How L&D Supports Inclusion for Women

As the #metoo movement ushers in a new era of workplace laws (including a sweeping set of revisions to New York’s this October), the public is becoming more aware of the ways in which harassment can often linger in plain sight. For learning providers like us, it’s clear that part of our duty needs to be supporting a more inclusive workplace for women. This is true for everything in our library, from the obvious topics like sexual harassment prevention to less obvious ones like best practices for hiring and leadership.

On May 3, I joined our content partner Cornerstone OnDemand and fellow learning provider CyberU in a discussion of corporate diversity, with a focus on gender. Throughout the conversation, we returned frequently to the role played by unconscious bias in silently disadvantaging women across a range of different scenarios. Our discussion spotlighted four areas of the workplace where unconscious bias is especially prevalent–and where content can promote a more enlightened, inclusive culture. These areas were Performance Management, Learning, Hiring, and Compensation.

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