What is the Certified Inclusion & Diversity Specialist?

The Certified Inclusion & Diversity Specialist is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Soft Skills & Personal Dev..

How long does this certification take?

The programme is 12 Weeks and can be completed at your own pace through our self-paced online option, or alongside live virtual sessions.

Is this certification globally recognised?

Yes. GLI certifications are internationally recognised and carry CPD credits, making them valuable for career advancement worldwide.

What level is this certification?

This is a Advanced Level certification, suitable for professionals with relevant experience or background in the field.

You can enrol by emailing info@certifications.ac, contacting us via WhatsApp at +254 722 223 084, or filling the enrolment form below.

Certified Inclusion & Diversity Specialist in China

Executive Summary

Certified Inclusion & Diversity Specialist

Designed for today’s high-impact professionals, the Certified Inclusion & Diversity Specialist (CIDS2) delivers a rigorous Advanced-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 12 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CIDS2 holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification

Certified Inclusion & Diversity Specialist

Acronym

CIDS2

Who Should Enrol?

HR Managers and Directors
HR Business Partners
Learning and Development Managers
Employee Relations and OD Specialists

Programme Inclusions

Everything Included in Your Enrolment

All study materials and study guide
Access to GLI online learning portal
Online examination and assessment
Digital certificate and digital badge
Physical certificate (shipped to you)
CPD credits for professional bodies
GLI alumni network membership
Facilitator and tutor support
Resource downloads and reference library
Automatic enrolment confirmation

Certification Benefits

Why This Certification Matters for Your Career

Career Advancement

Accelerate your career towards CHRO and senior people-management roles

Professional Recognition

Credential aligned with SHRM, CIPD and ILO Labour Standards

Leadership Capability

Develop the strategic and operational skills to lead complex human resource management functions

Organisational Impact

Design and implement human resource management systems that drive performance and measurable results

Compliance Readiness

Master the standards, compliance and ethical governance central to human resource management

Global Employability

Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide

Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition, Resourcing and Onboarding

✦Learning, Development and Talent Management

✦Performance, Reward and Employee Relations

✦HR Strategy, Analytics and Workforce Planning

✦Employment Law, Compliance and HR Governance

✦Professional Ethics and Governance

Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

Foundations and Strategic Context of Certified Inclusion & Diversity Specialist

Certified Inclusion & Diversity Specialist: industry context, trends and professional standards
The HR function: roles, operating models and value creation
Aligning HR strategy with organisational strategy
The employee lifecycle and HR value chain
HR competencies and professional standards (SHRM, CIPD)
The business partner and centre-of-excellence model
HR's role in culture, values and employer brand
Ethics, confidentiality and professional conduct in HR
Employment relationship and the psychological contract
Global and comparative HR contexts
Building a personal HR development plan

Inclusive Attraction and Selection

Employer brand and candidate experience
Selection validity and structured hiring
Inclusion and the fairness of people decisions
Career architecture and internal mobility
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Reward architecture and pay equity
Performance management that changes behaviour
Employee relations, discipline and fair process

Proximity, Flexibility and Fairness

Flexible and hybrid working design
Inclusion and the fairness of people decisions
Employee engagement and what actually drives it
Talent review and succession in practice
People analytics and HR measurement
Employment compliance and the HR risk agenda
The HR operating model and business partnering
Onboarding and time to productivity
Job design and role architecture
Competency frameworks and skills taxonomies
Learning transfer and capability building

Representation and Inclusion Apart

Inclusion and the fairness of people decisions
People analytics and HR measurement
Talent review and succession in practice

Where the Pipeline Narrows

Inclusion and the fairness of people decisions
Career architecture and internal mobility
Performance management that changes behaviour

Auditing People Decisions

Inclusion and the fairness of people decisions
Reward architecture and pay equity
Talent review and succession in practice

Fair Pay and Equal Work

Reward architecture and pay equity
Inclusion and the fairness of people decisions
Employment compliance and the HR risk agenda

Communication and Influence

Professional presentation and pitching
Negotiation with clients and partners
Reporting to leadership
Media and public communication
Analytical techniques and bias
Business intelligence and reporting
Preparing financial statements
Facilitation, training and public presentation skills
Negotiation with buyers, suppliers and financiers
Communicating technical information to diverse audiences
Data quality, analysis and reporting
Regulatory reporting and disclosure
Board and executive reporting
Influencing and advising leaders
Crisis and reputation communication

Stakeholders and Partnering

Learner and stakeholder satisfaction
The finance operating model and business partnering
Business partnering with the enterprise
Stakeholder mapping for the finance function
Business partnering and influencing
Managing audit and regulator relationships
Innovation and fintech partnerships
Fair treatment of stakeholders
Stakeholder trust and reputation metrics
Stakeholder and impact analysis
Public consultation and engagement
The consulting mindset and trusted advisor positioning
Ethics and independence in advisory relationships
Stakeholder satisfaction
Data products and stakeholder value

Learning and Training

Group dynamics, facilitation and community mobilisation
Complaint data and learning
Training and capability building
Training needs analysis
Instructional design models (ADDIE, SAM)
Cognitive load and learning science
The learning and development profession
Learning strategy and business alignment
Learning cultures and the learning organisation
Learning KPIs and scorecards
Driving measurable learning impact
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Training needs analysis and learning strategy

Financial Awareness

Total cost of ownership
Ration formulation and least-cost feeding
Financial inclusion strategy
The role of finance in organisations and value creation
Financial, management and cost accounting distinguished
Financial statements and the accounting equation
Stakeholders and users of financial information
Ethics and professional standards in finance
The finance function and digital transformation
Building a finance career and professional development
Financial strategy and capital allocation
Carbon markets and climate finance
Financial reporting frameworks (IFRS/GAAP)
Access to finance, grants and investment
Financial and technical feasibility analysis

Operations and Service

Yield, productivity and profitability metrics
Digital advisory, e-extension and mobile services
Traceability, recall and quality assurance systems
Quality management systems and audits
Advisory service design and delivery
Self-service analytics
Customer service and experience principles
Service culture and brand promise
Digital and self-service transformation
Innovation in service delivery
Journey and process redesign
Banking products, services and delivery channels
Operating-model and process re-engineering
Service quality and turnaround metrics
Designing a banking solution or process

Risk and Governance

Model risk and provisioning (IFRS 9)
Regulatory reporting and audits
Technology governance and change control
Interest-rate risk and gap analysis
Asset-liability committee (ALCO) governance
Derivatives and risk instruments
Control environment and risk assessment
Governance and the three lines model
Fraud risk and controls
Control monitoring and reporting
Risk-based audit planning
Duty of care and risk management
Managing risk and difficult cases
Ethical, risk and feasibility considerations
Risk assessment and safety planning

Technology and Systems

Bancassurance and digital insurance models
Interpreting financial statements
Water supply systems: sources, treatment and distribution
Telehealth and digital care delivery
Integrated and sustainability reporting
Practice management systems
Ethics of technology in practice
Agile and digital transformation projects
Portfolio and resource management systems
Automation in project delivery
Emerging project technologies
Reporting quality and governance
Digital and market transformation
Closed-loop feedback systems
Self-service and digital support

Projects and Delivery

Project management maturity assessment
Driving measurable delivery improvement
Developing the project business case
Financial risk in projects
Realising and measuring project value
Capstone scoping: a real project or programme
Designing the project plan and schedule
Delivery, quality and stakeholder plan
Project initiation and chartering
Integrated project planning
Project management plan development
Voice, communication and delivery
Continuous improvement of programmes
Project management principles and lifecycle
Crisis, resilience and contingency planning

Ethics and Professional Standards

Ethical frameworks and codes of practice
Driving effective, ethical outcomes
Data, records and confidentiality tech
Professional ethics and responsibility (PMI)
Conflicts of interest and procurement ethics
Professional standards and ethics
Marketing and sales ethics
Ratio and trend analysis
Management accounts and dashboards
Ethics and fair customer treatment
Professional ethics in customer service
Ethics in communications
Ethics, supervision and reflective practice
Commercial ethics and responsible selling
Ethics and transparency in tax

Health and Wellbeing at Work

Resilience, wellbeing and stress management
Event risk, safety and contingency planning
Industrial utilities, energy and process safety interfaces
Budget vs actual and variance
Cost and profitability analysis
Health records, data and confidentiality
Public health programmes: prevention and outreach
Forecasting and planning
Healthcare quality, safety and accreditation
Health financing: budgets, insurance and out-of-pocket realities
Procurement and stock management for health commodities
Safety communication and campaigns
Influencing and safety leadership
Wellbeing and holistic health strategy
Confidentiality and health data

Teams and Collaboration

Team leadership in governance
KPIs and performance reporting
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Managing team performance and dynamics
Cross-functional and matrix teams
Leading remote and hybrid teams
Team diversity and inclusion
High-performance team rituals and cadence
Productivity, collaboration and workflow tools
Data visualisation for finance
Team leadership in field and project settings
Decision support and insight
Leading service teams
Stakeholder mapping and collaboration

Strategic Context

Translating tech to business language
Communications strategy and planning
Category management and strategy
Business process mapping
Strategic analysis: PESTLE, SWOT and Porter’s Five Forces
Mergers, funding and growth strategy
Real options and strategic investment
Sustainability strategy and materiality
Embedding responsible business
The business case for diversity and inclusion
Strategic workforce planning and demand forecasting
Reporting automation
Events, banqueting and MICE business
The media business: audiences, advertising and subscription
Content strategy across platforms

Diversity and Inclusion

Brand strategy, identity and equity
Financial inclusion and agency banking
Nomination, succession and diversity
Belonging, culture and employee resource groups
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Diversity and pay-equity analytics
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting

International Practice

Managing virtual and cross-cultural teams
Communicating financial results
Transfer pricing and international tax
Cross-cultural communication
Governance and organisational value
Public, private and non-profit governance
Trends: ESG, transparency and stakeholder capitalism
Responsible and sustainable governance
Governance and compliance KPIs
Risk and control effectiveness metrics
Driving measurable governance improvement
Psychodynamic and psychoanalytic approaches

Standards and Improvement

Designing a service or experience improvement
Coaching and quality monitoring
Roles, conduct and professional standards in banking
Continuous improvement and lean banking
Driving measurable banking improvement
Assurance engagements and standards
Continuous improvement of delivery
Quality assurance and standards
Standard costing and variance analysis
Continuous improvement of finance processes
Expected credit loss and portfolio quality
Quality control and continuous improvement
Integrated risk and quality control
Data quality and governance
Continuous improvement and optimisation

Workforce Practice

Succession planning and talent pipelines
Reward strategy and total reward frameworks
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Communicating risk to the workforce
Workforce and shift management in retail
Workforce management and scheduling
Loyalty programmes and rewards
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Career and talent development
Employee engagement models and drivers
Data protection and employee privacy
Future of work and workforce transformation

People Development

Strengths-based coaching
Coaching for performance
Development banking and project finance
Message development and testing
Supplier development and innovation
The working alliance and coaching presence
The boundary between coaching and therapy
Questioning, listening and the coach’s restraint
Goal setting and behavioural change in coaching
Feedback, challenge and psychological safety in coaching
Evaluating coaching outcomes
Lessons learned and development
Wellbeing and resilience coaching
Measuring coaching outcomes
Scaling delivery capability

Performance and Measures

Service KPIs: CSAT, NPS, CES, SLAs
Net Promoter Score and satisfaction metrics
Performance management in service
Banking KPIs and branch scorecards
Sales performance and pipeline management
Social performance and outreach
Investment principles and objectives
Metrics and reporting
Performance management systems and cycles
Corporate objectives and shareholder value
Performance measurement and KPI dashboards
Funnel, pipeline and conversion metrics
Customer and brand health metrics
Dashboards and performance reporting
Attachment and developmental theory

Culture and Wellbeing

Strengths, flow and engagement
Meaning, purpose and values
Building trust and engagement
Structuring engagements: scope, deliverables and expectations
Motivation and engagement
Advocacy and policy engagement
Professional roles, boundaries and settings
Ethical principles and codes of practice
Managing boundaries and dual relationships
Behaviour change and adoption of innovations
Building a customer-centric culture
Stakeholder mapping and engagement
Engagement, motivation and energisers
Building a coaching culture
Cost concepts, classification and behaviour

Legal and Compliance

Policy cycle and evidence-based policy
Research methods for policy
Regulatory impact assessment
Policy development and drafting
Regulatory technology (RegTech)
Compliance monitoring systems
Health and safety legal duties
Legal and regulatory responsibility
Environmental legal compliance
Legal, cost and feasibility analysis
Policy, planning and objectives
Building a culture of compliance
Regulatory liquidity ratios (LCR, NSFR)
Governance, risk and compliance
Regulatory awareness (GDPR and beyond)

Evidence and Analytics

Influencing and presenting insights
Data ethics and customer privacy
Data protection and customer privacy
Data, analytics and customer insight
Data ethics, privacy and protection
Data and information requirements
Data analytics in audit
Evidence, judgement and scepticism
Communications analytics
Data migration and cleansing
Financial storytelling and data visualisation
Customer personas and insight
Marketing analytics and attribution
Web and campaign analytics
Customer data platforms and segmentation

Change and Organisation

Peer support and consultation
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Variations, claims and delay: managing change on site
Workplace and organisational contexts
Change talk and readiness
Habit change and behaviour design
Managing organisational politics
Organisational change management
Change and adoption in projects
Measuring change and project impact
Sustaining ethical, effective practice
Baseline setting and change control
Sales and marketing transformation
Measuring growth and transformation impact

Leadership Practice

Relationship management and retention
Handling escalations as a leader
Teller operations, cash handling and vault management
Operational efficiency and channel management
Reconciliation and nostro/vostro management
Enterprise risk management in banks
Liquidity risk and asset-liability management
Business continuity and crisis management
Sanctions screening and PEP management
Relationship management and cross-selling
Liquidity and funding management
Record-keeping and data protection
Decision-making and problem solving
Revenue management and yield
Key account management strategy

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Inclusion & Diversity Specialist principles aligned with SHRM, CIPD and ILO Labour Standards
Apply evidence-based methods to improve human resource management, talent development and organisational effectiveness
Master talent acquisition, resourcing and onboarding and learning, development and talent management
Apply performance, reward and employee relations and hr strategy, analytics and workforce planning in real-world settings
Lead risk management, quality and compliance relevant to your field
Design stakeholder engagement and professional communication strategies
Use data-driven decision-making and performance-measurement tools effectively
Apply internationally recognised best practice to advance your career in human resource management

Enrolment Process

How to Get Certified

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Work through 30 structured modules and 150 lessons at your own pace, with downloadable resources and expert-designed content — all inside the LMS.

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Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.

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Frequently Asked Questions

Common Questions

What is the CIDS2 certification?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

Who should enrol in the CIDS2?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the CIDS2 certification take to complete?

The programme is structured over 12 Weeks and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the CIDS2 internationally recognised?

What is the cost of the CIDS2 certification?

The Certified Inclusion & Diversity Specialist is offered in two formats: Self-Paced at USD 449 and Live Virtual at USD 649. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CIDS2 certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the CIDS2?

The Certified Inclusion & Diversity Specialist is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the CIDS2?

The Certified Inclusion & Diversity Specialist carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the CIDS2 while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the CIDS2?

Graduates progress towards CHRO and senior people-management roles. The CIDS2 strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Certified Inclusion & Diversity Specialist

Certified Inclusion & Diversity Specialist

Certification at a Glance

Who Should Enrol?

Everything Included in Your Enrolment

Why This Certification Matters for Your Career

Core Competencies You Will Develop

Programme Modules

What You Will Achieve

How to Get Certified

Common Questions

What Our Alumni Say

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