Solution
Diversity
Diversity in the workplace means having differences in gender, education background, cultural backgrounds, age, religion, abilities and beliefs (Ali, 2022). Diversity in LMD initiatives is integral to achieving equality and recognising that people are different. It is about understanding that there is no one-size-fit for all and hence, learning materials should be designed in a way that recognises individual differences. Some key aspect to consider when designing LMD initiatives include cultural norms and expectations and language differences.
The importance of considering cultural norms and expectations and language is to avoid discrimination and conflicts as well as miscommunications (Barratt‐Pugh et al., 2020). Successful LMD initiatives that include diversity can reduce discrimination and miscommunication during the design and delivery of learning. With a LMD initiative that integrates diversity, United LEC can train its people how to collaborate with anyone from various backgrounds. HR managers will also be able to reduce conflicts as everyone feel their differences are valued and recognised. Another reason is that managers should create a learning programme that has appropriate language for everyone. Some people form a different culture may have challenges in understanding some concepts. For this reason, it is important to ensure learning content is translated into multiple languages to ensure everyone can understand well. Trainers should understand the benefits of respecting people differences by considering their choice of words and phrases used during training.
Inclusion
Inclusion refer to the practice of treating people fairly, recognising their differences, valuing and respecting them (Ali, 2022). An inclusive LMD initiative is the one that people feel that their differences are recognised and included in the learning programme. Some of the aspects to take into consideration include use of different colours, high-contrast texts, font size and text type, visual diagrams and brightness levels. It is notable that people have different learning styles and others health issues such as impairment. In order to promote inclusivity, these aspects must be incorporated within the training programme.
The importance of supporting inclusivity is to improve people satisfaction (Kuknor and Bhattacharya, 2022). Inclusion in training shows employees that their differences are valued and in that they are fairly treated. The LMD initiative then contributes to a sense of satisfaction and thus can make people more productive. When people achieve a sense of belonging, they tend to be satisfied with the learning. They are also more likely to be more active and consider contributing during the delivery of learning.
Another importance of inclusion in LMD initiatives is to promote knowledge and skill acquisition (Pearson and Murdoch, 2022). Biases occur when unfavourable or favourable decisions are made without considering people differences and this may prevent some members from gaining skills and knowledge from training. Taking into account different ways of delivering learning can promote understanding of knowledge and skills.
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