Inclusive Design in Print and Media
& Compliance with the AODA
Jutta Treviranus
Inclusive Design Research Centre
OCAD University
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The Inclusive Design Research Centre
• inclusive design of emerging information and communication systems, policies and practices
• or... digital inclusion and designing for diversity
• since 1993
• open source, open access, open standards, open data
• over 96 research partner organizations globally
• Inclusive Design Institute -
• inclusive infrastructure
Masters in Inclusive Design
• an experiment in inclusive design
• as diverse a cohort as possible
• co-creators in their own educational
experience
• function as a post-disciplinary team
• 2 year executive masters with blended
delivery
• a growing learning community
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Inclusive Design
• Design that considers the full
range of human diversity with
respect to ability, language,
culture, gender, age and other
forms of human difference
• Designing for Diversity
3 Dimensions of
Inclusive Design…
• Personal - we are all diverse, support personalization, foster self-knowledge, don’t make choices for individuals
• Participatory - “nothing about us without us”, co-design, accessible design & development tools
• Pervasive - systems approach, cognizant of larger impact, supporting virtuous cycles
Not One-Size-Fits-
All
• We want to address the outliers
• The least homogenous minority
in the world
• People are diverse and we can
now support one-size-fits-
one
Digital Flexibility…
• opportunities for responsive
personalization
• copying
• transporting globally
• storing and finding
• opportunity for collective
production
The Importance of Inclusive
Design for Organizations?
• Scott Page
• “Diversity Trumps Ability”
• more successful planning
• more accurate prediction
• greater creativity
Proactive,
responsive, strategic
• Beginning of the “software food
-chain”
• Before the concrete is set
• Before “lock-in”
• Initiating a “virtuous cycle”
For a better society
• We are all healthier, happier and
wealthier when we are inclusive
• Only inclusive prosperity is sustainable
• We can’t solve the world’s problems
without including the world’s largest
minority
The Magic of the
Curb-Cut Phenomenon
• When you design to include
people with disabilities, what
you design works better for
everyone
Compliance with the AODA & Inclusive Design
• Principles of inclusive design can be used when organizations are
implementing their compliance requirements under the Accessibility for
Ontarians with Disabilities Act (AODA)
• There are currently 5 accessibility standards in place under the AODA:
• Customer Service
• Design of Public Spaces
• Transportation
• Information & Communications
• Employment
• Inclusive Design approach may be particularly helpful when you are
implementing requirements under the Information & Communications Standard
and the Employment Standard
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Compliance with the AODA &
Inclusive Design
• The AODA allows organizations to take a flexible approach – there are
different solutions
• You are encouraged to work with people with disabilities to find options for
accessibility that work for the individual
• To understand the specific requirements for your organizations, please visit:
https://www.ontario.ca/government/accessibility-laws
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Accessibility Standard for Employment
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• Individualized workplace emergency
response information
• Recruitment
• Workplace information and
communications
• Individual accommodation plans
• Accommodation for employees
returning to work
• Employees’ accessibility needs for all
employment opportunities
Accessibility Imperative….
• Communication and information exchange is critical to the
success of any workplace. Some of the channels include:
• Printed documents, brochures, reports, etc.
• Digital:
• Web sites (mobile and/or desktop)
• Intranets, collaboration tools
• Social media, videos
• Mobile apps
• Other
• Phone, fax, etc.
Digital Communications
• Once a customer or employee with a disability can engage with
your offerings via a digital channel, there are many benefits:
• can use device’s built-in access features (e.g. high contrast, screen
readers, zoom):
Digital Communications
• can use specialized assistive technology (e.g. Braille displays, switch
access):
Digital Communications
• Benefits when communication leverages the Web:
• Ability to auto-translate
• Ability to save and share
• Ability to access 24/7
and from anywhere.
• Ability to search and explore.
• Ability to export to other formats
Digital Communications
• Many documents are already digital (e.g. web pages, PDF files,
Word files) or digital alternatives can be provided.
• And there are ways to link your physical and digital offerings (e.g. QR
codes)
What about non-digital formats?
• Well structured digital formats can be exported to accessible
print formats as required
• E.g. Braille and large print menus and order forms
Great! Am I done?
• Many of you will already have a digital presence with web sites
and (in some cases) mobile apps.
• Unfortunately, just because something is digital doesn’t mean
it’s accessible.
• That’s because some design decisions can block accessibility,
e.g.
• Images without alternative text
• Poor colour contrast
• Mouse-only control
• Confusing navigation
• Non-standard interactions(e.g. Flash)
• Videos without captions, etc.
Myths about Accessible Digital Design …
• Is ugly design
• Conflicts with security
• Cannot be interactive or engaging
• Costs more
• Only benefits customers and employees with disabilities, who are a
small number
• Does not improve your competitive advantage
The Facts…Inclusive Design
• Requires no compromises regarding aesthetics or interactivity, while
improving usability
• Low or no cost solutions/positive return on investment
• Saves money if done proactively
• Reduces costly errors and confusion
• Increases customer satisfaction and loyalty
• Increases competitive advantage
More Facts…Inclusive Design…
• Makes information management more efficient and effective
• Reduces redundancy, supports updating and increases longevity
• Makes information systems more secure and easier to update
Let me introduce you to two organizations…
• Dan McDunknow is the CEO of a large
sales firm with over 200 employees
• Judy Prescient is the Director of a large
service organization with just over 300
employees
• * these two are composite persona built
from aggregate real case studies and
data with fictionalized identifiers and
fictitious names
Dan’s attitude to accessibility…
• Dan sees accessibility as one of many legal risks
• He has retained a lawyer to assess and manage this risk
• His objective is to do the minimum he can get away with to avoid expensive
litigation or fines
• To address PR he donates regularly to the CNIB and the Rick Hanson
Foundation for good measure
• He feels proud to have hired someone who uses a cane and sees this as
evidence that he has done his civic duty toward people with disabilities
Judy’s attitude to accessibility…
• Judy sees accessibility as a non-optional part of good business
• She knows the benefit of integrating accessibility in from the start and as part
of all systems and processes
• Inclusive design is part of the continuous improvement cycle in her company
Posting Positions
Dan
• A PDF image on the Web site without
specific structure or fields
• Not searchable, cannot be indexed, no
consistency across postings
• Missing a large number of potential
applicants
Judy
• A well structured HTML page
• A template for creating an accessible,
consistent HTML posting
• Searchable, easy to create accessible
post,
• Reaches larger pool of applicants
Application Process
Dan
• A printed application form in small font
requiring a hand-written submission
• Hard copy resume and cover letter
• No digital record, inconsistent
handwriting
Judy
• An HTML5 online form with an option to
export to other formats
• Online submission of resume and cover
letter with other options on request
• Index-able, searchable, easy to
reformat for reviewers
Assessment
Dan
• A Flash application contracted to an
outside firm with complex sequenced
questions.
• Can only be updated by outside
vendor. Requires specific browser and
plug-ins. Can’t be viewed on certain
devices.
Judy
• An HTML5 form with an easy editing
function that accepts new question
sets.
• Compatible with all browsers and
devices. Easily updated by staff.
Responses can be viewed in various
formats.
Training and Orientation
Dan
• Video tape of prior live training session
without captions, accompanied by
photocopied sheets of instructions.
• Not easily updated, difficult to read or
search
Judy
• Structured company Wiki with
collected, well-structured training and
orientation material that can be updated
and annotated by staff.
• Easily updated, captures collective
wisdom
Health and Safety Information
Dan
• Photocopied sheet taped on the wall by
the company kitchen
• May not be available when required,
easily ignored or missed
Judy
• On company Web site and available in
various formats, posted in relevant
areas, distributed when required
through each staff member’s preferred
notification means
Intranet, document sharing
and collaboration tools
Dan
• Enterprise, proprietary system from
outside vendor, uses non-standard
formats, has not installed patches to
address accessibility
• Files not transferrable, dependent on
vendor to update, reluctant to change
because of sunk costs
Judy
• Web-based tool using standard formats
• Templates for accessible documents
and supports for descriptions and
annotations of non-text media
• Can integrate new functions, can share
and export documents outside
company
Customer-facing Website
Dan
• Flash and Flex site with flashing
animations, pop-up windows and most
relevant information in PDF format
• Images without alternative text
• Poor colour contrast
• Mouse-only controls
• Confusing navigation
• Videos without captions, etc
• Difficult to update, distracting, information
difficult to find, slow to load, incompatible
with browser updates, can’t be viewed on
some devices or in certain browsers
Judy
• Well-structured HTML site
• Content-management system that
can be accessed by staff to
update and change content, and
that supports accessible authoring
• Engaging site that is kept current
with information that is easily
located
Feedback System
Dan
• No feedback mechanism provided
• Complaints are not tracked and only
dealt with on an adhoc basis
Judy
• Multiple feedback mechanisms
• Feedback is captured, responded to
and reviewed during iterative
improvement cycles
Overall
Dan
• More confusion and error
• Dependent on costly outside services
to update information systems
• Issues with each browser and
application update
• Incompatible formats
• Important information is not searchable
• Excluding many employees and
customers
Judy
• Distributed responsibility for information
and communication maintenance
• Interoperable formats
• Compatible with standard applications,
browsers and devices
• All information searchable and
exportable
• Welcoming of all potential employees
and customers
Links
• Web Content Accessibility Guidelines (WCAG) 2.0
• http://www.w3.org/TR/WCAG/
• WebAIM and WAVE Evaluation Tool
• http://webaim.org/
• http://wave.webaim.org/
• Office Documents: Accessible Digital Office Documents
(ADOD)
• http://adod.idrc.ocad.ca
• Mobile Apps: BBC Guidelines
• http://www.bbc.co.uk/guidelines/futuremedia/accessibility/mobile
Thank You!
Inclusive Design Research Centre (IDRC)
OCAD University
http://idrc.ocadu.ca