Blog Post #3 – Personal Learning Networks (PLNs) and Inclusion

As I finish up my fourth year studying Computer Science and get ready for full-time jobs, I’ve noticed that my Personal Learning Network (PLN) is crucial to my professional development. With classes, Co-ops, and LinkedIn connections, I’ve met HR professionals, developers, startup founders, and advocates for accessibility. What was started as a way to network for potential jobs has turned into a valuable resource for learning about inclusion and the various paths to success in the tech industry.

Figure 1. A worldwide network of various professionals showing how Personal Learning Networks bring together people, ideas, and experiences across different borders.

What Inclusion Really Means to Me

At first, when I considered inclusion, I kind of thought it was just about bringing people from various backgrounds together like having a mix of voices in a classroom or a workplace. But after diving into Shelley Moore’s One Without the Other, it really hit me that inclusion is way more complex than that. It’s not all about having a diverse group, it’s about ensuring everyone truly feels like they’re part of it. Her concept of the four bubbles: exclusion, segregation, integration, and inclusion, really got me reflecting on my own experiences in tech. I’ve noticed that even when teams appear diverse on paper, it often boils down to the same few individuals making the big decisions while quieter voices tend to get overlooked. That got me thinking that true inclusion is about shifting how a group operates, not just who’s in that group.

The CAST UDL Guidelines emphasize the importance of designing for diversity right from the beginning, which got me thinking about my own learning experiences. During one of my work projects, I teamed up with a developer from another country, and we often tackled challenges in totally different ways. Initially, this caused some delays but as we continued to work together, I realized that merging our viewpoints resulted in more innovative and effective solutions. It hit me that inclusion goes beyond just having a diverse team, it’s about figuring out how to collaborate in a way that allows everyone’s ideas to get space.

Challenges in creating an Inclusive Network

Creating a diverse professional network can be a bit of a challenge. I often notice that LinkedIn algorithm keeps showing the same kinds of posts and profiles at me, which makes it hard to discover unfamiliar voices or new perspectives. Plus, it can be tough to keep a balance between being professional and bringing authenticity when I’m reaching out to strangers, especially those who are higher up. What really works for me is just being authentic asking honest questions, showing genuine interest, and not stressing over getting everything just right. This way, my conversations tend to feel much more relaxed and meaningful.

My Plan for an Inclusive Personal Learning Network

I am looking forward to broaden my personal learning network with a variety of voices. I’m thinking of following developers focused on sustainable technology and accessibility, joining communities that discuss inclusive design, and connecting with students just starting fresh out in tech. I’ve found that mentoring others is a great way for me to grow as well. To me, inclusion is all about learning from diverse viewpoints and using those experiences to create technology that serves everyone.

Summing up, building a diverse professional learning network really helps me define who I am as a computer scientist who’s open to learning from different perspectives. This approach not only gets me ready to step into the industry but also empowers me to contribute to make it a more equitable, empathetic, and innovative.

References

CAST. (2024). CAST UDL guidelines 3.0. CAST. https://udlguidelines.cast.org

Moore, S., & Schnellert, L. (2017). One without the other: Stories of unity through diversity and inclusion. Portage & Main Press.