Let’s talk less about DEI certifications and focus more on DEI competency and skill because that is the real issue, and what organisations and recruiters are really trying to ascertain. My research with organizations and recruiters is showing that the interest in competency and certifiable experience is growing, not declining.

I’ve been discussing the need for some kind of standardisation, regulation or even just monitoring of D&I service providers for nearly two years now as I’m extremely concerned with the direction the industry is going in. I’ve created content and been keeping a file of observations and evidence but I felt tentative about sharing it publicly up until now.

Creating an effective and impactful diversity and inclusion committee within your organization requires more than just passion and interest. While passion is important, it's equally crucial to have members who possess the necessary skills to drive change, influence stakeholders, and implement strategies.

The topic of certifications in the Diversity, Equity, and Inclusion (DEI) space sparks debates and discussions among consultants and practitioners. While certifications may seem appealing, it's important to consider the value they truly provide.

In today’s post, we will delve into the topic of neurodiversity and its significance in the field of diversity, equity, and inclusion (DEI). Our guest, Sara Kedge, a neurodiversity specialist and consultant, shares her insights and experiences in supporting neurodivergent individuals in both entrepreneurship and corporate environments.

If you are looking for a diversity, equity and inclusion (DEI) practitioner to help your organization become more inclusive and equitable, you might be overwhelmed by the number of options available. How do you know which one is the best fit for your needs and goals? How do you evaluate their expertise and ethics? How do you avoid wasting time and money on ineffective or harmful interventions?