IDEAL21 - The Inclusion, Diversity, Equity, and Accessibility for Learning Conference

How do we in L&D, including both those who hold more privileged identities and those who don’t, connect meaningfully to conversations on racial equity, process our feelings and perceptions, and design learning experiences that are equitable? In this session, we’ll discuss L&D’s role in cultivating racial equity and participants will walk away with key resources and actions.

As DEI evolves, many are starting to challenge the efficacy of the field in producing real, meaningful change in organizations. In this session, we will explore how trainers can be champions for real impact, but first must learn to determine what is real and what is merely performative. We will discuss how DEI goes beyond simply surface-level human relations in the workplace, and must address the deep systemic change that in turn influences culture and workplace behaviors.

What components of diversity training is your organization missing? Do all of your employees feel comfortable bringing their whole selves to work? Star will discuss how to make your organization more welcoming to members of the LGBTQIA+ community and how best to accommodate individuals with disabilities. This will include supporting neurodiverse employees as well as transgender employees who are transitioning.

Data is a powerful tool. Join Dezirae Choi as she delves into ways data can strengthen your DEI efforts. Dezirae's session will focus on Data Resources and Data as the Foundation of your Direction.

In this session, we will explore how the use of empathy mapping alongside UDL can promote inclusive mindset development and practice. Both gaps and opportunities will be discussed where organizations can identify ways to design more equitable experiences for all organizational members.

This session will highlight that companies’ and organizations’ Diversity and Inclusion journeys can be strengthened by: 1) highlighting that since we are all multicultural beings, it’s necessary for individuals to reflect on the full range of their multicultural identities, while also specifically focusing on which identities have been marginalized in difference spaces and 2) focusing on incorporating empathy and workplace wellbeing.