Estimate what diversity and inclusion strategy costs to run properly, and what is lost when it is not.
Building Corporate Diversity and Inclusion Strategies
Build a working method for diversity and inclusion strategy that stands up to scrutiny and survives daily pressure.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Policy on diversity and inclusion strategy is judged by how it is applied in the difficult cases, not the easy ones. Most disputes about inclusion strategy begin as a conversation that was handled badly. Cases are chosen to expose the trade-offs in this strand of people management and development rather than to illustrate ideal conditions. It treats diversity and inclusion strategy as an operating discipline and equips participants to run it as one. The result is the confidence to make and defend decisions about the practice within people management and development under scrutiny. Applied research in people management and development consistently shows that early structure around inclusion strategy reduces downstream rework. Improvement in diversity and inclusion strategy stalls when it depends on one capable individual rather than a defined method. The material serves both public bodies and commercial organisations dealing with inclusion strategy. Participants finish with a short, specific brief on the wider people management and development agenda ready to put in front of a decision maker.
Expected Learning Outcomes
Design the appeals or grievance route attached to inclusion strategy.
Agree the first three actions on diversity and inclusion strategy that will be taken on returning to work.
Equip managers to hold the difficult conversations inclusion strategy requires.
Build the evidence base on diversity and inclusion strategy from data the organisation already collects.
Prepare managers for the emotional load inclusion strategy places on them.
Reduce avoidable variation in how diversity and inclusion strategy is carried out across teams.
Who Should Attend
Newly appointed managers taking on diversity and inclusion strategy for the first time.
Learning and development officers building capability in inclusion strategy.
Individuals developing their own capability in diversity and inclusion strategy.
Public sector personnel officers applying inclusion strategy within regulation.
Department heads accountable for the results of diversity and inclusion strategy.
Human resources managers and business partners responsible for inclusion strategy.
Course Modules
Diversity and inclusion strategy: review, learning and adjustment
2 sessions · 8 pointsSession 1The conversation about diversity and inclusion strategy managers most often avoid
- Confirm that those complying with diversity and inclusion strategy understand why it exists.
- Train line managers on inclusion strategy rather than handling every case centrally.
- Confirm that reporting on diversity and inclusion strategy reaches the people who can act.
- Set out the decisions in inclusion strategy that require sign-off and by whom.
Session 2Applying inclusion strategy consistently to the person you like least
- Agree what will be standardised in diversity and inclusion strategy and what will not.
- Test the policy on inclusion strategy against three real cases from the past year.
- Verify six months later that changes to diversity and inclusion strategy have held.
- Define the trigger that would require inclusion strategy to be redesigned.
Inclusion strategy: policy design and legal footing
2 sessions · 8 pointsSession 1The exception to inclusion strategy that sets the precedent
- Distinguish symptoms from causes when diversity and inclusion strategy underperforms.
- Set out how exceptions to inclusion strategy are requested and approved.
- Anticipate the objections diversity and inclusion strategy will raise and prepare the answers.
- Pilot changes to inclusion strategy in one area before wider rollout.
Session 2Keeping records on inclusion strategy that are lawful and useful
- Compare intended and actual outcomes of diversity and inclusion strategy honestly.
- Record the rationale for each significant choice made about inclusion strategy.
- Set the annual review point for diversity and inclusion strategy and who attends.
- Close out actions on inclusion strategy rather than leaving them open indefinitely.
Inclusion strategy: capability across the management line
2 sessions · 8 pointsSession 1Getting other functions to support inclusion strategy
- Identify the data the organisation already holds that bears on diversity and inclusion strategy.
- Define who decides on inclusion strategy and who may only recommend.
- Design the communication for diversity and inclusion strategy around the questions people will actually ask.
- Plan succession for roles most exposed to inclusion strategy.
Session 2What your existing data already says about diversity and inclusion strategy
- Benchmark the organisation's diversity and inclusion strategy against comparable operations.
- Review whether inclusion strategy is aligned with the objectives of the workforce.
- Build the appeals route for diversity and inclusion strategy and publish it.
- Confirm records relating to inclusion strategy meet retention and privacy rules.
Inclusion strategy: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Where inclusion strategy typically breaks, and why
- Check that diversity and inclusion strategy complies with current labour regulation in every location.
- Ask employees what inclusion strategy feels like from their side.
- State the purpose of diversity and inclusion strategy in one sentence a new manager would understand.
- Review inclusion strategy for unintended equity effects across groups.
Session 2Escalation and decision rights in inclusion strategy
- Confirm that contractual obligations around diversity and inclusion strategy are understood.
- Plan the sequence in which improvements to inclusion strategy will be introduced.
- Build the internal briefing that explains diversity and inclusion strategy to those affected.
- Measure the effect of inclusion strategy on retention and performance, not activity.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.