In Module 3, we looked at the tips and tools to address DEI implementation challenges and barriers with specific focus on organizational structure, resistance to change, genuine engagement and lack of time that you had identified as barriers to this work. The rational, emotional and political resistance concepts were explored with applicable strategies on countering it effectively in the workplace.

Emotional resources management in the change efforts made up the interactive learning for the groups in this session. 

Psychological Capital with HORS and HERO model – hope, optimism, resilience and self-efficacy growth approaches were shared as tried and tested methods with positive results in many sectors.  The case studies provided demonstrated evidence with a number of interventions to build our own and others Psychological capital in the organization.

To further support you in your efforts, we shared the Action Plan Template for sustaining interest in DEI journey. The on-line template is posted on the Portal and we encourage you to use and share it with your peers and colleagues.


A. Here are links to some videos on psychological capital that you can view


Fred Luthans speaking on psychological capital

Psychological Capital


B. Here is a link to a brief questionnaire that you can use to assess psychological capital readily. 


Brief Survey to Measure Psychological Capital 




1. In module 3, we discussed how you could move ahead with DEI implementation, including tactics to motivate and build employee engagement in the process. We outlined 5 tactics to ‘unblock’ barriers:

a)  Tell storiesEncourage employees to share a story of how they personally benefit from diversity, equity and/or inclusion.

b)  Engage with specific tasksCreate role portraits for multiple employees to take on specific tasks e.g., data collection, communications, diversity events, training events

c)  Listen and learn: Create fun events for listening, communication and knowledge/exchange – make it fun!

d)  Partner and collaborate: Find like-minded organizations or those in your sector to knowledge/exchange on DEI initiatives

e)  Recognize: Start recognizing small efforts employees are making to instill DEI values into your workplace; for example, recognize their DEI stories in email, blog, newsletter


You also ranked these tactics in terms of ease of implementation. Reviewing your notes from the module, which of these tactics have you tried to implement in your organization? What impact have you seen as a result?


We encourage you to try a tactic that has not been use d by you/your organization before and observe/assess its effectiveness for sharing at the last session.


2. Watch the two videos on assessing psychological capital. Discuss two to three things that you learned from the video that illustrate how the psychological capital (hope, efficacy, resilience, and optimism) for you and your colleagues will be vital to the successful implementation and sustenance of DEI initiatives in your organization.