Driving DEIB with inclusive learning content starts behind the scenes

Executed well, learning content can help organizations develop the knowledge and tools to build a better workplace for everyone, from uplifting voices within systemically silenced groups to leveling the playing field for job opportunities.

Think back to when you started your last job. As you got acquainted with new responsibilities, people and systems, you likely sat down to watch a few required training videos — perhaps on your organization’s approach to diversity in the workplace or sexual harassment. Thinking back, did the content feel meaningful and relatable, or was it disconnected — maybe even bizarre?

Corporate learning content is one of the first opportunities organizations have to connect with their employees and build an inclusive employee experience. Executed well, learning content can help organizations develop the knowledge and tools to build a better workplace for everyone, from uplifting voices within systemically silenced groups to leveling the playing field for job opportunities.

But as many of us know from firsthand experience, learning content has fallen short in this area, even now as it’s become especially important. Over the last year or so, organizations have recommitted to diversity, equity, inclusion and belonging in the workplace. One study found that more than 71 percent of learning and development teams either have a diversity and inclusion program, or are interested in starting one this year.

My job is to help flip this script and make new workplace learning content more effective. Learning about DEIB — or any other workplace initiative — isn’t going to resonate with our audiences and inspire action unless DEIB principles are folded into the content itself. After three years of creating original learning content — specifically for corporate L&D programs — and a career in video and digital production spanning two decades, I’ve identified three key strategies to make learning content feel authentic, inclusive and an effective tool to drive change.

Build diversity into the production process

As production teams take their first steps in developing a piece of content, they might have ideas about storylines and scenarios. But having a well-rounded approach to the content at the earliest stages of production is necessary for creating inclusivity. This means understanding the intersectionality within the topics teams cover, such as the relationship between the gender wage gap and race.

To grasp these nuances and accurately portray them in content, production teams need to consult with subject matter experts, run focus groups and question biases before making decisions about what topics to prioritize and how. After this process, teams can start building narratives and hiring talent.

Executing this research process helped our team get responses about a series we are currently developing that takes an innovative approach to defining and addressing core DEIB terms. After interviewing our colleagues and clients and running focus groups about the creative idea, we pivoted the creative and editorial direction based on their feedback about our organizational needs and the topics that would speak best to our audience.

Conveying inclusion in content

To truly connect with learning content, everyone needs to be able to see themselves in the content they consume. This can mean representation in talent (being inclusive of race, gender, ethnicity and ability), but should also go a level deeper — like ensuring scripts use inclusive language and source art, music and graphics from a diverse group of artists. The context of the video, the atmosphere that’s portrayed and the language used all hold weight in supporting inclusivity.

Applying inclusivity to every digestible aspect of content avoids turning people into props and upholds authenticity. And, often, that includes the composition of the production team. Having a diverse team made up of people with different backgrounds is key to ensuring content supports different perspectives and identifying ways to bolster inclusion throughout the entire production process.

Making content accessible

People learn in various ways, or may face different barriers to learning. To make sure everyone can still learn effectively, it’s important to offer a wide range of content, or provide different versions of the same content so it’s accessible to everyone.

When we produce a video, for example, we make sure the transcript clearly delivers the message on its own. This way, someone who only listens to audio or someone who is visually impaired, receives the same experience without relying on visuals. Providing a transcript also allows learners — particularly those who don’t learn by listening or have hearing impairment — to follow content in real time, or download and print the content to access later offline.

Making it possible for employees to learn at their own pace or method promotes more learning equitable opportunities, allowing even more people to benefit from the content.

Measuring the impact of inclusive learning content

When learners engage with content that authentically resonates, they’re more likely to complete L&D courses. Learners will want to return for more and may start proactively seeking it out rather than waiting for their managers to assign it.

But, more importantly, inclusive learning content can make a real impact on people’s experiences at work. The first original series that I produced with Cornerstone, called DNA — Digital Native Advancement — was created to help Gen Z employees improve interpersonal skills while bringing their true, authentic selves to work. One DNA lesson included a scenario that depicted a young lesbian woman who wanted to put a picture of her and her partner out on her desk. After the woman comes out to her coworkers, they react positively and accept her. The takeaway: Be authentic. Don’t leave yourself at home.

A month later, a colleague shared a story with me that after watching the content, their teammate came out to them because they felt proud and secure knowing that their organization would be supportive. My colleague told me, “I couldn’t wait to tell you this, because that is an immediate cause and effect of the impact of the kind of content that we’re creating here.”

It will probably be one of those moments that I’ll remember for the rest of my life, and part of the reason why I continue to create inclusive learning content to improve the experience for everyone at work.

Shared Content; Chief Learning Officer; Author:  Douglas Segers