October is National Disability Employment Awareness Month. This month marks an important conversation about inclusivity and equity in the workplace. According to data from the U.S. Department of Labor, in 2021, 19.1% of Americans with disabilities were employed, compared to the 63.7% employment of Americans without disabilities.

Think of a time when someone told you details about something you just didn’t care about — full TMI. When this happens, unless you completely tune out, it can feel like getting hit on your head with a brick. Now recall someone speaking in a foreign language. You heard sounds but could not grasp the meaning.

In our last post we described how the social learning sandbox (SLS) concept could be applied to a copywriting task. Some of you recognized that this SLS example has gamification built in. Gamification for learning is a hot topic right now and for very good reasons:

Adaptive microlearning embedded in the flow of work is the pinnacle of corporate training and L&D. But is it feasible?

Microlearning boosts learner engagement. It enables learning content to be tightly related to learners’ work which gives it a heightened sense of relevance. This dynamic leads to better retention.

The optimist in me wants to believe that if L&D departments had a say in every promotion, luck would have very little to do with who gets promoted. If we were allowed to appropriately assess all candidates’ abilities in a job’s key success factors, only the best-suited would advance.