What is Inclusion?
Inclusion is an educational practice within pedagogy, which encourages equal learning opportunities within the educational community, and responds to diversity as part of human rights. It establishes that a quality education must be provided beyond the individual differences or the learning difficulties of each person. Inclusive social development must be encouraged both from the educational center and from home, seeking an active participation in the learning process integrating all members, trying to prevent a risk of exclusion or school failure, and covering all the needs of the students.
Learn about good practices in the education system
Educational systems throughout history have had both positive and negative effects on human beings. New technologies have brought us closer to different cultures and have made us more aware than ever of the importance of respecting diversity. The educational response of regular education has been somewhat slow, and today the concept of inclusive school is essential. We must discuss the approach to primary education and special education, the role of educational institutions in improving society as a whole from an inclusive point of view; how to avoid educational exclusion in the regular school, and whether or not special educational needs should be differentiated. All these topics will be discussed in a course with a great social, philosophical and pedagogical content.
Online courses in Inclusive Education
At EDX you can find free online courses on Educational Inclusion, but if you want a certificate you will have to pay for it.
Build a career in Social Inclusion
At the end of this diversity and inclusion training course, you will be able to be part of an innovative educational process, focused on the search for inclusion and integration of all people regardless of their condition. You will be able to be part of a positive social change, write articles and publications about it, and become an expert voice that can be heard in various fields.
Integrate Diversity and Inclusion in Other Types of Training
If diversity is truly important to your business, shouldn’t it be part of your entire training program, not just the dedicated “diversity” one? For example, when you’re training new salespeople in the skills they’ll need for the job, make sure you’re training to sell to people from all kinds of backgrounds. When you’re running communication training, part of it might be about communicating across different cultures. When you’re going to come up with role-playing scenarios for other training programs, you could make sure that different groups are represented there as well.
It has to be a preparation for diversity and inclusion, right? But sometimes learning focuses more on one dimension of diversity, such as race or gender. Be sure to include other options such as age and religion. For more information on the different dimensions of diversity, visit the following tutorials:
Measurement Objectives and Progress
Projects tend to work better when they have clear goals that are regularly measured to track progress. That applies to diversity and inclusion also training, both at the company level and individual level. For individuals, some studies have shown that diversity training participants who have goals achieve better results than those who don’t. The experts in this HBR article recommend that people “set specific, measurable, and difficult (but achievable) goals related to diversity in the workplace.” For example, you could challenge yourself to speak up the next time you hear inappropriate comments about outcasts. For the company, it is also important to set goals. What do you want the outcome of diversity and inclusion training to be? How is success measured? This could be linked to organizational goals such as the more equal representation of different groups in management positions, or it could be about the attitudes and behaviors of participants, measured with the help of regular surveys to see if changes occur.
Something that makes sense for your business and measures over time to see if the training is having the effect you want. Also take steps to ensure that lessons go beyond training, for example by including diversity and inclusion goals in people’s performance reviews or by having regular update and progress reports.
As this textbook demonstrates, effectively teaching diversity and inclusion can be challenging. When done right, it can lead to far-reaching benefits for individual employees and the company as a whole. But too often it has rather negative consequences. Today you have learned many skills that can help you make a variety of training programs more effective in the workplace. We encourage you to think about some of these ideas and make a plan for how you can implement them in your business.