How do you make employee training inclusive and accessible?

2 Choose flexible and varied formats

Not everyone learns the same way. Some people prefer reading, others listening, and others doing. Some people like to learn in groups, others individually, and others with a mentor or coach. Some people have visual, auditory, or physical impairments that affect their learning experience. To make your training inclusive and accessible, you should offer multiple formats and options for your employees to choose from. For example, you can provide written, audio, and video materials, as well as interactive and hands-on activities. You can also use online platforms, mobile apps, or podcasts to deliver training anytime and anywhere.

3 Use clear and inclusive language

The language you use in your training can have a big impact on how your employees perceive and engage with it. You should avoid jargon, slang, acronyms, or technical terms that may confuse or exclude some learners. You should also use plain and simple language that is easy to understand and follow. Moreover, you should use inclusive and respectful language that reflects the diversity of your workforce and avoids stereotypes, biases, or discrimination. For example, you can use gender-neutral pronouns, avoid assumptions about people's backgrounds or abilities, and acknowledge different perspectives and experiences.

4 Provide support and feedback

Learning is a process that requires ongoing support and feedback. You should provide your employees with the necessary resources, tools, and guidance to help them complete their training successfully. You should also create a safe and supportive learning environment where they can ask questions, share ideas, and collaborate with others. Additionally, you should provide constructive and timely feedback to your employees to help them monitor their progress, identify their strengths and weaknesses, and celebrate their achievements.

5 Evaluate and improve

The last step to make your training inclusive and accessible is to evaluate its effectiveness and impact. You should measure how well your training met the learning objectives, satisfied the learners' expectations, and improved their performance and outcomes. You should also collect feedback from your employees on their learning experience, challenges, and suggestions. This will help you identify what worked well and what needs improvement. You should then use this information to update and refine your training program accordingly.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?