As L&D evolves through rapid technological change, many professionals risk being left behind. Oyindamola Ojo-Eriamiatoe highlights the barriers faced by experienced practitioners facing redundancy, students unaware of edtech careers, and women returning to work. Oyindamola offers inclusive, practical solutions to ensure that no one is excluded from the sector’s future.
The L&D sector is experiencing a significant transformation as technology reshapes how we approach education and training. However, this shift presents challenges for various underrepresented groups within the L&D community.
Underrepresentation extends beyond commonly discussed demographics. It includes:
- Women returning from career breaks: Many women take career breaks due to maternity or caregiving responsibilities. In the UK, over 1.5 million individuals are economically inactive but wish to return to work, often facing barriers such as skill gaps and reduced confidence
- Young individuals in education: Students in high schools and colleges often lack exposure to potential career paths in edtech, limiting their ability to make informed decisions about their futures
- Experienced L&D professionals facing redundancy: Seasoned professionals may find themselves displaced due to rapid technological advancements, struggling to adapt to new tools and methodologies
Challenges faced by underrepresented groups
Each of these groups encounters unique obstacles:
- Skill gaps: Rapid technological changes can leave professionals feeling ill-equipped. For instance, only 29% of UK tech employees are women or non-binary, and ethnic diversity drops from 25% overall to 14% in senior tech roles
- Lack of awareness: Young individuals often aren’t introduced to edtech as a viable career path, missing opportunities to develop relevant skills early on
- Confidence and support: Returning professionals may struggle with confidence and lack access to mentorship or training programs to facilitate their reintegration into the workforce
Strategies for inclusion and support
Addressing these challenges requires a multifaceted approach:
- Flexible work policies: Implementing family-friendly policies can aid returning parents. For example, Vodafone’s policy allows employees to work at 80% capacity for full pay during their first six months back from parental leave, helping parents adjust more comfortably
- Mentorship and coaching: Organisations like the Women in Tech Forum offer coaching programs to assist career returners in navigating the transition back to work, focusing on confidence-building and skill development
- Educational outreach: Introducing edtech career paths to students through workshops and partnerships with educational institutions can inspire the next generation to explore opportunities in this field
- Reskilling programs: Providing training for experienced L&D professionals to update their skills ensures they remain competitive and can adapt to technological advancements
The business case for diversity
Diversity isn’t just a moral imperative; it offers tangible benefits to organisations. Companies with diverse teams are more innovative and better at problem-solving. In the tech industry, diverse teams can create more inclusive products and services, catering to a broader audience.
Moreover, organisations that prioritise diversity and inclusion often see improved employee satisfaction and retention rates. By investing in underrepresented groups, companies can tap into a wealth of talent and perspectives that drive growth and innovation.
Diversity within L&D
As the L&D sector continues to evolve with technological advancements, it’s crucial to ensure that all professionals, regardless of their background or circumstances, have the opportunity to participate and thrive in the edtech landscape. By implementing inclusive policies, offering targeted support, and fostering awareness, we can bridge the gap and create a more equitable and dynamic industry for all.
Oyindamola Ojo-Eriamiatoe is Founder and Director of Learning Beccamola Consulting
