Diversity and Inclusion Essentials

Is this qualification for me?

Yes! This is an essential qualification for everybody within the advertising, media or marketing industry.
No matter what level of seniority you are in your business, it is the responsibility of everyone to take positive action to drive forward change in the industry and indeed the world.

Benefits

Completing the Diversity and Inclusion Essentials Certificate will allow you to:

• Learn about seven diversity metrics in more depth; race and ethnicity, gender, neurodiversity, disability, masculinity, are and LGBTQ+.
• Understand fully why each of these seven D&I metrics is important for business.
• Discover the key barriers facing different groups of people in the workplace.
• Gain an understanding of your own biases, so you can begin to make changes to your own behaviour if and when appropriate.
• Receive clear actionable tips and guidelines to help facilitate change in your organisation.
• Access further resources to continue your personal journey, whether as a member of a group or as an ally.

Learning process

• 10 hours of online learning accessible through the IPA website on any device, or via the IPA Learning app.
• Multiple choice quiz at the end of each module.

If you successfully complete all 7 modules, you will be awarded a digital certificate of completion and 1 MIPA star towards personal accreditation.

Syllabus

This seven module, 10 hour online qualification will help you gain a deep understanding of the challenges we need to overcome and the behaviours we need to change for a more diverse and inclusive advertising industry.

Each module in this qualification takes an in-depth look at a workplace diversity and inclusion metric. At the end of each module you will receive clear actionable tips and guidelines, whether you are in that group or want to be an active ally for that group.

Module 1: Race and Ethnicity

Ethnic diversity is possible the most loaded inclusion and diversity topic in the workplace. This module looks at the global picture of ethnic diversity in the workplace, considers some of the barriers in the way of making it better and shares some case studies of best practice.

It covers:

• Language and terminology.
• The link between ethnic and socio-economic diversity and access to the workplace.
• The business case for ethnic diversity.
• What the barriers are; systematic racism, individual racism, internalised racism and cultural understanding.
• How to drive long term change; reducing the impact of unconscious bias, preventing discrimination, auditing your processes, role models and mentors, investment, etc.
• Action you can take now to address your own racial bias and affect individual change.

Module 2: LGBTQ+

This module looks at the global picture of LGBTQ+ inclusion in the workplace, considers some of the barriers in the way of success and shares some case studies of best practice.

It covers:

• An introduction to LGBTQ+ and what is stands for.
• LGBTQ+ rights across the world
• Homophobia, bias and microagressions in the workplace.
• What the barriers are; ‘coming out’ at work, inherited beliefs and unconscious bias, etc.
• What action can be taken; building trust, understanding the data, engaging from the top and the power of visibility, etc.
• Taking personal responsibility as an ally or an LGBTQ+ person.

Module 3: Gender

This module looks at the global picture of gender diversity in the workplace, considers some of the barriers in the way of improving gender diversity, and looks at some case studies.

It covers:

• Gender issues at work.
• The business case for women in the workforce.
• What the barriers are; the status quo, unconscious bias, irreconcilable demands, self-limiting beliefs, etc.
• Moving from insight to action; understanding your data, acceleration programmes, parenting and work, role models and mentors, etc.

Module 4: Masculinity

This module takes a look at masculinity in the workplace and considers what measures can be taken by men and women to reframe masculinity positively and encourage men to be themselves.

With input from Rt Hon David Lammy MP, the module covers:

• What is masculinity and what are the misconceptions.
• The pace of change.
• The moral, social and business cases to address the issue of masculinity.
• What the barriers are; unhelpful stereotypes, the shame of vulnerability, paternity rights, etc.
• What action can be taken; data review, impact reduction, role model identification, increase in visibility, etc.

Module 5: Disability

This module looks at disability in the workplace and how we can address physical barriers, plus, more importantly, how businesses can start to generate a more welcoming environment for disabled people.

It covers:

• An introduction to disability in the workplace.
• The business case for disability inclusion.
• The disability pay gap.
• What the barriers are; direct and indirect discrimination, failure to make reasonable adjustments, prejudiced perceptions, etc.
• What action can be taken; normalisation, representation, removing online barriers, etc.
• How you can support the disabled community, and how to affect positive change as a disabled person.

Module 6: Neurodiversity

This module will help modify some of our ways of thinking about neurodiversity so we can all show up, live brave and allow ourselves to be seen. We can all play a part in creating an inclusive culture at work where everyone can work to their best potential.

It covers:

• An introduction to neurodiversity and why inclusion is important.
• Neurodiversity as a competitive advantage.
• What the barriers are; stereotyping, bias, stigma and recruitment hurdles.
• How to better support neurodiversity; targeted recruitment, strength-based approaches to talent management, individual support, the legal requirements, technology, etc.

Module 7: Age

This module considers how rapidly changing demographics have implications for how we work well alongside one another.

It covers:

• An introduction ageism.
• Why multi-generational workforces are important.
• What the barriers are; unhelpful stereotypes and misconceptions of both older and younger generations, a lack of understanding on the menopause, etc.
• What action can be taken; workforce auditing, addressing unconscious bias, myth busting, etc.

Additional Resources: Social Mobility

We have also highlighted a list of recommended resources on an additional diversity and inclusion metric, Social Mobility, ranging from government reports to industry opinion pieces, that we encourage students to explore.