What You Need to Know
The BEDI learning journeys are a series of learning experiences that ingrain new knowledge, build on existing skills and boost professional development. The learning journeys use a variety of delivery methods to guide employees on how to create an inclusive work environment.
About BEDI Learning Journeys
Sandia’s renewed mission urgency and shifting workforce demographics require us to develop a common language and understanding of BEDI principles and concepts that coincide with Sandia’s business goals and commitment to creating a culture of professional development and learning. These learning journeys cover the core tenants of our BEDI principles:
- Cultivating an inclusive workplace
- Understanding the dimensions of diversity
- Being an ally for others
- Listening effectively
- Managing difficult dialogues
- Leading courageously
The BEDI learning journeys were based on employee and manager feedback about specific behaviors that employees can demonstrate to promote belonging, equity, diversity and inclusion in the workplace.
How the Learning Journeys Work
The BEDI Learning Journeys provide guidance and actions you can follow to boost your professional development. You choose the level and extent to engage with the BEDI learning journeys. The options are:
- Complete individual segments within a learning journey and record the completion in TEDs.
- Complete one or more learning journeys in their entirety and receive a digital badge and certificate of completion.
The self-assessment helps you determine your current level of BEDI knowledge, skills and practice so you can better understand what you are doing well and where you have room for growth and development. After completing the assessment, you will receive a score and guidance to help you grow and advance your BEDI skills.
You can complete one of two types of assessments. Each takes approximately 5-10 minutes to complete.
- If you are curious about a specific learning journey, you can take the individual journey-specific self-assessment.
- To identify where you are proficient and where you could use growth and development, take the overall self-assessment.
The videos introduce the six learning journeys. Each video is 3-6 minutes long. You can complete them on your own or as part of a manager-led group learning. Managers can easily integrate the videos into existing meetings (Tier, staff, WIN Team, etc.).
Discussion questions are provided for individual reflection or group discussion. Managers can ask teams to commit to implementing identified actions or discuss methods to apply the learning post-discussion at a future meeting.
For manager-led group learnings: use the following guidelines to encourage employee engagement and understanding about how to agree or disagree with the concepts:
- Respect everyone’s perspective, even when the perspective is different or the opposite of what is discussed; such practice creates a safe environment for all to participate, engage and offer solutions or actions to implement.
- Say what is true for you while being respectful of others.
- Give yourself and others permission to speak openly without judgment.
- Listen to understand rather than to respond.
Research consistently shows that effective leadership is the combination of two elements: knowledge and skills. Results are achieved through action and behavior. Modeled after each learning journey’s employee guide, you’ll explore information across three areas:
- A learning journey definition (knowledge)
- Reading material (knowledge)
- Skills practice and a sample scenario (skills and actions to implement at work or for addressing a specific workplace situation)
You can complete this step as an individual or through manager-led group learnings. The employee guide encourages self-reflection, group dialogue or team building that activates ideas for individuals and groups to apply in your day-to-day work.
On average, completing step three could take approximately 60 minutes.
As you proceed along your learning journey, you can complete additional course(s) that supports your BEDI knowledge base. Learning courses are sourced from Sandia’s Talent Development Organization, the Skillsoft Percipio eLearning Platform, or pre-recorded presentations related to the specific learning journey. Typically, you will complete this step individually, but managers can lead group learning. The time to complete a course is typically 60 minutes.
These learning journeys meet you where you are—whether you are in a growth stage looking to acquire new knowledge, in the development stage where you are actively advancing your skills or in the change stage where you need practice, experiential learning and opportunities to apply their knowledge.
We developed three levels of dialogue to meet you where you are in your experiential learning journey. Managers can choose one of three dialogues to converse with their teams or groups. The dialogue design incorporates articles or videos to help set the context and ready-to-go discussion questions.
- An introductory dialogue (15 min.) helps participants learn basic BEDI concepts/terms, discuss what they mean to them and why they are essential and discuss what participants can do differently because of their learning and awareness.
- Intermediate dialogues (30 min.) help participants apply critical thinking, collaborate with others and implement ideas and skills to improve work situations.
- Advanced learning (60 min.) may include an in-depth dialogue, action planning and strategy implementation to address specific workplace situations.
BEDI Learning Journeys
Inclusion means recognizing, understanding and valuing our diversity. We’re all different, and our differences allow us to approach problems from unique perspectives, leading to creative and innovative solutions. By working together to create an environment where every Sandian feels respected, supported, and valued for who they are, we can all do our best work to accomplish our core mission of exceptional service in the national interest.
Step 1. Complete the Cultivating Inclusion self-assessment to determine your current level of practice. Record completion in TEDS under course code CI-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code CI-VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code CI-SKILLS.
Step 4. Register for COMM403P. Once completed, record step completion in TEDS under course code CI-COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
An understanding of the dimensions of diversity and how they apply to the workplace is helpful when leading, dealing with, responding to or handling matters related to workplace diversity. Understanding all dimensions of diversity helps us to work productively and bring our full selves to work.
Step 1. Complete the Dimensions of Diversity self-assessment to determine your current level of practice. Record completion in TEDS under course code DD-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code DD-VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code DD-SKILLS.
Step 4. Register for this Unconscious Bias. Once completed, record step completion in TEDS under course code DD-COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
Listening is the most fundamental component of interpersonal communication. Effective listening enables each of us to see the world through another’s eyes. It enables us to broaden our vision of the world, make better decisions, and allows our coworkers to feel heard and valued.
Step 1. Complete the Listening Effectively self-assessment to determine your current level of practice. Record completion in TEDS under course code LE-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code LE-VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code LE-SKILLS.
Step 4. Register for Disability Etiquette. Once completed, record step completion in TEDS under course code LE-COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
Allies unite themselves with another to promote a common interest. Allies take on a struggle as if it were their own. Allies stand up for another even when it is uncomfortable and are willing to act with and for others in pursuit of inclusion.
Step 1. Complete the Being an Ally self-assessment to determine your current level of practice. Record completion in TEDS under course code BA-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code BA-VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code BA-SKILLS.
Step 4. Watch video. Once completed, record step completion in TEDS under course code BA-COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
Understanding the difference between a casual conversation and a meaningful, productive dialogue undertaken with the intent to learn more about others promotes openness without fear of offending others or avoiding difficult conversations altogether. Knowing how to lead a dialogue empowers you to transform unproductive conversations into dialogues that create safe spaces for all to contribute, suspend judgement, and discover new options.
Step 1. Complete the Leading a Dialogue self-assessment to determine your current level of practice. Record completion in TEDS under course code LD-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code LD -VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code LD-SKILLS.
Step 4. Watch video. Once completed, record step completion in TEDS under course code LD -COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
Leading courageously in a complex work environment is understanding that you may not always do things right, but you will always do the right thing. It is a balance between knowing when to speak up and audaciously challenge the status quo while, at the same time, being in tune with your personal limitations. It is about knowing who you are, who you stand for, and what you stand for. Courage is about having passion and a purpose for the challenges and opportunities that lie before you. Courage is the ability to move forward when it is uncomfortable for you to do so. It also is about accepting a change that you may disagree with and having the capacity and will to embrace and respect the similarities and differences of others.
Step 1. Complete the Leading Courageously self-assessment to determine your current level of practice. Record completion in TEDS under course code LC-ASSMT.
Step 2. Watch a video and respond to two reflection questions. Record completion in TEDS under course code LC-VIDEO.
Step 3. Complete the reading, engage in skills practice, and respond to four questions about the skills practice. Record completion in TEDS under course code LC-SKILLS.
Step 4. Watch video. Once completed, record step completion in TEDS under course code LC-COURSE.
Between steps 4 and 5, consider retaking the self-assessment to determine which dialog level to select for the next step. If you don’t see progress, reach out to the BEDI office for guidance.
Step 5. From the list below, select the level of dialogue that is appropriate for you or your group.
