Awesome inclusive stuff
Your one-stop shop for inclusive learning. Provided and recommend by other learning professionals.
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Resources / tools
Websites & articles
Software & apps
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
Other tools & resources
Models & methods
Approaches & attitudes
- 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.
Quotes & tips
- “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
“A Neurodivergent diagnosis within my household inspired me to be more flexible in delivery and assessment methods.”
“Interstate based APS staff generally feel excluded. I am a full time remote interstate worker, being part of the L&D team allows me to offer up ideas to ensure that people who work remote are included.”
“I want to use Articulate but can’t.”
“Needs are priorities. Preferences are not.”
“I’m noticing games nowadays have built in language packs and contrast features.”
“We need to find ways to stretch ourselves in a time-poor environment.”
“Inclusive workplace culture doesn’t just happen. At the NDIS these factors are deliberate contributions to culture – L&D opportunities, adequate resources, sense of belonging, employee voice, commitment to diversity.”
“Creating an inclusive workplace is a long game activity.”
“There is an assumption that everyone is coping well with online methods, and it’s just not accurate.”
“Videos are cool learning tools but office bandwidth is a factor I hadn’t considered and learnt from. Especially working from home.”
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.”
Learning Meetup 2023
Learning Meetup is for instructional designers, content developers, eLearning professionals, f2f facilitators, blended learning experts, and any one else who creates learning anywhere in Australia.
We collaborate and share our ideas once a month for one hour on the first Wednesday of every month 8:00-9:00am AEDT (AEST outside Daylight Savings time).
We share our learnings through LinkedIn posts from time to time too.
The event is free and online (Zoom). Connection details are emailed when you register.
Interested to find out more?