How to Get Started With Inclusive Training

Inclusive teaching and training practices are important for all learners, no matter their area of work, position, or organization type. This does not mean training people on inclusivity, but rather the on-the-ground practices that trainers use to engage with and honor the diversity of learners.

What are inclusive teaching practices?

Inclusive teaching helps eliminate marginalization and exclusion so learners can access and engage with all aspects of quality learning. It also focuses on equity and success for all learners through engagement, representation, and support.

Inclusive teaching is intentional and takes a concerted effort by the trainer. It’s more than being friendly and open. A trainer should know their learners and understand what they need to succeed. If gaining that level of knowledge about individuals is not possible, then strive to create a learning environment that values diversity of thought and provides a safe setting for people to be themselves.

Why use inclusive teaching practices?

Inclusive teaching practices help keep learners motivated, engaged, and connected to what they are learning. For example:

• Learners who see people who look like them in training materials feel they are important and that the training content applies to them, keeping them more engaged.

• Accessible training materials (for example, closed captions on videos and documents formatted for screen reader compatibility) ensure all learners can fully engage with content.

• By establishing an open learning environment (encouraging questions, sharing personal examples related to content, and using preferred learner names) people are more likely to want to participate and contribute.

Ultimately, inclusive teaching practices can mean the difference between a learner simply “checking the box” or fully participating in the learning experience.

Where to start?

If you see the value and importance of inclusive teaching, you’re ready to jump in and get started! To begin, focus on the following three areas:

Learn about your learners: For training to be successful, it must directly address learner needs. Don’t assume you know who your learners are and what their needs are. Conduct a learner analysis survey to get accurate insights. If this isn’t possible, talk to current employees. What didn’t make sense to them in past trainings? What barriers did they experience when transferring their training to the organizational culture? What concerns or questions did they have?

Create a culture of inclusion: Think about the language you use, be aware of how the comments and actions of learners affect other people during training sessions, allow all voices to be heard, and help learners see that not everyone sees things as they do. Create a safe space where diverse ideas, perspectives, and views are welcomed and accepted.

Know yourself: Most importantly, know who you are as a trainer and why you train as you do. Take time to examine your pre-conceived notions about your learners and question where those came from and their accuracy. Do you focus equally on everyone in a training? Or do you show a preference for those who are similar to you? Do you make assumptions about why a learner engages as they do (for example, why someone isn’t participating) or do you get to know that person?

It’s not fully on the shoulders of a trainer to create an inclusive learning environment, but adopting even a few practices can result in a more positive, motivational, and engaging experience for all learners.

Want to learn more? Consider earning your Master’s in Adult Education and Training online with Colorado State University. Study with experts, build your knowledge, and stand out in your field.