3 Core Design Principles of Inclusive Learning

As organizations strive to develop more inclusive cultures, corporate learning will play a critical role in driving sustainable change. For inclusivity to stick, learning experiences must align with a company’s overall purpose, be tailored to its culture, and support the needs of diverse learners.

To achieve these goals, here are three design principles you can leverage to put D&I at the core of learning at work.

Benefits of Inclusion at Work

Diverse companies are more profitable

According to a 2017 McKinsey study, companies in the top quartile for gender diversity are 21% more likely to experience above-average profitability than companies in the fourth quartile. The results are even more pronounced for ethnic and cultural diversity: companies with ethnically diverse management are 33% more likely to outperform.

Without inclusion, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.

Vernā Meyers Laura Sherbin and Ripa Rashi

The Center for Talent Innovation (CTI) has found that companies with 2D diversity—including ‘inherent’ diversity categories of gender, race, socio-economic background, etc., as well as ‘acquired’ diversity characteristics such as cultural fluency, generational savvy, technological literacy, and military experience—are 75% more likely to see ideas turn into products

Diversity is being invited to the party: Inclusion is being asked to dance.

Vernā Meyers

Design Principle #1 – Know Your Audience

Inclusive learning experiences involve a deep understanding of learners and workplace learning culture.

Know Your Learners

• Who are your learners?
• What is their experience with learning?
• What do they already know?
• How, when, and where do they access learning?
• What has been successful in the past?

Know Your Culture

• What is the organizational context?
• How does the organization envision the future?
• What values do you want to promote?
• Are there desired cultural changes?

Design Principle #2 – Design for Authenticity

Authentic learning experiences address real-world problems and fit into the work and culture of an organization.

Carefully Choose Content

• Pay attention to the faces, scenarios, and cultures in your experience
• Use photos of diverse people in authentic work situations
• Use a variety of cultures in your scenarios
• Do NOT associate diverse names with negative behaviors
• Can you showcase internal resources and leaders?

Design Authentic Assessments

• Allow learners to apply learning the context of real work
• Enable reflection and discussion
• Use role-play in a safe learning space

Choose Between One-Size and Differentiated

• Consider context and desired outcomes
• Enable peer learning when needed
• Add executive coaches and mentors for reinforcement

Design Principle #3 – Use Technology Wisely

Purposeful use of technology can promote psychological safety and inclusive learning.

Use Video-Conferences Judiciously

• Avoid screen fatigue
• Establish protocols around speaking and active listening
• Set expectations upfront

Enable Asynchronous Learning

• Provide flexible learning in the context of remote work
• Allow learners to proceed at their own pace
• Give learners time to reflect

Provide Opportunities to Collaborate

• Create connections between learners
• Increase engagement and accountability
• Solve problems together

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