Embedding DEI into Learning Design: Not an Add-On, a Must-Have
How to build inclusive and accessible content from the start.
Let me tell you something I’ve learned from working in both higher education and the corporate world: if your learning design isn’t intentionally inclusive, it’s unintentionally exclusive. And in 2025, designing with Diversity, Equity, and Inclusion (DEI) in mind is more important than ever.
Too often, DEI is treated like an afterthought in the learning process—something you sprinkle in later to check a box. But creating inclusive, accessible content isn’t just a nice-to-have; it’s a must-have. It ensures everyone has a seat at the table and a voice in the conversation.
Why DEI Matters More Than Ever
The world is shifting fast. Learners come with diverse backgrounds, lived experiences, and unique needs. Whether it’s cultural identity, neurodiversity, disability, language, or access to technology, learners show up with more variety than ever before. And that’s a good thing—if we’re ready for it.
From a business perspective, DEI is no longer optional. According to Diversity.com, organizations with strong DEI practices are more innovative, have higher employee satisfaction, and outperform less inclusive competitors. It impacts recruitment, retention, and reputation. From a learning perspective, it impacts outcomes, engagement, and belonging.
So What Does DEI Mean in Learning Design?
Diversity means acknowledging and valuing the many differences learners bring with them—from culture and language to ability and perspective.
Equity is about ensuring every learner has fair access to opportunities, support, and resources. It’s not about treating everyone the same; it’s about meeting people where they are.
Inclusion is creating spaces where all learners feel welcomed, seen, and empowered to participate.
When we embed DEI into learning design, we’re making content more relevant, more representative, and more effective.
Universal Design for Learning (UDL): The Game-Changer
UDL is a framework I swear by. It helps me design learning that works for everyone—not just the "average" learner (who, by the way, doesn’t actually exist).
UDL is built on three core principles:
Multiple Means of Engagement – Provide options to spark curiosity and motivation.
Multiple Means of Representation – Present content in different ways: text, video, visuals, audio.
Multiple Means of Action and Expression – Let learners show what they know in various formats: written, spoken, visual, or interactive.
Basically, UDL is about anticipating variability and designing from the start to support it. It’s inclusive design in action.
Helpful UDL Resources:
Making Learning Accessible Across All Modalities
Whether you’re creating in-person workshops, virtual training, or eLearning courses, accessibility needs to be baked in from the beginning.
In-Person Learning
Make sure physical spaces are ADA-compliant.
Provide microphones and assistive listening devices.
Offer quiet zones, fidget tools, and natural lighting when possible.
Use inclusive facilitation practices and language.
Virtual Learning (Live Online)
Turn on live captions.
Share materials ahead of time.
Use screen-reader-friendly slides and documents.
Allow for multiple forms of participation (chat, audio, polls).
eLearning / Self-Paced
Design with WCAG 2.1 accessibility standards.
Include alt text, closed captions, transcripts.
Use responsive layouts that work on all devices.
Offer flexible navigation and interactive options that don’t rely solely on visual cues.
My go-to accessibility tools:
Final Thoughts: Build With Inclusion in Mind
If you’re in L&D, DEI isn’t someone else’s job—it’s ours. We shape how people grow, learn, and feel seen. And when we build learning experiences that are inclusive from the start, we’re not just doing the right thing. We’re creating better outcomes for everyone.
Accessible design is good design.
