Diversity, Equity, and Inclusion
An array of innovative approaches focusing on Diversity, Equity, and Inclusion initiatives. Here, the emphasis is on crafting interactive content that engages learners actively. I specialize in developing virtual learning experiences rooted in Universal Design for Learning principles, ensuring accessibility and inclusivity. Additionally, my work centers on strategies to augment the accessibility and perceived value of DE&I content, fostering engagement and meaningful learning experiences for all participants.
Learning through Exploration and Discovery: Diversity, Equity, and Inclusion Hub
An interactive eLearning solution designed using a Learning Through Exploration and Discovery (L.E.A.D.) model provides voluntary, self-led DE&I resources, and participants are invited to participate in social-emotional learning through online community-based discussion boards. Content included in the module includes Unconscious Bias, Belonging Moments, Exploring Privilege and Allyship, as well as individual Hubs for the Women’s, Multicultural, Pride, and Veterans Employee Resource Groups.
Performance Gap: The primary learner group for this learning solution is the “Content Expert.” These learners are highly educated professionals with extensive work experience. Their experience and qualifications bring many assets to their work. Still, the expertise does get in the way of their own ability to listen to their employees around issues of DE&I and to challenge their privilege and unconscious bias. One learner needs for this audience is the ability to approach learning opportunities from a position of control over their choices regarding interacting with the material. These learners do not like being forced to follow a specific, prescriptive path. Instead, they prefer self-guided exploration and choice. The module addresses this need by structuring the learning module as a LEAD experience, where learners are presented with an authentic, relevant work scenario and asked to explore the content to determine their solution to the scenario. Learners can then choose to interact with all or some of the material and do not require 100% of page views to achieve completion.
Learning Solution: This module is designed as a workplace training module for a pharmaceutical manufacturing company. The primary audience includes Executive and Senior Managers responsible for making decisions around company policies and practices that impact DE&I issues and employees selected to serve on the Diversity, Equity, and Inclusion Council and lead Employee Resource Groups. The secondary audience includes individual contributors within the organization. The module is not mandatory compliance training but an open resource that will receive continuous monthly updates to stay relevant to the community's needs.
Learning Tools: Articulate Storyline is used to develop a LEAD module to explore various ideas and concepts. Each central concept is built in Articulate Rise or Storyline 360 and embedded within the module. The DE&I Hub is scalable and easily updated. The current module contains over 30 individual interactive components.
Self-Paced E-Learning: Exploring Privilege and Intersectionality
The following work sample outlines an example of a microlearning module with interactive components designed to introduce employees to the concepts of privilege and intersectionality.
Performance Gap: Through the company's annual employee survey and individual surveys conducted by Employee Resource Groups, HR identified a significant disparity in the comprehension of intersectionality and privilege. This gap was notably prominent between managers and hourly employees. The company's structure reflects a distinct pattern: hourly workers are primarily racially diverse, belong to a lower socio-economic class, and possess lower levels of education. In contrast, managers and supervisors predominantly represent the white, upper-middle class, and highly educated demographic within the organization's hierarchy. These findings underscore the critical need for the implementation of more inclusive management strategies to bridge these gaps effectively.
Learning Solution: The e-learning solution is designed to provide employees the opportunity to privately complete a virtual “privilege walk” to gauge their sense of privilege and how their unconscious bias could be shaping their management strategy. Included in the module are videos and interactive knowledge checks to help managers apply these principles to real-world scenarios they may face at work.
Learning Tools: The learning solution would be built in Articulate Storyline.
Virtual Glossary: Self-paced Resource for Employees to learn about LGBTQ+ terms
The work sample is an example of an interactive glossary, designed as a self-paced, “Just-in-Time,” resource for employees to learn more about the LGBTQ+ community and key terminology used within the LGBTQ+ community.
Performance Gap: A survey conducted by the Pride Employee Resource Group at a manufacturing plant demonstrated that employees had a high level of discomfort (over 30% of employees indicated this option) when it came to asking about terms and issues associated with the LGBTQ+ community.
Learning Solution: The e-learning solution is designed to provide employees with an interest in learning more about the LGBTQ+ community or with questions surrounding the proper terms and language when discussing LGBTQ+ issues access to a learning resource that can be used in private..
Learning Tools: The learning solution would be built in Articulate Storyline and utilize videos and images.
Microlearning: Working with Neurodiverse Coworkers
The following work sample is an example of a microlearning created for customer service and sales team representatives focused on awareness around neurodiversity and how to create successful team environments for all coworkers.
Performance Gap: Managers in the customer service and sales departments, recognized through employee feedback and discussions that misunderstandings around work styles and management of neurodiverse coworkers and customers were a major stumbling block in creating clear communication and creating an inclusive work environment where all team members felt valued.
Learning Solution: The e-learning solution is designed to provide an introduction to various neurodiversity styles as well as provide tips and strategies for how to create an inclusive space for all team members.
Learning Tools: The learning solution would be built in Articulate Storyline.