Explain the key managerial responsibilities in preventing and addressing workplace misconduct.

Recognize the importance of proactive culture-building in maintaining a respectful and inclusive work environment.

Distinguish between proactive actions and passive or harmful behaviors that impact workplace culture.

Apply effective harassment intervention strategies and demonstrate follow-up and reintegration steps to maintain a respectful workplace.

Explain how company values underpin the code of conduct and guide professional behavior

Identify behaviors that promote respect, inclusion, psychological safety, and appropriate conduct in public and online spaces

Recognize and avoid conflicts of interest, bribery, misuse of company assets, harassment, discrimination, and inappropriate communication

Demonstrate proper reporting of ethical or operational concerns through approved channels with confidence in non-retaliation

Explain the importance and impact of DEIB in creating fair, respectful, and inclusive workplaces

Differentiate between key DEIB concepts, including diversity, equity, inclusion, and belonging, and describe how they influence employee experiences

Identify how unconscious biases are formed, how they shape workplace decisions, and recognize your own personal biases

Apply practical strategies to address bias and foster equity, inclusion, and belonging in your daily interactions

Define neurodiversity, recognize common forms of neurodivergence, and understand how neurodivergent individuals may experience work differently

Explain the significance of neuroinclusive practices and how they support fairness, trust, belonging, and equitable treatment at work

Identify common biases and misconceptions that affect neurodivergent individuals and influence workplace interactions and decisions

Apply allyship and describe practical inclusion strategies to promote equitable, accessible, and supportive workplace interactions

Explain the concept of a growth mindset and describe how neuroplasticity supports learning and personal development.

Differentiate between fixed mindset and growth mindset behaviors in common personal and workplace situations.

Apply practical strategies such as positive self-talk, reflection, and persistence to overcome challenges and setbacks.

Develop a personal action plan to strengthen a growth mindset and support continuous learning in professional and personal contexts.

Evaluate AI-generated insights and integrate human judgment to guide responsible leadership decisions

Apply AI tools to support decision-making and team development while avoiding over-reliance and bias

Assess AI-assisted communications to ensure empathy, trust, and contextual accuracy in sensitive situations

Analyze change and conflict scenarios by integrating AI insights with human judgment and emotional intelligence

Select appropriate, competency-based interview questions while recognizing and avoiding unlawful or inappropriate topics

Evaluate candidates using objective, bias-free scoring techniques and document interview outcomes accurately while maintaining confidentiality

Demonstrate professional communication practices that support a positive and inclusive candidate experience throughout the hiring process

Explain key principles of fair, consistent, & legally compliant hiring practices, & develop structured interview plans aligned with job requirements

Explain principles of fair, consistent performance management and set clear, measurable performance goals aligned with the job requirements

Apply structured methods to deliver balanced, constructive feedback and conduct performance reviews professionally and objectively

Evaluate performance using evidence-based, bias-aware techniques to ensure fairness, accuracy, and consistency in decisions

Document performance outcomes accurately and confidentially while demonstrating empathy and maintaining clear standards in discussions

Describe key employment laws affecting managers, including ADA, FMLA, and Workers’ Compensation

Identify and apply appropriate actions to support employee accommodation and leave requests in compliance with legal and organizational requirements

Demonstrate empathetic and legally compliant handling of sensitive employee disclosures, and recognize when to escalate to HR or legal team

Apply best practices to navigate complex employee situations with legal, ethical, and organizational awareness

Recognize who is protected by the ADA and what “qualified individual with a disability” means in practical terms.

Identify common examples of discrimination, harassment, and retaliation prohibited by the ADA in the workplace.

Explain your role in the reasonable accommodation and interactive process, including how to route requests and keep information private.

Apply ADA principles in everyday situations through realistic scenarios and knowledge checks.

Describe the purpose and scope of OSHA

Identify common workplace hazards addressed by current OSHA standards

Identify appropriate corrective actions for OSHA requirements, given a workplace scenario

Determine missing safety practices in a workplace scenario that might indicate OSHA non-compliance