Digital inclusivity coaching is playing a critical role in transforming the way organisations approach accessibility. Organisations are shifting from a compliance-driven mindset to embedding inclusivity into company culture, creating more accessible digital experiences for all users.
A key strategy for achieving this is the Train the Trainer model, which develops internal experts who can cascade inclusive practices across their organisations. Instead of relying solely on external consultants, the approach empowers teams from within and ensures inclusivity becomes part of daily workflows.
Our article explores how organisations are rolling out digital inclusivity training, the impact it creates, and key lessons for those looking to establish their own internal programmes.
Building a Workforce of Accessibility Champions
For digital inclusivity to take hold in an organisation, the goal must go beyond a one-off training session. Success requires upskilling the workforce at scale and ensuring inclusivity is integrated into everyday workflows across teams. One of the most effective ways to achieve this is through a train-the-trainer approach, where internal staff are equipped to become digital inclusivity coaches who extend the reach of accessibility training far beyond what external trainers alone could deliver.
Organisations that implement this approach successfully open up training to a wide variety of roles, including:
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UX/UI designers and developers
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Content creators and marketers
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IT and procurement teams
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Customer service representatives
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HR and leadership teams
Embedding digital inclusivity across these roles helps organisations build a culture where accessibility is not treated as a compliance checkbox but embraced as a fundamental principle of digital design and delivery.
Learn more about our approach to cultural change and how it supports lasting inclusivity.
Rolling Out Digital Inclusivity Coaching at Scale
Many professionals who enter inclusivity coaching have a background in empowerment and user experience, recognising that accessibility is more than compliance. The real goal is to create meaningful and effective digital interactions for all users. This shift has encouraged organisations to adopt a more strategic approach, ensuring their programmes for digital accessibility training reach across departments and skill sets.
A structured training-the-trainer approach helps organisations:
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Scale training efficiently: Instead of relying on a limited number of external accessibility specialists, organisations can develop accessibility champions who deliver workshops and guidance within their teams.
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Ensure sustainability: Internal trainers continue to support colleagues, embedding inclusivity as an ongoing practice rather than a one-off initiative.
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Customise training for different roles: Because inclusivity affects everything from design and development to procurement and leadership, having internal trainers ensures learning stays relevant to each function.
Find out how leadership development supports organisations in building strong accessibility champions.
What are the challenges of rolling out inclusivity coaching at scale?
Scaling inclusivity coaching across an organisation often comes with several challenges. One of the biggest hurdles is consistency, as different teams may interpret accessibility principles in their own way. A structured training-the-trainer approach helps reduce this risk by providing clear frameworks and shared practices.
Capacity is another challenge. Employees who step into the role of accessibility champions often balance training responsibilities with their daily workload, which can limit how deeply they embed inclusive practices. Providing dedicated time and support is essential for long-term success.
The Power of Inclusivity Coaching and Accessibility Champions
One of the most powerful outcomes of digital inclusivity coaching is the mindset shift it creates. Many participants enter training believing they already understand accessibility, only to discover by the end how much more there is to learn. Some of the most significant transformations include:
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Moving from fixing to enabling: Instead of addressing accessibility issues only after they arise, participants learn how to design and develop with inclusivity in mind from the start.
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Building shared responsibility: Employees stop seeing accessibility as a separate task and begin treating it as an integral part of daily work.
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Becoming better listeners: Inclusivity coaching encourages professionals to truly listen to user needs rather than relying on assumptions.
As a result, organisations cultivate genuine accessibility champions who advocate for inclusive design and embed these practices into every stage of digital development. Leaders play a critical role in modelling this behaviour, as explored in our article on the power of inclusive leadership.
Embedding Inclusivity Coaching in Organisational Culture
For digital inclusivity coaching to have a lasting impact, organisations must go beyond offering occasional workshops. The real value comes from embedding these principles into everyday culture. Effective strategies include:
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Training entire teams: When departments take part in coaching together, they develop a shared language and framework that makes accessibility a standard part of their processes.
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Reframing accessibility goals: Instead of focusing only on compliance, teams prioritise user experience and meaningful inclusion. Our Lead with Inclusion service supports organisations in aligning leadership and culture with inclusive practices, helping these values become part of everyday work.
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Tailoring approaches to challenges: From designing accessible interfaces to factoring accessibility into procurement, coaching helps teams address real-world scenarios.
One example comes from a digital customer support team. After completing digital accessibility training, they discovered that many automated chatbots and self-service portals were not usable by customers with visual impairments. Rather than applying quick fixes, the team collaborated with developers to redesign the experience from the ground up, creating an inclusive solution for all users.
What are the challenges of rolling out inclusivity coaching at scale?
Introducing inclusivity coaching can be met with resistance, especially during the early stages of adoption. Some professionals believe they already know how to design accessible systems, while others struggle to change long-standing habits. The most successful organisations address these challenges and stay accessible by:
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Encouraging openness to change: Participants often begin training with fixed ideas but leave with a fresh perspective on what it means to champion inclusion.
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Providing practical tools: Giving employees actionable strategies enables them to apply lessons from web accessibility training directly to their daily work.
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Demonstrating real impact: Sharing stories of how inclusivity coaching improves user experiences helps teams move beyond compliance and focus on meaningful change.
Measuring the Impact of Inclusivity Coaching
Although inclusivity coaching brings clear benefits, many organisations struggle to measure its long-term impact. The most effective ways to demonstrate success include:
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Collecting user feedback: Tracking how accessibility improvements affect real users provides valuable insight into progress.
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Monitoring workplace adoption: Observing how often inclusive practices appear in projects and workflows helps reveal cultural change.
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Documenting success stories: Sharing internal case studies on the outcomes of digital accessibility training reinforces its value across teams.
One organisation using a train-the-trainer approach set a goal of collecting one impact story per week. By regularly highlighting these outcomes, they ensured the benefits of inclusivity coaching remained visible and celebrated throughout the company.
Advice for Organisations Setting Up Internal Trainers
For organisations planning to introduce a train-the-trainer model for digital inclusivity coaching, several lessons can help ensure success:
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Choose trainers wisely: Select individuals who are not only skilled in accessibility but also passionate about inclusivity and able to inspire others.
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Ensure trainers have time and support: Internal trainers need the capacity to dedicate time to mentoring, workshops, and embedding accessibility within teams.
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Encourage collaboration: Bringing together trainers from different departments ensures inclusivity is integrated across the entire organisation.
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Keep training evolving: Because web accessibility training and inclusive design practices continue to evolve, trainers need regular opportunities to refresh their knowledge.
Conclusion
Digital inclusivity coaching is transforming the way organisations think about accessibility, shifting from compliance-focused efforts to truly inclusive design.
The train-the-trainer model plays a central role in scaling this transformation by embedding accessibility expertise across teams and departments. Organisations that invest in internal trainers not only build a culture of inclusivity but also deliver more meaningful and accessible digital experiences for all users.
For businesses aiming to future-proof their digital systems, inclusivity coaching is no longer optional. Equipping employees with the right skills and mindset enables organisations to champion inclusion and lead the way in creating digital experiences that work for everyone.
Here at Arc Inclusion, we work with organisations to embed these principles in a sustainable way. Get in touch to explore how inclusivity coaching can support your teams.