Adopting inclusive facilitation is a natural progression when one considers the evolving diverse work environments in the U.S. Diversity in the U.S. is going to continue to increase in the very near future, thereby affecting the U.S. workforce as well. According to the U.S. Chamber of Commerce, the U.S. will become more diverse in 2045 as diverse Americans are projected to account for 50.3% of the population. The populations of Black, Asian and Hispanic Americans are all expected to rise, with Hispanic Americans anticipated to account for 30% of the labor force by 2060.

Millennials, who are one of the more diverse generations, will make up 75% of the workforce by 2025, according to Gallup. The training landscape is evolving, and training facilitators should evolve to remain effective.

Inclusive training facilitation is beneficial for both the facilitator and the learners. Inclusivity is essential for fostering productive and meaningful interactions, increasing knowledge retention and preparing professionals for a more diverse work environment. Inclusive training facilitation ensures that everyone feels respected, valued and has an equal opportunity to contribute to the learning space. By creating psychologically safe and welcoming spaces, inclusive facilitators can unlock the full potential of their participants and drive positive learning outcomes.

Driving Inclusion With Impactful Training Facilitation

The way training facilitators define inclusion will inform the way they go about achieving it. Inclusion refers to a cultural and environmental feeling of belonging. Inclusive facilitation requires learning professionals to go beyond simply making everyone feel welcome in the learning space; it involves actively addressing power dynamics, promoting diversity, and creating a space where everyone feels comfortable expressing their thoughts and ideas. A facilitator will know they have an inclusive learning environment when participants feel comfortable participating in the course. Participants will feel seen, which can be a precursor to feeling included — and training facilitators will see benefits from this effect.

Why Inclusive Training Facilitation?

There are benefits for the facilitator to think inclusively. An inclusive approach to training facilitation requires the facilitator to consider how the learning environment can be adjusted for others. Training facilitators can grow in their role when they stretch themselves to make the content relatable to others. This will require the facilitator to shift their mindset from a content-driven learning model to a participant or people-driven learning model when considering one’s facilitation approach. Facilitators will need to be intentional and committed to adapting the lesson to their learners.

Inclusive facilitation can help increase participation. Training facilitators abhor non-responsive learners and wonder why they hesitate to participate. One reason could be because the participants do not feel included: There is a disconnect between them and the content. Inclusive facilitation can help close that gap, thereby encouraging their involvement in the learning process.

Participants can benefit from inclusive facilitation because it invites and incorporates different diverse ideas and opinions, thereby creating a richer learning environment.

Lastly, inclusive facilitation can enhance learning activities. An inclusive environment is welcoming and encourages engagement amongst the participants. This type of learning environment provides a breeding ground for critical thinking and insightful collaboration.

The Fundamentals of Inclusive Training Facilitation

• Inclusive Content: It is nearly impossible to create content to accommodate for every facet of diversity and will look different depending on the topic, but to think of others outside of oneself is a step in the right direction. Learning facilitators can always adapt the lesson to the participants in the learning space at any given moment. Not all facilitators create the content they facilitate, but if they do, they should design their content with a diverse audience in mind. This means creating content that reflects different cultures, races, gender identity, and other forms of diversity as much as one can without compromising the lesson. Be mindful of language and images that favor a particular gender, race or promote othering (i.e., alienating people because they are different).
• Create a Psychologically Safe Learning Space: Research shows that when people feel psychologically safe in the workplace, they are more likely to feel included. Participants feeling psychologically safe in the classroom means they feel heard, supported, and respected for their unique background, experience and perspective they bring. Facilitators should acknowledge and/or reference the participants’ good questions or comments in a genuine way which actively invites participants into the learning space.
• Invite Pushback: The learner might be the one to point out the flawed perspective or one-sided theory or idea. A training facilitator should not feel beholden to any one perspective; a myopic perspective can only alienate or discount learners’ perspectives and lived experiences. Embrace the role as the maestro and encourage their intellectual inquiry as a part of the lesson. Ask questions that invite the participants’ unique and diverse perspectives on the topic. This method also shifts the power dynamic in the learners’ favor and provides them with more agency. As a result, learners will feel included in the training program, as their voice holds weight in that space.

In summary, as the workplace continues to become more diverse, facilitators must adapt to become more effective in this influential role. Inclusive training facilitation requires one to elevate diverse voices enhance learning for the participants. Ultimately, when learners feel seen, it becomes easier for them to see the lesson.