Deloitte and the Billie Jean King Leadership Initiative (BJKLI) conducted research into employee perceptions of DEI for the report “Unleashing the power of inclusion.” The findings were quite conclusive: Employees want to see DEI actively practiced throughout the organization. 

  • 80% said inclusion was important when choosing an employer. 

  • 39% would leave their current position to move to a more inclusive employer. 

  • 23% have already moved employers to find a more inclusive corporate culture.

Here are some excellent courses to share with these stakeholders to get them ready for rolling out a more comprehensive DEI program.

Foundations of Diversity, Equity, Inclusion, and Belonging

Dereca Blackmon, CEO of Inclusion Design Group

This course is a great primer to get your leadership teams on the same page with understanding the basic language and concepts around DEI. Blackmon guides learners through foundational concepts such as how biases impact hiring, the importance of inclusive communication, why belonging matters, and how to identify and stop microaggressions.


Skills for Inclusive Conversations

Mary-Frances Winters, Founder and CEO of The Winters Group, Inc.

The art of inclusive conversation is a skill that managers and leaders need to develop in order to foster a sense of inclusion in the workplace. Winters teaches skills for engaging in conversations and addressing difficult topics from a practical and inclusive perspective.


Inclusive Mindset  

Dereca Blackmon, CEO of Inclusion Design Group

DEI should not be viewed as an add-on to your corporate culture, but rather a “deliberately cultivated, highly complex skill set that can be learned over time with the right kind of mindset.” Blackmon shares principles and practices that can guide your teams to operating from a DEI-centered approach. 


Beyond the fundamentals covered in the courses above, here are key topics to include for a DEI program that elicits real, beneficial change.

  • Unconscious bias. Everyone carries with them biases that they are unaware of. These biases influence our behaviors. Rooting out the source of these biases will help your workforce identify what is motivating them and offer opportunities to make conscious decisions about their behavior. Suggested course: Unconscious Bias

  • Microaggressions. While many people understand that they shouldn't be objectively rude or aggressive toward others, there are learned behaviors that are widely considered microaggressions. Much like unconscious bias, it is vital that your workers learn to identify these behaviors in themselves in others, and develop allyship skills to put an immediate stop to such behaviors. Suggested course: Understanding Unconscious Bias and Microaggressions

  • Accessibility. A culture that fosters accessibility naturally drives innovations that are accessible. Your organization should strive to be an accessibility leader. Suggested course: Supporting Accessibility in a Hybrid Workspace

  • Bystander syndrome. This is a behavior that harms the culture of your organization: when individuals see a transgression but fail to act on behalf of the individual being targeted. Teaching skills and methods of intervention and reporting empowers more workers to do the right thing. Suggested course: Bystander Training: From Bystander to Upstander

  • Intentional inclusion. While this skill is mandatory for those in leadership roles, everyone in your organization can benefit from learning intentional inclusion. Building awareness of inclusive behaviors helps your workforce develop broader perspectives on how to solve pressing problems and create cohesive cross-functional teams. Suggested course: Getting Off the Fence: Inclusive Leadership in Action with Tara Jaye Frank