The Best Tool for Building Inclusive and Accessible Employee Training Programs

Today’s workforce is more dynamic and decentralized than ever. From frontline employees to hybrid teams spread across time zones, traditional training models can no longer keep up. To stay competitive, companies must adopt tools that deliver learning experiences that are inclusive, accessible, and frictionless.

But what does that mean?

It means making training available when and where employees need it—on the devices they already use. It means supporting learners with different paces, preferences, and cultural backgrounds. Most of all, it means using the right tools to create a learning environment where every employee can thrive.

Why Inclusive and Accessible Training Drives Results

One-Size-Fits-All Doesn’t Work Anymore

Today’s workforce is more varied than ever, across roles, locations, schedules, and learning styles. According to Microsoft’s 2023 Work Trend Index, 73% of employees want learning to be more flexible and aligned with their day-to-day work. Yet, many organizations still rely on rigid, one-size-fits-all training systems that assume everyone sits at a desk.

As a result, training often fails to meet real-world needs. Field workers, shift-based employees, and hybrid teams may not access materials quickly. When learning is tethered to desktops, strict logins, or inflexible schedules, you’re not just limiting access—you’re excluding entire workforce segments.

Limited Access Reduces Employee Engagement

Ease of access is a powerful lever for engagement. According to Brandon Hall Group, organizations that provide mobile-accessible learning see a 55% improvement in engagement and a 45% increase in productivity.

Employees who can complete training through familiar tools like SMS, Slack, or Microsoft Teams—without passwords, portals, or time-consuming steps—are more likely to participate and retain knowledge. Access reduces friction, and friction is the fastest way to kill learning momentum.

Inflexible Learning Slows Performance and Growth

Flexible learning environments deliver measurable results. The Learning Workplace Learning Report found that employees who feel they have time and flexibility to learn are 2.5 times more likely to say training improves their job performance.

In contrast, inflexible systems often lead to slower onboarding and missed growth opportunities. According to ATD Research, companies that use adaptive training tools report up to 60% faster onboarding times and stronger knowledge retention during the first 90 days.

Inclusive training supports equity, speed, confidence, and contribution across the organization.

What to Look for in an Inclusive Training Tool

Building an inclusive training program starts with choosing the right platform that aligns with how people work, learn, and live today. The wrong tools can limit access, slow progress, and leave employees behind. Here's what to prioritize when evaluating training solutions:

1. Mobile-First and Cross-Device Access

Most employees today aren’t sitting at desks all day. They’re moving on job sites, in the field, or between remote and in-person work. Training must meet them where they are, which means mobile-first access is no longer optional.

Look for tools that:

• Deliver training through SMS, messaging platforms, or web-based formats without login hurdles

• Work seamlessly across devices without requiring app downloads or desktop access

Tools like Arist, which deliver training through platforms like SMS, Slack, and Microsoft Teams, remove friction and boost participation by making learning part of the daily workflow.

2. Personalized Learning Journeys

Generic content leads to low engagement. Employees are more likely to complete training that adapts to their specific roles, goals, and learning speeds.

Look for tools that:

• Use behavioral or performance data to tailor content

• Offer microlearning sequences that evolve with learner progress

• Provide relevant content at just the right time

Personalized learning creates a more human experience and better results.

3. Multilingual and Culturally Aware Content

Language and cultural nuance matter in global teams or multilingual environments. Training that ignores local context can confuse learners and damage trust.

Look for tools that:

• Support content translation and localization at scale

• Allow easy regional customization to ensure relevance

• Respect diverse communication styles across locations

4. Support for Diverse Learning Formats

Some employees are visual learners. Others absorb information better through audio or text. Limiting your training to one format limits your people’s potential.

Look for tools that:

• Offer multimedia content (videos, visuals, quizzes, audio, etc.)

• Include accessibility features like screen reader compatibility or captions.

• They are built with flexible delivery in mind, not just compliance

A platform like Arist supports rich, varied content in micro format, making it easier for learners to stay engaged, no matter their preferred style.

How to Implement an Inclusive Training Strategy

Inclusive training isn’t just about choosing the right technology—it’s about rethinking how learning is designed, delivered, and refined. A truly inclusive strategy considers your employees, how they work, and what barriers might prevent them from engaging.

Here’s a step-by-step approach to building an inclusive learning experience that scales:

1. Audit Your Current Training for Gaps in Access and Relevance

Begin by evaluating your existing content and delivery methods. Traditional training often leaves frontline, deskless, or mobile workers underserved. Ask:

• Who is participating consistently—and who isn’t?

• Are courses mobile-friendly and easy to access without logins or downloads?

• Do your materials support different learning styles, languages, and locations?

Use completion rates, time-to-engagement data, employee surveys, and open feedback loops to identify friction points. For example, if learners drop off after the first module, you may need to adjust the pacing or format. 

2. Involve Learners in the Content Design Process

The best way to ensure training resonates is to ask employees directly. Co-creating content with a representative group of learners brings their real-world experiences into the design process and uncovers needs that may not be visible from the top down.

• Interview employees across roles and regions.

• Ask what types of training they find helpful or frustrating.

• Use their feedback to inform tone, delivery method, and content length.

Because Arist delivers microlearning in short, conversational bursts, it’s easy to test different formats, revise content based on learner feedback, and ensure every module feels relevant.

3. Pilot at a Small Scale and Iterate Quickly

Don’t wait for perfection. Launch a small training program with one team, department, or region. This allows you to gather meaningful feedback in a controlled environment while minimizing risk.

During the pilot, closely monitor:

• Engagement rates (opens, completions, responses)

• Learner sentiment (thumbs-up/down, message reactions)

• Time to completion across different roles

Based on these insights, refine pacing, format, or tone. 

4. Track the Right Metrics and Evolve Continuously

Inclusive training is never one-and-done. Success depends on consistently measuring impact and optimizing over time. Go beyond traditional course completions to evaluate:

• Message open and response rates

• Completion rates by role, region, or device

• Feedback scores and qualitative comments

• Knowledge retention through short assessments

Use these metrics not just to demonstrate ROI but also to uncover inclusion gaps. For instance, if field workers complete training at a lower rate than office employees, consider whether delivery format or scheduling plays a role. Continuous analysis and refinement are key to making inclusive training scalable and sustainable.

Build a Learning Culture Where Everyone Can Succeed

Inclusive and accessible training isn’t about compliance — it’s about connection. When you meet learners where they are, in natural and supportive ways, you empower them to grow, contribute, and stay.

Arist was built to make this kind of training possible — and easy. Whether you’re upskilling frontline teams, onboarding global hires, or rolling out change initiatives, Arist delivers content that’s:

• Mobile-first and low-friction
  Personalized and adaptive

• Localized and inclusive

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Now is the time to make training part of the employee experience, not an obstacle. Let’s build a workforce that learns, grows, and thrives together.

👉 Book a demo with Arist to see how inclusive training can drive your business forward.