Embedding accessibility coaching across a digital system

Accessibility coaching: building one step at a time

Digital inclusivity coaching is transforming the way businesses approach accessibility, shifting from a compliance-driven mindset to a culture of proactive, inclusive design. As organisations increasingly rely on digital systems, ensuring accessibility is no longer just a legal requirement, it is a fundamental aspect of user experience and business success.

This article explores the journey of embedding digital inclusivity coaching into businesses, its impact on professionals and users, and the key lessons learnt from real-world training and implementation.

From Practitioner to Trainer

The journey of digital inclusivity coaching often begins with a realisation: accessibility is not just about meeting standards but about empowering all people.

Many professionals enter the field after first encountering the challenges of digital exclusion and seeing the need for better systems. Those who become trainers are often motivated by the tangible impact that inclusive practices can have on both businesses and users. By providing structured coaching and training, they help teams across different roles integrate accessibility into their daily workflows.

Expanding the Reach of Digital Inclusivity Coaching

Initially, digital inclusivity training is often introduced within specific teams, such as web development, UX design, or compliance. However, as awareness grows, organisations see the value of expanding it to a broader range of roles, including:

• Designers, developers, content creators, and product managers
• Customer service teams and marketing professionals
• IT, procurement, and leadership teams who influence digital strategy
• Non-technical roles involved in digital decision-making

The common factor among all participants is their role in shaping the digital experience for users, particularly those with disabilities or access needs.

The Real Impact: What Trainees Experience

The feedback from professionals trained in digital inclusivity coaching consistently highlights key benefits:

1. Reduced Accessibility Burden on Individuals – Teams realise that accessibility should be a shared responsibility, rather than something left to a single champion or compliance team. This shift prevents burnout and makes inclusion a fundamental part of business processes.
2. Increased Engagement and Motivation – Employees feel more confident and empowered when they understand how their work impacts real users, making accessibility a more meaningful goal.
3. Practical Tools for Immediate Use – Training provides actionable strategies, frameworks, and tools that professionals can apply immediately to create more inclusive digital experiences.
4. Cultural Change in Organisations – Over time, businesses that embrace inclusivity coaching see a shift in mindset, where accessibility is viewed as an opportunity rather than an obligation.

Shifting Mindsets: The Key to Digital Inclusivity

At the core of effective digital inclusivity coaching is a fundamental shift in mindset. Key aspects include:

• Moving away from a compliance-first approach to an inclusion-first approach, where accessibility is considered from the outset rather than as an afterthought.
• Letting go of the idea that accessibility is just about regulations, it is about creating better experiences for everyone.
• Recognising the importance of inclusive design thinking, ensuring products work for the widest range of users by default, rather than relying on retroactive fixes.

The Role of Internal Trainers

Having internal digital inclusivity trainers, professionals embedded within the organisation, has been instrumental in successful accessibility adoption. Internal trainers:

• Provide ongoing support and reinforcement in digital projects.
• Are seen as credible because they apply accessibility principles in their daily work.
• Act as advocates for inclusivity, making it a sustained part of company culture rather than a one-off initiative.

Having personally trained internal trainers in large organisations, I have seen first-hand the transformative impact that well-supported internal accessibility staff can have on embedding digital inclusivity at scale. And those organisations truly benefit from structured training from experienced accessibility professionals.

Creating a Supportive Environment for Digital Inclusivity

For digital inclusivity coaching to take root, organisations must provide:

• Time and Flexibility – Teams need dedicated time to embed accessibility practices into workflows.
• Managerial Support – Leadership buy-in is crucial to prioritising accessibility and inclusivity.
• Ongoing Learning Opportunities – Beyond initial training, organisations should offer refreshers, workshops, and mentorship.
• Recognition of Accessibility Efforts – Making accessibility work visible, measured, and valued encourages long-term commitment.

Leadership Development in Inclusivity

For digital inclusivity to become truly embedded within an organisation, leadership must champion and model inclusive practices. Arc Inclusion has been helping their strong leaders:

• Set the Vision – Leaders must articulate why inclusivity matters, aligning values with broader business goals and customer needs.
• Empower Teams – Providing resources, training, and autonomy for employees to embed inclusivity into their work.
• Lead by Example – Actively demonstrating accessibility considerations in decision-making, from procurement to product development.
• Measure Progress – Establishing KPIs and accountability frameworks to track and sustain inclusivity efforts across digital systems.

Leaders who prioritise accessibility not only future-proof their businesses but also foster a workplace culture that values innovation, diverse perspectives, and user-centred design.

Avoiding Common Pitfalls

1. Avoid Treating Accessibility as a One-Time Fix – Inclusivity is a story arc, an ongoing commitment, not a project with an endpoint.
2. Resist Pressure to Shortcut Training – Proper training takes time to develop the necessary skills and understanding.
3. Move Beyond a Compliance Mindset – Focusing solely on meeting regulations can lead to minimum effort rather than meaningful impact.

Embedding Digital Inclusivity in Business Systems

Beyond individual training, organisations should aim to integrate digital inclusivity into their systems. This includes:

• Developing clear accessibility policies that establish expectations, accountability, and long-term goals for digital inclusivity across the organisation.
• Embedding accessibility requirements in procurement to ensure third-party vendors align with inclusivity goals.
• Integrating accessibility testing into development lifecycles to catch issues early.
• Encouraging collaboration between teams to foster a shared responsibility for accessibility.

Conclusion

Digital inclusivity coaching has the power to transform business operations, employee engagement, and user experience. By investing in structured training, fostering an accessibility-first mindset, and creating a supportive organisational culture, companies can ensure that inclusivity is not just an initiative but an integral part of how they operate. The result? More accessible digital experiences, stronger customer relationships, and a business that values and serves all users.