In the present era of cut-throat competition, Learning and development is the need of the hour for every industry, and it is more so within the technical sectors.
While the lack of diverse learning questions the credibility of a particular industry, it also affects the potential of a business.
To elaborate the thought, the more diverse workforce a business has, the more effective it is considered to be.
Hence, maintaining a diverse learning experience is essential in learning and development programs. But why exactly? Well, there are -several reasons,
Let’s take a look at the key business reasons for diverse learning and development program –
An enhanced candidate learning experience
According to research, around 67% of employees consider different learning as one of the most important factors while looking for companies.
Whether or not a company focuses on learning and development seems to be a crucial factor for many while evaluating job offers and companies.
It’s more important for the minority groups as 72% of women employees consider learning and development to give them equal opportunity to grow as their men counterparts.
A significant number of studies on L&D in the workplace have suggested that the cost of replacing a mid-range manager is 20 percent of the $40,000 salary, or $8,000. The cost of replacing a top executive, however, can be as high as 213 percent of wages.
Quite interestingly, a survey done by the National Centre of the Education quality of workforce suggests that an increase in workforce education by 10%, will lead to an increase in productivity by 8.7%.
But why so? The psychology that works behind this concept is that 67% of employees prefer to learn at work. When a diverse group represents your organization, you get multiple backgrounds, opinions, perspectives, and experience on how to run your business. It eventually helps cater to a broader range of customer needs, leading to higher profitability.
Increased engagement among employees
A couple of researches have shown that an improved learning and development program is synonymous with an engaged workforce.
Be it team commitment, seamless collaboration, or discretionary effort, and employees perform better when they learn within the organization. It also helps increase their intent to stay with the company for longer.
Well, now that the reasons to invest in a Learning experience platform are apparent enough, it is time to take a look at the challenges and how to overcome them.
Top 3 Challenges in implementing Learning & development at an organization
- Sponsorship and leadership commitment leaders ultimately drive the changes, and they are the one who leads the pack and set the tone. They endorse, approve, and adapt to new technologies and an advocate to the same.
- Culture & Habits At organizational levels individual who is resistant to changes in drag processes. It is essential to convince, the most resistant influential in adapting to the change. This creates snowball effects and leads to broader adoption of the campaign.
- Scoping & Defining the change any initiatives fail from the get-go because of unclear desired changes which the organization and its employees would have to go through. It is essential to clarify the roadmap to success and how does it impact individual role and function.
Five steps handle learning & development program for a diverse workforce –
The importance of diversity in the workforce is of vital importance to organizations to stay relevant in terms of Learning.
Therefore a balanced learning experience platform is the one that drives learning based on individual interest and their functional role.
Teach others to empathize with others work
The first and most challenging thing is to make people understand that they have unconscious bias, and it’s also applicable for yourself.
To get this over with, consider giving people an overview of what others do, and how it impacts the business. Once you can make them conscious of it, train them accordingly, and implement processes.
Encourage the managers to look for varied and complementary skill sets so that the team gets productive and stronger.
Understand the core problem
When it comes to minimizing employee despite to L&D programs, half your job is done if you are ready with a mindset to understand the issues.
First of all, try and learn what the prejudices are and how they operate. Consider conducting awareness campaigns and training so that the employees can recognize the fact.
Try to create a large scale organizational conversation about learning programs and ask for ideas about how the organization can achieve its objective of transforming this thought process.
Standardize the Learning process
According to a significant number of researches, unstructured learning & development/Training in which there is a lack of defined progress are not quite reliable to determine the suitability of the candidate.
On the other hand, a structured learning experience platform that follows the same process of flow (but with hyper-personalization) for every candidate helps standardize the process as well as minimize despise.
This also allows employers to focus on a number of factors that can directly impact the performance of the organization.
Advanced software like Yogya.ai proves to be of great help in standardizing learning and development processes. You can easily monitor and train technical talents using learning experience platforms like this.
Consider creating diversified goals
According to the industry experts, setting up diversified goals within the organization is quite effective as this helps focus on a single issue through different points of view.
However, you should be careful enough not to undermine the existing employee’s goals and skills, especially the ones who are hired or trained in those categories and /or belong to the high performing groups.
With a goal in mind, you can track the progress of individual employees towards a defined individual goal, which eventually enhances the capability of larger organizations.
Work on the job descriptions
Job listings play an undeniably important role in shortlisting and recruiting talent, and thereby creating a diverse workforce.
While crafting the job description, you have to be extremely careful as defining clear job roles and skills required for respective positions.
Refer to commonly used designation titles or give a more popular name, to ensure the reader has a clear perspective of career growth.
Well, bringing a paradigm shift in the culture has never been an easy job.
But, if you would like to see your organization -in an advantageous position in a -few years, it’s high time to take the pain and challenge every single employee in the organization towards improving their capabilities and helping an organization grow beyond 10X.
Looking to enable Learning and development at your organization using a Learning Experience Platform (LXP), give Yogya.ai a try.