By Erika Schoch, Joel Moffatt, Louis Rosario; Comcast Cable
As the ADKAR Model - Awareness, Desire, Knowledge, Ability, Reinforcement - states “organizational change can only happen when individuals change” (Hiatt, 2006). Organizations within our industry are now challenged with creating in-person and virtual development opportunities for their employees that are both productive and inclusive. It is more important than ever that we create engaging, actionable, and accessible learning experiences for our entire workforce. This is especially important as the cable-tech industry focuses on creating a culture that celebrates inclusion in all aspects, from customer interactions to creating innovative new products.
Learning experiences designed with an inclusive mindset can increase the value of training through innovative uses of existing technology and drive the workforce’s adoption of accessibility practices and guidelines. This includes being intentional in framing disability within the Dimensions of Diversity (Loden, 1991) and making training actionable and accessible. In this paper we will explore how this can be done by using the lessons learned when creating new Accessibility training content and how this has made a larger impact on the business and workforce.