Media Literacy Skills for Inclusive Workplace Communication

Do you use emojis instead of bullet points? Do you post a photo but forget to describe it? Maybe you love creating images where there is text over a photo... If you're doing any of these things, your communication is not as accessible as you might think. And as today is International Day of People with a Disability, it's a great time to reflect on our own accessible communication practices. The good news is that there are plenty of resources out there to help, like the brilliant Kelly Thibodeau, CUA, CPACC, and Matisse Hamel-Nelis, ADS, CPACC and Lisa Riemers' brand-new, amazingly helpful book, 'Accessible Communication: Create impact, avoid missteps, and build trust.' While you're getting your hands on a copy, here's five of my top tips to get you on the right track, especially if you're communicating through digital channels like social media. 1. Avoid emojis and emoticons. If a person uses a screen reader, these are very annoying! Also, they don't convey the same meaning for everyone. Use them sparingly, and at the end of a sentence if at all. 2. Include alt text and descriptions of your images. It's great for screen readers, great for SEO, and also just helpful for people to better understand the message the image is conveying. 3. Use colours with strong contrast. People with poor vision or visual processing can struggle to decipher text in different colours. Black on white is always a winner. There are great tools and guidelines out there to help assess your colour use. 4. Use short sentences and clear, common words. It's not just for accessibility ... it's just better for everyone! 5. Always include captions and transcripts for video and audio. People consume information in different ways and contexts anyway, and some people need a transcript to give them more time to process the messages. What else would you add to the list? [Image description: pale green tile with black text. The headline reads: Top tips for accessible communication, and lists the five points in this post. The logo for Cuttlefish, Mel's business, is on the right-hand side in black, all-caps text.]

Inclusive design is not just about the font you choose. It is about how your content behaves when it meets a different nervous system. Last week, we pruned your typography. This week, we are looking at the soil. We are auditing your media and structure. In our rush for "engagement," corporate communications often rely on visual shortcuts like flashing GIFs, color-coded alerts, and walls of emojis. Marketing calls these "hacks." I call them Barriers. When you rely on a color change to signal "danger," you lock out the colorblind. When you replace words with a string of emojis, you create chaos for a screen reader user (hearing "Face with tears of joy" five times in a row). When you post a video without captions, you tell the Deaf and Auditory Processing communities that they are not your audience. Accessibility is not a "feature" for a minority group. It is an indicator of Organizational Health. If your content requires perfect vision, perfect hearing, and neurotypical processing speed to understand... your content is flawed. Below is The Inclusive Content Audit (Part 2). We moved beyond fonts to look at media, structure, and interaction. Here are 9 Ways to Operationalize Inclusion in your content: 1. The Emoji Restraint ❌ Barrier: Emojis read aloud via screen readers as clunky descriptions. ✅ Fix: Use clear words to convey tone. Keep emojis at the end of sentences rather than in the middle. 2. The Caption Mandate ❌ Barrier: Audio/Video posted "naked." ✅ Fix: Burned-in open captions. (This helps ADHD brains like mine focus just as much as it helps Deaf users). 3. The Contrast Rule ❌ Barrier: Text over busy, semi-transparent backgrounds. ✅ Fix: Solid color backgrounds behind text blocks to reduce visual noise. 4. The "Color + Shape" Rule ❌ Barrier: Using only color to convey meaning (e.g., Red = Error). ✅ Fix: Pair color with a distinct shape or icon label. 5. The Alt-Text Discipline ❌ Barrier: Images with file names like "IMG_5920.jpg". ✅ Fix: Descriptive, concise Alternative Text. 6. The Header Hierarchy ❌ Barrier: Manually bolding text to look like a header. ✅ Fix: Using actual "Heading Styles" (H1, H2) so screen readers can navigate the structure. 7. The Motion Control ❌ Barrier: Auto-playing GIFs or flashing content. ✅ Fix: Static images or user-controlled "Play" buttons. (Protect your team from vestibular triggers). 8. The Data Summary ❌ Barrier: Complex charts with no text explanation. ✅ Fix: A simple text summary beneath the visual. 9. The Permanent Label ❌ Barrier: Form field labels that disappear once you start typing. ✅ Fix: Labels that remain visible above the field. (Reduces cognitive load and working memory strain). The Verdict: Low-friction content is high-impact content. Stop making your audience fight your design to get to your message. #Accessibility #InclusiveDesign #WCAG #Neurodiversity #Leadership #ClinicalStrategy

Want to create an inclusive workplace? Here's your complete guide. Let me share the most effective ways to ensure your communication respects everyone: 1. Default to gender-neutral language - Use "team members" instead of "guys" - Replace "chairman" with "chairperson" - Avoid assuming pronouns, ask respectfully 2. Be mindful of cultural references - Skip idioms that don't translate well - Consider global time zones for meetings - Acknowledge different holidays and celebrations 3. Make accessibility a priority - Provide captions for video content - Share written summaries of meetings - Use clear fonts and high contrast in presentations 4. Check your assumptions - Don't make jokes about accents - Avoid stereotypes about any group - Remember diversity includes invisible differences 5. Create space for everyone's voice - Rotate meeting facilitators - Practice active listening - Encourage input from quieter team members 6. Use plain language - Explain industry jargon - Keep sentences clear and direct - Provide context when needed 7. Address microaggressions immediately - Call out exclusive behavior - Support affected team members - Use these moments as learning opportunities 8. Make inclusion part of daily practices - Start meetings with preferred names - Include pronouns in email signatures - Create inclusive meeting schedules Remember: Inclusive language isn't about being "politically correct" - it's about creating a workplace where everyone feels valued and respected. Would love to hear your thoughts on this. Drop a comment below with your best inclusive communication tip. P.S. Which of these practices would make the biggest difference in your workplace? Let me know below. #workplace #employees #communication

How to write so more people can understand and enjoy your content 🧠   ---   For the writing ✍️   𝗠𝗮𝗸𝗲 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗲𝗮𝘀𝘆 𝘁𝗼 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 Imagine writing for a 10 year old - your writing shouldn't be a comprehension test   𝗨𝘀𝗲 𝗹𝗲𝘀𝘀 𝘄𝗼𝗿𝗱𝘀 Explain what you mean and once you're happy with it, halve it and halve it again   𝗕𝗿𝗲𝗮𝗸 𝘂𝗽 𝗯𝗹𝗼𝗰𝗸𝘀 𝗼𝗳 𝘁𝗲𝘅𝘁  Use white space, short sentences and short paragraphs   𝗨𝘀𝗲 𝗱𝘆𝘀𝗹𝗲𝘅𝗶𝗮 𝗳𝗿𝗶𝗲𝗻𝗱𝗹𝘆 𝗳𝗼𝗻𝘁𝘀 And keep text left aligned wherever possible   𝗔𝘃𝗼𝗶𝗱 𝗹𝗼𝗰𝗮𝗹𝗶𝘀𝗲𝗱 𝘀𝗮𝘆𝗶𝗻𝗴𝘀 To benefit people with dual languages and literal thinking styles   ---   For the media 🖼️   𝗨𝘀𝗲 𝗔𝗟𝗧 𝗧𝗲𝘅𝘁 𝘁𝗼 𝗱𝗲𝘀𝗰𝗿𝗶𝗯𝗲 𝗶𝗺𝗮𝗴𝗲𝘀 To convey the meaning of the content for anyone with a visual impairment using screen reading technology   𝗔𝘃𝗼𝗶𝗱 𝘁𝗲𝘅𝘁 𝗼𝘃𝗲𝗿𝗹𝗮𝗽𝗽𝗶𝗻𝗴 𝗶𝗺𝗮𝗴𝗲𝘀 To limit sacrificing legibility and readability.   𝗜𝗻𝗰𝗹𝘂𝗱𝗲 𝘀𝘂𝗯𝘁𝗶𝘁𝗹𝗲𝘀 𝗼𝗻 𝘃𝗶𝗱𝗲𝗼𝘀 For people with hearing impairments, working in open plan offices, and who travel for work   𝗜𝗻𝗰𝗹𝘂𝗱𝗲 𝗮 𝗺𝗶𝘅 𝗼𝗳 𝗯𝗼𝗱𝘆 𝘀𝗵𝗮𝗽𝗲𝘀, 𝗵𝗲𝗶𝗴𝗵𝘁 𝗮𝗻𝗱 𝗮𝗴𝗲𝘀  As well as the usual mix of diversity demographics   𝗠𝗮𝗸𝗲 𝗵𝗮𝘀𝗵𝘁𝗮𝗴𝘀 𝘀𝗰𝗿𝗲𝗲𝗻 𝗿𝗲𝗮𝗱𝗲𝗿 𝗳𝗿𝗶𝗲𝗻𝗱𝗹𝘆 By capitalising the first letter of each word (examples below)   ---   If you haven't already, develop a guide all your teams can use, and add to it as you discover new recommendations.   Find out more in decision 22 (of 99) in my book. Available in print, digital and audio wherever you get your books.   #ConsciousInclusion #CompellingCulture #AccessbleCommunications #TipsForInclusion

The "discussion" around DEI may be creating an impression that it's all about race and gender. It's not. It's any difference: region, nationality, religion, and ability are also included, with the goal of ensuring every QUALIFIED individual has an opportunity to contribute and compete regardless of their differences. That includes the neurodiverse. Internal communication is often designed for the “average” employee—but what about those who process information differently? Neurodivergent employees, including those with ADHD, autism, dyslexia, and auditory processing differences, may struggle with lengthy emails, dense text, or unclear messaging. Our typical one-size-fits-all approach to communication can leave these individuals feeling overwhelmed, disengaged, or excluded. That's problematic, given that neurodiverse employees can often focus better than "average" employees; given the opportunity, they bring unique and valuable abilities to the table. The best internal comms teams are rethinking their approach to ensure messages are clear, accessible, and inclusive for all employees. This includes: * Using plain language to make content easier to understand. * Offering multiple formats (text, video, audio, and visual aids) to accommodate different learning styles. * Breaking up dense information with bullet points, headers, and summaries to improve readability. * Leveraging AI and personalization tools to tailor content delivery based on individual preferences. * Providing alternative ways to engage, such as interactive Q&As, transcripts for videos, and visual storytelling. By embracing inclusive communication practices, organizations can foster a workplace where everyone—regardless of how they process information—feels informed, valued, and empowered. Is your organization ensuring internal communication works for everyone? How?

When leading change, accessible communication isn’t just a “nice-to-have”—it’s essential. Clear, inclusive, and accessible messages ensure everyone can understand, engage, and adapt to the changes happening around them. But here’s the thing: we often overlook how small barriers—like complex language, inaccessible visuals, or non-inclusive formats—can leave people out. From a change management perspective, this creates resistance, confusion, and disengagement—things no leader wants during a transformation. Here are 5 Tips for Accessible Communication in Change Management. Swipe through the carousel to learn how to: 1️⃣ Provide plain-text versions of communications. 2️⃣ Add context to visuals like charts and diagrams. 3️⃣ Use clear, concise language that avoids jargon. 4️⃣ Offer multiple formats (videos, transcripts, PDFs). 5️⃣ Test communications for accessibility. Accessible communication also supports neurodiverse team members. --> For anyone of us with dyslexia, ADHD, autism, or other differences, clear and inclusive messaging can make all the difference in how they engage with change. --> Small adjustments, like avoiding jargon or providing alternative formats, help ensure that everyone feels valued and included. Inclusive communication is effective communication. It builds trust, reduces resistance, and empowers everyone to contribute to the change. How do you ensure your communications are inclusive? Let’s share ideas in the comments! P.S. Did you know that when we use bold or alternative texts on LinkedIn we are creating barriers for people who use text conversion tools. #ChangeManagement #Accessibility #ChangeLeadership #neurodiversity -- 👋 Hi. I'm Mel posting about all things organisational change & leading change. ➡️➡️➡️ Share to get the message out there are about how to be more inclusive in change and on LinkedIn