3 Core Design Principles for Inclusive Learning Infographic
July 21, 2020
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.
Before 2020, organizations didn’t have to give much thought to the nature of their sales-training programs. But suddenly, face-to-face training, events and workshops came to a halt in the wake of the pandemic.