{"id":115282,"date":"2022-04-18T14:38:26","date_gmt":"2022-04-18T19:38:26","guid":{"rendered":"https:\/\/www.thechicagoschool.edu\/insight\/?p=115282"},"modified":"2025-04-17T12:16:05","modified_gmt":"2025-04-17T17:16:05","slug":"diversity-equity-and-inclusion-dei-partnership-micro-credential-reaps-unexpected-benefits-for-two-universities-and-its-participants","status":"publish","type":"post","link":"https:\/\/www.thechicagoschool.edu\/insight\/psychology\/diversity-equity-and-inclusion-dei-partnership-micro-credential-reaps-unexpected-benefits-for-two-universities-and-its-participants\/","title":{"rendered":"Diversity, equity, and inclusion (DEI) partnership micro-credential reaps unexpected benefits for two universities and its participants"},"content":{"rendered":"

In the spring of 2021, in partnership with Richmond-The American International University in London<\/a>, a faculty member and former student at The Chicago School created a four-week micro-credential focusing on diversity, equity, inclusion (DEI). This was one of the first micro-credentials offered through The Chicago School.<\/p>\n

The matters at hand<\/h3>\n

For the past several years, issues surrounding diversity, equity, and inclusion continue to be front of mind for many Americans and abroad. Here in the United States, the 2020 murder of George Floyd by police, the protests that followed, and the subsequent trial and conviction of Derek Chauvin forced us as a society to confront ongoing realities many chose to believe were in the past.<\/p>\n

Similarly, the anti-Asian violence that cost so many lives in Atlanta in 2021 and continues on city streets shows how readily societies will turn on those perceived to be other. The opportunity to study how this dynamic works from one country to the next is an example of the benefits that can come out of an online micro-credential program with participants from many countries.<\/p>\n

Also, the COVID-19 pandemic has exacerbated economic inequities as those workers deemed \u201cessential\u201d toiled under dangerous conditions for low pay while many at the top of the income scale became wealthier.<\/p>\n

\"Headshot
Dr. Patricia Perez<\/figcaption><\/figure>\n

With these societal conditions present, it was not surprising that the DEI program would attract broad interest. \u201cWe had around 140 participants register,\u201d says Patricia Perez, Ph.D., the professor overseeing the program. \u201cThat is a lot of people.\u201d When the time came for the final discussion period, Dr. Perez invited Dr. Lond\u00ed Cox to co-present. At the time, Dr. Cox was a doctoral student in the International Psychology Ph.D. program at The Chicago School and has since earned her degree.<\/p>\n

\u201cIt was such a pleasure to have discussions and conduct activities\u00a0surrounding\u00a0the implicit biases that can lead to lack of diversity, exclusion, and inequality in professional settings,\u201d Dr. Cox says.\u00a0\u201cThe conversations continued well after the micro-credential program and a collaboration group was formed.\u201d<\/p>\n

Collaboration between two institutions fosters understanding<\/h3>\n

This micro-credential program was made possible by a Faculty Internationalization Grant from The Chicago School. The objectives of the grant were to foster a dialogue on diversity, equity, and inclusion in a global context in the hopes of gaining an enhanced understanding of the application of the three principles in the real world. The topics addressed engendered a great deal of back and forth among the international participants, so much so that many of those enrolled wanted to keep the conversation going. The result was a monthly meeting that has continued for more than a year. In the time since, they have been meeting at the end of every month, including some of the original students and others who have been invited in along the way.<\/p>\n

This extended discussion surprised even the organizers. \u201cI took part in cofacilitating\u00a0the monthly meetings and<\/p>\n

\"Headshot
Dr. Lond\u00ed Cox<\/figcaption><\/figure>\n

organizing resources and tools for continued change in the workplace,\u201d Dr. Cox says. \u201cWhen I was invited to be a part of the initial training, I had no idea how far of a reach and impact that collaboration would have, even a year later.\u201d<\/p>\n

Dr. Perez credits the international focus of the program for both the significance of the content and the ongoing colloquy it engendered. \u201cThe way that we teach diversity, equity, inclusion in our department is we look at DEI core concepts from an international perspective recognizing that these words\u2014 diversity\/equity\/inclusion\u2014are understood and implemented relative to the individual and\/or group,\u201d she says. \u201cThen we ask, \u2018What are similarities across countries, communities, and individuals? What are the differences?\u2019\u201d<\/p>\n

In the class discussions, participants share their stories, and the ensuing conversation centers around DEI core concepts such as bias, prejudice, and discrimination. The participants reflect on these issues based on a series of reflective questions. An important part of the process is journaling through which they develop their impressions and conclusions based on their understanding of the issues.<\/p>\n

The value of micro-credentials<\/h3>\n

More and more, students are discovering the advantages of micro-credentials. Five benefits of micro-credentials include:<\/p>\n