This (inaccessible) digital world

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So, you’re three months into lockdown already, and you’ve gotten into a bit of a routine. 

At first, when your organisation sent everyone to work from home, things were really rough. It’s been hard for you to get information about the covid-19 pandemic. It seems that every site you visit, including that for a global leader in health policy, is designed to prevent you from getting clarity: you can’t seem to land on relevant information, and just navigating the site seems like a journey full of blind alleys and dead-ends.
 

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‘Women over 55 don’t cook!’

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Obviously, women over 55 years old do cook.  

So, when I was asked my thoughts on user experience and the role of web accessibility, my first thought was of a meeting that we at the Research Institute for Disabled Consumers (RiDC) had with a chief designer of a global white goods manufacturer. He (which feels important to mention) told us that they only use women between the ages of 25 and 55 years old in their usability tests for cookers. 
 

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12 ways the workforce will change

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In the past few months, the workforce has flipped on its head. One thing is for sure - the future of the workplace and workforce will be changing. 

So, what changes and developments will stick around? Twelve thought leaders weigh in on how they think the workforce will change once we’re back to normal.
 

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Is your workplace adjustments process supporting employees to adapt to change?

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In a recent webinar, we heard from Rachel Billington, HR Senior Diversity and Inclusion Lead at Metropolitan Police, on how integral a good workplace adjustments process is in helping employees to successfully adapt to change in the workplace. With over 45,000 employees, diversity and inclusion forms a fundamental part of the Metropolitan Police’s business practices, policies and procedures. Recently, they’ve redesigned their workplace adjustment process, and during the session, Rachel shared some of their key learnings. Based on this, we’ve highlighted some considerations to make when it comes to assessing and improving your own workplace adjustments process.

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A truly inclusive workplace begins with inclusive digital experiences

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Inclusiveness in the workplace has come a long way. You often hear the phrase “reasonable adjustments” for people with Dyslexia, being spoken about in HR and Talent Acquisition. Companies often ask “how best do we accommodate people with Dyslexia in the workplace?”, but the problem with this is the phrasing of the question. It’s “how best do we accommodate people with Dyslexia IN THE WORKPLACE?”, rather than “how best do we go about GETTING people with Dyslexia INTO the workplace”. Essentially, companies are putting their cart before their horse.
 

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How to make information accessible for people with disabilities

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Making information accessible is an ongoing journey, not a one-time destination. It requires a culture shift that values diversity and specifically the creativity, drive, and diversity of thought that individuals with disabilities can bring to an organisation. Accessibility alone will not make an organisation disability-friendly but accessibility is required in order to hire and retain individuals with disabilities and allow them to be productive members of an organisation.  

Like any other large scale organisational change, accessibility requires planning, resources, and long term management. Below, you’ll find a six step plan to help organisations become more accessible.   

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