Competencies
Our Curriculum is
Performance and Outcome Driven
Our certification exam covers a broad knowledge spectrum. To make a high score, you must make time to prepare adequately. You are expected to answer 170 multiple choice questions.
Our learning platform is designed to provide you hands-on and pertinent information that will equip you with the competencies you need to excel on the job and pass your certification exam.
Read below the performance outcomes and competencies associated with each of certification.
DiversityFIRST™ Certified Professional (DFCP)® Competencies
- The DEIB Practitioner & their Role
- Compile and explain the basic requirements of a successful diversity and inclusion program through a strategic plan and creating standard operating procedures.
- Competently articulate the role of a Diversity practitioner.
- The Business Case for Diversity, Equity, Inclusion & Belonging
- Make a compelling case for fully maximizing workplace diversity, equity, inclusion and belonging efforts through established business principles; create an informed and influential business case that attracts support for a distinctive diversity, equity, and inclusive program.
- EEO Laws in the U.S. & Elsewhere
- Establish the foundations of global laws against employment discrimination.
- Provide a guide for engaging with direct managers, and shared processes for managing illegal and/or unprofessional conduct.
- Workplace Harassment
- Equips supervisors and employees with tactics to avert and correct workplace harassment, including actionable steps for probing and resolving complaints.
- Diversity Recruiting and Retention
- How to assemble industry-leading practices and inventive procedures for hiring, on-boarding, cultivating, including, engaging, and retaining a diverse workforce.
- Reimagining Diversity Training
- Create, articulate, and assess skill-based trainings that produce intentional conducts and practices, or affirmative shifts in your organizational culture.
- Managing Difficult Conversations
- Assertively begin and moderate difficult dialogues about diversity, equity, and inclusion.
- Develop a compelling message of equity & inclusion for a wide range of stakeholders, including customers, suppliers, board members, and employees.
- Employee Resource Groups and Diversity Councils
- Locate and share responsibilities with internal allies, to assess your organizational climate, incorporate DEIB into business units, to drive your organizational mission.
- Women’s Empowerment in the Workplace
- Innovate programs to remove the gender pay gap, promote life balance, attract, and grow diverse talent, and actively promote women’s inclusion.
- Accommodating Disability & Special Needs
- Encourage employees to destigmatize all disabilities, visible and non-visible.
- Assist supervisors to appropriately accommodate disability-based requests.
- Generational Intelligence
- Equip the workforce for shifts and differences in intergenerational approaches to work and sensitize management about varying expectations, for enduring organizational growth.
- Engaging Veterans
- Increase the organization's capacity to attract and retain a diverse veteran population through proven strategies and practices to support organizational excellence.
- Supporting Immigrant Groups
- Revise diversity vocabulary, guidelines, and practices to support various nationalities.
- Develop employees’ cultural competencies through work placements in different countries and support cultural humility training across cultures represented in the workplace.
- Handling Religion & Belief Systems
- Identify how religious and non-religious members of the workforce operate.
- Support productive conversations with employees and supervisors about their sincere individual beliefs and worldviews.
- LGBTQ+ Equity, Inclusion & Belonging
- Create an equitable and inclusive workplace free of harassment and discrimination against LGBTQ+ identifying people.
- DEI Impact Assessment
- Use best practices to quantify the returns on investment of your DEIB efforts for your organization.
- Effectively identify your achievements, areas of improvement, and design measures for future progress.
DiversityFIRST™ Executive Professional (DFEP)® Competencies
- Managing Personal Blind Spots
- Develop executives’ own emotional intelligence by eradicating personal blind spots.
- Understand the relationship between advocacy and activism.
- Pinpoint prospects to exercise care, empathy, compassion, and offer specialized attention.
- Articulating DEIB’s Impact on the Bottom Line
- Develop a compelling research-rich business case for pursuing diversity, equity, inclusion and belonging.
- Effectively engage relevant stakeholders by differentiating organizational value from Personal Value.
- World Class Best Practices
- Drive a superior world class DEIB effort through proven industry-leading methods and techniques that help you create a distinct workplace devoid of discrimination and harassment.
- The Components of a Wide-ranging DEIB Effort
- Create an official framework based on which your diversity, equity, inclusion and belonging work, including your DEIB strategic plan, budget, policies, standards, and organizational chart, will emerge.
- Race, Power & Privilege
- Introduce options for reconsidering traditional constructs of power and social relations in the workplace.
- Assimilate complexities in the idea of privilege.
- Encourage White male participation in a progressively diverse workplace culture
- Boardroom Diversity
- Advance inclusive excellence at the board level through measurable evidence from their decision making, policies, and management.
- Work toward creating a diverse board candidate pipeline
- Supply Chain Diversity
- Build an inclusive supply chain strategy and reap the positive impact of a diverse supplier base for your organization.
- Innovation Through Diversity, Equity, and Inclusion
- Explore emerging and cutting-edge business practices that promote equity for all, thought diversity and the inclusion of multiple perspectives
- Defend your organization's pursuit of beneficial agility, innovation, and disruption.
- Barriers to Diversity, Equity, and Inclusion
- Change behaviors that may limit institutional diversity, equity, inclusion and belonging
- Develop detailed strategies to remove institutional barriers to DEIB and growing cultural competency
- Unconscious Bias
- Identify implicit biases that enable inequity, discrimination, and exclusion
- Present proven bias prevention techniques to help the workforce resist these stereotypes.
- Executive Buy-In
- Actively engage senior level leaders to obtain their support for diversity, equity, inclusion, and belonging programs.
- Strategic Partnership Building
- Build strong relationships with leaders across the organizational chart including mid-level managers, departmental leaders, community stakeholders and employee resource groups.
- Cultivate them into strategic and mission driven DEIB leaders.
- Organizational Strategy & Demographic Changes
- Attend to the impact of global demographic and user interest shifts on the organization
- Based on verifiable research, provide sound strategies that forecast and maximize these trends for the organization’s benefit.
- Cultural Transitions During Mergers and Acquisitions
- Help organizations merging resources transition into a unified culture along all levels of the organizational chart.
- Lead consultations with key stakeholders to identify opportunities and trouble-shoot potential challenges.
- Forward Looking DEIB Work
- Equip the organization for future DEIB strategies and tactics through an effective and informed assessment of lessons from and shifts in past diversity, equity, inclusion and belonging efforts
- Advanced Data Insight and Analysis
- Assemble timely and pertinent baseline data to inform DEIB strategy
- Collect systematic data to inform strategies and practices for equitable and inclusive institutional cultural changes
- Deploy proven research techniques to assess and compare the institution’s DEIB efforts against industry peers.