The Expanding Equity Core Program is a step-by-step transformational program for advancing REDI in your organization. In this program, you will gain the tools, knowledge and human-centered approaches for cultivating a workplace that attracts, develops, retains and promotes diverse talent – delivering benefits for both your employees and your organization. Learners will: -Understand the Racial equity, diversity and inclusion (REDI) starting point of your industry and organization -Set a bold, but feasible REDI vision linked to your organization's overall mission and strategy -Set strategic objectives and aspirational goals -Identify priority initiatives and develop an initial plan for implementation -Review implementation steps and mobilize your organization to take action, drive cultural change and catalyze transformation -Develop a long-term plan to sustain your momentum and strategies to build organizational resilience In addition, learners will have access to a curated collection of best-in-class practical resources and tools that support the planning and implementation of your Racial Equity, Diversity and Inclusion (REDI) strategy and initiatives.

-Learn the W.K. Kellogg Foundation's definition of racial equity at the individual, organizational and industry levels -Consider a two-strand approach for organizational transformation that focuses on racial healing and systems change for individuals and organizations -Learn the difference and relationship between inclusion and belonging -Uncover how underlying thoughts and beliefs (implicit biases) unknowingly impact how you show up -Learn how to move from unintentional micro-aggressions to intentional micro-actions -Consider how to root out racial bias through racial healing practices in the workplace -Learn how to create safe and brave spaces for challenging conversations -Consider shared purpose, values and language -Learn how to promote identity connection and mobilization -Learn about racist structures and barriers -Adopt relationship-focused interventions -Consider the differences between sponsorship and allyship -Learn how to foster unity and address backlash -Consider how to incentivize middle managers and engage White men

By the end of this course, you will be able to: -Determine what metrics matter most to measure -Access resources to help you gather data related to those metrics -Interpret the data -Weigh the pros and cons of disclosing what you measure

In this course, learners will: -Gain an understanding of the third-party contracting landscape -Understand the potential worker harms inherent in the current third-party contracting system -Learn how employing workers through third parties opens your company up to liability and risk -Identify components of responsible contracting -Reflect on your work environment and consider how you can incorporate responsible contracting principles -Challenge and enrich your perceptions of contract worker experience -Understand what joint employment is, why joint employment exists and how companies with contract workers are implicated -Learn how employing workers through third parties can open parent companies up to liability and risk -Understand how responsible contracting can actually help your company avoid legal exposure -Understand the motivations, considerations and benefits of implementing responsible contracting -Glean insights from take-home resources that can help you make an internal assessment of existing policies and processes -Use a practice script to help make a case and cultivate buy-in for responsible contracting -Identify the unique opportunities and challenges that are posed by responsible contracting initiatives

By the end of this course, you will be able to: -Challenge traditional hiring requirements (e.g., education requirements) and practices -Make the case for and promote skills-based hiring -Get buy-in for skills-based hiring by sharing case studies and “how to” guides -Create a plan for implementation in your organization

This course is composed of three modules: 1. Defining potential bias and recognizing how it impacts decision-making and impartiality Objective: Understanding the impact of explicit and implicit bias on decision-making and how it can affect impartiality in promotions and rewards in the workplace 2. Identifying potential bias within yourself and your organization Objective: Recognizing where you might have personal bias and where bias might exist within your organization 3. Promoting impartiality within yourself and your organization's promotion systems and processes Objective: Learning how to apply tactical steps to reduce bias and promote impartiality within your organization’s promotion systems and processes

The course is composed of three modules: 1. Understanding mentorship and sponsorship: Objective: Understand the similarities and differences between mentor-mentee and sponsor-sponsee relationships 2. Designing your approach to mentorship and sponsorship: Objective: Assess the current state of your organization's promotion outcomes for different employee groups, craft aspirational goals and design your approach to mentorship and sponsorship 3. Implementing mentorship and sponsorship: Objective: Learn the key steps you can take to implement mentorship and sponsorship opportunities, including how you can prepare employees to participate and measure the impact of your efforts

This course is composed of three modules: 1. Building a diverse candidate pool Objectives: Identify your organization's baseline for hiring across racial, ethnic and gender groups and discuss ways you might tailor your recruiting practices to advance your equity goals; Understand the types of levers you may use to broaden your candidate outreach and expand the talent pipeline 2. Instituting a fair hiring process Objectives: Identify potential sources of bias throughout the hiring process and how they impact hiring outcomes; Understand how to mitigate potential bias in candidate recruitment, screening and assessment; Explore ways to leverage your data to track progress against Key Performance Indicators (KPIs) 3. Adopting a compelling Employee Value Proposition (EVP) Objectives: Recognize the dimensions of the Employee Value Proposition (Great Leaders, Great Company, Great Job, Great Rewards); Understand how to enhance and communicate elements of the Employee Value Proposition internally and externally to attract qualified candidates from a variety of backgrounds

By the end of this course you will be able to: -Recognize how job quality impacts DEI and its return on investment -Identify frameworks and tools you can use to define and measure job quality transparency and performance at your organization -Define job quality for your organization -Identify key job quality assessments