies of Effective Gender Equality Strategies in Leading Organizations
Developing Mentorship and Sponsorship Programs for Gender Inclusion

Day 5:
Implementing and Sustaining Gender Equality and Inclusion Programs

Tools for Assessing Gender Equality and Inclusion in Your Organization
Designing and Implementing Gender Equality Action Plans
Evaluating the Success of Gender Equality Initiatives
Building Partnerships to Drive Long-Term Change

Part 7 / 9

Creating Allyship in the Workplace

Day 1:
Foundations of Allyship

Understanding Privilege and Power Dynamics
Introduction to Intersectionality and Its Relevance in the Workplace
Exploring Unconscious Bias and Microaggressions
Group Activity: Identifying Barriers to Inclusion


Day 2:
Building Self-Awareness

Conducting Personal Bias Audits
Reflective Practices for Continuous Growth
Emotional Intelligence and Empathy Development
Case Study Analysis: Lessons from Industry Leaders


Day 3:
Communication Strategies

Crafting Inclusive Language Guidelines
Active Listening Techniques for Allyship Conversations
Navigating Difficult Dialogues Around Diversity
Role-Playing Exercise: Practicing Allyship Scenarios


Day 4:
Organizational Applications

Reviewing Policies Through an Allyship Lens
Embedding Allyship into Performance Metrics
Leveraging Employee Resource Groups (ERGs) Effectively
Workshop: Developing an Allyship Toolkit


Day 5:
Sustaining Allyship

Creating Long-Term Accountability Mechanisms
Measuring the Impact of Allyship Initiatives
Addressing Resistance and Pushback
Final Project: Presenting Personalized Allyship Action Plans

Part 8 / 9

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 Masters
Thesis

Final Paper: 25000 - 30000 Words