What do you do if your e-learning programs are not accessible and inclusive for all employees?

I would say if you find yourself in that situation is time to put your digital learning strategy back in the garage and rethink the setup. The First question is of course - do we want our digital learning to cover all employees? What is our strategy for our digital learning platform. Where are the clear wins in the company landscape where digital learning makes sense to implement? When you have a clear strategy it's much easier to piece together the requirements for the real rollout of your digital content and my advice would be to do this in small increments at a time and get feedback from the users and change course based on their feedback.

It’s important to also consider the people on your team. For one, do your best to hire a diverse staff which makes it easier to consider different perspectives. It’s also useful to identify specific individuals internally that can advocate for making more inclusive content. That person can learn ahead of others, answer questions from teammates and create an overall strategy (based on the analysis)

If online training programs are not accessible for all employees, you should: * Check your training to find any parts that are difficult for some people to access or use. * Make sure your training follows guidelines for accessibility, so it works for employees with disabilities. * Offer your training content in different formats to meet different needs. * Ask employee for their feedback such as survey or questionnaire.

I am not in need of badges. Bye, bye. No thanks. If that's not clear enough, I could be rude too. But life's to short. So, bye-bye.

Lamentável equívoco de planejamento seria esse. Mas na hipótese de ocorrer, uma verifica??o de data mining com o banco de dados de acessos, a qualidade do teor de reclama??es e um feedback com equipes e líderes serviram com nova rodada PDCA, isso mesmo o bom e velho ciclo de aperfei?oamento contínuo.

You make it a priority. To be equal, open, and accessible for all persons employed by a company then this is a necessity. You need to start with an analysis. See where all the programs stand concerning accessibility compliance, look at usage metrics, look into the resources you have to allocate to updates and make a plan to carve a path forward starting with the highest-use, least accessible learning program. In the interim, while other programs are on deck waiting for their updates, you need to create a plan to accommodate individuals on a needs basis. You need to plan for how that communication will happen and how you will support these employees while your learning programs play catch-up with respect to accessibility standards.

Proposer des modules de formation qui permettent aux apprenants de voir la ressource pédagogique sous différents : par exemple, un texte à lire peut aussi être écouté au format podcast. Ou bien pour une vidéo, proposer systématiquement le transcript.

Ensuring e-learning programs are accessible and inclusive is crucial for all employees to have an equal opportunity to learn and grow. To achieve this, it's important to follow the principles of Universal Design for Learning (UDL), which provides multiple means of representation, expression, and engagement. Additionally, ensuring content is compatible with assistive technologies and includes captions or transcripts for multimedia elements can greatly enhance accessibility. Inclusive language and imagery also play a significant role in creating an environment where all learners feel valued and included. For more detailed strategies, consider exploring resources that offer guidance on promoting inclusion in e-learning.

Always prioritize Accessibility by Design. Review your content to ensure it meets universal design standards. For example, replace text such as "see," "view," or "click here" with descriptive phrases that provide context. Additionally, reassess the colors used in your e-learning materials. Utilize a color contrast checker to analyze all colors used and make adjustments as necessary to improve readability and accessibility.

View your eLearning from the user side and run tests. This will help you understand issues users may have with your eLearning. Another point is to take advantage of the testing and verification options of the platform you use. Sometimes the appearance of content in the web browser and in an app is different or cannot be displayed. With this in mind, plan time for testing and review. Your learners will be happy and mention this in their reviews.

Test, test, and re-test - It's crucial to test your program thoroughly. Use screen readers like JAWS or NVDA and a color contrast checker. Imagine you're using a screen reader and trying to access your course. Listen to the instructions and check if the content flows well.

Running the WCAG scan and fixing all the "violations" will not fix the ultimate barriers of understanding for most learners: The langauge and the level of difficulty. Make sure that real people give feedback to the learners. This way you will catch most of the accesability issues from real life usage.

Learners are resourceful and clever. And they will rise to the challenge. If you explain the tasks and expectations, they will try their best to comply. The follow-up is then key to ensure their sense of ownership and support for the process. Good feedback is always key.

To ensure that you are creating e-learning that is accessible to all, it is crucial that you include learners (in this case employees) in the process from design, to publishing, to execution. This works on the same principles as service user innovation within the mental health sector. When involving those who have the accessibility requirements in the process, you will find you have much more efficient outcomes, better results, and your employees will feel more valued and included by the organisation. One thing to note is to ensure that this consultation does not become burdonsome in addition to daily duties.

...believing that eLearning design is an iterative process, always allow time for evaluating and updating your content. This won't happen by chance! Take advantage of the data you collect when working with an LMS. Data is gold and you need to treat it like something valuable to improve yourself and your learners' eLearning experience. And ... maybe you just ask your learners for feedback :-). It's allowed to combine quantitive and qualitive reviews!

Para atualizarmos nossos programas de e-learning, podemos nos valer de algumas sugest?es, como: -Observar se a estrutura do nosso curso está intuitivo e fácil de usar para todos, através de uma linguagem clara e direta; -Certificarmos que nossos cursos sejam compatíveis com uma variedade de dispositivos, como computadores desktop, laptops, tablets e smartphones; -Realizar testes de usabilidade com funcionários representativos para identificar possíveis pontos de confus?o ou dificuldade na navega??o do curso.

Keeping your e-learning content up to date and accessible for all can feel daunting and time-consuming. This means it can be easy to let it slip. Schedule in content reviews and updates regularly each year to systemise the process. Consider blocking off a full day every six months to review your e-learning content’s accessibility and relevance, and another couple of days to implement any updates. This will also mean your e-learning content review and update process will consistently improve inside your team or organisation, as it will become an established process.

In my experience in workplace training, the value of celebrating small achievements in learning is often overlooked. It's all well and good to award recognition such as a badge at the end of a course, but what about all of the work the learner invests along the way? Rewards are one place to consider employing gamification tools. Rewards can be used both to provide immediate feedback and to engage and encourage learners as they progress.