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.
At the NovoEd L&D Campfire, participants were put front and center and in the middle of the action, asked to share their unique perspectives on cohort learning with their peers and positioned to build deep relationships with fellow attendees and thought leaders.
NovoEd is pleased to announce its partnership with Credly by Pearson, which allows NovoEd customers to easily and efficiently execute their digital credentials strategy, and efficiently scale their credentials programs for learning initiatives conducted throughout their organizations.
Video practice enables a multidimensional, metacognitive approach to leadership development that supports organizations in driving talent attraction and retention and creating a better employee experience — helping to meet major concerns for businesses today.
Video practice provides learners a safe space in which they can learn from their mistakes before making them in the real world at significant cost. NovoEd’s video practice capability integrates simulation-based training with peer feedback.
There is no substitute for the imprint of personal relationships that contextualize learning and ground it in the reality of the business. Mentorship, whether formal or informal, is a way to intentionally create these connections.