You may have been noticing specific questions about diversity and inclusion as a screening question in applications, or were recently asked by a head hunter about any specific examples in which you had demonstrated a commitment to diversity and inclusion. This is becoming the norm, as more organizations are looking for applicants to demonstrate how they have contributed to, or lead, diversity equity and inclusion and access efforts within their respective purviews. So they're asking you to demonstrate that either through your practical experience on the job or demonstrate ways in which through your own personal development you have been able advance courageous inclusion in your community to demonstrate your commitment to this work.

meeting in a conference room

What Is Your Experience?

There are many examples where you may have participated in these efforts. Have you:

  • Lead employee relations groups within your organization?
  • Lead or supported employee relations groups within your organization?
  • Participated in diversity training offered within your organization?
  • Advocated for better access or equity within your office or within your system?
  • Done work in your community outside your job?
  • Advocated for access and equity for underserved populations?
  • Been part of an ally group that is not a member of a minority population? Many ally groups have been really helpful in supporting this work as well.

Certification Programs

There are certification programs that you can pursue to develop your competence. These are available through consulting firms and higher education organizations. You can assess yourself through an Implicit Bias Awareness Test and discover where you need to work on your capacity.

The Lehigh University program starts with the awareness of the issues of identity and concerns of various stakeholders. You will begin skill building, learning how to be an advocate, how to be an ally, how to intervene, and bystander intervention. You will learn integration skills, including how to take the awareness that you have in the skills that you’ve developed and work to integrate this into your organization’s mission and your aspirations of the organization.

The program works with you on initial strategy to integrate this by identifying key performance indicators. When you identify the strengths and weaknesses of the organization, and identify the aspirations for the strategy, you can put together a framework to integrate this work into the organizational efforts.

Creating the Environment for Courageous Inclusion

Vistex Institute for Executive Learning and Research

This online program is designed for mid- and senior-level managers, directors, and those interested in driving change in their organizations and is available as part of our Executive Certificate in Management and Leadership.

The program will run online on May 5, 12, 19 & 26, 2021 and June 2 & 9, 2021 from 1:00-4:00 PM ET (Participants need to complete all sessions to meet the program requirements).

For more information on the course please complete the form below.

Tags: leadership
Donald A. Outing

Donald A. Outing, Ph.D.

Dr. Donald A. Outing, Ph.D., is Lehigh University’s first Vice President for Equity and Community.

Alison Peirce

Alison McGrath Peirce

Alison Peirce is the executive director for the Vistex Institute for Executive Learning and Research at Lehigh Business.