Kapor Center DEIB Certificate Program

Guiding Principles

1. The lack of diversity, equity, inclusion, and belonging (DEIB) we see in tech is rooted in cultural assumptions, policies and practices that have historically disadvantaged specific populations (race, gender, LGBTQ+, people with disabilities)
2. Making progress on DEIB requires a thorough assessment of where the company/organization is currently, explicit goals and a comprehensive approach to get there. One-off initiatives, programs, or solutions aren’t effective at creating and sustaining organizational change. A comprehensive approach must be tailored to your unique environment including the business that you’re in, customer demographics and company culture.
3. DEIB leaders play a critical role in setting strategy, developing policies and practices, and supporting C-Suite leaders to develop inclusive workplaces. They must be supported and empowered by executive leadership to be successful. They must also be deeply knowledgeable about the business–its strengths, headwinds, and goals, as well as a host of topics such as organizational development, research methodology, effective training/learning approaches, and informal complaint/problem-solving mechanisms.
4. The professional practice of DEIB requires integrity, a commitment to ongoing learning, understanding the lived experience and perspectives of underrepresented populations, and a commitment to fairness and ethical conduct rather than loyalty to a C-Suite member or company management.
5. DEIB leaders communicate what’s necessary, even if it’s not popular, to drive change. They need to meet their respective audiences where they are and bring them along to arrive at a shared understanding of issues and solutions.