Bree Gorman – LGBTQI+

Ainslee Hooper – Disability

Denis Boudreau – inclusive communication, author, influencer, disability advocate

Brené Brown – thought leader, author, researcher, storyteller, courage-builder

Carly Findlay – author, speaker, activist, access advisor,  facilitator

Otter.ai – real-time transcriptions, meeting notes and summaries

MS Teams, polls, quizzes and questions

Colour contrast apps:

• WebAIM Contrast checker – colour contrast accessibility online app
• Acart Communications Contrast checker – online app
• Vision Australia Colour contrast analyser – downloadable

Inclusive Learning Design Handbook – an Inclusive Design Research Centre project

NDIS Inclusion and Diversity Framework

War on Waste – ABC TV series

• Consider all users – be in the right mindset, consider the unknown, consider minorities and individual differences
• Model behaviour – put ego and pride aside, avoid blaming, shaming, judging, hating and finger pointing, earn trust and respect.
• Ask what people need to feel supported and able to learn, then follow up and take action.
• Influence instead of manipulate
• Create and protect psychological safety
• Build confidence to act / perform / do
• Deliberately have recent trainees review new trainings. I get the newbie perspective.
• I use personal experiences and stories, it eases my nerves and makes me more comfortable presenting and hopefully makes the content more relatable.
• Use of actors for staff to coach / manage unreasonable behaviour, aggression, emergency evacuations and more.

• We’ve been live-streaming some of the work that we’re training in. Very organic, allows for questions on-the-spot. Can demonstrate a task to a large group without logistic or safety issues. Doing this to offset too much eLearning.

• Use simple language
• Get feedback from different users on how learning and training is being received. 
• To achieve an inclusive workplace culture, be consistent and inclusive across all diversity groups, and involve staff.

• “Be clear about the target audience. Designing for everyone is often designing for no one.” – Srishti Sehgal
• “Start with getting to know the learners. Understanding their schedules, preferences, background, family life, motivation, skills, expectations . . .”  – Srishti Sehgal
• Never approach learning design from a position of authority.
• “Nothing about me without me”
• “Engage the learner’s curiosity. Don’t start with objectives, start with questions the learner needs to answer or that the instruction will answer.”
• “Unless you consciously include, you will unconsciously exclude.”
• Being told by a principal before my daughter started Kindergarten – make sure you use a variety of words with your children as not every household speaks the same. It allows for a better opportunity to understand
• “Know the difference between equality and equity.”
• Use visuals that represent diverse identities and experiences.
• Invite people to let you know if they need adaptations in learning experiences.”
• Be aware of your own biases and how it may impact decisions.
• “We could and should, strive to design for all.”
• “Accessibility is everybody’s responsibility.”
• Provide captions and transcriptions

It’s nice to give people “a voice and a choice”

Do people need to feel included?

You spoke very quickly during your stories, I found it hard to keep up. Other information was a good pace.

The welcoming approach in the way you spoke got people comfortable enough to light up the chat window on your first question.

Feedback from Megan Longwill on LinkedIn

• “I am going to add a topic in our “housekeeping slide” at the beginning about assumptions and how we want participants to keep us honest, and another thing I am going to do check is to make sure we have an accessible word doc for every PDF doc we hand out.”
• “I need to research more into inclusive design principles and be able to succinctly communicate my insights to inclusive learning design.”