Selecting a Diversity Certification Program – Review

This is an update to include more recent programs. Without credentials, you will not have the savvy needed to lead as a diversity professional or the credibility to persuade people to undergo organizational change. The diversity certification credentials you receive should be commensurate with the expertise you have acquired in the training program. The bottom line is you need the ability to competently fulfill the role and carry out the responsibilities, and that takes training.

Each credentialing program I have come across is unique. In addition, the responsibilities the diversity professional is expected to carry out vary from one organization to another–Check out diversity officer job listings to see for yourself (Cultural Diversity Officer Jobs). Therefore, the program you select for professional training must offer you both credentials and expertise.

The best program based on what I have learned about top-tier diversity officer role and responsibilities prepares you to lead cultural diversity initiatives and roll up your sleeves to serve as a leader and trainer. I suggest looking for the following in a diversity professional program:

• Organizational development and effectiveness strategies
• Assessment and cultural audits
• Facilitation, training, and coaching skills
• Organizational leadership

You are probably curious about the credentialing programs, so I have listed below what appears to be the most popular programs along with the features that distinguish them:

*These organizations no longer offer a diversity certification program.

While diversity professional certificate programs have existed for more than 20 years, certification credentialing is relatively recent. When this article was first published, only two programs offered certification. The National Training Laboratory is more than 70 years old, but the diversity certification program no longer exists. Diversity Training University International is 20 years old (Now offering the certification through Diversity Executive Leadership Academy). There were also only two types of credentials offered (the Certified Diversity Professional and Certified Diversity Trainer) both of which were offered by Diversity Training University International. The program features for the organizations listed are based on descriptions of each program in brochures and on the organization’s website.

Cornell University’s certification program emphasizes employment law and requires completing a set of required certificate program courses and successfully passing an examination. The seven required courses are held on the campus in upstate New York and range from one-day to three days. The cost is about $8400.00 total for tuition. NTL’s program is the oldest and most expensive with base tuition of $14,000.00. Consistent with its more than fifty-year tradition, it is a group and individual process-oriented approach. Removing barriers to oppression is a central theme. Assessment and leadership skills are also taught. Classes are taught in different geographical locations within the United States.

The Society for Human Resource Management’s (SHRM) program no longer exists. It was about $2000.00 and the emphasis is on training trainers. Classes are taught in Washington, DC and about 40 participants are in a class. The University of Houston program is offered once a year and costs $3000.00. The program emphasizes metrics and cultural audits.

The Diversity Executive Leadership Academy (aka Diversity Training University International) program emphasizes strategy, leadership, facilitation, and assessment skills. This appears to be quite a challenge to pull off in two sessions. However, the organization boasts results of a benchmark provided in its corporate university’s brochure indicating that participants find the program very rewarding. Ironically, no other program publicized participant evaluations.

Online or Classroom Format Training?

I think most people would prefer the classroom format. You learn with other participants and develop a network. The research says that people learn more from an online course because assignments are submitted and graded. The personalized feedback is certainly a benefit. Online learning is cost effective. You avoid the additional costs for travel and accommodations for training out of your immediate area.

Conclusion

Finding a diversity professional training program is not difficult, but sorting through them can be challenging. It is not the intention of this article to endorse any one program. The goal is to offer readers what I  have found to be the best choices among the most popular and credible programs so that their decision-making is a bit easier. In the end, it really depends on what you want to do with the credentials. Some of you may want to become an expert cultural diversity recruiter while others may want to become the chief diversity officer with considerable authority. Balancing what you desire to do as a professional with what employers are looking for, along with training program costs, are what you need to take into consideration. In the final decision, you will weigh program offering, cost, and reputation.

Lars Lejonhuvud
Diversity Consultant
Kristianstad, SWEDEN
Reprinted by permission