It’s Black History month and we are all about intentionally educating ourselves during this time…

and ongoing.

Let’s be real. Out of all the modern learning work we could do as L&D professionals, DEI (diversity, equity, and inclusion) is not a one-and-done event.
While Diversity, Equity, and Inclusion programs have been a part of many organizations for years, in the last 12 months we have seen a big shift in the push and desire for DEI “programming” in the workplace. Oftentimes, L&D is brought in to assist and/or lead these efforts without a clear and defined strategy as to how our work can help grow long-term organizational DEI capabilities.

In the clip below, I share how to use the Change Action of the Learning Cluster Design (LCD) model to create deeper, more anchoring notions when it comes to operationalizing DEI in the workplace. I give L&D professionals four questions to ask to identify how the organization expects to see a shift in day-to-day behaviors.

Each of the LCD model’s five Actions can drive more impactful, powerful DEI efforts.

What do DEI efforts look like at your organization? How would they look if you used the power of the LCD model to go beyond one-and-done?

Start to next level your learning design capability to drive change in your organization. Move beyond designing programs to surrounding learners with meaningful assets on their learning arc. We are just 6 weeks away from the start of our next public workshop – with early access opening March 29th. We only offer these virtual workshops once per quarter to 15 people so register now!