Creating Inclusive Learning Spaces
Jun 17, 2025
Walk into any modern classroom or training space, and you’ll likely find a rich mosaic of identities—different races, genders, religions, sexual orientations, abilities, and lived experiences. That diversity is a gift. But it also demands intentionality.
We asked Lisa Duerre, a CWH Certified Trainer and CEO and co-founder of RLD Group how she creates a space where every participant feels seen, heard, and respected. Where everyone can contribute, grow, and thrive. Her answers were definitely worth sharing with others who teach and facilitate learning!
Equity and inclusion aren’t just checkboxes on a facilitator’s to-do list—they are foundational to meaningful learning. Whether you’re leading a workshop, teaching a course, or facilitating a team retreat, it's important to be intentional if you want truly inclusive learning spaces. Here are Lisa's recommendations (and it's what she does!):
Set the Tone Early
Before your session even begins, inclusion starts.
- Build trust with pre-session communication. Let participants know what to expect, how to prepare, and how they’ll be supported.
- Establish confidentiality as a ground rule to create a safe space for authentic sharing.
- Model inclusive language and curiosity. When you lead with openness and respect, others follow.
Acknowledge and Celebrate Diversity Rooted in Strengths
Diversity isn't just a demographic—it's a strategic advantage.
- Name and normalize difference. I invite participants to bring their unique perspectives into the conversation, emphasizing how these differences enhance collaboration and innovation.
- Frame diversity as a strength. Highlight how diverse thinking, experiences, and strengths make for a richer learning experience. Help the group recognize how varied viewpoints contribute to deeper understanding and richer outcomes.
Design for Accessibility and Hidden Needs
Equity means anticipating and removing barriers—not waiting for someone to ask.
- Partner with venues to ensure physical accessibility (chairs without arms, restroom info, etc.).
- Be mindful of hidden disabilities by offering multiple ways to engage—like chat, breakout groups, or journaling.
- Provide closed captioning and clear materials so all learners can participate with confidence. Make sure slides and handouts accessible to those with vision impairment. (Here are sample guidelines from James Madison University.)
Read the Room with Sensitivity
Inclusion requires attention to energy and dynamics in real time.
- Watch for patterns: Who’s speaking? Who’s quiet? Who might feel left out? Use both verbal and nonverbal cues.
- Create space for all voices by gently inviting quieter participants to share (without putting them on the spot).
- Use body language and tone to signal openness, empathy, and affirmation.
Interrupt Bias and Microaggressions in the Moment
A truly inclusive space doesn’t ignore harm—it addresses it with care.
- Stay alert to subtle comments, jokes, or power dynamics that may exclude others.
- Respond quickly and respectfully, modeling how to center dignity, without shaming or escalating.
Practice Continuous Self-Awareness
Inclusive facilitation starts within.
- Check your biases. What assumptions might you be bringing in that influence your presence?
- Stay curious and humble. Be open to feedback, and adjust as you learn from the group.
Design for Belonging
Equity isn’t only about who’s in the room—it’s about who feels ownership of the space.
- Ensure every participant has structured opportunities to share their voice, reflect, and connect.
- Create experiences where collaboration feels natural, not forced—where everyone sees themselves as essential to the group’s success.
Final Thought
Inclusion isn’t a one-time act. It’s a mindset, a skillset, and a heart-set. When we lead with equity, we don’t just teach better—we create spaces where people belong, bloom, and build something bigger together.
