How blended learning can create a more inclusive culture

Abstract

Purpose

The challenges and problems that organizations face nowadays are often due to there being a gap between their current situation and where they want to be. Often this disparity between perception and reality is caused by something deep and fundamental in the company culture – something that may not be readily apparent to those working there. This paper aims to deal with the question of how to create genuine, lasting change in organizational climate so that all employees feel they can bring all of themselves to work, without fear or judgment and with a deep belief that their contributions will be heard.

Design/methodology/approach

There are a number of reasons why driving an inclusive culture is so difficult and this paper identifies a new perspective on developing and embedding inclusion. Most importantly, it addresses how a bespoke, blended approach to any input will allow you to implement training that really works.

Findings

Many organizations view fixing problems with company culture as an expensive luxury with unpredictable outcomes. As a result, the kind of training that embeds genuine, lasting change is often overlooked in favor of short-term solutions that do not get to the root of the problem. A bespoke, blended approach allows for training that really works long term and therefore ensures the greatest possible value for your organization.

Practical implications

A blended approach done well should be a powerful, joined up and strategic driver that enables an inclusive culture to be created, resulting in it becoming business as usual, where the best available talent is attracted, thrives and drives your strategic aims and your business forwards.

Originality/value

Often the kind of training that gets done in this area is short term and does not get to the root of the problem. This paper provides guidance in developing and embedding inclusion and although it may challenge beliefs if these principles are followed it will guarantee rapid, lasting improvements at all levels.

Citation

Peacock, A. (2014), "How blended learning can create a more inclusive culture", Strategic HR Review, Vol. 13 No. 3, pp. 118-122. https://doi.org/10.1108/SHR-01-2014-0005