Podcast Recap: Three Learning Design Principles for Your Virtual Diversity Training
Diversity training has become a priority for many nonprofits.
It may sound overwhelming at first. Diversity and inclusion can be very sensitive topics for most people.
But, there are ways to facilitate diversity training so that everyone feels a sense of belonging.
Tune in to learn more. 🎬 Watch the full episode of Learning For Good on our YouTube channel.
Episode 02: Three Learning Design Principles for Your Virtual Diversity Training
What You Will Discover:
[00:01:07]
Principle 1: Set Your Objectives.
What do you want to accomplish?
What does it look like to accomplish that?
How will you know when you’re successful?
Use your objectives to guide all the conversations, activities, and evaluations you create for the training.
[00:03:17]
Principle 2: Create Connection. Virtual diversity training requires your staff and volunteers to be vulnerable, and vulnerability isn’t always comfortable or easy. That’s why it’s important to create connections among the participants.
[00:08:29]
Principle 3: Lean in. While you may want to start the training with “easy” conversations to build relationships, establish trust, and create that connection, you don’t want to shy away from the reason your participants are attending the training. Creating a more diverse workforce or a greater sense of belonging or more equitable practices within your organization isn’t easy. Staff and volunteers will need to be encouraged to lean into the hard conversations too.
Principle 3 depends on principles 1 and 2 being done well. If you ask people to lean in but have no real objective, they may feel confused or disillusioned. If you ask people to lean in but have not created connection, they may feel hesitant or frustrated. We need all three principles to be successful in our virtual diversity training - set your objectives, create connection, and lean in.
Watch the full episode of Learning For Good - Three Learning Design Principles for Your Virtual Diversity Training.
