Diversity, equity, and inclusion are on all of our minds now, but what does that mean when it comes to training materials and is it possible to diversify your education processes? Inclusion is incredibly important for effective communication, engagement, and helping everyone feel like part of the team. In this guide, we’ll explore how you can bring accessibility to your training through technology, representation, and flexible learning options to make sure everyone is considered.
Make Sure Accessibility is a Focus
Accessibility is crucial for inclusive training programmes—your materials need to be usable by everyone. This means making sure that the file format supports accessibility features, such as using .txt or .docx for text-based format, .jpg or .png for image-based formats and .mpv4 for video file formats which screen readers can interpret more easily.
Likewise, you need to ensure that closed captions are included, and alternative text is added to images. These accommodations will make the training materials more accessible for those with disabilities and improve the learning experience for everyone.
Provide a Range of Learning Options
Not everyone learns in the same way, so in order to be inclusive, and ensure that everyone in the team can build their knowledge, it’s important to accommodate different learning approaches.
For example, you could start with an in-person workshop for people who enjoy learning with others and thrive in a face-to-face environment. From this create a virtual training session for remote workers, and a self-paced course for people who need flexibility and will be training alongside their day job.
Providing flexible options means you can cater to the wide range of learning needs and preferences in your organisation, and accommodate different work schedules and personal commitments too.
Be Culturally Sensitive
Inclusivity is centred on avoiding stereotypes and making sure that your training materials are culturally appropriate. Ensure that you’re always mindful of cultural differences, not just in the content but also in communication styles and learning preferences. Cultural sensitivity helps everyone feel respected, included, and comfortable which is conducive to a better learning environment.
Another benefit of cultural sensitivity is that it bridges the gaps within the organisation to promote cross-cultural understanding. For larger businesses or those with a global workforce, acknowledging and respecting these differences ensures that diversity values are highlighted, and collaboration can occur across cultural boundaries.
Identify Bias in Your Content
Your training materials need to be entirely free from biased language, so make sure that this is considered both in the planning stages and implementation. The choice of words you use has immense power, not only in ensuring the material is effective for education purposes but in ensuring everyone feels respected when they’re using them. Words can quickly empower or hinder learners in ways you may or may not intend, so think carefully about how things are phrased and stick to neutral phrasing.
Keep Your Language Respectful
Whether it’s a presentation you’re giving to a large group or a printed document that will be used for a wide variety of people, you need to ensure that your language is respectful. Traditional greetings like ‘guys’ or ‘ladies and gentlemen’ may feel polite, but they could potentially exclude members of the group such as non-binary people or members of the trans community. Try to keep to words and phrases that ensure everyone feels welcome and considered.
Remove Abbreviations
Abbreviations not only make learning more difficult, but it can exclude those who may be new to the material or feel embarrassed to ask what something means. In order for your training materials to have their intended effect, they need to educate and inform, so don’t make assumptions about prior knowledge or industry jargon. Spell out what you mean and avoid abbreviations or acronyms that could confuse and frustrate users.
Use a Wide Range of Examples
Using examples in your training materials to illustrate a point is a great way of connecting with your trainees. But you need to ensure that the examples are not only relevant to the point you’re trying to make but also diverse, otherwise you risk alienating some learners. Consider a wide range of contexts, backgrounds, and cultures to reflect a host of different realities or challenges. And, naturally, ensure that none of your examples reinforce harmful stereotypes or biases.
Provide Early Access
Providing your trainees with the resources prior to synchronous sessions will give them time to review the information and prepare for their training. Any information that’s included, whether it’s a graph, a video link or a chart, should be given to them beforehand so they can understand what they’re looking at and prepare questions they may have.
For some learners, processing speed differences can mean they struggle to take in the information they’re faced with as quickly, which detracts from the training in the moment. An awareness of this issue will lead to more inclusive education for all.
While these tips will help you create training materials that are more accessible and inclusive, it’s important to remember that there’s no one-size-fits-all when it comes to DEI initiatives and what might work for one person may not work for another. If you’re unsure how to make your training materials the most effective they can be for your team, the best practice is to ask if there’s anything you can do for your employees to help make learning easier and more effective for them.
