Training Industry Magazine - Winter 2022 - 41

DEI goals not only contribute to the
operations of an organization but can
also change how their workforce live
their lives outside of work. It's paramount
to ensure that the organization is truly
aligned with the DEI learning initiatives
and this is communicated with an
accountable strategy.
Lastly, IDs are magicians that bring a
learning strategy to life. After researching
and obtaining key data points about the
audience and the organization, the ID
can construct learning objectives that
will be guiding points for the structure
of the custom learning initiatives. From
understanding what motivates the
learners, knowing how they learn and
what the end goal should be, they are
able to design and develop creative
learning experiences that set the tone
for real change in DEI.
THE KEY TO MAKING A
MEASURABLE IMPACT
FOR DEI
IDs already have the skills that can
transfer to the development of DEI
learning content, but it takes everyone
to make a measurable impact and
change. Change starts from the top
down with support from the bottom
up. Ensuring the executives are on
board for the change initiative shows
how important DEI is to the company.
The workforce will take notice when
the messages are coming from the
executives. And when learners
are
involved in the conversation with their
managers and input is welcome and
considered, it changes the dynamic of
the company.
Bringing everyone in the huddle and
working with the employee resources
groups and DEI experts confirms to the
workforce that everyone has a voice
and should be represented. When
the leaders from all the groups can
provide their insight and review on the
learning initiatives, their communities
will be able to see themselves in the
solutions that are provided and know
that their views and feelings were
considered.
DEI will thrive if the organization is
strategic and allows it to be embedded
into
the
infrastructure.
Outside
IN SUMMARY
There is a clear connection between L&D
and DEI and a learning professional like an
instructional designer already possesses
the transferable skills to produce dynamic
learning solutions for DEI.
Some of the main responsibilities of an
ID are to research and get to know the
organization, learner and subject matter.
They analyze the data and information
they gather to align it to the overall
goals of the business or organization.
Lastly, they will construct and develop
engaging learning experiences.
of
providing learning solutions, DEI must be
involved in recruiting initiatives, hiring,
performance reviews and evaluations,
leadership development, succession
planning, leadership and new
manager development, and employee
engagement and relations reporting.
The employees can be trained on DEI
but need the right tools to carry it out
and ensure that biases are addressed
- and people are held accountable for
their actions.
With the skills IDs can transfer to DEI,
they are able to contribute to the
impact by creating a blended learning
solution that includes workshops, virtual
forums, eLearning courses, toolkits
and resources for managers and team
members on a suite of topics such as
unconscious bias, microaggressions,
debiasing
feedback,
performance
review, inclusive goal setting and
practicing thoughtful allyship.
TRAINING INDUSTRY MAGAZINE - WINTER 2022 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
In the case of DEI, everyone has a role
to play to ensure it makes a measurable
impact, from the CEO to the entry-level
employee. Everyone's voice should be
heard and represented.
Tackling DEI at any organization isn't
an easy feat. But by applying existing
skills, utilizing research, working with
experts and leading with compassion
and empathy, it can be life-changing to
the organization and everyone that is
associated with them.
Antoinette Alexander Adefela is the
founder and CEO of Exp.Design LLC.
As an ATD Young Leaders One-toWatch
award recipient and Forbes Next
1000 honoree with over 10 years of
experience, Antoinette has consulted for
top companies such as Apple, Google,
Facebook, ResMed, and ConocoPhillips
in various departments such as diversity
and inclusion, business education,
customer/partner support, and global
learning. Email Antoinette.
| 41
https://www.trainingindustry.com/magazine

Training Industry Magazine - Winter 2022

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2022

The Future Is Now
Table of Contents
The Empathy Model: Designing Virtual Experiences
Emerging Trends for Educational Technology in Pandemic Time
3 Keys to Effective Leadership Training
Diversity, Equity and Inclusion: The Trifecta Approach to Attracting Great Talent
Winning the War for Talent with Agile Learning
How to Build Equity into Remote Work and the Hybrid Workplace
The Training Was Fun! But Did It Impact the Business?
Organizational Practices for Leading L&D Digital Transformation
The Trust Crisis: The Skills Every Leader Needs to Rebuild Trust in the Post Pandemic Workplace
Professional Development: Future-skilling Your Workforce
The Intersection of L&D and Diversity, Equity and Inclusion
Unraveling Complexity with a Culture of Coaching
The Evolution of L&D: From Sales Enablement to Sales Readiness
Adaptive Organizations Need Adaptive Leaders
Training for Speed to Proficiency
The Power of Creativity in Learning
How Blended Learning Increases Stickiness and Reduces Ramp Time
Career 2022: What Does It Mean?
Optimizing the Social Brain During Hybrid Work
Udemy Goes Public
Company News
Training Industry Magazine - Winter 2022 - 1
Training Industry Magazine - Winter 2022 - Cover1
Training Industry Magazine - Winter 2022 - Cover2
Training Industry Magazine - Winter 2022 - CT1
Training Industry Magazine - Winter 2022 - CT2
Training Industry Magazine - Winter 2022 - The Future Is Now
Training Industry Magazine - Winter 2022 - 4
Training Industry Magazine - Winter 2022 - 5
Training Industry Magazine - Winter 2022 - Table of Contents
Training Industry Magazine - Winter 2022 - 7
Training Industry Magazine - Winter 2022 - 8
Training Industry Magazine - Winter 2022 - The Empathy Model: Designing Virtual Experiences
Training Industry Magazine - Winter 2022 - 10
Training Industry Magazine - Winter 2022 - Emerging Trends for Educational Technology in Pandemic Time
Training Industry Magazine - Winter 2022 - 12
Training Industry Magazine - Winter 2022 - 3 Keys to Effective Leadership Training
Training Industry Magazine - Winter 2022 - 14
Training Industry Magazine - Winter 2022 - Diversity, Equity and Inclusion: The Trifecta Approach to Attracting Great Talent
Training Industry Magazine - Winter 2022 - Winning the War for Talent with Agile Learning
Training Industry Magazine - Winter 2022 - 17
Training Industry Magazine - Winter 2022 - 18
Training Industry Magazine - Winter 2022 - 19
Training Industry Magazine - Winter 2022 - How to Build Equity into Remote Work and the Hybrid Workplace
Training Industry Magazine - Winter 2022 - 21
Training Industry Magazine - Winter 2022 - 22
Training Industry Magazine - Winter 2022 - 23
Training Industry Magazine - Winter 2022 - The Training Was Fun! But Did It Impact the Business?
Training Industry Magazine - Winter 2022 - 25
Training Industry Magazine - Winter 2022 - 26
Training Industry Magazine - Winter 2022 - 27
Training Industry Magazine - Winter 2022 - Organizational Practices for Leading L&D Digital Transformation
Training Industry Magazine - Winter 2022 - 29
Training Industry Magazine - Winter 2022 - 30
Training Industry Magazine - Winter 2022 - 31
Training Industry Magazine - Winter 2022 - The Trust Crisis: The Skills Every Leader Needs to Rebuild Trust in the Post Pandemic Workplace
Training Industry Magazine - Winter 2022 - 33
Training Industry Magazine - Winter 2022 - 34
Training Industry Magazine - Winter 2022 - 35
Training Industry Magazine - Winter 2022 - Professional Development: Future-skilling Your Workforce
Training Industry Magazine - Winter 2022 - 37
Training Industry Magazine - Winter 2022 - The Intersection of L&D and Diversity, Equity and Inclusion
Training Industry Magazine - Winter 2022 - 39
Training Industry Magazine - Winter 2022 - 40
Training Industry Magazine - Winter 2022 - 41
Training Industry Magazine - Winter 2022 - 42
Training Industry Magazine - Winter 2022 - Unraveling Complexity with a Culture of Coaching
Training Industry Magazine - Winter 2022 - 44
Training Industry Magazine - Winter 2022 - 45
Training Industry Magazine - Winter 2022 - The Evolution of L&D: From Sales Enablement to Sales Readiness
Training Industry Magazine - Winter 2022 - 47
Training Industry Magazine - Winter 2022 - Adaptive Organizations Need Adaptive Leaders
Training Industry Magazine - Winter 2022 - 49
Training Industry Magazine - Winter 2022 - 50
Training Industry Magazine - Winter 2022 - 51
Training Industry Magazine - Winter 2022 - 52
Training Industry Magazine - Winter 2022 - Training for Speed to Proficiency
Training Industry Magazine - Winter 2022 - 54
Training Industry Magazine - Winter 2022 - 55
Training Industry Magazine - Winter 2022 - 56
Training Industry Magazine - Winter 2022 - 57
Training Industry Magazine - Winter 2022 - 58
Training Industry Magazine - Winter 2022 - The Power of Creativity in Learning
Training Industry Magazine - Winter 2022 - 60
Training Industry Magazine - Winter 2022 - 61
Training Industry Magazine - Winter 2022 - How Blended Learning Increases Stickiness and Reduces Ramp Time
Training Industry Magazine - Winter 2022 - 63
Training Industry Magazine - Winter 2022 - 64
Training Industry Magazine - Winter 2022 - Career 2022: What Does It Mean?
Training Industry Magazine - Winter 2022 - 66
Training Industry Magazine - Winter 2022 - Optimizing the Social Brain During Hybrid Work
Training Industry Magazine - Winter 2022 - Udemy Goes Public
Training Industry Magazine - Winter 2022 - Cover3
Training Industry Magazine - Winter 2022 - Cover4
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