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.
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