findcourses 2022 L&D Report

L&D REPORT: 2022 Benchmark Your Workplace Learning Strategy

Table of Contents

03

Executive Summary

Learning & Development

04-16 04

Survey Results: Employees’ Satisfaction and Learning Profile

07

Article: The Importance of Creating a Learning Culture at Work

10

Survey Results: Impact of COVID-19 on Learning and Development

13

Learning Priorities for 2022

Learning Technologies

17-28 17

Survey Results: Use of Learning Technologies

19

Article: Leveraging Learning Tech to Drive EX in the Hybrid Workplace

26

Spotlight: L&D Sourcing

Diversity & Inclusion

29-39 29

Survey Results: Diversity and Inclusion

31

Article: Diversity: The “Next Big Thing” in Employee Experience

38

Spotlight: Insight on Diversity

40

References

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L&D BENCHMARKING SURVEY: 2022 L&D professionals report on their employee learning budgets, learning priorities, biggest challenges, and more.

Employee learning nurtures talent and drives organizations forward. That’s why we at findcourses surveyed over 200 of the Learning and Development (L&D) professionals who source training using findcourses.com (United States and Canada) or findcourses.co.uk (United Kingdom) to learn how their organizations invest in talent, measure impact, and what their top corporate learning priorities and challenges are.

Our goal in sharing this survey is to help you benchmark your L&D department and organization against others, and shed light on the challenges and trends that will shape 2022 and beyond.

In our feature articles, we dug deep into the survey data and the latest research to present our insights into several key L&D trends.

In the article "The importance of promoting a learning culture at work", we analyze the correlation between employee satisfaction and a company's learning culture.

Meanwhile, in "Leveraging Learning Tech to Drive EX in the Hybrid Workplace” we look at how shifting learning online requires a shift in more than just delivery method. Also, how the people-centric culture movement impacts your choice of learning technology solutions.

Finally, in "Diversity: The “Next Big Thing” in Employee Experience”, we look at how the trends in workplace diversity positively affect employee experience, explore remote working’s impact, and examine the organization’s role in creating and nurturing a diverse workplace experience that attracts and retains talent.

Writers: Rama Eriksson, Elaine Thatcher Contributors: Courtney McIntosh, Carol Pang

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Findcourses 2022 L&D Survey Results Employees’ Satisfaction and Learning Profile

Number of employees in your organization

How satisfied are your employees according to your latest employee satisfaction survey?

How would you rate the culture of learning in your organization?

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Findcourses 2022 L&D Survey Results Employees’ Satisfaction and Learning Profile

What is approximately your annual training budget per employee? #

What is approximately your annual training budget per employee?

*

# Data source: findcourses.co.uk

* Data source: findcourses.com

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Findcourses 2022 L&D Survey Results Employees’ Satisfaction and Learning Profile

Approximately how many days of training does an average employee receive per year?

Which type of employee receives the most training in your organization?

Does your organization plan to hire more workers in the next 12 months?

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The Importance of Promoting a Workplace Learning Culture The human brain is conditioned to learn. Learning is how infants construct meaning from the world around them. It’s how language develops and how we acquire knowledge.

We spend a significant number of our formative years in compulsory education, and many of us choose further education. By nature, humans are curious creatures, so asking questions, understanding problems, and forming solutions are what keeps our brains active. In short, we love to learn.

Leonardo da Vinci said, “Learning never exhausts the mind”, and just as physical exercise boosts energy, learning rejuvenates our tired brains.

As the pandemic soared towards a global emergency, interest in courses surged worldwide. [1] Why? Because there is a strong and positive correlation between learning and wellness.

Learning helped people make sense of new terminology coined by the crisis, equipped workers for the sudden shift online, and formed a lifeline to those looking for new jobs or exploring creative outlets. But why, and how, is all this relevant to the 2022 workplace?

“Tell me, and I forget, teach me and I may remember, involve me, and I learn.” ― BENJAMIN FRANKLIN

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Why is it Important to Promote a Learning Culture?

With the average person spending 90,000 hours of their lifetime at work [2], promoting a learning culture is essential.

Studies show that interest increases our engagement [3], so employers who want to retain good workers need to stimulate them. Satisfied employees work better and are more likely to stay longer.

To find out more, our findcourses survey investigated workplace learning in the US and the UK. Out of the satisfied or highly satisfied participants, 82% of UK and over 70% of US respondents rated their company culture of learning as high or good, suggesting that - yes - employees are happier when there is a strong learning environment.

According to the University of Pennsylvania, individuals who love learning are more likely to feel positive at work, persevere and take responsibility. [4] As employees, they are more resourceful, better at overcoming challenges, and have greater long-term potential.

On the other hand, almost 62% of UK respondents who aren’t satisfied rated their learning culture as moderate or low.

However, US respondents are more unhappy than their UK counterparts, with 74% ranking their workplace learning culture moderate to low.

Furthermore, a significant factor in employee satisfaction is autonomy. We know that telling people what to do and how to do it is ineffective. Instead, employers should offer daily learning opportunities to increase their engagement and allow them to take responsibility and claim ownership.

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What are L&D Teams Doing to Promote a High Learning Culture?

With the correlation between learning and engagement apparent, employers must create a higher learning culture. Naturally, better training means allocating more days and spending more money.

How many training days should employees receive?

According to an APQC survey, the highestperforming companies provide seven or more employee-learning days per year. [5] The report states that the median is five days a year and with our benchmarking study showing that only just over half of our total participants provide more than the average, there is scope for companies to offer more than they currently do.

Of our satisfied or highly satisfied participants, 68% of US and almost 73% of UK workers received five or more training days last year, confirming the correlation between training and employee satisfaction.

How much spend?

should

companies

Another consideration for creating an effective learning culture is budget. The Industry Report claims that US organisations spent $1,111 per employee in 2020 [6] on average. This is slightly less than the pre-COVID figure of $1,286 in 2019.

The figures show that in 2020 large companies spent $924, midsize companies spent $581, and small companies spent $1,678.

Our survey confirmed the correlation between training expenditure and motivation; of the US participants working in large companies*, over 87% of those who were not satisfied received less than $300 worth of training per employee last year. This is less than a third of the $924 for large companies surveyed in the Industry Report.

Similarly, 40% of employees in large UK companies in the not satisfied category received less than £400 per person on training last year, which is significantly lower than the £1,530 average [7] . These figures demonstrate how a limited learning environment has a detrimental effect on worker engagement and satisfaction.

Of the small and mid-sized companies in our survey, 80% of not satisfied US participants and 60% of not satisfied UK participants received training of less than $500 or £600 per employee respectively last year.

Generally, large companies can reduce costs by training multiple employees at once [8] .

But, whilst large companies might have this financial advantage, there are many ways for smaller companies to get more for less [9] , such as virtual learning, micro-learning, and curating shared resources.

*Our definitions of company size are as follows: small and mid-sized enterprise <500 full-time employees, large enterprise 500+ full-time employees

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Findcourses 2022 L&D Survey Results Impact of COVID-19 on Learning and Development

How did the pandemic affect the size of your L&D team?

Do you agree that in the next 12 months, your company will dedicate more time, money and resources towards internal skills development and training ?

How has the pandemic affected the overall drive for learning amongst employees at your company?

How did the pandemic affect the size of your L&D budget?

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Impact of the Pandemic on Learning While we may not realise the full impact of the pandemic on the workforce for many years, it is clear that a seismic shift has occurred. A Boston Consulting Group study showed that COVID-19 prompted more than two-thirds of workers [10] to consider new skills to ready themselves for a career change and that many of them are looking for digital and IT training.

A significant number of our survey participants agreed that the pandemic has increased their employees’ drive for learning. Around 41% of US respondents and over 43% of UK participants feel that the pandemic had a positive or very positive effect on learning.

There are many reasons why this could be the case, for example working from home may have reduced busy workloads or maybe people prefer virtual or microlearning that they can complete in their own time.

It seems that the pandemic too had a significant impact on L&D teams and their budgets. One thing is sure, improvements in training are required [11] to move forward, but are employers doing enough to support employees’ increased appetite for learning?

The survey results show that - in many cases - no, they are not. 54% of total respondents said their learning budget has stayed the same or decreased since the pandemic.

Similarly, 59% of respondents noted that their L&D team has stayed the same or become smaller.

While a similar number of UK (25%) and US (24%) respondents reported a decrease in their learning budget, more UK (26%) than US (18%) participants experienced a shrinking of their L&D teams due to the pandemic.

The good news is that companies understand they must offer better training going forward.

Over 61% UK participants and 73% of US respondents agree or strongly agree that their company will dedicate more time, money and resources to internal training over the next 12 months.

"The key to pursuing excellence is to embrace an organic, long-term learning process, and not to live in a shell of static, safe mediocrity.

Usually, growth comes at the expense of previous comfort or safety."

— JOSH WAITZKIN International Chess Master and Author

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Learning Priorities for 2022 How will L&D departments spend money?

While leadership is not a natural skill for most people, leadership skills can be learned [12]. As the pandemic challenged employee-manager relationships in new ways, leadership became more critical than ever before. Therefore, it is not surprising that management and leadership training is a top priority for L&D Departments in both the US and UK. Closing skills gaps will also be a high priority for both in 2022.

However, the survey revealed a few significant differences between US and UK L&D priorities.

Notably, in third place, almost 29% of US companies will strengthen soft skills, whereas the UK will prioritise hard skills, such as Tech. In another difference, almost 10% of UK L&D teams will invest in hybrid/remote teams training, compared to the US with less than 5%.

Alex Buchnav, CEO and Founder of Paddling Space, explains why training is vital for a smooth hybrid transition. “[We] discovered some initial resistance at first primarily because it already took a big adjustment and resources to work remotely,” he says. However, “To be a globally competitive company, we have to transform our work processes”. [13]

Owner and Managing Director of Absolute Reg, Jake Smith, agrees with Buchnav. “The world is turning digital, and adapting to technological changes is essential. New ideas brought about by technology arise, and employees have no choice but to match its pace for the business to be on top of its game”. [14]

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Learning Priorities for 2022 How will L&D departments spend money?

What is your L&D team's top priority for 2022? #

# Data source: findcourses.co.uk

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Learning Priorities for 2022 How will L&D departments spend money?

What is your L&D team's top priority for 2022?

* Data source: findcourses.com

*

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Learning Priorities for 2022 Challenges for the L&D team

Undoubtedly, building an effective learning culture is essential for success in 2022, but budget and time constraints are problematic for many L&D teams. Indeed, Forbes claims that limited time is the most common reason given for low learning engagement [15].

In keeping with this trend, our UK respondents placed time and budget limitations equally as their biggest L&D challenges, while the US placed them in 1st and 3rd place. Both the US (32%) and the UK (22%) agree that it is difficult to involve their employees in L&D. Surprisingly, 17% of US participants in our survey said that it was difficult to get the senior level of organisations to support L&D, suggesting that some organizations have not yet recognised the value of training or the link to employee productivity. In contrast, only less than 7% of UK respondents recognized this issue.

Regardless of the challenges, many leaders are looking to reap the rewards of an effective learning culture.

Bartek Boniecki at passportphoto-online suggests that companies must strive to develop their teams from within: “As we confront this technological avalanche, one of the most efficient options is to enhance internal talent with new skills that better suit the current needs (upskilling) or retrain them in a different field (reskilling). With the right tools and training, internal talent can become key players in their areas, increasing motivation and reducing onboarding and initial training costs,” Boniecki says. [16] In conclusion, as workplaces continue to change in 2022, providing the right training is critical to maintaining a productive and effective workforce.

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What are the biggest challenges your L&D team faces? #

What are the biggest challenges your L&D team faces?

*

# Data source: findcourses.co.uk

* Data source: findcourses.com

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Findcourses 2022 L&D Survey Results Use of Learning Technologies

What technologies will your L&D department utilize in 2022/2023?

Under normal circumstances, which training method would your company use most frequently?

How effective do you believe online training is vs. in-person training?

How effectively is your company managing the return to the office?

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Findcourses 2022 L&D Survey Results Use of Learning Technologies

How do you predict your budget for IN-PERSON learning will change in 2022/2023?

Does your company plan to utilize more technology in their L&D program this year?

How do you predict your L&D budget for ONLINE learning will change in 2022/2023?

Did your employees participate in more or less online training during the COVID-19 pandemic than previously?

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Leveraging Learning Tech to Drive EX in the Hybrid Workplace Workplace training is the ultimate contributor to a supportive employee experience (EX). It sends the message to employees - and prospective employees that development is important. Even more importantly, that the company cares about the employee’s development.

Yet, the hybrid workplace presents new challenges to all employees. Companies need to be flexible and inclusive to retain talents; therefore, L&D teams need to implement appropriate training solutions… and importantly, new thinking. Those companies that do not adapt will be left behind, unprepared.

Training and development opportunities are an essential part of a positive employee experience. Hybrid workplace flexibility is also critical to EX. Without thoughtful execution, how can L&D teams keep the two in balance?

A Learning Shift to Online Requires a Shift in Thinking About More Than Just Delivery The workplace has shifted — 82% of our survey respondents confirm their organizations will allow some form of hybrid or remote work arrangements.

Shouldn’t workplace learning make a shift accordingly?

Successful implementation of digital learning is directly attributable to the intentional and reflective design of the learning experience, according to a Deloitte study. [1] Findcourses L&D Report: 2022

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Moving to a hybrid workplace encourages L&D teams to re-think what and how they've been delivering training. [2] Using a wellbeing lens when planning and structuring learning would make the learning more powerful as well as practical.

Many employees have an updated definition for what employer caring means when it comes to employee overall wellbeing. [3] The availability of training and learning opportunities, together with the new way of working, factor into that.

Therefore, some questions L&D teams should be asking when delivering training that maximizes EX are: What do people have time to learn?

What do they want to learn?

How can learning fit into busy schedules?

How much learning can people realistically digest in one sitting?

How can the learning be made available to the largest audience?

How to Plan and Deliver L&D That's User-Centric?

Our research and survey findings highlight 3 key trends that L&D teams need to take note of when planning the delivery of workplace learning. First, employees want targeted learning that takes their interests and capabilities into consideration. There is also a shift in thinking towards delivering a mixture of synchronous and asynchronous training. Finally, training is increasingly being seen as an opportunity to counter the loss of social capital of in-person work.

(1) Employees Want Learning, Not Training “Feeling valued” is a key driver in whether an employee will stay or leave. [4] Satisfaction, in turn, is generally higher in those companies with strong learning cultures.

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Our survey found that participants whose companies reported high satisfaction rates rated their company culture of learning as high or good (82% in the UK and over 70% in the US).

There is a link between positive EX and employee learning opportunities.

Our survey respondents told us that their employees actually participated in more online training during the COVID-19 pandemic than previously (71%). But it’s not enough to simply offer heaps of training.

Employees are more motivated to learn when their own interests and capabilities are taken into consideration. A better approach is to offer training that satisfies the interests of both the employee and the company.

Not every learner is identical [5] yet this is how L&D teams have traditionally designed programs, using a one-size-fits-all training approach to support corporate goals. Looking only at job titles and past work experiences do not go far enough to plan skills training employees are motivated to learn.

To understand what employees want to develop, L&D teams must look into employee desire to use existing skills and learn new ones.

(2) Redefining “Blended Learning” as Synchronous vs. Asynchronous We’re beyond the days now when “blended learning” referred simply to a mix of in-person and online training. L&D needs to take a more practical and user-centric approach to execute “blended” — that is, evaluating learning in terms of synchronous and asynchronous delivery.

With the increase in acceptance of online learning (despite its perceived weaknesses compared to in-person), learning technology is an opportunity to be seized. According to our survey, 75% of companies plan to utilize more technology in their L&D programs this year.

But throwing technology at the problem does not equate to better learning.

Hybrid work arrangements force the need to use more digital solutions and be more thoughtful as to how to be inclusive and deliver training to both onsite and offsite employees.

What technologies will your L&D department utilize in 2022?

To meet expectations when it comes to training, companies would be wise to leverage technology to assess interests and motivations, career goals, job likes and dislikes… in addition to the more mundane current skill level and work experiences assessments.

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Teri Shern, co-founder of Conex Boxes [6], contributes “By moving the entire process into a digital space, we can create a number of very similar training programs, meaning all employees get a similar experience of the things they need to learn. So far, this has provided us with more consistent results across the hybrid workplace and has helped us avoid a number of frustrating challenges.”

Thinking in terms of synchronous and asynchronous — instead of a mix of in-person or online training — provides a better way to evaluate and plan through delivery to a distributed workforce.

Asynchronous learning allows employees to complete training when and where they can, and at their own pace, whether sitting in headquarters or their home office. Synchronous learning (whether online or in-person) allows learners to interact with each other and with the instructor at a pre-ordained day and time.

Kimberly Silva, CEO at FindPeopleFirst [7], attests, “We've already embraced a hybrid workplace by providing onsite and remote work to our employees.

We've given our people more flexibility to work in a way that suits them best. As a result, it's only natural that our internal training efforts should follow suit.

We've had to review some of our most basic assumptions about how and when people learn.”

(3) Prioritizing the Social Aspects of Training to Enhance Employee Experience The loss of company culture and social capital [8] of in-person work is also a challenge for L&D teams. Training classes and workshops, after all, are not just a place to learn, but also a time to build and foster relationships with other employees.

Interaction with colleagues in the learning setting is one way to help participants engage more deeply with the learning.

According to Microsoft’s 2022 Work Trends Report, 43% of leaders say relationshipbuilding is the greatest challenge in hybrid and remote work. [9] Employees who have thriving relationships at work have higher satisfaction, productivity, and are less likely to change employers.

By intentionally creating connections between hybrid and remote employees during training [10], L&D teams can win back some of this relationship-building, “face time” activity. The intentional use of technology can go a long way to help — using social features like discussion forums, reactions, polls, and breakout rooms enhances engagement and collegial interaction.

These features impart an “in-person” social aspect not available in traditional learn-at-yourown-pace online training solutions. In essence, this would bring the in-office employee training experience to home workers.

Whatever Learning Tech You Choose, Accessibility and Flexibility are Key Sometimes the “Latest” in Tech is Not the Best There will continue to be new developments in learning tech as technology becomes more critical to improving employee retention and facilitating hybrid work. L&D teams should be wary, however, of jumping on the “ shiniest”, “musthave” tech trends.

As much as virtual reality (VR) and augmented reality (AR) are hyped as the latest “must-have” trend in learning tech, most organizations have been slow to adopt them.

Only 14% of our survey respondents use or plan to use VR/AR in their L&D plans in the next 12 months.

FindPeopleEasy [11], a people search company, typifies this finding. “We have not yet used experiential learning methods to train our employees,” elaborates co-founder Eliana Levine. “Last year, we did our first audit to assess the need to integrate reality (VR) in our training programs, but these steps are still at a preliminary stage in our company.”

L&D teams will better serve themselves and their employees by staying educated on the newest technologies and using a strategic implementation protocol based on accessibility and flexibility.

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Learning Tech for a Personalized Training Experience While employees may not get the face-to-face training they’ve been used to, technology solutions do give us the option to deliver more personalized training methods. [12]

Below is a snapshot of two broad categories of learning technologies that L&D teams can leverage to deliver the broadest accessibility and flexibility for learners.

Richard Nolan, Chief People Officer at Epos Now [13] illustrates the benefits of e-learning’s flexibility, “We find that LMS features such as tracking learner progress and providing automated reports are very useful. Why? Because they allow us to see how our learners are performing and identify any areas that may need improvement.

Additionally, the reports help us to make better decisions about our training content and delivery methods. For example, if we notice that a particular eLearning module is not being wellreceived by our learners, we may decide to discontinue its use.”

Experiential Learning E-Learning (and supporting LMS and LXP systems)

E-learning is the most common technology used by our survey respondents (71%). With the ability to cover a broad range of content — compliance, onboarding, career development, and skills development — e-learning is extremely flexible.

Layer on specialized delivery options like mobile learning (29%), micro-learning videos (44%), or virtual classrooms (56%), and its accessibility becomes relatively unmatched.

The LMS (Learning Management System) has strong administrative tools to help L&D teams manage learning programs, assign content, and track employees' progress against different competencies and standards including internal policies, compliance, and onboarding.

The LXP (Learning Experience Platform) is a solution that offers a more personalized learning experience, enabling learners to access content from sources around the internet, like social media, blog posts, videos, and other channels.

Both the LMS and LXP can work exclusive of the other, but can also create strong synergies for L&D teams when coupled.

Experiential learning solutions are ways to create a more realistic and engaging learning environment in order to experience real-world scenarios from different points of view.

Immersive training solutions like VR, AR, avatar-based learning, and 3D simulations give learners a place to practice in safety [14].

Skills that impact DEIB (Diversity, Equity, Inclusion, and Belonging) like having difficult conversations or reacting to observed microaggressions are particularly useful to train in a safe space.

Brian Snedvig, CEO and founder of Jofibo [15], says, “I primarily use experiential learning methods in the areas of customer service. I once used VR to train retail employees on how to handle customer complaints. They had to resolve a situation with an angry customer in a simulated environment. It was really helpful because it allowed them to practice in a safe environment.”

Hybrid workplace arrangements create challenges when it comes to delivery and equity, but the issues are surmountable. Flexibility and accessibility are the cornerstones to creating L&D programs that synergize the employee experience (EX) and hybrid working experience.

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KEY TAKEAWAYS The Best Way to Use Learning Tech: Focus on the Learning Experience

Employees want applicable and challenging learning opportunities to grow, keep engaged, and prepare for new opportunities. The optics of a long list of training offerings may be nice but not ultimately that helpful for a positive EX.

Be user-centric when planning and delivering training. Keep the employee at the center while simultaneously balancing corporate needs.

Redefine blended training as to what should be learned synchronously or asynchronously.

Take advantage of technology’s built-in features to create social opportunities that will enhance employee engagement.

Educate L&D departments on the newer learning technologies in order to maximize the company’s ideal mix of training tech. Jumping on the latest “must-have” tech trend simply exhausts and over-extends L&D teams.

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SPOTLIGHT:

L&D SOURCING

Strategic Sourcing: the HR “Lower Tech” Solution to Delivering Impactful L&D Many HR professionals agree that training and development is an essential factor in what convinces employees to stay, to be productive, and to be happy. Upskilling and learning play an essential role in mitigating walk-outs and driving internal mobility.

For many businesses, L&D can be a stressful, time-consuming, and expensive process. The sheer number of courses and providers available, multiple RFPs and negotiations, performance assessments, and the time these tasks all take are simply daunting. This is especially so if you’re trying to deliver hundreds of trainings per month to thousands of employees.

Much has been written about the use of HR high tech in combating "The Great Resignation."

It all sounds great (in a nerdy but not immediately practical kind of way), though sometimes the best way forward is to use technology as a helping tool instead of as a human replacement.

What if there was a simple solution to improving your organization’s training purchasing and administration process? One that allows the organization to stay competitive and successfully enhance employee experience while simultaneously being efficient and easy to use for HR.

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The Business Case for Strategic L&D Sourcing & Procurement What is Strategic Procurement?

Sourcing

and

As an L&D professional, you may be unfamiliar with the terms “strategic sourcing” and “procurement”… but they could very well make your team’s work a lot easier.

Typically, these are activities that are the responsibility of a specialized team of procurement professionals.

The “procurement” side of purchasing products or services involves the day-to-day transactions that include, among other things, issuing purchase orders to suppliers and handling invoices. Whereas “strategic sourcing” includes a broader range of activities, including supplier development and constructing the most optimal supplier mix.

Why is "How You Buy" and "How You Think About Buying" L&D Important?

We know that companies can reduce costs [1] by taking advantage of volume discounts, utilizing group training, and even moving some training digitally to virtual or online training. The process of buying— and your buying strategy— can mitigate costs (if only you had so much time to devote to it).

The trends in HR high tech don’t really address this labor-intensive process issue.

If you think about it, many services we already use operate in this way— airline, rental car, and hotel booking portals, for example. They consolidate offerings and pre-negotiate discounts that they then pass on to the user.

The user— in a simple way— can search for what they want, compare options side by side, and buy with a single click. The consolidator has already done the negotiation for the user. It passes on the discount to the user. There is no drawn-out back-and-forth. And, the user pays one total bill for all the services they purchased.

According to Statista, the average per-employee spending on learning and development (L&D) worldwide increased steadily since 2008 (with a slight dip during the pandemic year 2020). [2] Our survey echoes this trend in spending.

Over 73% of US and 61% of UK respondents agree or strongly agree that their company will dedicate more time, money, and resources to internal training over the next 12 months.

In addition, 53% of respondents say their organizations will hire more new employees in the next 12 months.

Such increases are bound to put additional pressure on already stretched HR Teams. An L&D procurement and sourcing specialist could help.

Great That it Saves Money, but What’s in it for L&D Teams?

These are tough times. HR has finally earned its seat at the table and teams are feeling the pressure of higher expectations.

Its responsibilities are now seen as part and parcel of a way to advance the strategic goals of the organization.

That's fantastic news! And yet, how will HR teams deliver on all the new strategic objectives when it comes to upskilling and reskilling in addition to juggling all its everyday responsibilities?

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This is where a strategic sourcing and procurement system could help.

(1) Supports L&D Teams With Extra Hands and Extra Buying Power

Companies understand that the future of work means they must offer more and better training. This has a significant impact on HR and L&D teams, specifically.

We asked L&D professionals in our L&D survey, “What are the biggest challenges your L&D team faces?”

Unsurprisingly, these two challenges were in the top five: “Our limited budget” and “The small size of our team”

Learning, skills, and career pathways are becoming business critical [3], yet no matter the size of the organization, L&D teams are pushed to their limits.

(2) Supports the Business Objective of Employee Experience

Learning directly impacts employee experience. It enables employees to develop the necessary skills to meet the business's strategic goals of today and the future.

Organizations that invest in employee training communicate the message “we invest in our people.”

Employees are happier when there is a strong learning environment— in our survey, over 70% of UK and 82% of US respondents rated their company learning culture as high or good among those respondents who identified as having high satisfaction at their organizations.

On the flip side, among dissatisfied employees, a common complaint is that the same employees are always being the ones selected for training. A limited learning environment has a detrimental effect on worker engagement and satisfaction.

Training and satisfaction are intrinsically correlated. [4] Yet, the ability to plan and rollout training to as many employees as possible in an organization takes work (and budget) to make happen.

(3) Brings Administrative Efficiencies

Undoubtedly, building an effective learning culture is essential for success in 2022, but budget and time constraints are problematic for many L&D teams. Easy-to-use procurement portals that include self-service purchasing and booking tools for training can dramatically reduce the necessary associated administration.

The pressure on HR teams induced by "The Great Resignation" is monumentally strong. Strategic L&D sourcing and purchasing is one way to support employees’ upskilling and development.

It is L&D teams, though, who benefit most from creating efficient purchasing and administrative solutions.

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Findcourses 2022 L&D Survey Results Diversity and Inclusion

In your opinion, how much diversity does your workplace have?

UK SME vs Large organization

US SME vs Large organization

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Findcourses 2022 L&D Survey Results Diversity and Inclusion

How much do you agree with the following statement: "My organization is dedicated to diversity and inclusiveness."

How has the prioritization of diversity and inclusion in your organization changed over the past 12 months?

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Diversity: The “Next Big Thing” in Employee Experience Whether people of color [1] , female, LGBTQ+, Boomer, GenX, pink- or natural-haired, differently-abled, dog mom, or tattooed— employees unequivocally want to bring their authentic selves to work.

Our survey found that in workplaces considered to have a high level of diversity, 78% of US employees and 74% of UK employees reported that they are satisfied or highly satisfied at work.

If your organization still thinks Diversity, Equity, and Inclusion is some HR fad being amplified by the media, think again. What was once “nice to have” is now decidedly not optional.

Those organizations that choose to ignore the impact of Diversity [2] as part of their holistic employee experience are categorically making… team building and engagement, strategic thinking and innovation, retention and recruitment, and profitability … more challenging for their organizations in 2022 and beyond.

For organizations, authentic gestures will become part of their employee experience. Those initiatives that go beyond tokenism are what keep employees satisfied and encourage them to stay. [3]

The trends gaining steam within workplace diversity and employee experience have long-lasting implications. Thus, every organization needs to be prepared and do its part.

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I. Workplace Diversity: Key Trends for 2022 There’s a moral case to be made for businesses doing the right thing when it comes to diversity and this concept has gained momentum. More than that, it’s become the corporate world’s obligation to lead society’s equalization and inclusion efforts.

Three clear trends are emerging here that drive this conviction: 1. an expanded D&I definition, 2. an employee experience (EX) approach to building organizational D&I initiatives, and 3. leadership efforts as the key to successful diversity initiatives.

Trend 1: An Expanded Definition of Diversity & Inclusion Diversity and Inclusion is being viewed in a broader sense to also encompass employees’ sense of belonging and equity. Additionally, thanks to pandemic lessons learned, orchestrating human-centered policies with an EX mindset at their core will continue to grow as organizations challenge themselves to change for the future.

According to Dee Jas, the founder of colourfull [4], a Diversity and Inclusion consultancy in the UK, unlocking the power of diversity with intersectionality is intrinsic to expanding diversity and inclusion to all, “...understanding how groups with multiple disadvantaged identities experience the workplace will help create a better workplace for everyone.”

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Diversity is about the composition of an organization. Inclusion is about how the organization values and treats different types of people’s contributions.

Managers are the linchpin to building a culture of belonging. What leaders say and do make up to a 70% difference as to whether an individual feels included. [7]

It’s only by understanding each person’s experiences and goals that organizations can try to create a culture and employee experience that brings out the best in everyone. “Diversity”, in the end, will become more about creating a sense of belonging for everyone.

Particularly with employee-focused efforts, leaders in all parts of the organization need to look beyond role requirements to the people actually working in those roles. To do so can mean initiating uncomfortable conversations about goals and career development within a lens of employee-perceived challenges.

Trend 2: Using an EX Approach to Build D&I Initiatives Improving diversity in the workplace requires an understanding and acknowledgment that (1) inequity exists and that (2) we all know what it looks like. (That last criterion being the more challenging and requiring education among staff so that everyone can identify it in the same way.)

With that foundation in place, organizations can then design new policies, processes, and systems that are equitable from the outset.

“A bit like learning from Product Management and User Experience in the way we design for customers,” according to Jas, “we can do the same for our employees.”

Trend 3: Leadership Efforts Key to Successful D&I Initiatives It then falls to leaders [5] to set the tone and drive the organizational and cultural shifts necessary to realize diversity’s positive reverberations in the organization. Nikita Chen, Founder and Head of HR at LegitGrails [6] agrees, "Those in leadership positions will be more accountable. Legitimate communication between representatives and their bosses will be strengthened, and employees will be encouraged to become even more engaged in their work.”

David Aylor, CEO of David Aylor Law Office [8], illustrates this need for people-centered development, “We are seeing HR and business leaders taking on a bigger role to support their team’s development and reskill candidates [9] so they can step into their next promotion with ease.

Fortunately, this levels the playing field, meaning employees that would normally be passed over due to their past experience or current skill set are able to move up in the chain of command.”

II. Work From Home: Help or Hinder D&I Efforts?

Half of the total respondents to our survey believed the prioritization of diversity efforts increased during the COVID era.

Interestingly, UK respondents were more likely than US respondents to say that prioritization of diversity efforts in their organization decreased during that time (14% UK vs. 6% US).

Perhaps this difference reflects the stage in which each country finds itself when it comes to making progress in the field.

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According to UK-based Jas of colourfull, “the UK is ahead in some aspects such as gender and sexual orientation. When it comes to race [10], the US has had more of a cultural reckoning with this for a sustained period of time, which leads to an ease that is not quite the same here.” BLM was simply the racial tipping point in the US.

This perceptual difference could also reflect the different “fire-fighting” prioritization that occurred given that the UK endured a countrywide lockdown, compared to the US’s scattered lockdown approach.

Nevertheless, some organizations clearly saw opportunities to adapt and expand initiatives.

Work From Home has Become a Workplace Diversifying Opportunity John Li, Co-Founder and CTO of US-based lending company Fig Loans [11], highlights how "COVID and the move to hybrid work have helped us create new roles that are more accessible to people of different scheduling and location needs, like single parents. Diverse hiring is also much easier to put into practice when we open up our talent pool to a bigger crowd.”

III. Diversity Beyond Lip Service Your organization may proclaim that it is “dedicated” to diversity, but do your employees see it that way, too? How do your actions live up to your proclamations?

Our survey found that: nearly half (48%) of all respondents believe their organization have a lot of or a great deal of diversity, and over half (54%) believe that their organization is dedicated to diversity.

As encouraging as those figures are, there seems to be a lot of opportunity and work left to do. Three in ten (32%) people believe their organizations have a “moderate level of diversity” and a similar number (27%) are neutral as to whether their organization is dedicated to diversity.

“What does sustained commitment to reduce inequity in the workplace look like? Typically this is about finding, developing, and keeping talent from

Aylor agrees, “I wouldn’t say working from home has hurt our DE&I measures - it has helped us to reassess our initiatives and build a more inclusive virtual environment and communications policy.”

underrepresented groups. If serious action and transparency

is

provided,

I'd

note

that

as

dedication.”

— DEE JAS colourfull

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Measuring the Success of Diversity Initiatives Proving that your organization is dedicated to diversity and inclusiveness can be a challenge.

How can any organization measure success?

In some situations, crystal-clear goals are able to be set and measured. InVideo, a SaaS video creation platform service company [12], develops its inclusion programs with an aim to hire women in fields where females are traditionally under-represented.

According to Sanket Shah, co-founder and CEO, “Our organization has planned special incentives for referring women candidates in fields like software development and engineering.”

Alex Bryce, co-founder at WeInvoice [13], believes that changing your hiring methods is critical to opening doors the widest. He calls on others to carefully examine their processes, “Are your hiring methods biased toward a particular demographic or group of people? Look for a diverse range of talent. Remove names, dates of education, and statements about personal circumstances from resumes. Examine the compensation structure for persons of various ethnicities and genders.”

Ian Sells, co-founder and CEO of RebateKey [14], believes it’s simple. “When inclusion and diversity are so ingrained in your culture, you'll see it reflected in every employee's day-to-day interactions. Is there respect? Is there trust and security among team members? Is there greater collaboration and healthy discussion?”

IV. D&I Training: More Important Than Ever A workplace's D&I initiatives are proving to be the great differentiators in this time of "The Great Resignation.”

[16] Under-represented employees are flexing their muscles through word-of-mouth, resignation, and avoidance. For instance, 44% of recruiters surveyed for a Jobvite survey said that candidates have turned down an interview or job offer due to a lack of diversity in the company’s workforce.

Empowered employees are finding strength in numbers to improve their work lives — through walkouts, lawsuits, and unionization. Big names like Netflix, Instacart, and Google are among the companies that made recent headlines for employee demonstrations. [15]

Organizations that do not adapt to the growing demand for inclusive workplaces will face sizeable challenges ahead.

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Training Makes D&I Understanding and Acceptance Possible Training and development is a cornerstone to creating real, noticeable, and lasting organizational diversity change.

As such, “Appealing to the moral case, the business case, and the creation of value are all required to present a compelling vision that makes people want to run towards it,” according to Jas.

Diversity initiatives may be the right thing to do, but not everyone in the organization will always be on board.

“Initially, employees were not so convinced about this idea,” Chen of LegitGrails contributes, “but later we started to conduct counseling sessions for employees, explaining the benefits of having a diverse workforce. My employees began to change their view of diversity and embrace it.”

Training to broaden leaders’ and employees’ perspectives about their own unconscious biases and create honest understanding has the added bonus of teaching essential workplace skills like interpersonal communications, teamwork, empathy, and emotional intelligence.

At Legal Tech company WinIt [17], CEO Ouriel Lemmel expounds on the benefits of differing viewpoints, “The training moves beyond encouraging employees to tolerate differences. We are teaching them how to work well together and embrace each other's diverse perspectives.”

Linking Diversity Training to Strategic Plans Sends a Critical Message It’s important not to underestimate the place diversity holds in strategic planning and viceversa. By including diversity as part of the organization’s long-term goals and direction, diversity is ensured to be promoted throughout the organization as significant and high priority.

According to Christiaan Huynen, DesignBro founder and CEO [18], “Diversity management should be implemented with straightforward policies about recruiting practices, performance management systems, promotion panels, and compensation. Unless there is a solid foundation to this endeavor, there will be no tangible effects for the company to reap.”

Having a diverse set of voices and perspectives within the organization, research has shown, makes goals such as improved innovation, productivity, and problem-solving easier to achieve. A workplace that is diverse and inclusive, moreover, strongly enhances the company's reputation as a good place to work — not something to be taken lightly.

Long the answer for successful employee engagement, diversity is the answer for a more engaged and satisfied workforce. By emphasizing inclusivity — along with creating a high-trust environment and training for compassion — any organization can create a gold standard employee experience.

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KEY TAKEAWAYS D&I Understanding and Acceptance Takes Embedded Corporate-Wide Efforts

The definition of D&I (Diversity and Inclusion) has expanded to DEIB (Diversity, Equity, Inclusion, and Belonging)

Without leadership efforts, DEIB initiatives are flawed.

Training is key for all employees to embed DEIB into the employee experience.

Workforce diversity has become a “must have” for candidates and recruits.

Diversity efforts cannot stop at the hiring door, else devolve into a revolving one.

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SPOTLIGHT:

INSIGHT ON DIVERSITY

Does Size Matter? Diversity in Smaller Organizations Many think DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives are for large organizations; that it’s not relevant to smaller organizations. The truth is, it’s never too early to start working on DEIB in an organization. Consistent and conspicuous principles become the foundation for an authentically inclusive culture.

SME employees that believe their company has high diversity A great deal of diversity

A lot of diversity

“Align [DEIB] work to your company's priorities and growth plans. Culture building, if not intentional, becomes sporadic. So design and communicate what an inclusive culture will feel like in practice and what you expect of all your people.”

— DEE JAS colourfull

US

UK

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How Does Size Play a Role in Shaping Perspectives— US v. UK?

The size of an organization can greatly influence employees’ perceptions of diversity within the organization. This is particularly true in the UK.

SME* employees in the UK believe their organizations to have high diversity (50%) compared to 45% of UK respondents in large organizations.

Conversely, employees in the US feel the opposite— more employees at large companies believe their organizations to be diverse (57%) compared to those of SMEs (40%).

In fact, Nikita Chen of SME LegitGrails [1] believes that small companies can implement diversity and inclusion efforts “more effectively than large organizations because they want to grow in the business world. A company becomes more vibrant and develops faster because of the diversity in the organization.”

Challenging but Rewarding: Why Small Companies Should Develop Their DEIB FigLoans’ John Li [2] acknowledges the challenges small organizations face, “...with fewer team members creating [DEIB] measures and challenging the status quo, personal biases are likely to be higher. It’s much harder to have a different opinion in a team of 5 people than a team of 50, where the chances of another teammate sharing a similar viewpoint go up significantly.”

Even so, he contends, “...it’s the best time to develop a solid DE&I policy that can grow with your business, rather than ignore it altogether until you try to implement a new plan into an already wellestablished business.”

Regardless of where your SME organization is located, it’s essential for leadership to pay attention to diversity and prioritize the belonging factor. Laying the groundwork early helps to intrinsically build diversity, inclusion, equity, and belonging into policies and employee experience. Even in small organizations, the business benefits when employees feel heard and valued. *Our definitions of company size are as follows: small and mid-sized enterprise <500 full-time employees, large enterprise 500+ full-time employees

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REFERENCES The Importance of Promoting a Workplace Learning Culture

1. OECD.org . (July 24, 2020) The potential of online learning for adults: Early lessons from the COVID-19 crisis https://www.oecd.org/coronavirus/policy-responses/the-potential-of-online-learning-for-adults-early-lessons-from-the-covid-19-crisisee040002/#biblio-d1e914 2. Gettysburg College (2007). One third of your life is spent at work https://www.gettysburg.edu/news/stories?id=79db7b34-630c-4f49-ad324ab9ea48e72b#:~:text=Writer%20Annie%20Dillard%20famously%20said,at%20work%20over%20a%20lifetime 3. KQED.org (November 4, 2013). How the Power of Interest Drives Learning https://www.kqed.org/mindshift/32503/how-the-power-of-interest-drives-learning 4. Penn University of Pennsylvania (2004). Defining Love of Learning https://www.authentichappiness.sas.upenn.edu/newsletters/authentichappinesscoaching/learning#:~:text=Defining%20Love%20of%20L earning,when%20the%20material%20is%20challenging.

5. CFO.com (September 10, 2018) Metric of the Month: Learning Days Per Employee https://www.cfo.com/corporate-finance/2018/09/metric-month-learning-days-per-employee/ 6. Trainingmag.com (November 17, 2020). 2020 Training Industry Report https://trainingmag.com/2020-training-industry-report/ 7. Baltic Apprenticeships. (August 18, 2021). Cost of Staff Training: How Much Does It Cost to Train Your Employees? https://www.balticapprenticeships.com/blog/employers/cost-to-train-staff 8. Whatfix.com. (August 19, 2021). What Is the True Cost of Employee Training? https://whatfix.com/blog/cost-of-trainingemployees/#:~:text=What%20is%20the%20average%20cost,small%20business%20(%241%2C678)%20companies 9. Findcourses.co.uk. (August 20, 2021). Top 5 Tips on Learning More With Less https://www.findcourses.co.uk/inspiration/articles/top-tips-on-learning-more-with-less-20846 10. SHRM.com. (June 16, 2021). Report: Pandemic Drives Workers' Desire to Learn New Job Skills https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/report-pandemic-drives-workersdesire-to-learn-new-job-skills.aspx 11. Brookings. (Dec 16, 2021). Preparing U.S. workers for the post-COVID economy: Higher education, workforce training and labor unions

https://www.brookings.edu/research/preparing-u-s-workers-for-the-post-covid-economy-higher-education-workforce-training-and-laborunions/

12. McKinsey & Company (April 28, 2021). Better bosses: Changing the way we lead postpandemic https://www.mckinsey.com/featured-insights/mckinsey-live/webinars/better-bosses-changing-the-way-we-lead-postpandemic 13. Paddling Space https://paddlingspace.com/ 14. Absolute Reg https://absolutereg.co.uk/ 15. Forbes. (October 23, 2018). The No. 1 Reason Employees Say They've Stopped Learning Is Because They Don't Have Time https://www.forbes.com/sites/danpontefract/2018/10/23/the-1-reason-employees-say-theyve-stopped-learning-is-because-they-donthave-time/?sh=533602f7630a 16. Passport Photo-online https://passport-photo.online/

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REFERENCES Leveraging Learning Tech to Drive EX in the Hybrid Workplace

1. Deloite. (January 2021). Future of Learning in the Wake of COVID-19 https://www2.deloitte.com/content/dam/Deloitte/in/Documents/human-capital/in-hc-future-of-learning-in-the-wake-of-COVID-19noexp.pdf 2. JoshBersin.com (December 15, 2021). Predictions for 2022: Everything Is About To Change https://joshbersin.com/2021/12/predictions-for-2022-everything-is-about-to-change/ 3. Gallup (March 18, 2022). Percent Who Feel Employer Cares About Their Wellbeing Plummets https://www.gallup.com/workplace/390776/percent-feel-employer-cares-wellbeing-plummets.aspx?

4. McKinsey & Company (September 28, 2021). ‘Great Attrition’ or ‘Great Attraction’? The choice is yours https://www.mckinsey.com/business-functions/organization/our-insights/great-attrition-or-great-attraction-the-choice-is-yours 5. Forbes (January 31, 2021). Corporate Learning From An Employee Experience Perspective https://www.forbes.com/sites/sap/2021/01/31/corporate-learning-from-an-employee-experience-perspective/?sh=3212f0bd128b 6. Conex Boxes https://conexboxes.com/ 7. FindPeopleFirst https://findpeoplefirst.com/ 8. Harvard Business Review (March 21, 2021). What a Year of WFH Has Done to Our Relationships at Work https://hbr.org/2021/03/what-a-year-of-wfh-has-done-to-our-relationships-at-work 9. Microsoft Annual Work Trend Index Report (March 16, 2022). Great Expectations: Making Hybrid Work Work https://www.microsoft.com/en-us/worklab/work-trend-index 10. Training Industry Magazine (Winter 2022). Optimizing the Social Brain During Hybrid Work https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2022/index.php#/p/66 11. FindPeopleEasy.com https://findpeopleeasy.com/ 12. Forbes (September 30, 2021). Three Ways Technology Can Enhance Employee Training https://www.forbes.com/sites/forbestechcouncil/2021/09/30/three-ways-technology-can-enhance-employee-training/?sh=2bd6ac6b45f2 13. Epos Now https://www.eposnow.com/uk/ 14. TrainingIndustry.com (February 22, 2021). From Safety to Soft Skills: 4 Common Use Cases for Experiential Learning Technology https://trainingindustry.com/articles/learning-technologies/from-safety-to-soft-skills-4-common-use-cases-for-experiential-learningtechnology/ 15. Jofibo https://jofibo.com/

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REFERENCES Diversity: The “Next Big Thing” in Employee Experience

1. The New York Times (November 1, 2021). BIPOC or POC? Equity or Equality? The Debate Over Language on the Left. https://www.nytimes.com/2021/11/01/us/terminology-language-politics.html 2. Findcourses.com (June 7, 2021). A Primer: Why do we Need Workplace Diversity and Inclusion? https://www.findcourses.com/prof-dev/l-d-articles/a-primer-why-do-we-need-workplace-diversity-and-inclusion-20601 3. Harvard Business Review (October 1, 2021). With So Many People Quitting, Don’t Overlook Those Who Stay https://hbr.org/2021/10/with-so-many-people-quitting-dont-overlook-those-who-stay 4. colourfull https://www.wearecolourfull.com/ 5. Findcourses.com (June 7, 2021). The Other Half of D&I Initiatives: Inclusive Leadership Training https://www.findcourses.com/prof-dev/career-development/the-other-half-of-di-initiatives-inclusive-leadership-training-20602 6. LegitGrails https://legitgrails.com/ 7. Harvard Business Review (March 6, 2020). The Key to Inclusive Leadership https://hbr.org/2020/03/the-key-to-inclusive-leadership 8. David Aylor Law Offices https://davidaylor.com/ 9. Findcourses.co.uk (December 21, 2021). Is “Reskilling” the Buzzword for 2022? https://www.findcourses.co.uk/inspiration/articles/is-reskilling-the-buzzword-for-2021-19989 10. Royal Television Society (August 28, 2014). Diversity: What can we learn from America? https://rts.org.uk/article/diversity-what-can-we-learn-america

11. Fig Loans https://www.figloans.com/ 12. InVideo https://invideo.io/ 13. WeInvoice https://weinvoice.io/ 14. RebateKey https://rebatekey.com/ 15. The Guardian (October 20, 2021). Netflix employees join wave of tech activism with walkout over Chappelle controversy https://www.theguardian.com/media/2021/oct/20/netflix-employees-activism-walkout-dave-chappelle-controversy 16. Forbes (November 17, 2021).Diversity And Inclusion Are The Differentiators You Need To Beat The Great Resignation https://www.forbes.com/sites/shereeatcheson/2021/11/17/diversity-and-inclusion-are-the-differentiators-you-need-to-beat-the-greatresignation/?sh=35f6fb6a1ad5 17. WinIt https://www.appwinit.com/ 18. DesignBro https://designbro.com/

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REFERENCES Spotlight L&D Sourcing / Spotlight Insight on Diversity

Spotlight: L&D Sourcing 1. Whatfix (August 29, 2021). What Is the True Cost of Employee Training? https://whatfix.com/blog/cost-of-training-employees/#:~:text=What%20is%20the%20average%20cost,small%20business%20(%241%2C678) %20companies 2. Statista (January 11, 2022) Average spend on learning and development per employee worldwide 2008-2019 https://www.statista.com/statistics/738519/workplace-training-spending-per-employee/ 3. JoshBersin.com (December 15, 2021). HR PREDICTIONS FOR 2022 https://joshbersin.com/hr-predictions-for-2022 4. IntechOpen (September 18, 2019). Job Training Satisfaction, Job Satisfaction, and Job Performance https://www.intechopen.com/chapters/68944

Spotlight: Insight on Diversity 1. LegitGrails https://legitgrails.com/ 2. Fig Loans https://www.figloans.com/

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