Action 3.1A Design general training and development drives in line with universal design principles.

Guidance

To ensure that all your employees have equity of access to training and development opportunities, design them in line with universal design principles. The Universal Design for Learning (UDL) guidelines developed by CAST, which are supported by evidence in the learning sciences, support the specific application of UD in the design of training programmes.

UDL is a set of principles for curriculum or training development that give all individuals equal opportunities to learn, including disabled employees. UDL aims to improve the educational and training experience of all individuals through more flexible methods of teaching and assessment to cater for the diversity of learners in the workplace.

Embedding UDL in training drives ensures that you maximise the productivity and efficiency of all employees and that all can engage with and benefit from the training you invest in.

“Training teams need to be aware of how to present training and development programmes in accessible modes so all staff can access them, like by using a Universal Design for Learning approach to designing the courses.”

WIDE Consultation Participant – Disability Organisation

The framework does this by encouraging designers to adhere to three core principles which are supported by prompts and guidance:

• Provide Multiple Means of Engagement (the ‘why’ of learning) – ensuring staff from a variety of backgrounds, abilities and experiences can connect with the training content and stay motivated to complete it.
• Provide Multiple Means of Representation (the ‘what’ of learning) – ensuring content is accessible and communicated through a variety of formats, and that staff with different preferences have options for comprehension and understanding of material.
• Provide Multiple Means of Action and Expression (the ‘how’ of learning) – ensuring staff with different communication strengths and skills are offered opportunities to demonstrate their understanding of concepts in a variety of ways.

“When disabled people are successful in attaining a job, the induction period is often ‘book-led’, so we try to encourage employers to use experiential learning, a ‘show me, don’t tell me approach’ and we offer support to employers who are doing this. It is about saying to the employer that you may need to change that initial training period.”

WIDE Consultation Participant – Disability Organisation

Depending on the size and scope of your business and your approach to training and development, key considerations to embed UDL might include:

• Upskilling Your Learning & Development Teams in understanding and applying the Universal Design for Learning framework and understanding core concepts of digital accessibility.
• Developing a Training Style Guide for Your Organisation which gives practical guidance on applying Universal Design for Learning in your design of training programmes and sets baseline accessibility standards to be met in their delivery.
• Specify Accessibility Requirements in Tenders for Contracted Training ensuring that training providers must specifically address how their training offerings embed accessibility and a UDL approach.

By designing training and development drives in line with universal design for learning principles, you demonstrate a commitment to creating an inclusive and supportive workplace. This approach benefits all employees, supports quality/productivity within the business and enhances the overall learning experience for all staff.