Building a Design Community Online

Many teams believe they’re being inclusive when they say, “We kept accessibility in mind from the start." But good intentions aren’t the same as meaningful inclusion. I’ve been doing accessibility and inclusive design work for 25 years. Over the last decade, I’ve focused more deeply on what true disability inclusion really means—especially when it comes to power in the design relationship. Again and again, I’ve seen the same pattern: there are levels to inclusion. And only one of them truly shifts power. Here’s how that journey tends to unfold... ranked from least to most inclusive: Level 1: “We kept accessibility in mind.” You didn’t include disabled people. You included the idea of them. This is empathy without participation, and honestly... it’s not enough. Level 2: “We tested with disabled people just before launch.” There’s progress here—real people were involved. But testing at the end only lets you ask: “Do you accept what we built?” It’s too late for meaningful change. This is just late-stage validation. Level 3: “We tested early AND at the end.” Now there’s room for impact. People with disabilities had a chance to shape the work before it was finished. Their feedback could actually change the outcome—and that matters. Level 4: “We included disabled people throughout the process.” Even better. You've moved from on from a "testing" mindset. You brought people in during idea generation, design, development, and launch. You did research. You listened. You adjusted. That’s inclusion in action. Level 5: “We co-created the solution.” ✅ This is the gold standard. You didn’t just include people—you gave them power. They helped shape the goals, question the methods, and guide the direction. It wasn’t just "your" product. It was "ours" -- co-created together. Your greatest power is to give that power away. Inclusive design means shared decisions—not just shared feedback. If you’re not sure where to start, ask yourself: 👉 Where in our process do disabled people have the power to shape what we build? And if the answer is “nowhere”—it’s time to change that. #InclusiveDesign #Accessibility #DesignLeadership #CoCreation #DisabilityInclusion #UXDesign #ProductDesign

👩🦰 Persona Spectrum For Inclusive Design (Figma Kit) (https://lnkd.in/eGD38hs4), a wonderful little accessibility tool for designers to include permanent, temporary and situational contexts in design decisions. Open sources, with all illustrations and assets for presentations and print. By 🐝 Mahana Delacour. --- 🔶 1. Accessibility ≠ Compliance We should never rely on automated accessibility testing alone to “ensure” accessibility. Compliance means that a user can use your product, but it doesn’t mean that it’s a great user experience. Manual testing makes sure that your users actually can meet their goals in their own context. It often feels daunting to get started, but small first steps are a great beginning. First, gather people interested in accessibility. Document what research was done, where the gaps are. And then try to include 5–12 users with disabilities in a dedicated accessibility testing. One way to find participants is to reach out to local chapters, local training centers, non-profits and public communities of users with disabilities in your country. You might want to add extra $25–$50 depending on disability transportation. Once you have access to users, run a small accessibility initiative around key flows in your products. Tap into critical touch points and research them. Eventually extend to components, patterns, flows, service design. A good target is to incorporate inclusive sampling into all research projects — at least 15% of usability testers should have a permanent, temporary or situational disability. --- 🔹 2. Building Accessibility Research From Scratch If you’d like to get started, I highly recommend to check “How We’ve Built Accessibility Research at Booking.com” (https://lnkd.in/eq_3zSPJ), a fantastic case study by Maya Alvarado on how to build accessibility practices and inclusive design into UX research from scratch. Maya highlights the idea of extending Microsoft's Inclusive Design Toolkit (https://lnkd.in/eN5J7EkJ) to meet specific user needs of a product. It adds a different dimension to disability considerations which might be less abstract and much easier to relate for the entire organization. And as Maya noted, inclusive design is about building a door that can be opened by anyone and lets everyone in. Accessibility isn’t a checklist — it’s a practice that goes way beyond compliance. A practice that involves actual people with actual disabilities throughout all UX research activities. More resources in the comments ↓

Ever seen a program built to include… that ends up limiting instead? I have. A couple of times. I’ve seen initiatives designed with care and good intent but often, they unintentionally narrowed possibilities: 🔒 Steering specific marginalized people toward certain roles 🔒 Labeling them in ways that don’t reflect their full potential 🔒 Reinforcing the very boxes these programs aimed to break That’s why I’m a fan of applying Universal Design Principles to DEI work. Organisations need to rethink how they design programs and this framework has so much to offer. Originally developed to make physical spaces more accessible, Universal Design is a powerful framework for inclusion. It pushes us to design DEI related programs that are usable by all employees, to the greatest extent possible, without the need for separate, specialized design. 💥 It’s time we stop designing for categories and start designing for conditions. So ask yourself: how the conditions need to change for everyone can participate, contribute and thrive. Whether you're designing leadership tracks, trainings, mentorship programs or onboarding experiences, Universal Design helps you serve specific needs without excluding others. 💡 Curious how to do it? Here’s a sheet with more practical info that could inspire you to redesign. Because real inclusion starts not with asking, "Who do we need to support?"but "How can we design this to remove barriers so everyone can participate?" What are your thoughts on that? Please share in the comments 👇

🧠 Is Your Workplace Designed for Everyone—Or Just the Majority? 👀 Imagine this: A brilliant new hire is ready to contribute—but the tools, meetings, and environment weren’t built with their needs in mind. They’re not underperforming. They’re under-accommodated. ➡️ And this is exactly where universal design comes in. 💡Universal design is not about making special exceptions. It’s about building inclusion into the very foundation of your workplace. When we design with everyone in mind from the start, regardless of ability, background, or communication style, we don’t just accommodate; we empower. This approach transforms workplaces from reactive to proactive, from surface-level compliance to deep systemic inclusion. And here’s the truth many leaders are realizing: 👉 👉 True inclusion isn’t about making room—it’s about designing a workplace where no one is ever left out to begin with. 🛠️ Below are 5 ways to start embedding universal design into your organization: ✅ Audit accessibility – Regularly evaluate your digital tools, websites, and physical workspaces. ✅ Invest in inclusive technology – Use platforms that work seamlessly with screen readers, voice input, and other assistive tools. ✅ Diversify communication – Incorporate alt-text, audio descriptions, and transcripts; avoid relying solely on visuals. ✅ Train your teams – Equip staff and leaders with practical tools and mindsets that promote inclusion. ✅ Institutionalize it – Update hiring practices, performance reviews, and promotion paths to reflect inclusive values. 🧠 These changes don’t just benefit one group—they improve the experience for everyone—and that is the brilliance of universal design. 🏆 The Payoff: Equity that drives engagement and innovation. Organizations that embrace universal design consistently see: ✔️ Higher employee satisfaction ✔️ Better team collaboration ✔️ Greater innovation (because diverse perspectives are heard and valued) ✔️ Lower turnover and higher retention 🔥 The hidden cost of exclusion isn’t just about morale—it’s about missed potential, lost innovation, and the quiet departure of voices we never truly heard. When systems, tools, and environments aren’t built with inclusion in mind, we don’t just create inconvenience—we create barriers. And those barriers silently push away the very talent we say we want to attract and retain. Universal design flips that script. It ensures that everyone, not just the majority, can participate, contribute, and thrive from day one. 🎓 Ready to Take Action? Start With Our Signature Workshop “Working with Diverse Physical and Mental Ability.” 📩 Message me to learn how we can bring this powerful session to your team. #UniversalDesign #InclusiveWorkplaces #ChampionDiverseVoices #Neurodiversity #BelongingByDesign #AccessibilityMatters

When we talk about inclusive cultures we often forget that the way we run meetings can make others feel excluded. Most of us have experienced this at some point. You walk into a meeting ready to contribute... and you’re asked to take the notes instead. You start to make a point... and you’re interrupted before you finish the sentence. No one means to upset you. But when taking up airtime becomes a power game, studies show certain voices are consistently sidelined. (Women are 33% more likely to be interrupted in a meeting according to McKinsey & Company) Research has shown that in group discussions, interruptions are overwhelmingly directed at women, not because of competence, but because of deeply ingrained norms around who is “meant” to speak, lead, and conclude conversations. Deborah Tannen, Professor of Linguistics at Georgetown University, says: “Men tend to speak to determine status. Women tend to speak to build connection.” When meetings reward only one style, we quietly lose insight, creativity, and trust. Over time, some of us may disengage... not because we have nothing to say, but because the room hasn’t made space to hear us. So what can help? A few small design choices can change the entire dynamic of a meeting: 1 - Read the room before you speak. Pause and ask yourself: Am I interrupting for clarity, or just to get airtime? A thought that can wait often lands better when it’s invited. 2 - Remove unnecessary hierarchy. The person at the “head” of the table often sets who feels allowed to speak. Different seating, shared facilitation, or even a change of environment can flatten this without a single rule being announced. 3 - Offer more than one way to contribute. Not everyone processes out loud. Shared docs, chat threads, or follow‑up notes give people space to contribute on their own terms and often surface the most thoughtful ideas. 4 - Always have a host. A clear host is not about control, it’s about care for participants. They hold the agenda, protect the flow, and gently intervene when interruptions happen. This matters even more online. In virtual meetings, one simple tactic helps: wait three seconds after someone stops speaking before you jump in. It feels awkward at first, but that pause often invites in the person who was about to speak and decided not to. A slightly uncomfortable silence is far more productive than a room where only the fastest voices win. Inclusive meetings aren’t about being “nice”. They’re about designing conversations where the best thinking has space to emerge. Tell me, what’s the smallest change you’ve seen make the biggest difference in meetings?

One size solutions don’t work because people aren’t one size. Disability doesn’t exist in isolation. Our identities overlap and that shapes how we experience the world. And when you ignore that, you exclude people plain and simple. Image ID: infographic titled "Intersectionality & Disability," designed to explain why "one-size-fits-all" solutions are ineffective by highlighting that disability is experienced differently based on other aspects of a person's identity. The infographic is organized into several key sections: What is Intersectionality? Defines it as a way to understand how overlapping identities—such as disability, race, ethnicity, gender, age, socioeconomic background, and religion/culture—combine to shape unique barriers or advantages. Why It Matters: Emphasizes that disability is part of human diversity, and because barriers and experiences differ, inclusion must consider the "whole person." A central "Key Idea" box states: "If we design for only one identity, we exclude many." Examples in Practice: Illustrates failures of narrow design, such as wheelchair-accessible buildings lacking multilingual signage, mental health services that ignore cultural stigma, and digital tools that are accessible but not affordable. Common Gaps & What This Means in Practice: Lists common shortcomings (e.g., accessibility without affordability, inclusion without cultural awareness) and actionable steps for inclusive design, such as listening to diverse lived experiences, co-designing, and regularly reviewing who might be excluded. Our Shared Responsibility: Concludes that everyone has a role to play by recognizing differences, challenging assumptions, designing for diversity, and including all voices. Visual Style The infographic uses a clean, professional, and accessible design with soft pastel colors, friendly iconography, and clear, structured headings. At the bottom right, there is a circular logo featuring a network of icons representing diversity, labeled "DIVERSELY DISABLED STAFF NETWORK." #DisabilityInclusion #Intersectionality #Accessibility #InclusiveDesign #A11y #DesignForAll #DiversityAndInclusion

You say ‘everyone’s welcome’—but do your services show it? This toolkit helps grassroots orgs spot the subtle ways exclusion shows up—and fix it: Starts at the front door → Does your physical space feel safe and welcoming for people of all backgrounds, bodies, and abilities? → The toolkit helps you assess signage, layout, and even the tone of your welcome. Reviews your intake forms and processes → Are you asking questions that assume a nuclear family, fixed gender identity, or high literacy? → Use the checklist to ensure language is inclusive and accessible. Examines language and communication style → Are your materials readable by someone with low literacy or who speaks English as a second language? → The toolkit offers tips to simplify, humanize, and clarify your messaging. Encourages co-design with lived experience → Don’t just invite people to the table—share the table. → It walks you through how to meaningfully involve community voices in design, delivery, and evaluation. Helps you identify whose needs are still not being met → From body size to mental health, disability to cultural safety—this toolkit broadens your inclusion lens. Offers conversation starters for your team → Includes practical questions to reflect on unconscious bias, assumptions, and equity in decision-making. Gives you low-cost, high-impact ways to adjust → You don’t need a huge budget to make big changes. The toolkit focuses on what’s doable now. Because inclusion isn’t about good intentions—it’s about everyday actions. And this guide shows you where to begin. #SocialInclusion 🔔 Follow me for similar content

One thing I have learned from working with organizations around the world is this: Inclusion works best when it is built in from the start. Too often, accessibility shows up at the end of the process as a fix, a checklist, or a rushed accommodation. By that point, teams are already trying to patch gaps that could have been prevented with better thinking at the beginning. When accessibility is part of the original design, the impact goes far beyond compliance. - Teams collaborate better because more people can contribute - Events become more engaging because more people can participate fully - Products and services reach more people because they were created with real human variety in mind That is why I see inclusive design as a leadership decision, not just a design decision. It reflects whether an organization is willing to think ahead, listen deeply, and create environments where people do not have to fight to belong. The question is not, “How do we accommodate later?” The better question is, “How do we design for participation from day one?” That shift changes culture, not just process. #Accessibility #InclusiveLeadership #WorkplaceCulture #DisabilityInclusion #InclusiveDesign