Self As Inclusive Leader


Fall 2023


Experiential Learning

Sept. 12 - 13 | 2023

[Application Deadline: Aug. 22, 2023]

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Executive Learning and Organizational Change is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®

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Course Overview

This foundational course helps leaders understand how individual identities and institutional/structural inequities impact workplace experiences and efficiency of individuals and teams. It provides a leadership toolkit to effectively lead the organizational design and change initiatives that support the needs of organizations and their diverse employees, customers, and stakeholders. During the course, we will explore leaders' own identities (e.g., race, ethnicity, gender identity, sexuality, LGBTQ+, age, ability status, social class, culture, etc.) as well as their lived or witnessed experiences with inclusion, exclusion, and belonging.

  • In-person, interactive workshop
  • Pre-work including individual Intercultural Development Inventory assessment and a one-on-one coaching session

In-person session will be scheduled immediately prior to “Managing Bias for Equitable Decision Making. While you may take the courses on separate occasions, we recommend taking these courses together to deepen your learning and expand your toolkit. 

Course Schedule

Day 1: (in person) 1:30 -  5:30 p.m. CT + Dinner

Day 2: (in person)

8:30 a.m. -  4:30 p.m. CT


Click here to apply

Who Should Attend

  • Team leaders, people managers, consultants, organizational and leadership coaches, and other advisors and executive leaders for whom equity and inclusion is a personal, team and/or organizational imperative.
  • Mid to senior-level leaders who want to strengthen their skills as an inclusive leader and meaningfully improve their workplace relationships and team cultures.

Questions Will We Answer

    • What do I need to know about myself and others to be a truly inclusive leader to all people/identities?
    • How do I go beyond discussions of diversity to engage in more equitable, inclusive, and just practices?
    • How am I approaching difference in the workplace, and is my intention matching my impact?


Benefits and Outcomes

By participating in this session, you will learn how to:

  1. Assess your approaches and impacts in the workplace when dealing with differences.
  2. Recognize the impacts of culture and social identities in and outside the workplace.
  3. Apply developmental theory to yourself and teams/groups to facilitate more inclusive and equitable practices in the workplace.
  4. Identify power structures on the micro-levels: internal, individual, and in groups.
  5. Develop and use your own critical consciousness to identify and communicate action steps for equity, inclusion, and justice in professional relationships, teams/groups, and with senior leaders of an organization.

Earn Continuing Education Credit

  • ELOC is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 12.5 PDCs for the SHRM-CP or SHRM-SCP.
  • ELOC is accredited by IACET giving students the opportunity to earn CEUs. This program is valid for 1.3 IACET CEUs.

Certificate Requirements

  • Attend and participate in all synchronous class sessions
  • Complete all written assignments (individual case and reflection questions).

Program Content

  • Welcome and Community Introductions
  • Community Context and Brave Space
  • Seeing the Impact of Culture
  • Exploring Approaches to Diversity and Inclusion
  • Racial Identity Development
  • Leadership Lens
  • Intersectionality
    • Socioeconomic Status and Social Class
    • Gender and Sexuality
    • Age
    • Disability
    • Ethnicity
    • Religion
  • Reflection/Honorable Close


    • Why learn about me? Shouldn’t I be learning about others?
      • This course centers self and the individual level as a foundational step toward creating long-term and sustainable organizational Subsequent courses will build upon the learning from this offering and will engage additional topics that touch on systemic and structural change.
    • Is this course appropriate for members of groups or teams from the same organization to attend together?
      • Yes! We have delivered a version of this course to groups of professionals from the same organization and they have found it useful both for individual leadership development and in developing shared language and understanding for use in their work together.
    • If you are interested in a group discount or designing a custom, private session for your organization, please email us at
    • Is this course implicit bias training?
      • No. While this course will reference bias in the workplace, it focuses on providing leaders with a leadership toolkit to effectively lead the organizational design and change initiatives that support the needs of organizations and their diverse employees, customers, and stakeholders.
      • If you are interested in a deeper exploration of addressing bias in teams and organizations, check out our course on Managing Bias for Equitable Decision Making.
    • Is this course for professionals working in all sectors?
      • Yes! This course is relevant to leaders across sectors, industries, and roles.
    • Is this course only for DEI practitioners?
      • No! This course is for any leader who works with people as an internal manager, team leader, project leader, external consultant, and/or coach.




Kelly C. Weiley

Kelly C. Weiley is the Founder and Principal of CoAct Consulting, which she started in 2007  to continue the work of cultural competency, diversity, equity, and inclusion outside the traditional classroom setting. In her 18+ years of working, she has trained over 25,000 people on topics ranging from creating social change, diversity, and intercultural competency, to navigating difficult conversations, creating inclusive spaces, and facilitating controversial issues. 

Kourtney Cockrell

Kourtney Cockrell is the Regional Director of Global Philanthropy and VP of Corporate Responsibility with JPMorgan’s The Fellowship Initiative. She is also the co-founder of the FGLI Consortium, a national organization centered around the experience of first-generation and/or lower-income college students at highly selective universities. She has expertise in college access, social justice education, organizational change, nonprofit management, and talent management.