Pilot changes to diversity and inclusion metrics before rolling them out organisation-wide.
Measuring and Analysing Diversity and Inclusion Indicators
A practical programme in diversity and inclusion metrics for professionals who are accountable for results, not just awareness.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on diversity and inclusion metrics is abundant; insight about it is not. Most disputes about inclusion metrics begin as a conversation that was handled badly. Sessions alternate between guided analysis of the practice within people management and development and supervised application. The outcome is a practitioner who can hold a position on diversity and inclusion metrics and revise it on evidence. Progress on this aspect of people management and development is usually lost in the gap between approval and execution. The material serves both public bodies and commercial organisations dealing with inclusion metrics. The course gives participants a defensible structure for diversity and inclusion metrics and the judgement to adapt it. Organisations that document inclusion metrics properly resolve disputes about it far more quickly. Work concludes with a self-assessment of the people management and development discipline that participants can repeat annually.
Expected Learning Outcomes
Recognise early indicators that inclusion metrics is drifting away from its intended design.
Address the equity and inclusion implications of diversity and inclusion metrics deliberately.
Assess the cost of inclusion metrics and the cost of leaving it as it is.
Agree the first three actions on diversity and inclusion metrics that will be taken on returning to work.
Structure records of inclusion metrics so that they answer the questions an auditor will actually ask.
Measure the effect of diversity and inclusion metrics on retention, performance and engagement.
Who Should Attend
Staff seconded into improvement work on diversity and inclusion metrics.
Human resources managers and business partners responsible for inclusion metrics.
Individuals developing their own capability in diversity and inclusion metrics.
Talent and organisational development specialists working on inclusion metrics.
Planning staff whose forecasts and budgets are affected by diversity and inclusion metrics.
Senior leaders accountable for the culture inclusion metrics produces.
Course Modules
Diversity and inclusion metrics: policy design and legal footing
2 sessions · 8 pointsSession 1Making diversity and inclusion metrics work when resources are constrained
- Design the communication for diversity and inclusion metrics around the questions people will actually ask.
- Check that inclusion metrics complies with current labour regulation in every location.
- Agree what will be standardised in diversity and inclusion metrics and what will not.
- Test the procedure for inclusion metrics against a realistic scenario.
Session 2Piloting a change to inclusion metrics before committing
- Distinguish symptoms from causes when diversity and inclusion metrics underperforms.
- Define who decides on inclusion metrics and who may only recommend.
- State the purpose of diversity and inclusion metrics in one sentence a new manager would understand.
- Plan succession for roles most exposed to inclusion metrics.
Inclusion metrics: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Closing out inclusion metrics and capturing what was learned
- Confirm that those complying with diversity and inclusion metrics understand why it exists.
- Draft the minimum viable people policy for inclusion metrics.
- Review diversity and inclusion metrics for unintended equity effects across groups.
- Compare the cost of inclusion metrics with the cost of its absence.
Session 2What your existing data already says about inclusion metrics
- Ask employees what diversity and inclusion metrics feels like from their side.
- Build the internal briefing that explains inclusion metrics to those affected.
- Build the appeals route for diversity and inclusion metrics and publish it.
- Set the annual review point for inclusion metrics and who attends.
Inclusion metrics: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1The exception to inclusion metrics that sets the precedent
- Remove steps in diversity and inclusion metrics that add effort without adding assurance.
- Check that records of inclusion metrics answer the questions likely to be asked.
- Arrange the handover of diversity and inclusion metrics so capability survives staff changes.
- Plan the sequence in which improvements to inclusion metrics will be introduced.
Session 2Keeping records on diversity and inclusion metrics that are lawful and useful
- Prepare the response for the most likely failure in diversity and inclusion metrics.
- Record the rationale for each significant choice made about inclusion metrics.
- Set the consistency check that catches uneven application of diversity and inclusion metrics.
- Establish the boundary of inclusion metrics and record what sits outside it.
Inclusion metrics: communication and employee understanding
2 sessions · 8 pointsSession 1Who answers for inclusion metrics, and to whom
- Agree the smallest change to diversity and inclusion metrics that would be visibly useful.
- Pilot changes to inclusion metrics in one area before wider rollout.
- Document the reasoning for every exception granted under diversity and inclusion metrics.
- Script the difficult conversation inclusion metrics requires and rehearse it.
Session 2Writing a policy on inclusion metrics a line manager can actually use
- Rehearse the briefing on diversity and inclusion metrics that would follow an incident.
- Measure the effect of inclusion metrics on retention and performance, not activity.
- Compare intended and actual outcomes of diversity and inclusion metrics honestly.
- Train line managers on inclusion metrics rather than handling every case centrally.
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.