Inspiring Leadership with Diversity, Inclusion & Cultural Competence

Posts tagged ‘veterans’

Indiana State Approving Agency Approves Institute For Diversity Certification Licensing

The Institute for Diversity Certification (IDC) received its new approval of its licensing exams from the Indiana State Approving Agency. This new approval will allow more veterans and active duty military to participate in the program and be reimburse the cost of the exam once they have passed.

The process for the exams to be approved by the Indiana State Approving Agency was about six months, but it came just in time for the final testing window for 2014, which will take place in November. “Many current military and veterans work within the field of diversity and inclusion, and we are proud to be able to provide this program to them,” stated Ed Burns, Registrar, IDC. “By earning this approval, we hope to see many more candidates for certification earn their designation.

The next opportunity for veterans, active duty military and other diversity professionals to earn their diversity certification is in November, with classes starting in September. Those enrolled have the option to study on their own for the exam, take an eight week online course or a three day intensive classroom based course. The deadline to register is August 22.

The current cost for the program ranges from $600 to $3,000, depending on the type of credential (CDP or CDE) and the preparation method. There is a 20% discount available for members of The Society for Diversity, and the membership cost is $169. Additionally, companies that send three (3) or more employees for certification will receive a 30% discount.

Two components of the program have proved to be extremely valuable for both candidates and the organization’s for whom they work: (1) the study guide and (2) the Candidate Project.  The CDP and CDE study guides are the most comprehensive diversity and inclusion (D&I) resources available today. Not only do they provide the backdrop for diversity and inclusion work, but the 300+ page books furnish step-by-step instructions for how to successfully achieve better D&I outcomes. The Candidate Project must be a recently developed diversity plan, cultural climate analysis, research or evaluation of current D&I efforts. This usable professional work is peer-reviewed and rated on a pass/fail basis only.

Those interested in registering for the November 2014 testing window can apply online or by fax by visiting The deadline to apply is August 22, 2014 at 5:00 p.m. EST. The next exam window starts in April 2015.

Broadening the Diversity and Inclusion Landscape by Danniella Banks

With companies, such as Google, in the news for its problems with diversity, many are now more aware of the issues that are present in today’s workforce. While there are organizations that are struggling, others are taking great strides to make its employee base more diverse and inclusive. Yet despite the advancements, there are still many groups that are going unnoticed in the diversity landscape.

In a recent article by Reuters, it is explained that while companies are embracing diversity, they are overlooking the fact that disabilities make people diverse as well. Those with disabilities account for over 1 billion people, according to the World Health Organization. Even though this is one of the largest minority groups, it is also the group that is the most underrepresented.

The recent struggles with regards to those with disabilities is easily seen with the problems that VA hospitals have been having. For some reason, people who have fought to defend our country have been pushed by the wayside just because they have medical needs and disabilities that may be difficult to care for. Additionally, those who are in charge of these hospitals are not following their policies of helping veterans, no matter what their ailments or disabilities may be.

The issue with the VA and other organizations that don’t take the time to care for those with disabilities is that it can lead to higher rates of homelessness, suicides and other negative consequences– all because some are unable to look past the disability and see the real person. Even though someone may have a disability, it doesn’t mean that the disability is an integral part of who the individual is, or he/she cannot hold a job. Yes, companies may need to make extra measures to ensure that the person is in an environment that is tailored to their needs, but many of these steps are easy to take. This is what inclusion is all about.

While some organizations are struggling to maintain diversity when it comes to the disabled and ex-military, these 10 are at the top for hiring veterans, according to a 2012 Huffington Post article:

1. DuPont
2. CSX
3. GE
4. J.B. Hunt
5. ManTech International
6. PG&E
7. G4S
8. Ameren
9. Burlington Northern Santa Fe (BNSF)
10. USAA

Beyond hiring, these companies are good examples to look at when trying to create meaningful workplace programs for veterans.


Danniella Banks is the Sales and Marketing Specialist of the Society for Diversity, the #1 largest professional association for diversity and inclusion. For more information about the Society for Diversity, log onto

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