Creating a more inclusive learning experience

Organisations benefit when making inclusivity a priority in the development of their online training. Learners become more receptive to the digital training offered when potential offense caused by inappropriate language is avoided, allowing the overall experience to become more productive.

Taking diversity, equity and inclusion into account helps organisations avoid any backlash from learners. This can also lower employee churn and raise team morale, avoiding potential stumbling blocks in the way of your business goals.

Types of inclusion

Empowering people is the main reason for doing training so creating a suitable e-learning environment which supports all individuals and doesn’t alienate is important. When implemented correctly, learners  always feel respected and involved. Differences can be leveraged to create positive outcomes. Diversity and inclusion can be categorised in several ways:

• Race and ethnicity
• Disability
• Religious beliefs
• Sex and gender

Creating a more inclusive experience

Content

Some learners prefer text-based e-learning modules, while others prefer animations or videos. Using a variety of methodologies gives learners the opportunity to choose a content type that resonates more with them. Having some choice allows them to learn quicker and better.

Accessibility

Individual disabilities can be barriers to accessing information so should be considered when creating e-learning content. Noting these can present the opportunity of properly serving people with disabilities.

Bias reduction

Bias in online training materials and be reduced in a number of ways. Mindfulness of pronouns could be taken in consideration. As an alternative to language such as “every CEO and his managers should prioritise inclusion”,  consider “CEOs and their managers should put a premium on inclusion”. Since CEOs can be male, female or gender-neutral, it makes sense to avoid “his”.

Language And Cultural Diversity

The creation of online training material for diverse audiences includes translation and other adaptions from source content to suit the target audience. These could include customisation of images, idioms, currency, symbols, measurement units and other information. With e-learning localisation, the same meaning from the source content can be delivered in an appropriate cultural context.

Spotting bias

Project stakeholders, subject matter experts, and your organisation’s culture create inputs which come with their own specific biases. Awareness is a good approach to take in identifying and preventing unconscious bias in your online training content and delivery.

Understanding the most common biases is key:

Confirmation bias
Putting more weight on information supporting your beliefs is confirmation bias. All new information should be considered equally. Personal impressions can hinder the e-learning inclusiveness you are aiming for.

Like-me bias
The tendency to seek out people with similar attributes, characteristics, and beliefs. Important insights and information from other people can be missed if input is only taken from those like you.

Anchor bias
Prioritising the first information one hears is known as anchor bias. This makes it challenging to process all information equally.

Biases can be overcome through self-reflection and the nurturing of a culture of awareness throughout your team.

Start with an inclusive team

Working with a diverse group of people to create inclusive e-learning courses is an obvious way to try and achieve an inclusive end product. Access to varied perspectives automatically enhances inclusiveness, along with team members that are empowered to share their points of view.

Inclusivity is conducive to better learning. Employees feel safe and valued, resulting in activity and engagement, vital to learning.