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Project Data
Responsibilities: Needs Analysis, Instructional Design, eLearning Development, and Visual Design.
Type: eLearning
Date: March 2021
Target Audience: A Fortune 500 company's newly hired employees
Tools Used: Articulate Storyline 360
Challenge: Unconcious bias
Action: Assessed needs, designed and developed an onboarding solution that established the norms for open, welcoming communication.
Results: Raised awareness of unconscious bias and microaggressions and promoted an open and inclusive culture.
Summary
This concept project is an onboarding training solution is to help an organization clarified its commitment to diversity and inclusion by establishing its norms for an open and inclusive culture and help new hires develop inclusive communication skills.
Challenge
Inclusion is a challenge for companies that are even recognized for embracing a systematic approach to diversity by hiring and promoting a diverse workforce.
Companies regularly struggle with:
Equality
Equity
Bias
Discrimination
Belonging
"Hiring diverse talent isn’t enough—it’s the workplace experience that shapes whether people remain and thrive."
McKinsey & Company
Action
To create this course, I researched the challenges involved in diversity and inclusion (D&I). I was moved by the McKinsey and Company 2020 report, "Diversity wins: How inclusion matters", which is the third report in a series that investigates the business benefits of diversity. I was most intrigued by the analysis of data pulled from employee reviews posted on Glassdoor and Indeed. The report recognized that although the approach was not conclusive, the research may have generated more candid results than internal company surveys.
The report highlighted D&I best practices:
Ensure representation of diverse talent
Strengthen D&I leadership accountability and capability
Enable equality of opportunity
Promote openness and tackle microaggressions
Foster and assess belonging
In addition to researching, I also examined my own biases of white privilege. Even though I am a first-generation American, my life growing up in the white suburbia of Chicago was significantly different than my friend's life who is Filipino and Mexican and grew up in the city of Chicago. Even though she is better educated, how many more opportunities have I been given based on my appearance?
I created this course to:
Increase awareness of unconscious bias
Help an organization establish its norms for an open and inclusive culture during onboarding
Offer viable solutions that are simple to implement and scale
To create the storyboard, I designed the learning objectives and outlined the course. A design challenge I encountered was making the course engaging and clarifying the animation instructions while learning the program. I overcame the challenge by completing a Storyline course while developing, incorporating choices, interactives, and variables, and continually iterating as I developed.
Results
As a result of this onboarding training, my hypothetical Fortunate 500 company clarified its commitment to diversity and inclusion by establishing its norms for an open and inclusive culture. It helped new employees increase awareness of unconscious bias, and helped develop an inclusive culture that embraces a diverse range of perspectives and fosters a sense of community and belonging.
To measure the success of this project, I would evaluate the assessment results to find the most common forms of unconscious bias. I would also continually assess the company's culture through a quarterly diversity and inclusion survey that addresses openness and belonging and use the metrics to make informed decisions to continually improve diversity and inclusion.
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