The Augsburg College Diversity and Inclusion Certificate Program is designed to help faculty and staff continue to grow in their intercultural competence and to build the awareness, knowledge, and skills necessary to create more inclusive campus spaces inside and outside the classroom.
The Certificate Program Offers Participants:
- the opportunity to further develop skills necessary for diversity and inclusion work;
- access to cross-culturally valid assessment tools;
- direct experience effectively communicating across cultural differences; and
- a better understanding of institutionally-based bias and microaggressions faced by marginalized communities.
In order to complete the Certificate Program and receive the certificate, participants must complete 18 credits of specified inclusion-based training. The 18 credits of training consist of the following 7 requirements:
1. Complete Intercultural Development Inventory (IDI) Process, 4.5 Credits
- Register for the IDI waitlist
- Complete the online Intercultural Development Inventory (IDI)
- Attend an IDI Group Profile Session
- Attend an IDI Individual Feedback Session
2. Attend Intercultural Conflict Style (ICS) Inventory Workshop, 3 Credits
3. Attend Working Towards Inclusive Spaces Workshop, 2 Credits
4. Attend Ally Training I, 3 Credits
5. Attend Disability as Diversity: Building Bridges To Full Inclusion Workshop, 2 Credits
6. Attend All About Bias Workshop, 1.5 Credits
7. Attend From Microinequities to Inclusion Workshop, 2 Credits
Maintaining Good Standing
After receiving a Diversity and Inclusion Certificate Program Certificate, individuals will have their names and the year they completed the certificate listed on the Diversity, Inclusion and Equity Website. In order for individuals to maintain their good standing with the Certificate Program, they must attend no fewer than 3 inclusion-based events every academic year. Each event must be an hour or more in length. Individuals who do not complete this requirement will have their names removed from the website until the requirement is completed. Attendance at these events must be shared with and will be recorded by Diversity, Inclusion and Equity Initiatives Staff at email@example.com.
Obtaining Advanced Standing
Faculty and staff who have completed the Certificate Program may work towards an Advanced Standing designation. In order to achieve Advanced Standing, faculty and staff must complete an additional 6 diversity, inclusion, equity-based events (i.e. workshops, trainings, discussions, panels, etc.) with each event lasting at least 1 hour. Any event listed on the Diversity, Inclusion and Equity Event Calendar can count towards the Advanced Standing designation. To receive credit for event attendance and/or to discuss applying off-campus event attendance towards the Advanced Standing designation, contact the Diversity, Inclusion and Equity Initiatives Staff at firstname.lastname@example.org.
Maintaining Advanced Standing
- Certificate Program participants will receive their certificate at the end of the academic year in which their program was completed.
- Certificate Program completion generally takes two academic years.
- Certificates will be presented by the President and the Chief Diversity Officer to all staff participants who complete the Certificate Program at the end of each academic year during the Annual Staff Appreciation Awards.
- Certificates will be presented by the President and the Chief Diversity Officer to all faculty participants who complete the Certificate Program at the end of each academic year during the Annual Faculty Recognition Luncheon.
- All Certificate Program Recipients will be honored at the Annual May Creating an Inclusive Campus Conference.
- All Certificate Program Recipients will have their names added to the Certificate Recipients tab on the Diversity, Inclusion and Equity Website.
Intercultural Development Inventory (IDI) Process
The Intercultural Development Inventory® (IDI®) Process includes:
1) Completing the Intercultural Development Inventory® (IDI®), a 50-item questionnaire that can be completed in about 20 minutes;
2) Attending an IDI Group Profile Session (approximately 3 hours) led by an IDI Qualified Administrator;
3) Participating in an Individual Feedback Session (approximately 1 hour) with an IDI Qualified Administrator; and
4) Working on an IDI Individual Development Plan.
The IDI assesses intercultural competence: the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. The IDI will assess an individual’s intercultural competence using the Intercultural Development Continuum (IDC). The IDC describes a set of knowledge/attitude/skill sets or orientations toward cultural difference and commonality that are arrayed along a continuum from the more monocultural mindsets of Denial and Polarization through the transitional orientation of Minimization to the intercultural or global mindsets of Acceptance and Adaptation. This continuum is adapted by Mitch Hammer from the Developmental Model of Intercultural Sensitivity (DMIS) originally proposed by Milton Bennett and is considered the premier metric in the field intercultural competency. For more information about the IDI Process, contact Diversity and Inclusion Initiatives Staff at email@example.com.
Note: Augsburg College uses the Intercultural Development Inventory® (IDI®) Guided Development as our preferred guiding framework in our diversity, inclusion, and equity work.
Intercultural Conflict Style (ICS)
This workshop makes use of the Intercultural Conflict Style (ICS) Inventory, which describes an individual’s preferred approach or style for resolving conflict by reflecting the individual’s culturally learned patterns for dealing with disagreements and expressing emotions. This workshop will not only teach individuals about their own preferred approach and style but also teach individuals about the preferred approaches and styles of others. Finally, this workshop will give participants tangible skills that can be used when navigating conflicts across cultural differences. The increased understanding of intercultural conflict styles and tangible skills participants will receive from this workshop can both enhance their overall intercultural competence to resolve disagreements across cultures and to help them to create more inclusive campus spaces. For more information about this workshop, contact Diversity, Inclusion and Equity Initiatives Staff at firstname.lastname@example.org.
Working Towards Inclusive Spaces
This workshop will highlight the five most common ideologies and/or behaviors that well-meaning individuals subscribe to which actually counteract their attempts to create inclusive spaces at Augsburg. Also, this workshop will provide participants with history and examples connected to these ideologies and/or behaviors, individual and small group activities and discussions, and large group solution brainstorming around Augsburg-specific environments. For more information about this workshop, contact Diversity, Inclusion and Equity Initiatives Staff at email@example.com.
Ally Training I
This workshop provides participants with the tools, skills, knowledge, and resources to be intentionally supportive to lesbian, gay, bisexual, transgender, queer, intersex, and asexual (LGBTQIA) communities. The workshop will cover definitions and terminology, tackle current issues and challenges facing LGBTQIA students, and practice skill-building scenarios, among other topics. Those who attend Ally Training I will receive an ally placard that they may place on a visible surface near their work area. For information about this workshop, please contact Michael Grewe at firstname.lastname@example.org.
Disability as Diversity: Building Bridges To Full Inclusion
Most people want to be inclusive of those with disabilities in educational, vocational, religious, and social arenas; however, there can often be uncertainty about how to best accomplish this. In this interactive workshop, participants will explore the concept of ableism and various models of disability. Participants will examine disability through the lens of diversity and identify underlying sources of prejudice and discrimination commonly experienced by people with disabilities. Finally, this workshop will provide tips and resources for creating spaces that welcome people of all abilities. For more information about this workshop, contact Kathy McGillivray at email@example.com.
All About Bias
“All About Bias” is a hybrid, group-format e-learning workshop that provides an introduction to understanding and responding to unconscious bias in any workplace setting or interaction. Relevant to employees of all levels, participation in this workshop can positively impact all aspects of an organization. This workshop explores the hidden and pervasive nature of unconscious bias: how it works in the human brain, how it can impact workplace interactions and decisions, and how individuals can respond when they encounter it in themselves.
Note: If possible this workshop should be taken prior to “From Microinequities to Inclusion” but it is not required. For more information about this workshop, contact Diversity, Inclusion and Equity Initiatives Staff at firstname.lastname@example.org.
From Microinequities to Inclusion
“From Microinequities to Inclusion” is a hybrid, group-format e-learning workshop that provides an introduction to the concept of microinequities: small, often subtle expressions of bias and exclusion. Relevant to employees of all levels, participation in this workshop can positively impact all internal and external interactions. Participants explore microinequities across national cultures as well as cultures related to gender, ethnicity, language, generations, and sexual orientation, and will learn how to identify and respond to specific scenarios.
Note: If possible this workshop should be taken after “All About Bias” but it is not required. For more information about this workshop, contact Diversity, Inclusion and Equity Initiatives Staff at email@example.com.
See all workshops on the Diversity, Inclusion and Equity Events Calendar.