We are in an interesting time right now. There is a spirit of inclusivity because people want to be with people. Whether that be coming back into face-to-face settings or online, people want to join in right now. Coming out of the past few years, we have noticed a shift in energy this year. People are eager to include everyone, try new approaches, experiment, and display creativity.
People are more open and genuine, as they want to connect. We are sensing a genuine interest to involve all individuals and retain the best team members, fostering their engagement and dedication.
For me, an inclusive learning culture is where participation in learning programs is something people can choose to do, rather than be mandated. By avoiding prescription regarding who can join, the potential for unconscious bias based on individuals backgrounds, location and skills is diminished, thereby enhancing inclusivity. If we build learning experiences that engage a range of learners to volunteer, then you are selecting from people who are motivated to be involved and eager.
One of the keys to fostering an inclusive learning culture lies in creating opportunities for everyone to participate and contribute. This involves promoting a culture that values open communication and encourages individuals and groups to share their thoughts and perspectives, whether they are similar or different.
At the heart of this approach are people who are encouraging and supportive, who actively listen to others viewpoints and collaborate to make sense of them. Such efforts should be happening in a formal learning setting, but they should also be part of the cultural fabric of day-to-day interactions. Whenever people come together, it can be an opportunity to share thoughts and ideas and for everyone to feel empowered to contribute to the collective learning process.
Open heart and open mind
Look at your teams and lean in with an open mind and open heart. Be prepared to listen to your team and create an environment where everyone has the opportunity to contribute. They don’t have to, but they have the chance to. As a leader, refrain from being the first to speak and instead prioritise hearing from your team members first.
Encourage collaboration no matter the setting
Whether it is a group forum setting with senior executives, or a routine team meeting, treat these as an opportunity for everyone, regardless of their status in the organisation, to collaborate and hold space for everyone.
Accommodate for diverse needs
From my experience in facilitating sessions and collaborating with individuals from different backgrounds, I have learnt and understood the significance of acknowledging and accommodating the distinct learning needs of each individual. As an example, recognising the value of visuals, appropriate lighting and alternative modes of communication for individuals with hearing impairments, and proactively addressing these needs to ensure they have the same opportunity to participant in learning programs.
Assess and improve
Continuously assess and improve learning programs to ensure that they remain inclusive and welcoming to all learners. Seek feedback from learners and use it to make improvements and adjustments as needed.
As we create learning experiences that facilitate diverse ideas, perspectives and knowledge, inclusive learning is a significant opportunity for individuals, teams and organisations to harness the collective wisdom of everyone in across your organisation. How inclusive is your learning?
