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Brianna Watson • November 11, 2024

GGR’s Guide to Gym Accessibility

The gym is a haven for much-needed physical and mental health boosters for a whole lot of people. It’s where so many take their “me” time, and emerge much happier (and fitter) for it. But for many more people, the gym is a place where you just can’t seem to get through the door—sometimes emotionally, but often physically, as well.


For the one in four adults in the U.S. living with a disability, barriers to safely accessing the gym are often legion. From straight-up physically inaccessible spaces to places that only emphasize banging and clanging without regard to sensory needs, gyms unfortunately often provide far from equitable access.


Here, I’ll break down gym accessibility from a few angles: first and foremost, for people with various disabilities, including one of BarBend’s certified personal trainers and an exercise therapy specialist; gym owners, including one of BarBend’s editorial team members; and gymgoers who aren’t currently living with a disability. As a certified personal trainer myself, I’ll offer tips for customizing exercises for different needs abilities, along with actionable items for all gym owners and gymgoers, to make these spaces welcoming for all so everyone can enjoy the holistic benefits of exercise.


Key Takeaways

  • 40% of adults1 with a mobility disability are physically active
  • More than 1 in 42 or 61 million adults in the U.S. live with a disability
  • Around 5.5 million in the U.S. use a wheelchair3
  • Active spaces like gyms and health clubs should be inclusive and friendly to support the health and well-being of people with disabilities, people who are neurodivergent, and people with limited mobility.


Barriers to Access in Fitness Spaces


Let’s be real — no one (not even the beefiest among us) is immune to gymtimidation or feeling out of place in the gym. But there are undeniably structural barriers in place that prevent many people from marginalized backgrounds and experiences from accessing fitness spaces like gyms. Because of this, people with disabilities often face a unique set of barriers that people without disabilities do not experience.


Of course, people with disabilities are a diverse group; there are many different types of disabilities, all of which interact with every other part of a person’s life and identities (think: race, gender, sexuality, class, etc.). Even within each group, not every person will face every barrier. Still, there are some commonalities we can trace.


A 2021 scoping review4 of studies summarizes the reported barriers that folks with disabilities express when it comes to gyms. The review breaks the barriers into three categories: physical, environmental, and social.


The review notes that physical barriers are often the first and only barrier. If someone cannot get into the building, they do not have further experience with gyms, and are therefore completely blocked from accessing any other feature or potential benefit.


Social barriers may also arise due to the stigma, defined as a “negative set of beliefs” against people with disabilities. People who experience disability stigma may internalize it or purposely avoid social interaction. 


Stigma doesn’t have to include active, cruel beliefs. A stigma-based belief can also simply include: “People with disabilities can’t or don’t want to exercise” (which is untrue). You might not be conscious that you hold this stigma until you realize that you’re surprised when you see extremely fit athletes with disabilities performing very well.


Stigma leads to what the review called “direct and indirect psycho-emotional disablism5.”4 Direct disablism describes a negative interaction with other people. Indirect disablism arises after encountering physical barriers, which may make a person with disabilities feel excluded and discriminated against.


It’s important to note that social barriers (like stigma) can create additional environmental barriers. If a gym owner unconsciously believes that people with disabilities cannot or don’t want to work out, they might think they don’t need to design their space to be accessible with things like quiet workout hours, spaces for wheelchair use, and training their coaches to know how to customize workouts for people with various disabilities.


Here are some examples of how these barriers can manifest themselves in fitness spaces:


  • Physical Barriers: Lack of transportation to the gym Not enough wide spaces for wheelchair access Challenging to grab door handles Protruding objects Non-adjustable exercise equipment
  • Environmental Barriers: Inconvenient scheduling Not knowing where or when to exercise High cost of membership Use of small fonts throughout the facility Denying accommodations for people with disabilities Inadequate standards and policies
  • Social Barriers: Fitness instructors and personal trainers who lack the skills to adapt exercises or adjust to the needs of people with chronic pain or illness Lack of group classes that can be modified to their abilities Lack of social support Fear of asking for assistance Lack of inclusivity in gym set-up and class structures Fear of being stereotyped or discriminated against Negative attitudes from staff and negative interactions with others Negative feelings: feeling like a burden, feeling othered, loss of autonomy


You’ll notice that many of these personal barriers — “fear of asking for assistance” — are directly informed by structural barriers — “lack of inclusivity in gym set-up and class structures.” If gyms don’t proactively address issues of accessibility by stating that they are committed to providing accessible spaces, it will only reinforce a person’s fear that they won’t be accommodated or will be scoffed at. By proactively designing gym spaces to fit the widest ranges of abilities, gyms signal to people with disabilities that it’s safe to advocate for what is needed.


Alex Polish is a certified personal trainer and BarBend editorial team member who lives with various disabilities and chronic pain. They explain: “If I go to a yoga class, for example, and the instructor doesn’t start by saying something like ‘Everyone’s practice looks different, and you can always return to positions that feel comfortable for you’ or ‘Don’t force yourself into poses that hurt,’ then I feel like they’ll judge me if I have to take a rest or if my poses don’t ‘look right.’ Or maybe they don’t know how to help me with modifications that I need. So I’m less likely to ask, and more likely to push through pain and panic to avoid feeling shamed. It’s a ‘me’ problem, sure — I want to be able to advocate for myself in any situation — but still, fitness is a lot more accessible when instructors and gyms state that they value accessibility for everyone. At least I know they’re thinking about it and are open to helping out.” 


Kate Meier — also a certified personal trainer and BarBend editorial team member, as well as a former co-owner of a CrossFit gym and current owner of a small weightlifting gym — says that if you experience gym anxiety, you’re not alone.


“Entering a gym can be scary for anyone. I’ve seen social anxiety, concerns over not knowing what to do with a barbell, physical limitations, child care concerns, all of it. No matter what someone’s circumstances are, I want to find a way to ensure they get a good workout. It starts with a conversation.” 


Here’s some knowledge for you to enter your conversations with, whether you’re a gymgoer or potential gymgoer with a disability, a gym owner, personal trainer, or even a gymgoer who doesn’t currently have a disability who’s interested in doing your part to create a welcoming, accessible fitness community.


Tips and Exercise Modifications for Gymgoers With Disabilities 


An important note: many people, including those with chronic illness or chronic pain, may not need to consistently modify all exercises. Someone may well be able to do a traditional set of box jumps one day, and need to switch to step-ups only — or even just regular walking — during the next training session. 


Frieda Johnson, a specialist in exercise therapy who also has a disability, explains the common misconceptions about physical disabilities.


“So many people without disabilities are shocked to learn that the majority of people who use wheelchairs can stand or walk. It’s actually a very small percentage of wheelchair users who can’t. There are many reasons why people need to use a wheelchair or other mobility device sometimes and not others, or why they need them in some situations and not others. I myself use a cane, and on rare occasions a wheelchair, but only when I will be walking long distances or am having a pain flare-up. I have a genetic muscle disease, so some days I can walk for miles with no problem, and some days my muscles literally don’t have the strength to support me. I also have muscle and joint pain that changes a lot based on the amount of inflammation on any given day, which also affects what I can do and whether I need a mobility aid.”


Whether you’re someone’s training buddy, a coach, or an athlete yourself, it’s critical to know that having fluctuating abilities is more than OK, it’s completely normal. 


Polish explains that personal trainers and group fitness instructors might just not know the vast range of movement patterns and modifications that are possible for gymgoers with disabilities. “Most personal trainers are taught that there are certain ‘right’ ways to do movements. But as someone with chronic pain, I know that my form often looks ‘wrong.’ It’s not fair when the burden of educating everyone falls on us, but it can be helpful to do some research before working with a trainer — especially if you don’t have access to a trainer who has experience working with an actually diverse population — so you’ll feel more confident saying ‘I need to do this exercise this way.’”


Exercises do not have to look only one way in order to “count.” Just because you can do an exercise with a certain form on one day does not mean it’s less “good” if you need to customize it another day.


The CDC recommends that people with disabilities get 30 to 40 minutes of moderate-intensity exercise or 20 minutes of vigorous-intensity exercise every day. While this recommendation is certainly reachable for many, it’s important to note that there can be tremendous barriers to access: does someone have a safe, affirming place to get said exercise? 


Since exercise is traditionally portrayed as the purview of apparently non-disabled athletes, people with disabilities rarely (if ever) can see themselves represented in fitness spaces. This lack of representation can dramatically decrease a potential exerciser’s sense of safety, community, and know-how. 


Because of this, along with various stigmas about disabilities, another barrier that many people with disabilities may face is a lack of knowledge about exercise6 — how to exercise, how to modify for limitations, fear of feeling pain, and not knowing what is safe.


For coaches and potential athletes alike, no need to panic about all these barriers — just like learning to coach or perform a biceps curl, learning to customize exercises is a skill you can develop (hence, you reading this article).


For example, as a certified personal trainer who teaches exercise for seniors, I have learned to modify and customize exercises so that older adults can continue increasing their strength, mobility, and aerobic fitness in a safe, affirming, and challenging environment. 


Of course, not all older adults have discrete disabilities, but I’ve trained many who do. It’s all about finding ways to meet anyone where they are, helping them get stronger in whatever way possible, and making specific modifications for each individual. Listening to each person about what feels best for their body is important for every single client, and that doesn’t change when you’re working with gymgoers with disabilities. 


For gymgoers themselves, that means that while personal trainers may have general expertise about exercise, you are still the expert about your body: keep an open mind about what you’re capable of (you might surprise yourself), but don’t be afraid to advocate for yourself.


Gym Modifications for Unique Needs


For each of the following types of disabilities, I’ll give tips on what exercises work well and how to modify workouts to make them more accessible. And Kate Meier, certified personal trainer and gym owner, adds that it’s not terribly difficult to ensure that even your group classes include customized movements:“Even in group class settings, you can personalize a workout. In fact, workouts should always be personalized. Not everyone can squat below parallel, and some people can hold weight and some people can’t. And some people can do full push-ups and some people need to modify. It’s about giving people options! In a group class, there should always be several options for a movement.”


Workout Modifications for Wheelchair Users


Wheelchair users can do many of the best arm exercises just like people who don’t use wheelchairs. People who use wheelchairs, in particular, can benefit from strengthening their upper body muscles to support using their mobility aid. You may also find yourself able to do several leg exercises, depending on your specific needs. Plenty of powerful CrossFitters, for example, are wheelchair users.


Want to learn more? Check out the Adaptive Training Academy (ATA) and peruse their free resources (or consider getting certified). When you open their website, you can enter your email and phone number to receive a free lesson on the types of wheelchairs that adaptive athletes use (hint: the hospital-style wheelchairs often featured in stock images don’t cut it and just aren’t used in the weight room).


Safety Tips for Using a Wheelchair in the Gym:


  • Always ensure the wheelchair is stable.
  • Put the brakes on when doing seated exercises.
  • Have a trainer or buddy hold down the front of the wheelchair to prevent it from tipping.
  • Place a step or box behind each back wheel.


Wheelchair-Friendly Gym Exercises:

Of course, as an athlete or potential athlete who uses a wheelchair, you know your body best. But here are some general lifts that might work for you.


Dumbbell Arm Exercises:


  • Seated Chest Press
  • Seated Dumbbell Row
  • Shoulder Press
  • Lateral Raises
  • Front Shoulder Raises
  • Upright Row
  • Biceps Curls
  • Hammer Curls
  • Wrist Curls and Wrist Extensions
  • Overhead Triceps Extensions


Cable Arm Exercises:

You can attach different handles to a cable machine, adjust it to the proper height, and do any of the following exercises.


  • Seated Row + Single Arm Row
  • Lat Pulldown + Single Arm Pulldown
  • Chest Press
  • Palloff Press
  • Chops and Lifts
  • Rope Triceps Pushdown
  • Face Pull


Other Equipment:


  • Landmine Rotation
  • Landmine Press
  • Battle Ropes
  • Medicine Ball Slams
  • Medicine Ball Chest Pass or Overhead Toss
  • Resistance Band Exercises


Leg Exercises:


People who can use their legs may be able to do some of the following exercises. Some gyms may have machines with removable seats so you can pull your wheelchair up. Some folks may also be able to sit on a machine with or without assistance.


  • Leg Extension
  • Leg Curl
  • Hip Abduction and Adduction
  • Seated Calf Raise
  • Straight Leg Raises
  • Seated March


Cardio Exercises:


  • Hand Crank/Arm Bike
  • Ski Erg (you can use arms only)
  • Rower (some gyms have an arms-only rower)
  • Wheelchair Sprints
  • Aquatic Exercise 
  • Seated Sports (e.g., basketball or tennis)
  • Mini Bike (folks who can pedal but can’t sit on a bike can check out the best mini exercise bikes to do from a seated position.)


How to Modify Common Workouts for Wheelchair Users:


Strength Workouts: Superset Modification: Instead of doing an upper body exercise and one lower body exercise (if you’re unable to do a lower body exercise), pair two upper body exercises that use agonist and antagonist muscle groups. Examples: Chest Press + Row or Biceps Curls + Triceps Extensions. If you can do lower body exercises, bring your dumbbells over to a leg machine. Examples: Leg Extensions + Shoulder Press or Leg Curls + Upright Rows.


Cardio Workouts:


You can incorporate wheelchair-friendly exercises into common cardio workouts, which may be steady-state (performing a moderate-intensity exercise for 30 minutes or more), HIIT (high-intensity interval training), or interval workouts.


Examples: Steady State: 20 minutes on the hand bike or 20 minutes

Wheeling HIIT or Intervals: 20 seconds wheelchair sprint, 20 seconds medicine ball slams, one minute rest


Workout Modifications for People With Arm or Leg Weakness or Instability


For arm or leg weakness or instability — including flare-ups of chronic pain — unilateral training and isometric exercises7 can be helpful. Working on one side at a time strengthens the side you’re using, and the less- or non-working side does as well — based on the idea of cross-education. If you’re unable to do as much with your left arm, for example, training your right arm can still strengthen your left. Isometric exercises also help as engaging your muscles and holding in one position allows you to build strength without loading any excess weight.


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Disclaimer: Content on this blog is authored by multiple sources. While we do make every attempt to proofread and fact-check, unless authored our staff, the views expressed do not necessarily reflect those of the Institute for Diversity Certification (IDC), Inc.

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When the Weight Feels Too Heavy: Navigating DEI Leadership Amid Uncertainty

By Amber Martin • January 27, 2025
The world of Diversity, Equity, and Inclusion (DEI) work is often challenging, rewarding, and deeply personal. When external factors, like societal tensions or political climates such as those during the Trump administration, amplify the weight, it can feel overwhelming. The responsibility to drive meaningful change, combined with the broader issues facing the world, can make it seem like the weight of the world is on your back. Here’s how to keep pushing forward, even when the load feels too heavy: 1. Reconnect with Your "Why" Your "why" is your anchor. Why did you start this work? What impact are you striving to create? Reflect on your initial motivations and the lives you’ve already impacted. Celebrate small wins—each one contributes to a larger wave of change. 2. Create a Support Network DEI work is not meant to be done alone. Build relationships with like-minded professionals who understand the challenges. Engage with Communities of Practice or join forums where you can share ideas, vent frustrations, and find encouragement. Lean on trusted colleagues, mentors, or friends who can offer advice or a listening ear. 3. Set Boundaries to Avoid Burnout Your well-being is critical to sustaining the work. Learn to say no when your plate is too full. Carve out time for rest and recovery—schedule self-care as non-negotiable. Delegate tasks where possible and trust others to share the load. 4. Stay Informed, but Don’t Overload While it’s important to understand political and social developments, constant exposure to negativity can drain your energy. Schedule specific times to consume news, and then step away. Focus on credible sources and actionable insights rather than sensationalized narratives. 5. Focus on What You Can Control The enormity of systemic change can feel daunting, but change starts with small, actionable steps. Identify areas where you can make the most immediate impact. Develop tangible goals and celebrate milestones along the way. Remember, progress—even incremental—is still progress. 6. Ground Yourself in the Present When the weight feels unbearable, ground yourself in the here and now. Practice mindfulness techniques such as deep breathing or meditation. Take a walk, spend time in nature, or engage in a hobby you love. Remind yourself that challenges are temporary, but your work leaves a lasting legacy. 7. Lean Into Hope and Resilience DEI work is inherently about creating hope for a better future. Reflect on the resilience of marginalized communities who have fought for equity before you. Visualize the future you’re helping to create—a workplace and world where equity and inclusion thrive. 8. Keep Learning and Growing Challenges often present opportunities for growth. Take courses, attend workshops, or read books that reignite your passion and sharpen your skills. Collaborate with others to explore innovative strategies to overcome barriers. 9. Celebrate the Collective Impact You are not alone in this journey. Recognize the collective power of DEI advocates worldwide. Focus on the ripple effect—every step you take contributes to a larger movement for change. 10. Remind Yourself: You’re Human, Too You cannot pour from an empty cup. Acknowledge that it’s okay to feel tired, frustrated, or even defeated at times. Seek professional support, such as therapy or coaching, if the weight feels too heavy to bear alone. Conclusion The road to equity is neither straight nor easy. The weight you carry is a testament to your courage, passion, and commitment to justice. While the challenges of DEI work and the broader world can feel overwhelming, remember that your efforts matter. Take it one step at a time. Lean into your community. Focus on your impact. And most importantly, know that you are never alone in this fight. Together, we will continue to push forward and create a brighter, more inclusive future.

6 DEI Resolutions to Commit Your Company to in the New Year

By Eleanor Hecks • January 22, 2025
As businesses enter 2025, advancing diversity, equity and inclusion (DEI) remains crucial to fostering a thriving, innovative and supportive workplace. As a leader or executive, you must implement DEI resolutions that align with organizational values and drive real change. Here are several key ones to prioritize in the new year. 1. Prioritize DEI in Recruitment and Hiring One of the most impactful ways to drive organizational change is through recruitment and hiring practices. To build a more diverse workforce, you should ensure that your hiring process is free from bias. Research shows that organizations with more diverse workforces are 35% more likely to have financial returns above their competitors. However, inclusive recruitment is about more than meeting diversity quotas. It ensures that every candidate, regardless of background, has an equal opportunity to succeed. This starts with eliminating biases from job descriptions, interview processes and the hiring pipeline. It also includes broadening your recruitment efforts by sourcing candidates from various networks and educational institutions, ensuring a broader pool of diverse talent. Resolution: In 2025, commit to reviewing and updating your recruitment policies to eliminate bias. Tasks include revising job descriptions to avoid gendered language, ensuring diverse interview panels and leveraging technology to reduce human bias in candidate selection. Also, aim for measurable diversity goals in your hiring processes. 2. Support Employee Resource Groups (ERGs) ERGs can be powerful tools for fostering inclusion and belonging in the workplace. These groups give employees from underrepresented backgrounds a voice and a platform to advocate for their needs. They can also be instrumental in shaping DEI policies, ensuring that initiatives are grounded in employees, real experiences. Resolution: Invest in and support your organization’s ERGs. You should provide adequate funding for these groups and provide access to leadership for mentorship and advocacy. Encourage ERGs to play an active role in shaping company policies, organizing events and offering professional development opportunities to their members. You can also offer a platform for ERGs to share their initiatives with the broader organization, promoting awareness and engagement. 3. Foster Inclusive Leadership Development Diversity at the entry level is important, but inclusion in leadership roles is equally vital. Diverse teams show 87% better decision-making results and produce more successful business outcomes. Diverse perspectives at the top of an organization lead to more innovative ideas, better team performance and greater employee engagement. Resolution: Create leadership development programs specifically designed to nurture diverse talent. You can include mentoring, equitable access to training and opportunities for underrepresented employees to take on high-profile projects. Building a pipeline of diverse leaders will sustain DEI efforts in the long term. This resolution is crucial for fostering long-term systemic change within your organization. 4. Measure and Hold Accountability for DEI Goals DEI progress is not always easy to measure, but it is critical for businesses to set clear, quantifiable goals. Without measurement, DEI efforts can lack direction and impact. Without precise data, it's difficult to gauge the effectiveness of your strategies and pinpoint areas that need improvement. Resolution: In 2025, establish clear DEI metrics to measure progress. These should include employee satisfaction surveys, retention rates for diverse employees and the representation of underrepresented groups at various organizational levels. Holding yourself and your team accountable will ensure that DEI initiatives are more than just a set of aspirations. Establishing regular reviews and transparent reporting of DEI progress will ensure that goals are met. 5. Promote Mental Health and Well-Being for All Employees More people now than ever are focused on mental wellbeing — in fact, more than a third of a third of Americans made Americans made New Year’s resolutions to improve their mental health. DEI efforts should extend to this aspect, as it is essential to fostering an inclusive work environment. Mental health positively affects job performance , and mental health support helps all employees — especially those from underrepresented groups — feel valued and understood. Resolution: Commit to enhancing your organization’s focus on mental health and well-being in 2025. You could offer mental health days, ensure employees have access to mental health resources and create an environment where employees feel comfortable discussing mental health challenges without fear of stigma. Promoting mental health initiatives supports DEI and increases retention and overall workplace satisfaction. 6. Commit to Ongoing DEI Education and Awareness As DEI initiatives evolve, so should the education provided to employees. DEI education should go beyond one-time training and become a continuous, company-wide priority. Ongoing DEI education helps employees understand the nuances of diversity, fosters an inclusive culture and encourages behaviors that reflect company values. Resolution: In the new year, commit to providing regular DEI training and resources for all employees. Cover topics like unconscious bias, cultural competence and inclusive leadership. Additionally, create space for open dialogue about DEI within the organization, encouraging employees to share their experiences and learn from each other. Interactive workshops and real-life case studies can reinforce the importance of inclusivity and equip employees with the tools to implement DEI in their day-to-day work. A Year of Meaningful DEI Action In 2025, business leaders must take deliberate and strategic actions to advance DEI within their organizations. By committing to inclusive recruitment practices, leadership development, continuous education, measuring progress and supporting employee well-being, businesses can create a more equitable and inclusive workplace. The new year offers an opportunity to set meaningful DEI resolutions that can lead to long-lasting change. It’s time to take action — your employees, customers and business will thank you for it.

Honoring Dr. Martin Luther King Jr.: A Legacy of Equity, Justice, and Inclusion

By IDC Staff • January 20, 2025
Today, we pause to reflect on the life, vision, and enduring legacy of Dr. Martin Luther King Jr., a champion of equality, civil rights, and justice. His unwavering commitment to dismantling systemic barriers and creating a society rooted in inclusion and compassion inspires the work we do every day at the Institute for Diversity Certification (IDC)®. Dr. King once said, “Injustice anywhere is a threat to justice everywhere.” These powerful words remind us that the pursuit of diversity, equity, inclusion, and accessibility (DEIA) is not just a professional calling—it is a moral imperative that extends to every corner of our lives. MLK’s Impact on DEIA Dr. King’s leadership in the civil rights movement laid the groundwork for many of the principles that guide modern DEIA efforts. His vision of a world where people are judged by the content of their character rather than the color of their skin resonates deeply with our mission to foster equitable workplaces and inclusive communities. As DEIA professionals, we stand on the shoulders of this transformative leader, continuing his work by advocating for marginalized voices, dismantling systemic inequities, and creating spaces where everyone belongs. How We Can Honor His Legacy Honoring Dr. King’s legacy goes beyond remembrance; it requires action. Here are a few ways we can continue his work in our DEIA practices: Educate and Reflect Take time to learn about the systemic barriers Dr. King fought to overcome. Reflect on how these barriers persist today and what role you can play in challenging them. Advocate for Equity Identify inequities within your organization or community and lead efforts to address them. Speak up when you see exclusionary practices and champion policies that promote fairness and accessibility. Foster Meaningful Dialogue Create opportunities for open and honest conversations about race, equity, and inclusion. Encourage diverse perspectives and actively listen to understand and learn from others. Commit to Service Dr. King emphasized the importance of serving others. Volunteer, mentor, or support initiatives that uplift underrepresented communities. Moving Forward Together At IDC, we are committed to advancing Dr. King’s vision by empowering DEIA professionals with the tools, knowledge, and resources to drive meaningful change. Let us remember that this work is not just about compliance or checking boxes—it is about creating a world where every individual has the opportunity to thrive. On this MLK Day, let’s recommit ourselves to the ideals of equity, inclusion, and justice. Together, we can transform Dr. King’s dream into a lasting reality. How are you honoring Dr. King’s legacy in your work and community? Share your thoughts and initiatives in the comments below. Let’s inspire one another to lead with purpose and passion.

Celebrating Our IDC Members and Certification Candidates: Your Dedication Inspires Us!

By IDC Staff • January 18, 2025
At the Institute for Diversity Certification (IDC)®, we are constantly inspired by the dedication, passion, and commitment of our members and those pursuing certification. Your efforts are shaping the future of Diversity, Equity, Inclusion, and Accessibility (DEIA), and today, we want to take a moment to celebrate YOU! Your Commitment Drives Change Choosing to pursue an IDC certification—whether the Certified Diversity Executive (CDE®) or Certified Diversity Professional (CDP®)—is a bold decision. It requires a deep commitment to learning, growth, and advocating for a more inclusive and equitable world. By investing in this journey, you are setting a new standard for leadership in DEIA and positively impacting organizations worldwide. Your commitment is not only transforming your career but also contributing to the broader DEIA movement. Each step you take in this program propels you toward becoming an even stronger advocate for change. We are truly inspired by your dedication. A Community of Leaders and Innovators As IDC members and certification candidates, you represent a network of visionaries committed to making workplaces and communities more inclusive. Whether you’re preparing for your certification exam, participating in our webinars, or engaging in our Communities of Practice, you are part of a dynamic and supportive group of leaders. Every insight you share, every strategy you implement, is building a better future for all. Together, we are creating a stronger, more inclusive DEIA ecosystem, and we couldn’t be more proud of the role you’re playing. Thank You for Choosing IDC On behalf of the entire IDC team, we want to extend our deepest gratitude for choosing IDC as your partner in this important journey. Your hard work, perseverance, and drive are what make this community so special. To those who have already earned your certifications—congratulations! Your accomplishments are a testament to your dedication and passion for DEIA. To those of you still working toward your certification—stay inspired, stay focused, and know that we are here to support you every step of the way. Let’s continue to push boundaries, break barriers, and create workplaces where everyone feels seen, heard, and valued.
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