• 45% of L&D professionals planned to deploy DEI programs in 2022, up from 34% in 2021.

  • 55% of L&D professionals say their department owns or shares responsibility for company-wide DEI strategy.

  • 86% of financial executives at companies in North America said they were expanding their budgets for DEI training.

  • 80% of employees want to work for inclusive companies.

Tulshyan offers a BRIDGE framework for making this shift:

  • Be uncomfortable

  • Reflect on what you don't know

  • Invite feedback

  • Defensiveness doesn't help

  • Grow from mistakes

  • Expect change takes time

In her LinkedIn Learning course, she offers a number of different ways to think about accountability as well as techniques to create this accountability:

  • Feedback from the bottom up: Conduct year-over-year surveys and find other ways to elicit direct, candid user feedback. 

  • Measuring from the top down: Start with the CEO, turning feedback into data and data into action.

  • External transparency: Connect with your community via focuses on employer branding and diverse talent attraction.

Recommendations include:

  • Integrate multi-pace instructions and formats that support various learning styles.

  • Consider adding visuals to support differentiated learning. For example: icons, graphs, and timelines.

  • Create experiential learning opportunities by building in scenarios that apply to everyday life. 

  • Add social elements, and help learners connect and communicate outside of the course to learn more about each other.

  • Incorporate different demographics into your content and ensure language translates to a global audience.

  • Experiment with different types of instructional methods that resonate with multi-generations.