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Diversity, Inclusion & Belonging (DIB) LinkedIn Learning at Carolina

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LinkedIn Learning is now available at UNC through Carolina Talent.

It offers a robust selection of Diversity and Inclusion online modules, which have been curated using the following framework and competencies. To receive a comprehensive list of modules and links, please contact Cloe Liparini at


Diversity & Inclusion Strategy

  • Executive Ownership (Competency) – 14 modules
    • Executives of the organization fully embrace, support, and model the behavior of the corporation’s diversity, inclusion and belonging (DIB) strategies and programs.
  • Anchoring D&I in Business Strategy (Competency) – 19 modules
    • DIB strategies and programs that are fully integrated and complement the business strategies of the organization ensuring full management support and implementation. DIB is a value and an organizing belief system throughout the company.
  • Connecting to Talent Strategy (Competency) – 31 modules
    • Use strategies that help attract, retain, and promote a diverse talent pool that is inclusive of all traits and characteristics that make people unique, ensuring an ongoing commitment to DIB throughout the organization.
  • Diversity and Inclusion Vision, Mission, and Purpose (Competency) – 11 modules
    • Articulate the vision and mission statements of a corporation’s DIB strategy, bringing it to life throughout the organization. Define the purpose, the commitment, and the desired outcomes.
  • Diversity and Inclusion Assessment (Competency) – 11 modules
    • Evaluate and identify the current level and effectiveness of DIB strategies in place today. Conduct a needs assessment, surfacing gaps, to select strategies and programs going forward.
  • Alignment with Culture (Competency) – 23 modules
    • Move from an organization that speaks about diversity, inclusion, and belonging to an organization that acts on creating and operating a culture of DIB in which all constituencies feel heard, are fully engaged, and feel empowered to be their authentic self in the workplace.

Diversity & Inclusion Contributors

  • Culture & Ethnicity (Competency) – 10 modules
    • Cultures and ethnicities are categories of people who identify with one another on the basis of a belief of common descent. Descent-based attributes include common language, ancestry, history, society, culture, nation, religion, race, or social treatment of a specific group.
  • Race, Gender, Generation (Competency) – 29 modules
    • Race refers to a grouping of people based on shared physical or social qualities. Gender refers to a range of characteristics pertaining to, and differentiating between, masculinity and femininity. Generation typically refers to groups of people born over a 15–20 year period.
  • Inclusive Accommodations (Competency) – 20 modules
    • Aim to please a diverse range of individuals and accommodate a variety of experiences and ways of interacting with the world.
  • Veteran (Competency) – 7 modules
    • A veteran is a person who has had extensive or lengthy experience in a specific field, commonly referring to a person who has served in the military.


Solution Design 

  • Desired Outcomes (Competency) – 25 modules
    • State and quantify the desired changes and results anticipated from the implementation of a particular program or set of initiatives. Outcome statements should include measurable goals, establish intended objectives, and include a roadmap of how these will be accomplished.
  • Alignment with D&I Strategy (Competency) – 13 modules
    • Shift from a compliance mindset of DIB strategies to full integration throughout the organization. DIB is viewed as a critical element of a company’s business strategies and growth objectives.
  • Technology (Competency) – 29 modules
    • Use technology that helps move the business, including customers and employees, forward towards comprehensive and strategic DIB application globally.
  • Implementation Approach (Competency) – 19 modules
    • Create and leverage a set of plans that outline the exact actions required to move the initiative from an idea to a reality. A successful implementation approach should be duplicatable across teams, throughout departments, in the C-suite, and at the board level.


Change Management & Communication 

  • Communicating Change (Competency) – 6 modules
    • Create a detailed plan of when the change will occur, how it will occur, and who will be communicating it across the company, by departments, to specific individuals. The communication needs to be open and honest, describing how the change will be supported, explaining how the change will affect the business and the people, and providing a vision of the future.
  • Change Strategy (Competency) – 11 modules
    • Create a plan that addresses how to make change happen throughout an organization. Implement changes to important factors of the business to achieve sustainable and lasting change.
  • Change Tactics (Competency) – 25 modules
    • Take a systemic approach dealing with the transition or transformation of a company’s DIB goals and objectives. Leverage activities that help move change forward and throughout an organization and help people adapt to the change.