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Description

Diversity and Inclusion: Assessing, Building and Sustaining the Policy

Two days to move from stated commitments to a diversity policy embedded in day-to-day processes

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Many organisations publicise their commitment to diversity without ever examining their own processes. Promotion criteria keep favouring the same profiles, and employees who experience inappropriate remarks do not know whom to approach.

These 14 hours take participants from assessment to implementation. They learn to build a diagnosis from available data and employee listening, to revise the HR processes that create gaps, and to design a reporting and handling mechanism. The approach favours verifiable actions.

Learning objectives

  • Clarify the notions of non-discrimination, equality, diversity and inclusion
  • Build a diagnosis from available data and employee listening
  • Identify the mechanisms within HR processes that create gaps
  • Define a prioritised action plan with verifiable measures
  • Organise the handling of reports and the support of sensitive situations
  • Monitor the policy through indicators and report on its effects

What makes this programme different

A critical review of recruitment and promotion processes carried out on real cases
Work on the reporting mechanism and on conducting initial conversations
An action plan built with verifiable measures and named owners

Programme

1Clarifying the concepts and the framework

Saying precisely what is being discussed

  • Distinguishing non-discrimination, workplace equality, diversity and inclusion
  • Main grounds of discrimination and the forms they take at work
  • Risks for the organisation and expectations of stakeholders
  • How stereotypes operate and affect HR decisions

2Building the diagnosis

Looking at your own practices

  • Using available workforce data and understanding its limits
  • Gathering employee experience through interviews and surveys
  • Reviewing recruitment, promotion and pay processes
  • Identifying friction points and the groups concerned

3Building the policy and acting on processes

Changing what creates the gaps

  • Defining priorities and the organisation's commitments
  • Revising job adverts, selection criteria and assessment grids
  • Job accessibility and workplace adjustments
  • Training managers and making them accountable
  • Aligning with employee representatives and internal bodies

4Embedding the approach and handling situations

Keeping the policy alive day to day

  • Governance of the initiative and the role of focal points
  • Reporting mechanism and conducting initial conversations
  • Handling substantiated situations and the measures taken
  • Internal communication and support from employee networks
  • Monitoring indicators and reporting on the effects achieved

Who is it for

HR managers, diversity focal points, employer brand managers, workplace equality officers and managers involved in the initiative.

Prerequisites

Holding an HR responsibility or a remit linked to workplace equality and diversity

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.