If I had to choose the two main challenges in education for the AV market, I would easily say: diversity and engagement.

Both are crucial, yet often overlooked in discussions about education.

First, it’s important to clarify that when I mention diversity, I am not referring solely to gender. It should go without saying, but I want to emphasize that everyone—regardless of gender, sexual orientation, political views, or religion—has the right to education. To think otherwise would be a step backward for society.

Here, diversity refers to the breadth of knowledge and how this variety can drive motivation and engagement among learners.

True learning comes from the motivation to understand and apply new concepts. When you are genuinely engaged in learning something, you don’t just memorize—you truly absorb and internalize the knowledge. This level of engagement is what we need to solve the challenge of scaling education in the AV industry.

How can we achieve this?

My primary suggestion is to embrace diversity.

The more content we have—from different sources, in multiple languages, and tailored to various levels and audiences—the more likely we are to engage individuals. It’s impossible to scale education with just a handful of acoustics classes. Similarly, courses written or created by a single person, with their unique experience, language, and bias, will not be enough. If all courses are in English, how will those who don’t speak the language learn? If courses are only for beginners, experienced professionals won’t participate. Conversely, if all courses are advanced or certification-focused, we won’t be able to develop new talent. The concept is simple, yet it remains underutilized in AV industry education.

Diverse content engages different segments of the audience, encouraging both individuals and companies to seek knowledge regularly and at scale.

Another key factor for engagement is the power of example. Have you noticed how the number of athletes in a particular sport increases when someone wins a medal for their team, city, or country? In Brazil, during the 2024 Olympics, we had the pride of cheering for gymnast Rebeca Andrade. After her victories, news outlets reported a massive surge in girls enrolling in gymnastics classes nationwide—some sources cited a 400% increase in interest!

This “mirroring” effect—seeing someone you identify with succeed—is one of the strongest drivers of engagement. I often hear comments like, “The technology sector is mostly men,” or “Engineering is a male-dominated field,” or “There’s only one woman for every 100 men in programming.” How can we expect more women in technical fields if they rarely see themselves represented? Low representation leads to low engagement, which often pushes women to pursue other roles in the industry. This also applies to other ethnic and religious groups. For example, if we want to develop more technicians in India, it would be highly effective to have local tutors teaching the content. However, we know it’s not easy to find diverse educators, and we continue to seek ways to scale the creation of more educators for our sector.

Organizations can actively foster this “mirroring” effect by implementing mentorship programs, offering scholarships for underrepresented groups, and intentionally highlighting diverse role models in their educational content. These initiatives not only inspire new talent but also create a more inclusive and supportive learning environment for everyone.

A particularly successful example that could serve as a global model for our industry is the organization “Girls Who Code.” I had the pleasure of meeting Dr. Tarika Barrett, CEO of GWC, which was truly a highlight of my career.

Another essential factor for engagement is the practical application of what is learned—but I’ll address that in the next article in this series.

Have you ever noticed that Netflix series are translated into multiple languages, from dramas to cartoons, from short series to multi-season epics? This is no accident. It drives engagement, attracts audiences, and creates scale and revenue for the platform.

So, how do we solve this problem in AV education?

Which AV schools offer content in more than three languages? Which AV courses provide a learning path from beginner to expert?

I invite you to share examples of inclusive AV education initiatives you’ve seen, or to connect if you’re interested in collaborating on new projects that promote diversity and engagement in our industry. Let’s work together to build a more accessible and inspiring future for AV education.

I look forward to your comments and ideas.