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“Diversity” and “inclusion” are so often lumped together that they’re assumed to be the same thing. But that’s just not the case. In the context of the workplace, diversity equals representation. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen. As noted diversity advocate Vernā Myers puts it, “Diversity is being invited to the party. Inclusion is being asked to dance.”
Design is more than color, shape, or font — it’s a powerful tool that mediates our relationship with the world. Inclusive design is that, plus potential: the potential to unite heterogeneous cultures in shared understanding. To make products and experiences globally accessible. Read on to learn more about how to build inclusion into your blended learning design.
Looking at diversity and inclusion from an accessibility perspective, this article explores the untapped pool of talented, educated adults who have been traditionally sidelined because of a physical disability. Questions addressed include ways to optimize inclusion while maintaining workplace productivity and efficiency, and methods to identify and recruit capable employees who are differently abled.
Take some time to explore the work of Verna Myers here on her site. Myers rose out of Baltimore’s working class to become a Harvard-trained lawyer, entrepreneur, author and cultural innovator. Her dynamic, laugh-out-loud speeches inspire audiences to go further — to move beyond leveling the playing field to create a new field altogether — and empower people of all backgrounds to contribute at their highest levels.
This expansive set of resources are designed to address key business challenges around organizations and people. The Insights team provides resources that help companies all over the world get the very best from their people at work, beginning with helping people increase their self-understanding.
This eBook takes a look at data from the New Technology Industry Diversity and Inclusion Report 2017 alongside research from both within and beyond organizational psychology to explore how you can help people in your workplace feel they belong.
This article shares why a blended approach to learning is so effective in scaffolding, the importance of an inclusive culture for business growth, as well as helping staff understand the wider impact of cultural dimensions.
This paper aims to deal with the question of how to create genuine, lasting change in organizational climate so that all employees feel they can bring all of themselves to work, without fear or judgement and with a deep belief that their contributions will be heard.
This research paper is a "must read" if you are interested in how our cultural biases and dimensions shape our work in learning design. The author posits that the next focus of instructional design frameworks should be an inclusion of culture into design practices -- an inclusion that is merged into every stage instead of being treated as an afterthought.
The demand for effective training programs in cross-cultural communications and sensitivity has exploded in recent years, driven by the desire to prevent such misunderstandings and to boost corporate competitiveness in the global marketplace. Unfortunately, there’s no consensus on what makes such training effective. Read on to learn more about how to remedy the issues that arise from culture clashes.
What’s going on with Diversity and Inclusion in the workplace? What makes a workplace inclusive? How do you measure it? What does safe space look like? Which organizations are at the forefront, doing impactful work? The Diversity and Inclusion Group at Minneapolis-based software company Leadpages uses this podcast series to delve into tough topics and take steps to become extraordinary in the diversity and inclusion space.
In this whitepaper, EVERFI legal expert Douglas Kelly reviews four commonly held myths about diversity and explains how companies can shift their efforts for a more effective outcome by focusing on: the differences between diversity and inclusion; how diversity and discrimination are connected; the social case for diversity rather than the business case; strategies beyond numbers for measuring inclusion efforts; and using training to promote diversity and inclusion.
