eLearning DEIB may be the key to this lens
Using eLearning, organizations can reach their entire employee population regardless of geographical location or time zone. Additionally, it can be one of the best equalizers when it comes to addressing an emerging aspect of Neurodiversity, Diversity, Equity, Inclusion, and Related (DEIB). As a result of the COVID-19 epidemic, many organizations have reconsidered how to keep track of how they teach, virtual learning and eLearning. Education-related organizations and corporates have been able to achieve full remote operations in more than a year, regardless of their domain expertise. Internet service is available at lightning speed over a wide area in rural or urban settings. In the past, students were confined to the classroom with a different way of teaching. The development of distance education has also facilitated the ability to learn in different ways.
So what does this change mean for people with a range of different education needs who can’t afford a physical classroom? These people are called neurodivers learners. Neurodivergent individuals have specific cognitive, behavioral, and social characteristics. These individuals may experience some difficulty in concentration, memory, organization, perception, and even order or patterns, standard classroom settings. Although these differences were once considered disabilities, disabilities or disorders, they took the form of many different diagnoses such as dyslexia, sensory integration disorder, attention deficit disorder, hearing impairment disorder, autism, and even dementia. Neurodiversity is the state of identification of differences in neurological function between individuals.
Progressive learning institutions know that differences need to be emphasized and embraced. Learning is not a “one-size-fits-all” technique manifested by these differences, and therefore should not be limited to the options available to its students. There is no universal way of thinking, and therefore not everyone needs to be taught the same way. As a result, labels that once tarnished this generation are no longer a concern, nor do they indicate incompetence. As a result, they have been replaced with the term “neurodiversity,” or the idea of being different in itself is now acceptable. Instead, neurodiversity is considered a new standard. Society has accepted discrimination. This is an event that has to stay here.
Lifelong learning key
The ability to recognize, appreciate and promote neurodiversity is the ultimate key to lifelong learning in organizations. Successful careers depend on learners being successful and engaging in their careers and continuing learning, and one-size-fits-all learning does not ensure the success of neurodegenerative individuals. So, what’s missing? More neurodivers learners are bypassing the physical classroom for seats in virtual classrooms or asynchronous e-learning programs of their choice, thus binding to inclusive programs tailored to their needs.
Many organizations offer an array of classroom-based programs, but why settle for a direct instructor approach? These programs are run at someone else’s convenience. Instead, institutions are bent on providing hybrid approaches to learning. A hybrid approach combines personal and virtual learning in an effort to provide multiple experiences for students. Studies have shown that when at least one of the learner’s favorite learning modes is included in the learning delivery, they tend to view the overall experience positively. The best option for today’s neurodivers learners is to fully automate their learning process. There is a wide range of benefits offered through this route. In eLearning, the learner is the one who controls their learning. With control, learners have the ability to determine what to learn, and when, how, and why they want to learn it. This eliminates the problem of those who do not share the same or different interests.
For these like-minded people to be successful, they must have the skills to work before they graduate. It is imperative that they be given special guidance and reinforcement to enable them to understand their place in the job market and enable them to transform from study to career. A variety of programs are needed to engage them. Long-term success can only be achieved when these online learners are fully involved. Beneficiaries of such diversification, equity, inclusion, and affiliate (DEIB) programs gain a foothold while engaging and engaging in their area of expertise. These programs serve as a guide to encourage optimism about their future success. In the long run, this leads to higher retention rates, and neurodiverse learners will better understand what they need to do and how they are expected to perform.
Once they complete higher education, it’s time to move on to the workforce. A neurodivers person has extraordinary skills, including problem-solving abilities, complex mathematics, and pattern recognition. However, they have trouble meeting employer expectations. For four of our five neurodivers employees, it has been difficult to continue their careers beyond the first year. To combat this, some employers are reorganizing their HR processes to promote the recognition of neurodiversity to increase employee engagement. Corporate organizations that have already taken steps to promote their employee-centric programs have seen drastic increases in productivity, higher employee engagement, and higher retention rates than their counterparts who have not taken these steps.
Adapting the workplace to the needs of neurodivers learners
To adapt the workplace to the needs of neurodiversity, companies need to study how to make these innovations a success. Promoting positivity within the organization enhances the morale of all employees, and productivity levels are high for both individual employees (excluding the department) and the corporation as a whole. Diversification, equity, and inclusive initiatives are critical to the success of corporations in all industries, regardless of the nature of the product, process, or technology that companies offer to the public or private sector.
Focusing on well-being and peak performance can provide insights on how successful programs promoting DEIB can unlock personal and professional potential through purpose and passion. A recent study outlines six strategies designed to promote the workplace:
- Accept the feeling.
- Lead the charge.
- Get the point.
- Become a collaborator.
- Promote collaborators.
Organizational impact is driven by diversity and inclusion. There are try-and-true processes that allow leaders to feel empowered, and as a result, set the tone for inclusion within the organization. Embracing Neurodiversity is an integral part of any successful program. As a result of such programs, the workforce has begun to respectfully adapt to neurological diversity. The initial development of DEIB training initiatives enables corporations to better understand the vast array of different types of human brains. The inclusion of these elements will improve corporate success and is considered a wise business practice.
The diversity within the corporation increases the chances of the corporation achieving higher revenue growth. Having a more diverse leadership team is more cost-effective than not having diversity between backgrounds and genders. Additionally, the organization’s staff strives to promote inclusion within a diverse environment. There is no doubt that diverse, inclusive workplaces are more attractive to people than similar ones.
How to promote diversity, equality, inclusion, and the like
Adding variety to the list of talented candidates is a way to break the mold. The most prestigious brands in the world have placed DEIB at the center of their organization. To accomplish this, DEIB strategies and best practices are woven into the staff experience. Creating an inclusive environment for each employee helps organizations build a structure of accountability, a sense of purpose, and authenticity. Even small organizations need to be immersed in promoting diversity, equality and inclusion within their corporations. To get it into your own organization, here are some tips to consider.
- Start a mentoring program to promote diversity at all levels within the organization
All roles, including those in leadership positions, can be useful. The likelihood of progress within an organization increases when advice is present.
- Use specific forms of inclusive language to create a culture that feels inclusive
Instead of labels based on gender or ethnicity, use common audience words such as everyone, coworkers, and teammates. Before addressing someone, make sure you ask for their pronouns. It is important to avoid making assumptions about people.
- Give everyone an equal chance to speak
Start an outreach program to address the issue of diversity and what it means for the organization as a whole. The goal is to give everyone a clear understanding of what diversity is.
- Make sure the candidates you consider are qualified, as well as diverse, and able to make significant contributions to your team.
Everyone is entitled to equal opportunity. Make sure your talent team has a diversity branch that focuses specifically on dealing with these potential workers. A blind resume screening process can further facilitate the recruitment of different candidates.
- Understand that your workforce is made up of people from different backgrounds and religions
Focus on the upcoming holidays in celebration of diversity.
Last but not least, Neurodiversity is an indicator of the changes that have taken place within eLearning. Recent changes in what constitutes a new standard for today, tomorrow, and forever have made diversity and inclusive programs necessary to promote the success of neurodivers in higher education and beyond. It’s time for a change. How ready is your organization?