Strategic Diversity, Equity & Inclusion (SDEI)

Engage Your People

Class Format


Cultivate a diverse, equitable, and

inclusive culture where

everyone can do their best work.


HR professionals and leaders understand the importance of DEI (Diversity, Equity, and Inclusion) and strive to continuously improve it in their organizations, but many are uncertain about where to get started or how to fully embed it in their talent management practices.


Over the past several years, HCI has examined the practices of high-performing organizations to understand how they are cultivating and measuring diversity equity, inclusion and belonging, and we've used that research to develop our newest certification program. 


During this 3-day course, you will be immersed in a highly interactive, hands-on learning experience and equipped with processes and tools necessary to put diversity, equity, and inclusion into action in your organization.

Best of all? You’ll work on a real business challenge during class and consult with our expert facilitators and your colleagues.


What You'll Learn

align and assess

Align and Assess

Make the business case for DEI initiatives and audit your organization's current culture and practices



Integrate DEI initiatives into strategic workforce planning



Attract, assess, and acquire a diverse employee base that can execute business strategies


Engage and Develop

Create a culture and employee experience that is inclusive and equitable for all, including on-going and organization-wide DEI training



Measure the business impact of DEI strategies using business metrics

What to Expect

  • COVID NOTICE: Due to ongoing uncertainty related to Covid-19, we encourage all in-person course attendees to avoid making non-refundable arrangements for travel and accommodations
  • Access log-in information, certification materials (participant guide and toolkit), and the exam in your MyHCI profile 
  • Chat and interact with your facilitator and peers via Zoom platform available on mobile or desktop for the virtual training option
  • Earn your HCI certification by attending all of the sessions, complete all classwork, and pass the multiple-choice exam with a score of 80% or higher 
  • Renew your HCI certification every three years by obtaining 60 credits 
  • Attend this training and earn 19.5 HCI, 19.5 HRCI, 19.5 SHRM, and 18 ATD recertification credits

Course Outline

Day One

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Welcome and Introduction
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Setting the Stage
  • Define diversity, equity, and inclusion and other key terms
  • Understand your own beliefs and behaviors and the impact they have on your work
  • Describe the DEI best practices of high-performing organizations



  • DEI Conversations
  • Implicit Bias Self-Assessments
  • Best Practices Summaries
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Aligning Strategies
  • Show the link between business strategy, current talent measures, and DEI strategies
  • Make the business case for expending resources on diversity, equity, and inclusion initiatives
  • Ask for and secure commitments for resources such as acquiring the right DEI leadership and funding
  • Cite/modify practices from other organizations



  • Alignment Activity
  • Business Case Group Activity
  • Resource Role Plays
  • Strategy Alignment Action Planning
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Assessing People, Teams, and Organizations
  • Create/modify organizational assessments so that there can be a full equity audit that surfaces blind spots and stumbling blocks in policy, processes, and procedures; inequities in the system. and culture and behaviors related to DEI
  • Explain any special considerations needed for remote workers
  • Identify strengths and challenges that need to be addressed
  • Cite/modify best practices from other organizations



  • Creating Organizational Assessment Group Activity
  • Cultural Audit Group Activity
  • Strengths and Challenges role Play
  • Organizational Assessment/Audit Action Planning
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Planning for DEI Strategic Integration in Talent Management
  • Include DEI considerations in strategic workforce planning
  • Assess current state
  • Analyze diversity role segments
  • Perform an environmental scan to understand internal and external labor demographics
  • Create a plan to close gaps
  • Create/modify policies and processes so that DEI is anchored in them at the organizational level, including succession planning, performance management, HR design, and change management
  • Include modifications for remote audiences
  • Cite/modify best practices for other organizations



  • Current State Assessment
  • Role Segmentation and DEI Analysis
  • Environmental Scanning Group Activity
  • Best Practice, Policies, and Processes Group Review
  • Strategic Integration Action Planning

Course Outline

Day Two

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Acquiring a Diverse Workforce
  • Attract a diverse pool of candidates and build pipelines by cultivating internal and external networks and relationships, and capitalizing on recruitment technologies, and social media
  • Fairly assess candidates against objective standards while mitigating the effects of unconscious bias
  • Reassess TA processes to eliminate bias
  • Acquire diverse candidates by delivering a positive candidate experience combined with the right compensation elements
  • Analyze data to monitor and measure the success of DEI strategies
  • Cite/modify best practices from other organizations



  • Attracting Diverse Candidates Group Activity
  • Writing Inclusive Job Descriptions Activity
  • Creating a Candidate Experience Survey
  • Diverse Compensation for Diverse Candidates Activity
  • Mitigating Unconscious Bias in Hiring/Process and Policy Audit
  • Acquiring a Diverse Workforce Action Planning
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Engaging Employees
  • Create culture that is proactively inclusive and that contributes to employees' perception and experience of belonging for both on-site and remote workers
  • Contribute to an employee experience that is fair and equitable at all levels
  • Communicate the value, appropriate behaviors, and expectations for DEI to all levels of employees
  • Hold employees accountable for exhibiting the right DEI behaviors through talent management activities
  • Cite/modify best practices from other organizations



  • Creating the Right Culture Group Activity
  • Assessing the Employee Experience Group Activity
  • Creating a DEI Communication Plan
  • Integrating DEI Into Performance Management and Compensation
  • Engaging Employees Action Planning

Course Outline

Day Three

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Developing Employees
  • Deliver the appropriate DEI training to all employees at various levels so that they leverage diversity, equity, and inclusion to increase individual, team, and organizational performance
  • Provide accommodations, opportunities, and tools for employees to succeed based on their specific needs
  • Cite/modify best practices from other organizations



  • Rating Training Programs Group Activity
  • Creating an Organization-Wide Training Program Group Activity
  • Accommodation and Opportunities Checklist
  • Developing Employees Action Planning
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Measuring Effectiveness of Strategic DEI
  • Move beyond measuring demographics to measuring business impact, such as improved innovation, better decision quality, and higher market share
  • Use quantitative and qualitative data to measure the effectiveness of DEI strategies
  • Include measurements for both on-site and remote workers
  • Cite/modify best practices for other organizations



  • Measuring Business Impact Group Activity
  • Choosing the Right Data Group Activity
  • Measuring Effectiveness of Strategic DEI Action Planning
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Action Planning Capstone Activity
  • Using the action planning from each section, draft a holistic action plan that includes all facets of talent management along with specific steps, roles, and responsibilities, and measures

Class Format

Interested in learning more about the Strategic Diversity, Equity, and Inclusion certification program?