Elevating Equity

Elevating Equity is not a traditional diversity, equity, and inclusion program. This course is focused on proven actions that drive real, measurable change. Addressing the systemic inequalities baked into our organizations is a challenge that taps into the very core of the “human” mission of our work as HR professionals. It also poses the opportunity for us to lead one of the most important strategic business initiatives of the decade, forever expanding the cross-functional role of HR.

This Program is built to equip you to meet that challenge. It can either accompany existing DEI training or kickstart an organization’s foundational strategy by giving HR professionals practical tools to help you begin to make meaningful changes. The Program’s goal is designed to push the envelope when it comes to reshaping our approach to DEI while also elevating the role we as HR professionals play in making our organizations more equitable and just in the communities we serve.

It is built for a global audience and the tools, challenges, and discussions are meant to help you think through the many layers of inequity in your specific region or organization (caste systems, indigenous, race, gender, sexual orientation). It features global stories, historical stories, and HR stories—all designed to evoke conversations around the complexity of this work and how we can continue to evolve.

  • ApproachOnline social learning, teams of 30-50

  • Learning Time4-5 Hours

  • Duration5 weeks. Next starting: August 2, 2023
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Key Questions You’ll Explore in this Program

How has the work of DEI evolved in the past year? What can we in HR do right now to seize this historic moment?

How can a systems approach change how we think about addressing issues of inequity?

How can we embed the work of DEI into all of our HR functions?

How can a horizontal approach to DEI change the way our organizations do the fundamental work of the business? What role does HR play in that transformation?

What kinds of actions really work when it comes to effectively addressing questions of diversity, equity, and inclusion?

Field Manuals

The Elevating Equity Program is made up of five Field Manuals (our version of an online module). Each one contains a variety of types of content and social exercises culminating in a mini-project, reflection, or debate. Each Field Manual will take you between 30-45 minutes to complete, but you can jump on and off at your own pace, as often as you’d like. The deeper learning happens in the discussions with your fellow learners so be sure to check in on the conversations regularly.

The Equity Imperative

This first Field Manual sets the context for the Program. It examines the history of diversity and inclusion and the rise of equity in the conversation, and defines key terms. The Field Manual looks at JP Morgan Chase’s brand-new initiative to begin addressing some of its historical wrongdoing, both in and outside of the HR context. And it outlines why it is critical for HR professionals globally to elevate diversity, inclusion, and equity inside and outside of their traditional spheres of influence with new energy and fresh perspectives today.

Redesigning the System

This Field Manual takes us into some of today’s most cutting-edge thinking about addressing inequities. It examines the work of designer Antionette Carroll, a highly regarded DEI specialist who posits that inequities exist in systems that were created by humans—which means that those systems can be redesigned. The Field Manual introduces the idea of leverage points—points within systems that, when changed, have an outsized effect on other pieces of the system—and looks at an example of how that has happened in a real organization. Then it helps us see our organization as a system—and provides a framework for how to break it down, identify leverage points, and begin to design for change.

DEI Everywhere

Addressing inequity is an organization-wide challenge, but HR is still responsible for much of the ongoing work—even if we already have existing diversity and inclusion initiatives. This Field Manual looks at how we in HR can broaden our thinking to address every area where we work with an DEI-first mindset, drawing on lessons from previous vertical-to-horizontal shifts we’ve seen in HR. It digs into brand-new research from the JBA that uncovers what works and what doesn’t when it comes to effective DEI strategies, both within HR and across the organization, and offers actionable, research-driven steps to move the needle.

The Equitable Business

In this Field Manual, we examine the traditional business cases for DEI and look at how those must evolve in order to align with the priorities of our employees and customers, as well as the larger value of more just and equitable businesses. We look at how HR can and should be the catalyst for larger change initiatives within our organizations. We’ll offer tangible (and politically savvy) approaches to help you identify and tactfully point out where internal and external practices may be out of alignment and how to offer solutions.

Change in Action

This final Field Manual challenges us to take stock of what we have learned and turn it into action. For real. It outlines a process for figuring out where we can make the most impact as individuals, HR, and as a larger organization. The Field Manual addresses the tough questions of how to get started; how to stay motivated; how to inspire others to join you; how to sustain efforts over time; and how to navigate the complex, fraught politics that can cloud or derail our efforts. Finally, it provides space to develop and test our ideas and then asks us to hold each other accountable as we take that critical first step.

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