Trailblazers in Education and Training: Women Who Shaped L&D and Instructional Design

Learning and Development (L&D) and instructional design (ID) have long been crucial in shaping education, corporate training, and knowledge management. However, like many fields, women’s contributions have often been overlooked or undervalued. Despite barriers, women have been instrumental in advancing ID, educational theory, and corporate training, paving the way for more inclusive and effective learning methodologies.

Let’s look at the history of women in L&D, their struggles, and the pioneering figures who made lasting contributions to the field.

Early Trailblazers: Women Who Set the Stage

Women have played a role in ID and knowledge dissemination for centuries, even before these terms were formally recognized.

One such pioneer was Maria Montessori (1870–1952), an Italian physician and educator who developed the Montessori method. Using scientific observation and experience gained from her early work with young children, Maria designed learning materials and a classroom environment that encouraged children’s natural desire to learn and allowed them to choose their own materials. This approach, centered around self-directed learning and hands-on experiences, revolutionized early childhood education, and continues to influence ID today.

Another notable figure is Ellen Swallow Richards (1842–1911), who became the first woman in America to enter a scientific school when she was admitted to MIT. She was hoping to earn a PhD., but MIT did not award doctorates to women at that time. Often referred to as the founder of the home economics and environmental education movements, she focused on sanitary and nutrition sciences. Her systematic instructional methods and educational program design provided early models for structured learning.

Facing Barriers in the Early 20th Century

As education became more formalized, women found themselves in teaching and training roles but were often excluded from leadership positions in ID and academia. Despite this, many persevered and made significant contributions.

• Mildred Parten Newhall (1902–1970) was one such figure. As a researcher in child development and social behavior, her work laid the foundation for instructional strategies in early education. Her theory about children’s six stages of play provided a roadmap of how play develops over time.
• Susan Meyer Markle (1928-2008) advanced programmed learning, an early form of ID. While she is known for working with B.F. Skinner at Harvard University, she contributed her own findings. Her books about instructional research and design include About Good Frames and Bad: A Grammar of Frame Writing, first published in 1965. It was a foundational book on programmed instruction that focused on how to write effective “frames” – the small units of instructional content presented to learners in ID.

During and after World War II, women played a crucial role in military training programs, developing structured instructional materials to train soldiers efficiently. However, their contributions were often dismissed as temporary, and they struggled to gain recognition in the post-war workforce.

Breaking Barriers: 1960s–1980s

By the mid-20th century, the field of ID became more established, especially with the rise of behavioral and cognitive learning theories. Women increasingly entered the field, proving their expertise and influencing modern instructional methodologies.

• Dorothy S. Strickland (1933-2020), a renowned advocate for improving the education of teachers, contributed significantly to curriculum development and instructional strategies for reading comprehension. She served as president of the Reading Hall of Fame and on several task forces and committees, such as the National Early Literacy Panel. She made sure to visit schools across the U.S. to see the everyday challenges of teachers and administrators, working with them on their development challenges.
• Bärbel Inhelder (1913-1997) is known for her work and many publications with Jean Piaget. However, while he focused on how people build knowledge about the world, Inhelder and her team researched how children move from one learning stage to the next, influencing the ways IDers approach learning stages. One of her most famous author collaborations was Learning and the Development of Cognition,  published in 1974.

The 1980s saw a surge of women entering corporate training and ID roles, as technology and business needs drove demand for more structured workplace learning.

The 1990s–2000s: Women Take the Lead

With the rise of digital learning, e-learning, and corporate training programs, women took on larger leadership roles in L&D.

• Allison Rossett is Professor Emerita of Educational Technology at San Diego State University and a consultant in learning and technology. A major force in workplace learning, she continues to work on needs analysis, technology-based learning, and learner engagement, influencing instructional strategies for corporate training programs. Rossett authored four award-winning books, including A Handbook of Job Aids and Beyond the Podium: Delivering Training and Performance to a Digital World. 
• Ruth Colvin-Clark, a cognitive scientist, pioneered research on the use of multimedia in ID. Her book, e-Learning and the Science of Instruction,  remains a key resource in modern instructional strategies. A past training manager for South California Edison, Ruth is a former president of the International Society for Performance Improvement (ISPI) and was honored with the Thomas Gilbert Award for Distinguished Professional Achievement in 2005.

During this period, women also led professional organizations like the Association for Talent Development (ATD) and the International Society for Performance Improvement (ISPI), pushing for evidence-based instructional practices and greater recognition of the profession.

Modern Challenges for Women in L&D

Despite progress, challenges persist for women in ID and corporate training.

• Lack of Diversity. L&D and ID fields remain predominantly white, with women of color encountering additional barriers to entry and career advancement. Many organizations lack intentional diversity initiatives, mentorship programs, and equitable hiring and promotion practices. This lack of inclusivity not only stifles career growth but also contributes to higher attrition rates among underrepresented women in the industry.
• Leadership Barriers. Women in L&D and ID often face challenges in reaching leadership positions due to gender biases, limited access to executive mentorship, and exclusion from high-impact projects. Many leadership pipelines favor men, and women frequently have to work harder to prove their expertise and readiness for advancement. Organizations that actively address these barriers through leadership development programs and sponsorship opportunities can help close the gap.
• Recognition and Research Bias. Women’s contributions to L&D and ID are often overlooked, with their ideas and innovations receiving less recognition compared to their male counterparts. Additionally, research in the field frequently underrepresents women’s perspectives and experiences, leading to gaps in understanding their unique challenges. Companies and academic institutions that actively highlight women’s work, amplify their voices, and ensure gender-balanced research can help create a more equitable industry.

The Future of Women in L&D

Today, women continue to lead the way in learning experience design, AI-driven instructional systems, and corporate training innovations.

• Julie Dirksen, an expert in ID, focuses on applying behavioral science to training. Her book Design for How People Learn is a staple in the field. She works with clients ranging from Fortune 500 companies to technology startups to large grant-funded research initiatives.
• Connie Malamed, a learning technology expert, has championed ID best practices, particularly in visual and UX-focused learning solutions. She is the author of Visual Design Solutions and Visual Language for Designers, and publishes The elearning Coach website and podcast.

As L&D evolves, women will remain at the forefront, shaping the future of education, workplace training, and instructional methodologies. Organizations that prioritize equity, mentorship, and career advancement will benefit from a diverse and innovative learning culture.

Celebrating Women’s Contributions

Women have played a critical role in the evolution of ID and learning development—from early education pioneers to corporate training leaders. While the journey has been marked by challenges, their contributions have been indispensable.

As we look to the future, continued advocacy for gender equity, leadership opportunities, and recognition of women’s achievements in L&D will ensure that innovation in education and training thrives.

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