If you had to learn how to fix a flat tire, and you needed to choose between either reading a how-to guide, or getting your hands on a carjack and wrench and simply giving it a go, which would you prefer?
For most people, trying things out for themselves often feels like the better choice.
That’s because experiences are always more tangible than talk.
The same is true for any other type of learning, including on-the-job. To capitalize on this, organizations looking to increase workforce upskilling and agility often turn to “learning experiences” in the form of short-term projects, gigs and mentorships, all of which create meaningful experiences which individuals can retain and make sense in much more meaningful ways than any training they’ll receive in courses or workshops.
But what does that mean for D&I workshops and seminars?
In many ways, diversity and inclusion programs are actually learning programs, focused on upskilling employees with an array of important soft skills which help them fight bias. But while other learning programs stress the importance of experiential learning, the concept of “diversity experiences” is rarely brought up, and even more rarely practiced.
The reason for this is probably due to what’s going through many readers’ minds at the moment; it’s difficult to imagine what diversity experiences actually look like.
Once you visualize the diversity experience, however, it becomes very clear how it can be provided to employees – and how an already diverse workforce both benefits from, and is instrumental in, creating these experiences.