Workplace DEI Lead Certification Programme Special

The need for sustainable, simple and straightforward DEI strategies?

We're at a point now more than ever where organisations are being much more careful and considered about what they do when it comes to diversity and inclusion and who they work with. They also want more sustainable, simple and straightforward ways of introducing and implementing diversity and inclusion strategies into their business. Working in the DEI space for over eight years has given me the opportunity to listen intently to stakeholders when they talk about what the real challenges are. These are the challenges that I hear existing clients and other organisations talking about every single day:?

Organisations are afraid……some, to even touch DEI?

There's a lot of fear, confusion and hesitation from stakeholders who've previously had poor experiences with consultants, training or facilitated conversations. Sometimes these poor experiences have left such a sour taste in the mouth that they are hesitant to revisit any strategies. Some have had such bad experiences with DEI work that they feel that it is doing more harm than good. In fact, we're seeing some stakeholders leave organisations altogether because it's too contentious and they feel that it's preventing them from doing their job.?

These bad experiences go for organisations of all sizes, but it's particularly very risky for those with <1000 employees to work with DEI consultancies at a certain level of investment when they don't know if they can trust the advice they're being given. Especially if they're aware of the internal dynamics of mistrust and disappointment.?

Advice is generic on the one hand…but too attached to individual traumas?

I'm consistently speaking at DEI events and I hear a lot of very generic advice being dispensed. However, at the same time, it is highly personalised to individual experiences and traumas. These sorts of events aren’t going to help move the DEI dial at an organisation because stakeholders aren’t coming back with specific and relevant action points that you know that they need to deploy.

I’m witnessing a move away from personality-led diversity and inclusion strategies?

Previously, typical DEI leads were passionate about the topic, creating strategies that fulfilled their own needs and aligned with their own personal and political aspirations. More recently, stakeholders are opening up and telling me that DEI leads who are feeding personal needs in this way are alienating senior leaders, confusing, frustrating and fatiguing their colleagues. It is a problem when DEI leads are creating strategies for themselves and not truly for the organisation.??

Organisations want to be responsible but they often don’t know where to turn

People really do want to be responsible. They do want to be effective, but they also need the time to think, to discuss, to reflect, to analyse and access unbiased, non-political advice and information from those who actually practise in the workplace. Not somebody who creates educational content or speaks about these things, but somebody who's been through the trenches with organisations when it's going well and when it's not going so well, someone who's gone into organisations and is currently still working with organisations on DEI matters.?

This is why the CCWE Workplace DEI Lead certification programme is so groundbreaking, and why it's making such a difference to those who've come onto the programme so far.??

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Our programme will help you take organisations from point A to B, not in an ideological, aspirational way, but by partnering with them and walking through the difficulties and taking a competency-based approach .?

CCWE’s certification programme will help you to build strategies that:

?Live beyond you, your personality, passion and identity?

?Are defensible

?Show ROI financially

?Show ROI in terms of the emerging, growing and evolving organisational culture

I feel so strongly about the work that we do in focusing on DEI competencies , because more information and content around bias, prejudice and the different facets of inclusion is not going to move the needle forward.

BOOK A PLACE NOW

By contrast, our programme is a completely non judgmental training and coaching environment that sets organisations up to take simple, sensible and data-backed steps towards creating the culture that they want to have. I’ll even go so far as to say that our training can help heal some of the problems that have occurred, with the result that participants now feel genuinely comfortable and proud of where their organisation is going.

I feel so strongly about the results that we're seeing from our unique (world first) competency-based approach and the difference it's making, that I feel it is my job, my mission, my responsibility to keep sharing and talking about it.?

Why you should book now:?

• We only run this programme once a quarter and the next cohort starts on 16th September
• There are limited spaces available due to the in depth nature of the training?
• This is the last time the course will run at this price - the investment level increases on 1st November 2024
• This is the only time that I will be personally training and facilitating the entire programme.?

If you want to come and get taught and coached by me specifically at this level of investment, now is the time to book your place for September.

SIGN UP NOW AT THIS INVESTMENT LEVEL BEFORE THE PRICE INCREASES IN NOVEMBER 2024. ?

Now is the time to get yourself on this course.?

This is not a marketing course. It's not a sales course. It is not a course about systemic inequality, bias or its history. It's not an anti racism course. We do not target or specifically discuss in detail the facets of inclusion.?

What we focus on is the competency and skills that you need, whether you're an independent offering this service to organisations or you are an internal stakeholder.?

So what will you get??

Our certification course will help you:

• Develop the skills that enable you to solve any DEI problem that comes up in the organisation,?
• Remove the need to depend on external providers
• Identify competent and legitimate DEI tools and providers and consultants?
• Create and implement effective DEI strategies?
• Remove the need to rely on incomplete, generic advice on the Internet.?
• Enable you to be more self-sufficient?
• Be able to genuinely add value.?

Don’t just take our word for it?

“I joined this programme to enhance my skills and learn from peers. It has really improved my paradigm and language around competency, neutrality and clarity in DEI"

Gill Cooke (she/her) Diversity, Equity and Inclusion Associate, Inclusivitii?