DEIA Allyship Certificate

Now more than ever, we need spaces to learn, spaces to push ourselves and each other, and spaces to practice new ways of doing social justice work. We also need spaces to meet others in this work so we can create a community that will sustain us for the long road ahead. To build space that supports our collective learning and community, Strategic Diversity Initiatives draws from decades of experience to offer the Diversity, Equity, Inclusion, and Accessibility (DEIA) Allyship Certificate Program.

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About the Series

The DEIA Allyship Certificate Series aims to build capacity across organizations and society through training and practical application. Participants will be exposed to a variety of topics related to DEIA and will be challenged to incorporate concepts into their personal and/or professional roles. These are interactive and experiential workshops, designed to engage, challenge, and help us all move forward.

This is a recurring series offered three times each year. If you are unable to attend all six workshops in one session, you can make up workshops in the following session.

2024 FALL Certificate Series

This certificate series includes the following six 90-minute virtual workshops.
All workshops are from 11:30 AM to 1 PM Central Time:


Session 1: September 11

Beyond Diversity 101: Micro-inequities, Implicit Bias, and Moving toward Equity


Session 2: September 18

Advancing Racial Equity: History, Context, Privilege


Session 3: September 25th

Addressing Disability & Creating Access


Session 4: October 2nd

Taking Up Space: The Roots and Implications of Sizeism


Session 5: October 9th

Behind the Letters: Understanding LGBTQIA+ Identities


Session 6: October 16th

Moving from Allyship to Leadership: Agency, Accessibility, and Emotional Intelligence

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Session Details

Session 1: Beyond Diversity 101: Micro-inequities, Implicit Bias, and Moving toward Equity

Many of us have been involved with diversity training that focuses on cultural difference and respecting all perspectives. While this is a good start, we cannot move toward true equity in our workplaces, organizations, and personal relationships until we address historical and institutional inequality. In order to address the myriad ways that certain people are marginalized based on social identities such as race, gender, disability, religion, class, sexual orientation, etc., every one of us needs to understand our own identities, how we all demonstrate bias that is often unconscious, and how we are all capable of moving toward equity.

Session 2: Advancing Racial Equity: History, Context, Privilege

Racial equity efforts are gaining momentum across many aspects of society, including in corporate, governmental, non-profit, educational, and faith community settings. Undertaking substantive and effective change around institutional and personal racism requires an understanding of the history and context of race in the U.S. This workshop provides the history and context necessary for recognizing white privilege, challenging racism, and advancing racial equity.

Session 3: Addressing Disability & Creating Access

Many organizations are relatively new to understanding “disability” as an equity and diversity issue. But people with disabilities often face physical, programmatic, informational, and, especially, attitudinal barriers that limit their opportunities and access. In this workshop, we address the specific stereotypes and myths that surround disability and explore what it means to act as an ally in various contexts, thus increasing access for all.

Session 4: Taking Up Space: The Roots and Implications of Sizeism

In a culture trained by centuries of sexism and racism to objectify women’s bodies, to privilege thinness, and to condemn fatness, the importance of celebrating and respecting fat bodies can be difficult for some to grasp. Social systems of sizeism and ableism deny fat bodies equal worth, access, and value. Outdated practices in the healthcare industry invalidate personal autonomy, pathologize, and endanger big bodies. Anti-fat bias in hiring and recruiting can mean missing out on talented candidates who we assume to lack individual willpower or discipline simply because of their size. In this workshop, we explore sizeism and ableism through the intersectional lens of sexism, racism, and classism. We discuss the implications of anti-fat bias in the workplace and learn to create inclusive spaces for bodies of all sizes.

Session 5: Behind the Letters: Understanding LGBTQIA+ Identities

Diversity and inclusion efforts are increasingly addressing issues of gender identity and sexual orientation, requiring education around lesbian, gay, bisexual, transgender, queer, intersex, and asexual identities and communities. In this workshop, we create opportunities to learn about the similarities and differences between these identities, how LGBTQIA+ individuals and communities are affected by stereotypes and bias, and what it means to be an ally around gender identity and sexual orientation.

Session 6: Moving from Allyship to Leadership: Agency, Accessibility, and Emotional Intelligence

As organizations continue to build practical knowledge around addressing microaggressions, minimizing implicit bias, and developing allies, it won't be enough to just create as many allies and champions as possible.  Changing entrenched, biased systems and practices requires leadership at every level of an organization. And leadership around diversity, equity, inclusion, and accessibility (DEIA) will require more than management skills. As DEIA leaders (whatever our organizational role may be), we will be required to build agency for social change among our colleagues and model how to hold ourselves, and others, accountable. This can feel challenging when we are among friends, but even more daunting in a work setting. Using a frame of Emotional Intelligence (EQ), we identify how we're already showing up as allies—and how we can develop as relational and brave DEIA leaders. With an interactive focus, participants will practice having the challenging and necessary conversations that mark DEIA work.