Institute for Diversity Certification, (IDC), Inc. (formerly The Society For Diversity)

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?? Elevate Your DEIA Impact with IDC Certification! ??? The Certified Diversity Professional (CDP)?and Certified Diversity Executive (CDE)?credentials are not just certifications—they’re game-changers for DEIA and HR practitioners and leaders. Globally recognized and respected, these qualifications set the standard for excellence in Diversity, Equity, Inclusion, and Accessibility.? ? Why Choose IDC Certification?? ?? Gain expertise in the latest DEIA terminology, best practices, and strategies.?? ?? Showcase your leadership with credentials backed by rigorous exams and peer-reviewed work.?? ?? Equip your team to lead with confidence and deliver measurable results.? ?? Certification isn’t just about knowledge—it’s about transformation. Ready to build a stronger, more inclusive organization?? ?? Learn more about IDC Certification today and take the next step in advancing DEIA! ????https://lnkd.in/eHqRNCfk #DEIACertification #CertifiedToLead #IDCLeaders #DiversityInAction #InclusionMatters #ProfessionalGrowth??

D&I Tip of the Day: Why isn’t “DEI hire” used for unqualified people from the majority group? We are certainly seeing many unqualified individuals being “appointed” to high-level leadership positions in this incoming presidential administration. And no one is saying a word about their knowledge, skills, or abilities. In this instance, their allegiance is the most important requirement for the position. Hmm…does this mean that qualifications and merit are not as important as people have argued? Or perhaps qualifications and merit ONLY apply to marginalized people to keep them OUT? A “DEI Hire” is apparently a disparaging code-word for a highly skilled and educated person of color, who worked hard to make it to the top. Nothing has been given to this individual, including an appointment. The next time a person or media outlet uses the phrase DEI hire, understand WHY they are using that phrase. It is designed to demean, ridicule, and/or disapprove of the person based on race alone.

Guess what? IDC has an ERG Community of Practice to support its members, as well as advocate for best practices and up-to-date strategies!

I won't sugarcoat reality: the incoming Trump administration is going to make the practice of DEI even harder in the years ahead. But "harder" is not "impossible" and there is a lot that leaders can still do. We have our work cut out for us. Here's my quick take on what the election result means for DEI: https://lnkd.in/gZSfRQ9h

??? A reminder of what “Woke” really means. ??? We need to reclaim back language and phrases that have been bastardized by those who want to cause us harm. ??? Stay Woke friends. AA?

My thoughts about the "Dismantle DEI Act"... 1. The move away from "equality of outcomes" means...you want un-equal outcomes. It may not bother some people now because they think they will benefit from such actions, but somehow these initiatives never work out the way people want them to. For example, allowing rampant drug abuse or promoting guns all throughout America... 2. Black and Brown Americans, as well as female citizens, pay taxes too. Taxation without representation (in employment and contracting) is an abomination. Full stop. 3. Dr. Martin Luther King Jr.'s quote is often intentionally used out of context, specificially this part: "People should be judged on the content of their character and their individual achievement rather than their sex, race, national origin, or ethnicity.” Do not use this quote if you are advocating for injustice, inequality, and unfairness. It is better to use a quote from a hate group instead of lying on Dr. King's legacy. 4. DEI is not ideology, it's a strategy that is used around the world. From governments to multi-national corporations, organizations utilize DEIA to prepare for a future workplace and marketplace that will be incredibly competitive and will require diverse human-centered solutions for complex problems. The outdated way of thinking about Diversity is to define it by polarizing social categories, like Black/White, Male/Female, Gay/Straight. In a world where intersectional identities reign supreme, organizations must be intentional about delivering value to unique users/students/constituents by designing positive and memorable experiences. The only way to do this successfully is by leveraging the knowledge of many different employee groups. Note: applying a DEIA strategy in an inconsistent manner (due to changes in political administrations) will not yield expected results. 5. DEIA is the future. While the government can try to "slow it down", you can put a fork in DEIA-- because it's done. Remember, the President-elect COULD NOT WIN without crossover from diverse groups. Perhaps you can turn the clock back an hour, but it is completely unrealistic to think that people can control the next generation with half-baked ideas. There is a reason why God is God-- He alone knows the future.

D&I Tip of the Day: If you are concerned about changing cultural demographics because you fear that Black, Brown, and/or LGBTQ+ people will do bad things to you and your family, there's a simple solution: Treat everyone as they want to be treated. #Diversity101

I've spent the last 3-days with IDC's Nov. 2024 Certified Diversity Professional (CDP)? cohort! This was a bright group of savvy and strategic DEIA champions, and they are ready to impact the world of work. Let's go!!