Equitable and Inclusive Learning Is Long Overdue

Many organizations recognize the importance of diversity, equity, and inclusion (DEI). Some are taking action by setting goals and developing strategies for a better representation of underrepresented groups. However, you may be surprised to learn that current learning strategies may not help—and can hinder—DEI strategies and objectives.

In many organizations there is a significant investment in general training programs such as communication, team-building, negotiation, sales, or management training. These general programs are often assumed to be gender/race/class-neutral because they “treat everybody the same.” However, recent academic research shows this assumption is problematic and that all learning programs should specifically aim for equitable and inclusive learning, both as a matter of social justice and because many studies have shown that diverse teams and businesses deliver better results.

In this session you will learn how learning research and practice have mainly ignored the impact of social categories, such as gender. We will review academic studies from around the globe that highlight why this is problematic. We will explore how social categories, such as gender, impact all aspects of learning, including outcomes. You will be introduced to a model of training that brings together global insights from the past 20 years and learn why equity—ensuring that all learners have an equal opportunity for success—matters. You will leave with an understanding of why DEI should be a core deliverable in all training programs, as well as how to do this.

In this session, you will learn:

• Why ensuring that all learning is equitable and inclusive should be a core concern for learning leaders
• How social categories such as gender can impact learning before, during, and after a learning intervention
• Practical recommendations on how to ensure your learning programs are equitable and inclusive