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The 3 Goals of a DEI Learner Journey

Q: What is a DEI Learner Journey for your organization?

A: It’s a strategic roadmap, tied to key competencies, that uses different approaches to help embed DEI (Diversity, Equity, Inclusion) principles across a range of systems and operations throughout an organization.

DEI training is most impactful if it is part of a plan that is strategic, holistic, sustainable and scalable. The DEI Learner Journey covers various topics and learning objectives for each audience level, based on their unique needs and their DEI maturity level. It also provides learner the control to choose their own path.

Q: Why would you create a DEI learner journey?

A: If any of the following scenarios are familiar, consider creating a DEI Learner Journey:

  • If you’ve been offering DEI training in an ad-hoc manner with no plan or outline
  • If people walk away from trainings asking, “That was great, but…what now?”
  • If your organization does not have metrics to measure the success of DEI trainings
  • If your organization lacks customized training topics based on needs

These common situations offer a rich opportunity to develop a holistic and transformative experience for your organization through the creation of a DEI Learner Journey.

Q: How does a DEI Learner Journey help change the minds and hearts of the people who go through the journey?

A: With exposure over time to variety of content across a range of training modalities, including video stories and narrative arcs, learners have the opportunity to both reflect and apply what’s been learned, and can adapt to the sometimes-uncomfortable feelings that accompany change and growth.

The DEI Learner Journey also empowers leaders to think broadly about systemic change in addition to behavioral change, and how the two interconnect.

The learning objectives are aligned to different target audiences with their function and role, as well as to the key objectives and goals of the organization. The journey includes leader, manager, and independent contributor tracks.

An organization in the example could choose to train all hiring managers and talent acquisition leaders on Unconscious Bias in Recruitment & Hiring to address individual mindset and levels of understanding.

The learner journey might start with e-learning for everyone, transition into targeted instructor-led training with workplace scenarios, and then offer a survey to measure success six months later.

3 Goals of the DEI Learner Journey

In order to build a shared foundation among employees before taking deep dives into specific topics, the learning objectives must be clear and accessible. They feature the following 3 areas:

  1. Developing Empathy: Through impactful stories, research, and insights
  2. Becoming Aware and Respectful: By raising self-awareness and practicing inclusive behaviors
  3. Taking Action: Implementing individual and systemic changes

These goals have been developed with an awareness of the 3 pillars of the behavioral design model developed by Stanford University psychologist BJ Fogg: motivation, ability, and triggers.

Best Practices of the DEI Learner Journey

Sustainable: A bite-sized and just-in-time learning approach keeps DEI on top of employee minds.

Scalable: A combination of digital, virtual, and live approaches makes this solution scalable. Content is translated and localized for a global audience.

Multi-year: While each program and topic can be accessed as a stand-alone, the entire journey provides a 2-3 year roadmap.

Multi-modal: The journey includes immersive and engaging modalities such as microlearnings, storytelling, recorded stand-up comedy, recorded interactive theater, animation, apps/gaming, online toolkit, and virtual reality.

What Does the User Experience Look Like?

At IBIS, an immersive interactive environment connects the learning topics and assets. Learners can get the opportunity to experience the learning activities in simulated office settings.

In addition to the creative aspects of the experience, the program is designed to be holistic and all-encompassing. Programming elements and topics cover individual behaviors and skills as well as organizational systems related to workforce, workplace, and marketplace. This strategic approach helps embed DEI in all aspects of the organization.

Every Learner Journey is Unique

Resulting in growth, change, and action, DEI Learner Journeys are designed to engage learners and benefit organizations in their efforts toward DEI goals.

Each learner brings their own experience, perspective and sense of curiosity to the journey.

IBIS provides a rich set of resources to support individual needs and goals in order to develop learners, but in the end, it’s the individual – and the organization – who make it work for them.

Are you interested in learning more about how IBIS can help your organization develop DEI Learner Journeys? Contact us today.