Curriculum Design
If instructional design is "how" a learner will learn, curriculum design is "what" they'll learn. I've had the opportunity to analyze and develop learning programs in addition to developing the eLearnings, activities, and resources within them. Here's an example.
Our Diversity, Belonging, and Equity group identified a gap in training resources based on employee feedback and a comparison to our industry peers. I asked to be the project owner and instructional designer for this learning curriculum. First, I consulted with their team around how we could align any learning with our organizational priorities. We focused on our company's Standing Against Injustice plan and selected learning topics that aligned with the plan's goals, including an increase in the net promoter score of the DBE initiatives in our employee engagement score and an improvement in engagement of underrepresented talent measured in our annual employee engagement survey.
Focus groups and feedback the DBE group collected indicated that individual contributors most needed resources around allyship, relationship-building, communication and empathy. Managers most urgently needed resources to help them hire through a lens of equity and advance underrepresented talent in their organizations. As a result, I developed an employee track and a manager track, though employees were encouraged to explore content in both tracks regardless of their role.
We're measuring impact and collecting feedback on an ongoing basis. So far, both curricula have received positive reviews from our diversity council (made up of senior leaders) and our employee resource groups.