Teaching and Learning blog

As a publishing company, Pearson has made a commitment to Diversity, Equity, and Inclusion (DEI). In fact, these values are so important that the opening pages of their digital and print texts make it clear by stating, “Pearson is dedicated to creating bias-free content that reflects the diversity, depth, and breadth of all learners’ lived experiences.” As you read that statement, what thoughts or images come to mind? As an intellectual exercise, what do you think this means for authors who produce content and for professors who teach the content?

Let me share my lived experience as a textbook author and teaching professor. Although diversity, equity, and inclusion are hot-button topics across the social/political/educational landscape, as a science writer and teacher, the collective subject has always been at the fore of anatomy and physiology education. Accessibility has also been front-and-center not only in writing, but also in the classroom. Before getting too far along in this blog, let’s begin by defining some terms to be sure we’re approaching the topic from the same framework. Then, I’ll provide specific examples of each within the context of textbook writing.

Diversity

As biologists, we know that biodiversity is the variety and variability of life on Earth. Biodiversity is measured at the genetic, species, and ecosystem levels. In terms of our every-day lives, diversity is measured in many of the same ways; however, without an underlying understanding of biology, its meaning gets lost in the so-called culture wars. When we look at a group of people, our genetics make us different and yet the same because we all belong to the same human species. Along with our genetic traits, where we reside, environmental factors, and who is represented within individual and group populations contributes to our range of differing biological, sexual, social, ethnic, cultural, physical, and personal states of being.

To illustrate diversity in textbooks, it’s easy to use our own students as guides. This means that when drawing figures or inserting photos, we make concerted efforts to represent people across the human spectrum. That spectrum is rich with various physical characteristics, chronological ages, and representations of people on the planet. This is markedly obvious by reading the 1000+ pages of text; plus, students are repeatedly reminded with each chapter opener page, enticing them to also read the Learning Outcomes.

Equity

Equity is the quality of being fair, just, and impartial. It means respecting others as humans and making a commitment toward righting wrongs and allowing all to share in the available resources.

Showing equity in textbooks is a little more nuanced because it is not a “pointable” touchstone on a page. Rather, it occurs in such areas as textbook pricing and availability. With textbook subscription services and textbook rental options, more students can attain important learning resources. And, students are able to contact the author directly through social media.

Inclusion

Inclusion means that everyone has a “seat at the table,” individuals feel represented, and each person can participate fully, which includes having a role in decision-making processes. In textbooks we can achieve this when writing by making sure that our language and imagery consider all humans. We do this by ensuring that we are sensitive to the history and daily lived experiences of our readership and students. For example, give thought to these two sentences:

When you cross your leg, you are using the sartorius muscle.

When you look through a microscope, you will see muscle striations.

If we really are committed to DEI and accessibility, we must think about people who are unable to cross their legs due to paralysis or who cannot see because of blindness. To that end, such sentences were revised to the following:

The sartorius muscle enables a person to cross their legs.

When viewing skeletal muscle slides through a microscope, the stripes are known as striations.

Accessibility

Accessibility involves giving everyone equal access to educational materials and academic spaces without compromising their learning. Educators have been fully aware of course accommodations, which are in place for students who require individualized learning plans. We provide alternative ways to achieve course requirements. Many of these reasonable accommodations are mandated by the Americans with Disabilities Act, which prohibits discrimination against people with disabilities. In writing the latest edition of Fundamentals of Anatomy & Physiology, particular attention was given to color palettes, leader lines, fonts, and text flow on the page and on the screen. Moreover, we were constantly cognizant of Web Content Accessibility Guidelines (WCAG) to ensure that our digital content was accessible to individuals with various disabilities.

To make figures easier to understand for visually-impaired individuals and to provide greater clarity on the page, background colors have been removed in many figures, such as Figures 2-23, 19-11, 23-20, and 24-11. Moreover, shapes, such as triangles or squares, and letters were also added to colorized circles in process figures. This makes it easier to identify processes by something other than round, colorized objects. Figure 24-14 is a good example in which active transport is represented by a black triangle within a blue circle, and countertransport is represented by a black square within a pink circle. Within Figure 26-9, water arrows are marked with the letter “W.” The letter “A” within a yellow circle represents aldosterone-regulated pumps in Figure 26-13. Figure 26-12 maintains the transport key from Figure 24-14 and adds a black circle within a green circle to represent cotransport. These keys are consistent throughout the text.

As I write, more than 30 anti-DEI bills were introduced across the United States. Such legislation is aimed at limiting, eliminating, or prohibiting DEI programs and resources on college campuses. Yet, as a professor and textbook author, I know that being aware of diversity, equity, inclusion, and accessibility leads to better teaching, informed writing, and an enhanced educational experience. While biology is the study of life, the study of anatomy and physiology places our shared humanity into the context of science. And, that includes topics of diversity, equity, inclusion, and accessibility.

At Pearson we take pride in enriching and transforming our courseware to be purpose-built for learning. At the heart of our innovation are our partnerships: with trusted authors and with students. We’re passionate about student success, and to ensure their success we listen to and incorporate the student voice. To shed light on how we do this, Ben Piercy, a Product Marketer at Pearson, shares insights on the transformative impact of engaging students.

Q: Why does Pearson prioritize hosting student focus groups?

A: Having a pipeline and access to students helps give us a pulse on what's going on in the campus life to both instructors and students. We are able to understand, empathize, and forecast product solutions to help instructors teach and students to better learn and prepare for careers after college. 

What's even cooler is that when students see that their opinions matter, they become more invested. It's not just a transaction anymore; it's a partnership. They become advocates, telling their friends about how their feedback led to real changes. That's like marketing gold right there, but more importantly, it's a testament to the power of involving our users in the process.

Q: How does hearing the student voice contribute to the overall improvement of our products?

A: Again at the heart of it all, they're the ones who are using our tools as well as competitors and technology and apps outside of higher ed. Day in and day out, they navigate the ins and outs, and really experiencing firsthand what works and what could use a little tweak, how can we be different from competitors or what cool new app feature we need to think about building into our products-  That's where the student voice comes in, and let me tell you, it's like gold for us. They are not just our users or customers – we think of students as co-creators. 

Q: What specific aspects of student feedback are you looking to gather through the focus groups?

A: Whether it's through focus groups, surveys, or product testing, we're getting an inside look into their world. We get to hear about their "Aha!" moments, the times when they felt the product really hit the mark. But we also get to hear about the times when things didn't quite click, the frustrations they faced, or the features they wished were there to make their education and learning experience better. 

Q: Can you share examples of how insights from focus groups have influence product development or marketing strategies?

A: Sometimes, they come up with ideas we hadn't even thought of. It's like a brainstorming session where the students are the experts – they know exactly what they need to succeed in their academic journey. It's like having a secret weapon in our quest to create amazing products.

When we were in the discovery phase of developing our Freehand Grader feature, we needed to understand student benefit of being able to complete handwritten homework and upload back to the platform. Through journey mapping exercise with a variety of students we uncovered multiple pain points in which we were able to solution for our MVP launch. 

Every year there are new features and enhancements to our platform. We try to map out the best ways to communicate to students the new learning content and study tools they have access to. Last year we were able to journey map with a focus group to determine that fall back to school was a very chaotic time in students' lives. They are balancing getting back on campus, work schedules, social activities, sports clubs, friends and of course school. We found that a more targeted message a month after their start date was the perfect time to include messaging to help them utilize new features for upcoming tests. 

Q: How does incorporating student feedback through these focus groups contribute to creating a more student-centered and inclusive learning environment?

A: Our goal is to make sure no student feels left out, unheard, or unseen. By inviting diverse voices into these focus groups, we're giving students from various backgrounds, abilities, and experiences a platform to share their perspectives. This is how we ensure that our products are not only effective but also welcoming and respectful of everyone's individuality.

Think about it – students bring their own stories, challenges, and strengths to the table. By listening to their stories, we can identify areas where our products might unintentionally create barriers or exclude certain groups. This awareness empowers us to make informed decisions that promote inclusivity and accessibility, creating a learning environment where every student feels valued and empowered.

Moreover, when students see that we genuinely care about their input, it fosters a sense of belonging. They become active participants in shaping their own educational experience, which boosts their engagement and motivation. It's like giving them a front-row seat in the classroom of product development.

By incorporating student feedback, we're teaching a valuable lesson – that their voices matter, not just in the realm of education but in the wider world too. It's a real-world application of the power of communication, collaboration, and critical thinking. These are skills that go beyond the classroom and empower them to be active, confident participants in society.

Q: Can you elaborate on how involving students in the decision making process helps address their unique needs and challenges within higher education?

A: Students higher education journey isn't a one-size-fits-all journey. Each student has their own story, from juggling work and studies to navigating virtual learning environments or managing financial constraints. By involving them in decisions, we're essentially customizing our offerings to suit their unique circumstances.

Think about a puzzle – each piece is essential to complete the picture. Similarly, each student's perspective is crucial for us to paint a comprehensive picture of their needs. When they share their challenges, we gain a clearer understanding of where the roadblocks are. Maybe it's a technology hiccup that's causing frustration or a lack of resources that's hindering their progress. Armed with this knowledge, we can develop solutions that directly address these pain points, making their educational journey smoother.

In essence, involving students in decision-making is a two-way street. It's about them guiding us toward solutions that address their real-world challenges, and it's about us empowering them to take an active role in shaping the educational experience they deserve. It's a partnership that not only enhances their learning but also enriches the higher education landscape as a whole. Just like a skilled navigator, their insights lead us to uncharted territories of understanding, empathy, and meaningful change.

Q: How do you measure the effectiveness of the insights gained from student focus groups in terms of product success?

A: We dive into the numbers, the quantitative metrics. Are more students using the variety of tools and features we tweaked based on their suggestions? Are they spending more time on certain places within the platform? These are like little indicators that tell us we're on the right track, that our changes are resonating with them.

But it's not just about crunching numbers. We're all about the human touch, too. We ask for direct qualitative feedback through user satisfaction surveys, focus groups, and student testimonials. It's like asking, "Hey, how are we doing?" And when we see a spike in positive responses or heartfelt testimonials mentioning how a specific improvement made their lives easier, that's a thumbs-up that we're hitting the mark.

Think of it as a ripple effect – those insights from students can lead to innovative features. And when users start adopting these features and telling their friends about them, it's like watching the ripples spread in a pond. That's the kind of impact we're after.

You know, we also look at the bigger picture. Did the changes we made align with our product goals? Did they give us an edge in the competitive landscape? These are like checkpoints that help us see if the insights are steering us in the right direction.

In a nutshell, we're like detectives, piecing together clues from different sources – numbers, feedback, alignment with objectives – to see if the insights gathered from student focus groups are translating into a product that students love and find incredibly valuable. It's a journey that's both exciting and rewarding, and the students' voices are our compass guiding us to success.

Q: What steps does Pearson take to ensure that the feedback collected from focus groups is translated into actionable changes?

A: The product marketing team is the intersection of the entire business. We sit between sales, product management, marketing, customer success, and customer support. We are able to effectively communicate key market insights into product development roadmaps and create the positioning messaging that we utilize in strategic marketing campaigns. 

In the ever-evolving landscape of higher education, the constant is the student voice. We recognize each shift in this space and turn to the student to develop platforms and tools that are adapted to them, purpose-built for their success.

At Pearson, we are committed to helping students improve their life through learning and provide the instructors with the tools to help them be successful. We are devoted to creating effective, engaging solutions that create opportunities for students at every stage of the learning journey. By combining trusted author content with digital tools and a flexible platform, we personalize the learning experience and improve results for each student. 

In 2022, we introduced the Pearson Excellence in Higher Ed awards to recognize faculty who demonstrate the essence of what it means to be an educator today. Over 200 faculty across the country were nominated by their peers and students for recognition in five categories. This year’s winners embody the values of Pearson and their outstanding achievements. The heartfelt submission stories illustrate not only their foundational values but how they translate that passion for all students.   

“The Pearson Excellence in Higher Ed awards are peer nominated awards that represent and identify passionate and outstanding educators who have made significant impact on students and others.  It has been a delight reading the hundreds of heartwarming nominations that we have received, and we’re honored to announce this year’s winners” said Brad Parkins, Pearson Director of Marketing, Brand and Thought Leadership. 

Without further ado, it is with immense honor that we announce the winners for the inaugural 2022 Pearson Excellence in Higher Ed awards!  

• Outstanding Integration of DE&I: Emily Simpson, Midwestern University   - “In addition to fostering a welcoming environment, Dr. Simpson is dedicated to preparing students to work with diverse populations and advocate for DE&I within their future workplaces.” – A. Kiraly-Alvarez
• Outstanding Student Engagement: Professor Rachel Bailey-Wood, University of Missouri - “Professor Bailey’s instruction uniquely centers her students’ humanity while engaging them in high levels of applicable learning.” – A. Thompson 
• Outstanding Teaching Throughout the Pandemic: Dr. Elizabeth Dulemba, Winthrop University  - "Her energies were not daunted during the pandemic. She created new course offerings... and created a new Illustration Minor.” – E. Koehler
• Outstanding Use of Courseware Technology: Christine Minor, Clemson University  - “Dr. Minor stays at the forefront of what is available in educational technology and often acts as a mentor in our department for others that are using technology in their classrooms.” – Dr. DeWalt 
• Pearson Digital Platforms: Yoelvis Rodriguez, Miami Dade College  - “Yoelvis is an influencer…. He is a leader among the adjuncts, and they respect his advice and experience. In addition, college wide, Yoelvis chairs an EAP technology committee.” – C. Schuemann

Who are you as a person and an educator? How have the various facets of your cultural and social identities shaped your own experiences and views? Who are your students? How will their cultural backgrounds affect their learning, development, and motivation in your class?

These are vital questions in today’s classroom—a truth that Ellen Usher and I were reminded of while writing the 15th edition of Educational Psychology. Specifically, several educational psychology instructors at Michigan State University told us that the cluster in our book on cultural and diversity came too late for today’s realities. These instructors believed that a discussion of the many aspects of identity should be front and center, informing the study of all topics in educational psychology. So, Ellen wrote our new Cluster 2, “Who Are You? Who Are Your Students? Culture and Diversity.”

Grounded in the fact that we all are shaped by many forces and factors, Cluster 2 provides insight about why we must understand and appreciate our students’ identities, as well as our own. Throughout the cluster, we offer research and resources to help you and your students explore your identities and the role of culture and diversity in learning and teaching. In the overview, we explain that:

In higher education, students have needs and aspirations based on the diversity of their lived experiences, and they bring their rich social and cultural backgrounds with them when they learn. To serve all students, educators need to widen their teaching methodologies and perspectives to serve varied characteristics and preferences¹. They also need to consider factors such as age, learning styles, strengths, improvement areas, and more to develop inclusive and active learning strategies in their classrooms. 

The ‘7 Pillars of Inclusivity’ can help educators incorporate inclusive practices that value diversity and embed equity in the classroom.  

What Are the 7 Pillars of Inclusivity?

To create an inclusive classroom, educators must keep their students at the center of learning and provide an environment that enriches their learning outcomes.² Educators can follow seven strategies to welcome all students into an inclusive classroom experience.

1. Access

An accessible learning environment is one where students don’t experience any barriers to education. It’s vital that educators ensure accessibility for students with special needs, learning disabilities, and neurodivergence, and for students who come from diverse language, economic, and cultural backgrounds. If implemented well, a focus on equitable access will set up all students for successful learning outcomes.

Educators can create an accessible and accepting classroom by incorporating the following practices

• Design an inclusive and high-quality curriculum targeted towards positive learning outcomes.
• Provide accessible educational materials and software that meet the learning needs of students with physical and/or cognitive challenges so as to help them learn their best and feel a sense of belonging.
• Make sure learning materials are representative of and relevant to all students so that those whose first language isn’t English or who come from under-resourced communities will see themselves in what they’re learning and feel like they belong.
• Support all students by forming collaborative groups for projects when possible.
• Build relationships with students so you understand them and learn how to differentiate instruction to meet their learning needs whenever possible.
• Adopt active learning strategies that motivate students to take initiative.³ A healthy mix of reflective, movement, or discussion-based lessons and projects can be targeted toward achieving behavioral and cognitive objectives.
• Providing scholarships for deserving students. 
• Being more approachable and responsive to students’ queries.

2. Mindset

Making the classroom inclusive requires a growth mindset, which encourages an openness to understanding the diversity of students’ lived experiences. Implicit biases can pollute a growth mindset and cause educators to lower their expectations of students who require specific support to be successful.

According to the American Psychological Association, an implicit bias is a negative attitude toward a specific group of people of which one is not consciously aware.⁴ Implicit biases can include prejudices toward learners who come from low income homes, have unique cultural backgrounds, or are differently abled learners.

Educators can maintain a growth mindset by identifying their implicit biases, resolving them, and focusing on setting high expectations for all students. 

Identifying implicit biases

Practicing self-reflective techniques or collecting responses/feedback from students and colleagues can be great ways for educators to identify their implicit biases.⁵

• Self-reflection and assessment involves focusing on teaching and assessing methodologies and recognizing how those are influenced by underlying social, economic, or cultural prejudices. Educators can keep a record of their teaching methodologies, experiences, and growth through personal journals and go back to see if they have changed past behaviors or not.
• Seeking responses through observation sheets filled out by students or peer reviews from trusting colleagues can provide educators with honest opinions about their behavior toward inclusion, diversity, and equity in the classroom. 

Both these techniques can help educators identify areas of their teaching, curriculum, coursework, and assessing styles that are not inclusive or engaging and implement improvements.

Creating a positive and collaborative campus culture 

A positive attitude⁶ that’s grounded in a growth mindset positions educators to express the values of diversity, equity, and inclusion in their words, actions, and classroom practices. Students who feel seen, heard, and welcome are more likely to succeed in class.

On a larger scale, institutions can support diversity by promoting a positive and collaborative campus culture with events that create opportunities for all students to connect and explore differences and commonalities with each other. Educators should encourage students to attend these events and be a part of the inclusive learning community. 

3. Student Choice

Choosing to express themselves can help students be more involved in the learning process. Educators can give students a chance to voice their opinions through in-person conversations  where they share feedback about the coursework, projects, and teaching style. By being more approachable and attentive, educators can better understand their students’ challenges and devise curriculums or solutions that enable strong performance and active learning. 

4. Partnerships

Educators can promote partnerships in the classroom and school to instill inclusive learning structures and pedagogies. These can include:

• Collaborative initiatives or group projects where students are not grouped per their perceived ability levels.⁷ This encourages students to engage with each other, exchange thoughts and ideas, value group members’ diverse perspectives, and work to achieve common goals instead of feeling left out or experiencing the stigma of being in a low-performing group.⁸
• Guest speaker events where the institution/educator expands classroom or campus diversity by inviting guest speakers to share stories that are new and different. These stories can inspire students to enlarge their worldview.
• Collaborations with other educators to provide a more enriched learning environment. 

5. Explicit Communication

At the start of a course, educators can establish rules related to their coursework and class culture to set expectations for performance and collaborative behavior. They can encourage healthy communication practices by first being available to speak to all students and then organizing events or collaborative projects to ensure students learn to listen to and understand each other. 

Engaging with students through in-person or email conversations can help monitor their academic development and struggles. Educators can connect with students to discuss their progress or performance and highlight achievements and areas of improvement.

6. Policy

Higher education institutions can advance inclusivity, diversity, and equity by establishing policies focused on supporting students based on their specific needs. For example, while affordability is important to all students, it is especially important to those without personal or family wealth. A policy of providing grants and scholarships to students with real financial need can be the difference between those students being able to enroll and learn and them not being able engage in higher education at all. A culture of equity depends on policies that consider real-world needs and ensure that inequitable barriers don’t prevent students from being part of the community.

7.Opportunities

Higher education institutions and educators need to ensure that all students have an opportunity to access and complete their education. Diverse classrooms adopt strategies that motivate, support, and enhance students’ strengths and academic performance. 

Educators can support their students’ talents and potential by considering the various needs of their diverse student body and designing assessments and grading systems that are inclusive of and accessible by everyone. This can give all students the opportunity to succeed in their education.

In an inclusive higher education environment, educators model a positive growth mindset and provide opportunities for students to collaborate with and learn from one another. This is the key for supporting the success of all students, no matter their lived experiences. 

References

1. Diane Casale-Giannola and Linda Schwartz Green, 41 Active Learning Strategies for the Inclusive Classroom Grades 6–12 (USA: Corwin, 2012), 4.
2. Diane Casale-Giannola and Linda Schwartz Green, 41 Active Learning Strategies for the Inclusive Classroom Grades 6–12 (USA: Corwin, 2012), 6.
3. Diane Casale-Giannola and Linda Schwartz Green, 41 Active Learning Strategies for the Inclusive Classroom Grades 6–12 (USA: Corwin, 2012), 6.
4. “Inclusive Teaching Strategies”, Yale Poorvu Center for Teaching and Learning, accessed May 12, 2023, https://poorvucenter.yale.edu/InclusiveTeachingStrategies.
5. “Implicit Bias”, American Psychology Association, accessed May 12, 2023, https://www.apa.org/topics/implicit-bias.
6. Tim Loreman, “Seven pillars of support for inclusive education: Moving from “Why?” to “How?”. International Journal of Whole Schooling Vol. 3, No. 2, (2007): 24.
7. Tim Loreman, “Seven pillars of support for inclusive education: Moving from “Why?” to “How?”. International Journal of Whole Schooling Vol. 3, No. 2, (2007): 29.
8. Tim Loreman, “Seven pillars of support for inclusive education: Moving from “Why?” to “How?”. International Journal of Whole Schooling Vol. 3, No. 2, (2007): 29.

What is more precious than freedom?  What is more worth celebrating than the end of enslavement and the embrace of freedom? Since 1863, African Americans, as well as many other people, have enthusiastically marked the legal abolition of slavery in the United States.  

On January 1, 1863, in the midst of the Civil War, Abraham Lincoln issued the Emancipation Proclamation that touched off wild rejoicing in Black communities in the North. But very few African Americans were actually freed from bondage on that remarkable day.  Limited in scope, the Proclamation did not apply to enslaved people living in slave states that had not seceded from the Union such as Maryland and Kentucky, and no slave owner living in the Confederate states freed their slaves because of Lincoln’s order. 

Still, many enslaved people seized the opportunity to free themselves in response to the Proclamation, and many thousands more would do so as the War dragged on into 1864 and 1865. Moreover, enslaved people had been freeing themselves long before Lincoln’s Proclamation. Since the first Africans were enslaved in the English colonies in North America in the 1600s, people gained freedom by running away and rising in rebellion. And on April 16, 1862, months before Lincoln’s Proclamation, congress had outlawed slavery in Washington, DC.  Slavery did not disappear on a single day and with a single act by the U. S. President. It took time and cost thousands of lives as Black and white U. S. troops fought to win the war, preserve the Union, and end the enslavement of nearly four million people.  

How then did Juneteenth come to be a day for commemorating freedom and slavery’s end? Although the Civil War essentially concluded on April 9, 1865, when Gen. Robert E. Lee’s Army of Northern Virginia surrendered to Gen. Ulysses S. Grant and U. S. military forces at Appomattox Court House in Virginia, a few Confederate political and military leaders continued to exercise authority in portions of the South in the vain hope that they might yet achieve victory.  

On June 19, 1865, as Union armies gained control of southern Texas, Major General Gordon Granger issued Order #3 in Galveston, freeing those who remained in bondage among the nearly 250,000 people who had been enslaved in the Lone Star State. Nationwide, slavery was finally eradicated with the ratification of the 13th Amendment on December 6, 1865.   

In 1866, freed people in Texas began celebrating what they came to call “Juneteenth.” For decades thereafter, Juneteenth was mostly a Texas commemoration. In 1938, Gov. James Allred declared Juneteenth “Emancipation Day.” By then, some Black Texans had joined the Great Migration, and they took Juneteenth festivities with them as they moved to other states, mainly in the North and West.  

June 19 became a state holiday in Texas in 1980 thanks largely to the efforts of Houston state legislator Al Edwards. Increasing numbers of African Americans began celebrating Juneteenth as a holiday across the nation in the 1980s and 1990s. By 2006, fifteen states recognized Juneteenth as a state holiday. Opal Lee, a 95-year-old Black woman from Ft. Worth — the “Grandmother of Juneteenth” — saw her persistent efforts to make Juneteenth a national holiday rewarded when President Joe Biden declared on June 17, 2021, that henceforth June 19 would be a national holiday.  

Yet long before Juneteenth became a national holiday, African Americans had observed January 1 as Emancipation Day. For decades after the Civil War, the first day of each year was greeted with exuberant gatherings that included parades, music, speeches, sermons, and bountiful portions of food. On the tenth anniversary of the Emancipation Proclamation in 1873, “throngs of colored people” adorned in “gorgeous garments” paraded through the streets of Charleston, South Carolina, accompanied by a band playing “Yankee Doodle.” Among those who participated in the festivities were Congressman Alonzo J. Ransier, the first Black member of the U. S. House of Representatives, as well as Civil War hero Robert Smalls and Major Martin R. Delany.

On January 1, 1900, Tuskegee Institute President Booker T. Washington addressed an Emancipation Day audience in Macon, Georgia, and offered — as he usually did — a message of racial uplift combined with criticism. “The Negro must have education and thrift. They must know how to apply their education. We have enough ministers and professional men for the present. We need to teach the masses how to get out of their shiftless and antiquated ways.”  

Although the pageantry of the early commemorations of January 1 faded in the 20th century, Emancipation Day continued to be observed. In 1939, Mary McLeod Bethune, the President of Bethune Cookman College and a member of President Franklin D. Roosevelt’s “unofficial” Black Cabinet, delivered an inspirational message at Allen University in Columbia, South Carolina, as she called on Black people to unite in their quest for a better future and avoid indulging in acrimony and criticism of each other.  

The centennial of the Emancipation Proclamation was widely celebrated in 1963 as the civil rights movement gained momentum across the South. Less than nine months before the Rev. Martin Luther King, Jr., delivered his “I have a Dream” speech at the March on Washington, there were a host of Emancipation Day observances across the nation. In Charleston, there was a “gala parade” featuring the contestants in the “Miss Emancipation” contest. The Burke High School and Laing High School marching bands took part. The Rev. Z. L. Grady, an AME minister, addressed a gathering at Jerusalem Baptist Church.  

Our mission is simple: to help people make progress in their lives through learning. Because wherever learning flourishes, so do people. We'll only be successful when our educational materials are accessible to all users, and we’ve long been committed to providing access to learners with disabilities. That commitment is woven into the fabric of our learning materials, development processes, innovation efforts, employee culture, and partnerships.

We’re proud to have been recognized as a Benetech Global Certified Accessible™ (GCA) publisher. The first third-party EPUB certification program to verify eBook accessibility. (Learn more about this achievement, and our new partnership with Benetech.)

Accessibility in MyLab and Mastering  

Pearson’s Faculty Advisors recently led best practice webinars for our two leading learning platforms, exploring accessibility features designed to help more learners succeed. (We invite you to watch the recorded webinars: MyLab or Mastering.)  

“Has difficulty paying attention, lacks attention to details, loses focus quickly when doing tasks, doesn’t follow through, has difficulty staying organized.” These are some classic signs of ADHD – and people were talking about me that way. ADHD is challenging in almost any situation, but for me, it was especially hard when it came to schoolwork and studying.

Nothing could hold my attention long enough. I felt guilty and angry with myself all the time. Why wasn’t I passing the class all my friends said was just easy memorization? Why did I waste so much time on unimportant things when I could have been studying? Why were all my study guides nonsensical? How did I lose so many important assignments?

At first, college overwhelmed me

I didn’t expect college to be as hard as it was. I had been pretty good at balancing my schedule in high school, when my routine was the same every day. All my friends were always in the same place, and my parents were there to worry I was fed or getting into trouble.

In college I felt immense pressure to balance everything. Making sure I spent enough time out with my friends and enough time studying and doing homework. Making sure my room was clean enough and that I ate at least once that day. I quickly became overwhelmed. Diving into schoolwork was harder than it had ever been. It got to the point where getting ready to study often required even more effort than actually studying.

Getting ready meant creating my own flash cards and study guides, coming up with problems to quiz myself with, going back to re-read and highlight things. My list of “to-dos” spiraled out of control. It began to feel easier to just do nothing at all.

The guilt was the worst part. I knew I was capable of studying, I knew I had the ability to read and write and form cohesive thoughts, but I just didn’t. I couldn’t. I’d never felt more like a failure. Time and time again, different professors told me the same thing: If I wasn’t putting in the work outside of the classroom, how did I expect to excel?

I had more help than I ever realized

Then, one of my teachers sat down with me and finally understood what I was dealing with. Then she pulled up the MyLab platform and walked me through all the personalized study tools Pearson offered me.

She showed me practice problems and progress checks to help me figure out exactly what I needed to work on, so it was easier to set priorities and I didn’t have to worry about everything. I realized I didn’t have to come up with my own problems to answer.

I didn’t even have to create my own study guide: MyLab built one for me, and personalized it based on all the homework, quizzes, and tests I’d already done. That way, I’d spend the most time – and get the most new practice questions – exactly where I needed the most help. Even if I wasn’t struggling with ADHD, it would have taken me a very long time to build a study guide that useful – but MyLab gave it to me practically instantly.

All the extra work I felt I needed to do to succeed, even before I started to study? Pearson had already done it for me. If I couldn’t bring myself to re-read information, there were videos I could watch. Anytime I wanted, I could search for videos. If I didn’t understand why I had gotten a practice problem wrong, there were videos with step-by-step instructions explaining what to do and why I needed to do it that way. Even before I ran into a problem I couldn’t solve, there were videos for the complicated concepts I wasn’t sure of. Any time I needed help, it was like someone at Pearson had read my mind and put together a video just for me.

Most important and useful for my studying experience? MyLab’s practice quizzes. I took them over and over and over again. I especially liked the Dynamic Study Modules. Pearson found a way to gently help you get to the right answer without penalizing you for not already knowing everything.

If you’re positive you know the right answer, you double-click that option. If you’re right, Pearson will tell you, and you can move on to other content. But if you’re not sure, you can either single-click the option that might be right, or just click “I don’t know.” It’s like answering “halfway.” Then, Pearson will show you the right answer and present a bit of text from your eTextbook explaining it. It won’t cost you any points, even if you’re wrong. Later on, you’ll get a similar question, and this time, you’ll probably be more confident of the right answer. By the time I was done working with Pearson’s quizzes, I felt confident enough to tutor some of my friends.

The help just keeps on coming – and I know it’s underutilized because I certainly hadn’t realized it was all there. There’s the Homepage Calendar that tells you exactly when everything’s due, so it’s easier to plan your week. There’s the “Show Me an Example” button that walks you through an example or a process even before you encounter it in a problem.

I’m finishing my last course right now, and I’ll be graduating in May 2023. My experience with Pearson MyLab was so positive that, after I graduate, I’ll be taking a job with Pearson. I’m thrilled that, in my new role, I’ll get to help move MyLab forward, and encourage more students to take advantage of it. I have a very personal motivation. I want struggling college students to know what I discovered: with these tools, studying with ADHD doesn’t have to feel so overwhelming anymore.

For instructors and students alike, the path to success has become far more challenging. Students are arriving with different life and learning priorities, and varying levels of preparation. Everyone’s working harder, in the face of greater obstacles and deeper uncertainty. Instructors and students both need more effective support, in an era where resources are scarce. Courseware has always been a key resource, but today it needs to deliver more than ever. This makes your courseware decisions even more crucial. 

Great courseware doesn’t just happen: everything about it is intentional. In this blog post, we’ll discuss how we're delivering on three of Pearson’s core priorities for building courseware that helps instructors and learners thrive – outcomes, equity, and accessibility.  

Achieve the outcomes that matter

The most important outcomes are those that learners and instructors want, to help them realize the lives they imagine. Our outcome-based design processes help us understand and identify those upfront, as a “north star” to keep all of us aligned and on track. 

When we say “all of us,” we’re talking about a wide array of world-class, cross-disciplinary experts all working together, including: 

• Learning scientists who ensure our products reflect the latest, best evidence on what helps students learn, helps instructors teach, helps people effectively use technology, and helps promote career progress 
• User experience and content professionals who build and evolve engaging and personalized digital learning platforms, maximize relevance, and present material in powerfully compelling ways
• Assessment experts who embed opportunities for continual student progress assessment, and identify opportunities to improve our products
• 6,000+ trusted authors who bring their unique voices and cutting-edge knowledge -- so students never forget they’re learning from other remarkable human beings.

All this expertise translates into real effectiveness and strong outcomes. Take, for example, the experience of The University of Maryland Global Campus (UMGC), which serves 305,000 online students worldwide, many non-traditional or not fully prepared for college-level work.

Responding to a goal of reducing developmental prerequisites in college-level math and statistics, UMGC faculty assessed Pearson’s MyLab^® and an OER alternative through a 2.5-year pilot encompassing 12 instructors and 6,500 students. Based on the pilot’s remarkable results, UMGC has rolled out MyLab widely. That’s translated into dramatic improvements: from 60% to 80% student success in statistics and from 50% to 80% in algebra compared with OER.

Faculty evaluations have improved, too. Freed from grading, instructors had more time to guide individual students, and they also had richer data to tailor courses around their needs. 

UMGC’s experience is just one example of how Pearson’s outcome-based design is rooted in superior learning science is helping real learners. Outcomes like these thrill us – they’re why we do what we do. 

Extend great learning to everyone

At Pearson, the words “diversity, equity, and inclusion” aren’t cliches or trendy buzzwords. They’re a way of life deeply grounded in beliefs we’ve held for generations: Every individual can benefit from learning, and learning is a powerful force for positive change. Everyone should be welcomed into learning. Everyone should have a fair opportunity to learn, and learning should work for all students.

What matters more than our beliefs is what we do about them. We’ve built, and we enforce, comprehensive policies for making sure we authentically, inclusively, and respectfully represent people of all kinds. We are committed to minimizing bias. Our content celebrates diverse identities and lived experiences (see some complimentary examples here). We draw on many best practices and frameworks to provide high-quality inclusive content. We offer practical ways to report and dialogue about potential bias in our products.We do all of this so that our products are more inclusive, more relevant, and more accurate. Our DE&I approach to content development results in better products that center learners and increase student engagement.

Finally, we understand that effectively embedding diversity, equity, and inclusion in our work is a journey. We honor and promote DE&I internally, to ensure that our offerings are created by teams who reflect those we serve. We’re proud to have earned the Human Rights Campaign’s “Best Place to Work for LGBTQ Equality” award, inclusion in Bloomberg’s Gender Equality Index, and a top grade in the Disability Equality Index, the most comprehensive benchmark for disability inclusion.

By doing all this, we’re serving learners’ demands. Our 2021 Global Learner Survey found that 80% of learners were trying to educate themselves about issues related to social justice, diversity or gender equality, rising to 84% among millennials and 85% among Gen Z.

Ensure accessibility to meet everyone’s potential

For too long, people were excluded from full access to education based on disabilities that were irrelevant to their potential. We’re determined to overcome that, one individual at a time. Our commitment is woven into our learning materials, development processes, innovation efforts, employee culture, and partnerships.

More specifically: We follow Web Content Accessibility Guidelines (WCAG) 2.1 guidelines and Section 508 of the Rehabilitation Act for products copyrighted 2022 or later. We’ve established comprehensive accessibility standards for creating products that are perceivable, operable, understandable, and robust. We’ve built a roadmap for addressing accessibility issues in our existing MyLab and Mastering courses, and we’re doing extensive audits to remove barriers elsewhere. Our teams participate in rigorous, ongoing accessibility training. As of this writing, we offer nearly 900 accessible eTextbooks, and we’re working with T-Base Communications to accelerate delivery of top-selling Pearson titles in braille and reflowed large print.

Finally, to make sure we truly understand what learners need, we work closely on an ongoing basis with key members of the disability and advocacy community, and with organizations such as W3C, DIAGRAM Center, DAISY Consortium, Benetech, and the National Federation of the Blind.

Get what your learners deserve

Delivering on these commitments to outcomes, equity, and accessibility requires extensive resources, skills, and commitment. Not all of the world’s courseware reflects these values. But we think today’s learners should expect no less – and neither should you.

Explore new ways to help your students succeed.