Online Course
Diversity and Inclusion
Buying for an organization? Per-employee pricing and one company code for your whole team → For organizations
This course separates two words that get used as one. Diversity is who is in the room — religious and political beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation, geography. Inclusion is what happens next: respecting, appreciating and actually using those differences at work.
It makes the business case with the figures its presenters cite — diverse and inclusive workplaces out-performing others by 35%, bilingual teams by 10%, teams where men and women are treated equally by 41% — set against the number that explains why so little changes: 41% of managers say they do not have time to implement diversity initiatives.
It also takes on the objection heard in most rooms, that diversity is something for other people. Inclusion means everyone is included, Caucasian men included, and the course argues it has to be that way to work at all. The idea is carried by a story rather than a slogan — the tagless T-shirt at Hanes, an idea that came from a Black woman on a research team that had been all-male and all-white for its entire history.
Who it’s for: every employee, and any manager who has said there is no time for this.
The performance percentages above are the course’s own figures, reported as what the course says rather than as research Special Learning has independently verified.
What’s inside
1 section · 8 items
Course content
- Important Information Regarding Course Functionality · lesson
- Title Slide · lesson
- Chapter 1 — Diversity, Inclusion and Cross-Cultural Communication · video
- Quiz Chapter 1 · knowledge check
- Chapter 2 — Answer to Chapter 1 Quiz: Checking Meaning Across Cultural Differences · video
- Quiz Chapter 2 · knowledge check
- Chapter 3 — Microaggressions, Humor, Stereotypes and Body Language · video
- Results Slide · lesson
Common questions
What is the difference between diversity and inclusion?
The course defines diversity as who is in the room: religious and political beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation and geographic location. Inclusion, it says, is what happens next — respecting, appreciating and actually using those differences at work.
Does inclusion mean some people are left out?
No, and the course takes the objection head on. Diversity is purposely broad enough to cover everyone in the workplace, including Caucasian men, and the course argues it has to be that way to work at all.
What performance figures does the course cite?
The presenters cite three: diverse and inclusive workplaces out-performing others by 35%, bilingual teams by 10%, and teams where men and women are treated equally by 41%. It sets these against the figure that 41% of managers say they do not have time to implement diversity initiatives. These are the course's own figures, reported as what the course says rather than as research Special Learning has independently verified.
Which of the ten courses does my organisation need?
Everyone takes the same starting point: Sexual Harassment (Employee). Anyone who supervises people adds the Supervisor Supplement on top of it — supervisors are held to a higher standard and that course is about what to do once you know. This one is for everyone, and for any manager who has said there is no time for it. You do not have to work this out per person: when your people join with your company code they give their work state and say whether they supervise anyone, and the rules assign what each of them owes from that.
Can I buy this for my whole team, and do I assign it person by person?
You can buy it for a team: set the number of seats on this page before adding to cart. And no, you do not assign it person by person — that is not how the platform works. Your people join with your company code, give their work state and city and say whether they supervise anyone, and the training rules decide what each of them owes from that — which is how a multi-state employer gets the right course to the right person without anyone maintaining a list. You hand out one code instead of picking names off a list. Seats are issued for 12 months.
Who is it for, and how is it structured?
Every employee, and any manager who has said there is no time for this. 3 video chapters with 2 knowledge checks. Progress saves as you go and a certificate is issued on completion.