As issues of diversity and racial equity have taken a renewed importance in many organizations, L&D professionals may be asked to develop DEI training to support new or renewed goals. But is that enough? L&D reaches every employee in an organization and we have a unique opportunity to advance equity in every learning experience we create. How can L&D better prepare to engage and even lead equity efforts? This session will help L&D professionals—both those who hold more privileged identities and those who don't—connect meaningfully to the conversation on racial equity at work, process our feelings and perceptions, and design learning experiences that are equitable across the board.

This session includes multiple perspectives surrounding racial equity in the workplace. The first section, foundational knowledge, will cover personal socialization and bias. This is a key first step to engaging and leading equity work. While many participants might want to get right into actions and strategies, a key component of equity work is to understand the impact personal socialization can have on relationships with others. We'll use the cycle of socialization tool to normalize how we learn bias, because we all have it. Then we'll deep dive into social identity mapping to explore how bias proliferates because of the identities we hold. Using Jess & Megan's identity maps as an example, you'll learn how the intersection of different identities can and does affect learning design. The actions for equity section will look at how this bias can manifest in learning design. By reviewing media choices that can cause harm and discussing steps to evaluate media, you'll gain a framework and resources to make more equitable media choices. Finally, the structures to sustain equity section will close out the session by taking a deep dive into the various structures and processes that could be perpetuating inequity in the workplace. You'll be provided with a checklist to help you to consider a few key perspectives to challenge this inequity and to create and sustain change. Included in this section is an analysis of the learner persona and the use of social identities within it to ensure that learning is designed to meet the diverse needs of learners across identity groups.

In this session, you will learn:

• To explore personal socialization and subsequent bias
• To make impactful anti-racist decisions that make your instructional design more equitable
• To develop learner personas that help you consider your diverse learners based on their identities
• To assess if structures, processes, and/or social interactions are equitable
• To work more effectively with your team across lines of difference