Set direction on measuring diversity and inclusion impact that people can act on without further interpretation.
Measuring the Impact of Diversity and Inclusion Initiatives on Organisational Performance
Learn to design, measure and defend your organisation's approach to measuring diversity and inclusion impact.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The hardest part of measuring diversity and inclusion impact is rarely deciding — it is holding the decision when it becomes unpopular. Managers are promoted for competence and then judged on inclusion impact, which nobody trained them for. It is pitched for practitioners with responsibility for the organisational leadership discipline, not for observers of it. The programme takes participants through measuring diversity and inclusion impact end to end, from framing the problem to closing it out. They gain the ability to sequence improvements to this area of organisational leadership in an order their organisation can absorb. Discussion is anchored to worked examples of inclusion impact rather than to abstract argument. The difficulty is not agreeing that measuring diversity and inclusion impact matters — it is deciding what to stop doing to make room for it. Benchmarking exercises repeatedly place inclusion impact among the areas with the widest performance spread. It closes by agreeing the smallest change to the wider organisational leadership agenda that would make a visible difference.
Expected Learning Outcomes
Recognise when inclusion impact needs a different leadership style than the one that got you here.
Present the case for investment in measuring diversity and inclusion impact in terms that a finance function will accept.
Translate inclusion impact into objectives each person can see themselves in.
Manage the emotional load measuring diversity and inclusion impact places on you and on the team.
Diagnose whether a problem in inclusion impact is one of design, resourcing or discipline.
Prepare a short, evidence-based briefing on measuring diversity and inclusion impact for senior management.
Who Should Attend
Specialists advising senior management on measuring diversity and inclusion impact.
Officers preparing reports on inclusion impact for boards or oversight committees.
Managers of geographically distributed teams handling measuring diversity and inclusion impact.
Executives leading multi-function programmes involving inclusion impact.
Team leaders responsible for daily delivery of measuring diversity and inclusion impact.
Board members and non-executives overseeing inclusion impact.
Course Modules
Measuring diversity and inclusion impact: conflict, politics and informal power
2 sessions · 8 pointsSession 1Holding the line on measuring diversity and inclusion impact when it costs you
- Prepare the summary of measuring diversity and inclusion impact that senior management will read.
- Define the trigger that would require inclusion impact to be redesigned.
- Decide the point at which you would escalate measuring diversity and inclusion impact.
- Record what was learned when inclusion impact did not go as planned.
Session 2Who answers for inclusion impact, and to whom
- Check whether incentives anywhere reward behaviour that undermines measuring diversity and inclusion impact.
- Check that records of inclusion impact answer the questions likely to be asked.
- Identify your successor for measuring diversity and inclusion impact and the gap they need to close.
- Review a past decision on inclusion impact and state honestly what you would change.
Inclusion impact: performance, standards and consistency
2 sessions · 8 pointsSession 1Applying the standard on inclusion impact to your best performer
- Define acceptance criteria for measuring diversity and inclusion impact in advance.
- Remove steps in inclusion impact that add effort without adding assurance.
- Decide what you will delegate on measuring diversity and inclusion impact and what you will not, and say why.
- Agree what will be standardised in inclusion impact and what will not.
Session 2The cost of inclusion impact and how to present it
- Name the person accountable for each part of measuring diversity and inclusion impact, not the committee.
- Establish who is informed, consulted and accountable in inclusion impact.
- Write down the reasoning behind your position on measuring diversity and inclusion impact.
- Build the internal briefing that explains inclusion impact to those affected.
Inclusion impact: setting direction people can act on
2 sessions · 8 pointsSession 1Reading the room before proposing inclusion impact
- Test whether the team can explain measuring diversity and inclusion impact in their own words.
- Recognise publicly one person whose work on inclusion impact went unnoticed.
- Prepare how you will respond when measuring diversity and inclusion impact is challenged publicly.
- Map the handovers in inclusion impact between functions and secure them.
Session 2Building lasting competence in measuring diversity and inclusion impact
- Confirm that those complying with measuring diversity and inclusion impact understand why it exists.
- Give one piece of specific feedback on inclusion impact within the week.
- Set the review point at which measuring diversity and inclusion impact will be reconsidered.
- Estimate the resource inclusion impact requires to run as designed.
Inclusion impact: resilience and the personal cost of leading
2 sessions · 8 pointsSession 1Showing that inclusion impact changed something measurable
- Identify which function can quietly block measuring diversity and inclusion impact and address it directly.
- Ask the team what they think is wrong with the plan for inclusion impact.
- Set the decision rights on measuring diversity and inclusion impact: who decides, who is consulted, who is told.
- Collect evidence on the present handling of inclusion impact before proposing changes.
Session 2What your team concludes from how you handle inclusion impact
- Assess the workload measuring diversity and inclusion impact adds and what you will remove to make room.
- Name a single owner for each element of inclusion impact.
- Verify six months later that changes to measuring diversity and inclusion impact have held.
- Rehearse the briefing on inclusion impact that would follow an incident.
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
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