Diversity and Inclusion Essentials



MIPA Stars:




€155 (+VAT if applicable)

Gain a deep understanding of the challenges we need to overcome and the behaviours we need to change for a more diverse and inclusive advertising industry.

With online learning content provided by The Hobbs Consultancy, this qualification will help you to step up and affect positive change in your workplace. Each of the seven modules take an in-depth look at a workplace diversity and inclusion metric. At the end of each module you will receive clear actionable tips and guidelines, whether you are in that group or want to be an active ally for that group. this award winning, internationally recognized qualification. Written for the industry, by the industry, using live webinars, online forums, expert videos and podcasts, this is the definitive programme for newcomers who are ambitious to move to the next level. It’s a super-concentrated opportunity to gain an overview of the whole industry with just 30 hours of flexible online learning.

Is this qualification for me?

Yes! This is an essential qualification for everybody within the advertising, media or marketing industry.
No matter what level of seniority you are in your business, it is the responsibility of everyone to take positive action to drive forward change in the industry and indeed the world.


Completing the Diversity and Inclusion Essentials Certificate will allow you to:

  • Learn about seven diversity metrics in more depth; race and ethnicity, gender, neurodiversity, disability, masculinity, are and LGBTQ+.
  • Understand fully why each of these seven D&I metrics is important for business.
  • Discover the key barriers facing different groups of people in the workplace.
  • Gain an understanding of your own biases, so you can begin to make changes to your own behaviour if and when appropriate.
  • Receive clear actionable tips and guidelines to help facilitate change in your organisation.
  • Access further resources to continue your personal journey, whether as a member of a group or as an ally.

Learning process

  • 10 hours of online learning accessible through the IPA website on any device, or via the IPA Learning app.
  • Multiple choice quiz at the end of each module.

If you successfully complete all 7 modules, you will be awarded a digital certificate of completion and 1 MIPA star towards personal accreditation.


Racial and ethnic diversity in the workplace

Ethnic diversity is possibly the most loaded inclusion and diversity topic in the workplace. We have collective experiences (e.g. colonialism, slavery and genocide) that people often don’t want to discuss and yet which sit behind some of our current inequalities.

The barriers in the way of greater ethnic diversity are linked with racial discrimination, no one is comfortable talking about discrimination, but not having these conversations at work means we don’t create change.

Companies have worked hard to get rid of explicit racial discrimination which is easier to identify and to sanction. However, many unconscious and implicit biases are still at play which are harder to call out.

This e-learning module looks at the global picture of ethnic diversity in the workplace, considers some of the barriers in the way of making it better and shares some case studies of best practice.

LGBTQIA+ in the workplace

Despite huge progress in many countries, LGBTQ+ rights issues continue to be a challenge for people in that group around the world.

It is an invisible difference – we cannot identify if someone is LGBTQ+ from their appearance.

While LGBTQ+ people remain ‘in the closet’ in the workplace, and around them colleagues believe same-sex relationships are wrong, there will be an impact on performance appraisal and career progression.

We cannot be truly successful unless we can create the environment where everyone can bring their whole selves to work.

This e-learning module looks at the global picture of LGBTQ+ inclusion in the workplace, considers some of the barriers in the way of success and shares some case studies of best practice.

Female careers and leadership

Companies with more women on their boards have been found to outperform their rivals, yet women are still under-represented at senior levels.

This module looks at how our beliefs about women in the workplace are built at a young age and continue to impact our experiences, both as men and women in the workplace, as adults. You will work through practical tips towards identifying and addressing gender disparities in the workplace, with specific reference to the impact of Covid-19 on the female workforce.

Masculinity in the workplace

Society is going through rapid change in terms of the way people work.  More women than ever are in the workplace, more people are working flexibly and there is greater encouragement for men to share in the parenting and caring roles traditionally fulfilled by women.

Meanwhile, men are blamed as one homogenous group for many gendered injustices.  This has led to a backlash known as the manosphere.  The battle between the sexes has never been more intense, despite decades of equality legislation and policies designed to redress the balance.

Something isn’t working.  At the same time as society is supposed to have never had it so good, rates of male suicide and depression in both sexes are at record highs. Many men are feeling lost and unsupported as they adjust to these societal changes.  That doesn’t help anyone, least of all women.

This module takes a look at masculinity in the workplace from a different perspective and considers what measures can be taken by men and women to reframe masculinity positively and encourage men to be themselves.

Disability in the workplace

There are roughly 1.31 billion disabled people in the world and it’s thought to be the fastest growing global demographic. Yet disabled people remain the most marginalised and discriminated group of people in the workplace.

Whether they have a visible or invisible disability, factors such as inaccessible public transport and buildings, alongside out-dated attitudes to the capabilities of disabled people mean they are still hugely under-represented in the workplace and often experience a prejudiced pay-gap. By addressing physical barriers and evolving the general attitude and culture of inclusion within the workplace, businesses can start to generate a more welcoming environment for disabled people

Neurodiversity in the workplace

If your office has 100 people in it, you are likely to have 1 autistic person, 10 dyslexic people, 6 people with dyspraxia (also knowns as Developmental Coordination Disorder) and 5 people with ADHD.

Neurodiversity is a fact. Though Neurodiversity is associated with many of our ‘leaps forward’ as a society, there is still a lot of stigma and inaccurate stereotypes around neurodivergence. As a result we are missing out on the full range of human potential.

When individuals don’t feel like they can bring their whole selves to work, the company suffers culturally and economically. We can all play a part in creating an inclusive culture at work where everyone can work to their best potential.

The Multi-generational workplace

We live in an ageing society. Although the world’s population is increasing overall, in most Western countries the birth rate is going down and life expectancy is going up. This means that the average age of the workforce is getting older. Retirement ages are rising so that people work longer to pay for the increased demand on healthcare and social care.

Meanwhile, new entrants to the workforce have different expectations to previous generations. They no longer expect to stay in one job for life but to have multiple careers, exercising more choice about the type of work they do and the way they work. Flexible working practices are becoming more prevalent to enable the demands of family and career to be balanced.

Whereas there used to be two generations in the workplace, it is now argued that there are at least four. These generations have different communication preferences, different strengths and different values. There are also different stereotypes associated with each one.

This module considers how these rapidly changing demographics have implications for how we work well alongside one another.

Gender Identity & Expression in the workplace

Growing up, all of us come to a realisation about our gender identity or how we see ourselves in terms of gender. For the vast majority of the population, this gender identity is the same as their biological sex as assigned at birth. Their body, mind and soul all see themselves as the same gender. These people are cisgender.

For around 1% of the population this is not the case and their biological sex and gender identity do not align, these people are transgender.

Over the past decade transgender people have become increasingly visible within society.  This module will enhance your understanding of living as a transgender person, help you see more clearly the challenges these people face, give you a better understanding of the relevant language and give you practical ways in which you can be an active ally for the transgender community.

Social Mobility in the workplace

Class is an often overlooked area of diversity in the workplace

This module, has been written very specifically for the advertising and media industry and will help you understand the key facts about class and social mobility, make you more aware of the challenges in our industry that exacerbate the issue and will give you practical actions your business can take to break down the class divide.