When we design learning experiences that reflect the diverse world we live in, we help people learn better and build stronger, more successful workplaces.
As we move into new sectors, we want to make sure our e-learning courses are inclusive from the start. That’s why we’re working with inclusion specialist, Jo Gower to review our content and spot any gaps, whether it’s in the language we use, how accessible the course is, or how well it represents different groups. This helps us create learning experiences that are fair, welcoming, and effective for everyone.
But what does real inclusion in e-learning actually look like? And why is it so important?
Why Representation Matters in Digital Learning
In a recent conversation, inclusion specialist Jo Gower shared powerful insights on the importance of representation in e-learning. With a background in psychology and a master’s degree in forensic mental health, Jo brings over a decade of experience in the field.
As the founder of Amplify Inclusion, a UK-based consultancy dedicated to advancing diversity, equity, inclusion, and accessibility, Jo takes a human rights-driven, intersectional approach to their work. Through tailored training and consultancy, Jo draws on their lived experience as a disabled person and part of the LGBTQ plus community to drive meaningful change. Their mission is to support organisations in creating lasting, inclusive environments through practical tools, honest dialogue, and genuine allyship.
They spoke openly about how exclusion can lead to deep psychological harm. “If you’re anything different from the typical idea of what people should be, you’re excluded in a lot of spaces,” Jo explained. In training and development, this kind of exclusion often shows up when people don’t see themselves or their realities reflected in the content, as if they don’t exist or don’t matter.
Effective e-learning makes people feel connected. That connection is strongest when learners feel seen and respected.
As Jo noted, “Training works when it’s relatable. If people don’t see themselves and their lives represented, it makes that attitude shift harder to achieve.”
Representation goes beyond just visuals. It’s about tone, language, cultural relevance, and the way different experiences are acknowledged and presented. When learners feel included, learning becomes more meaningful and more effective.
Thoughtful Inclusion in Practice: What Works
Jo recently reviewed a sample of our e-learning courses and was pleased with the quality and content. Our more recent courses stood out for their strong research foundation, friendly yet informative tone, and visually diverse content. At the same time, their review also highlighted several opportunities for improvement that we are actively addressing. These include refining the accessibility of certain interactive elements, enhancing consistency in language and visual design across modules, and expanding authentic representation in imagery and examples.
Jo’s feedback highlights key practices that any learning provider or organisation can adopt to build more inclusive digital learning experiences:
Lived Experience Over Lecture
The Autism Awareness course stood out because it includes videos of autistic people sharing their own experiences. Instead of just talking about autism, the course focuses on listening to real stories. This helps avoid the centring of neurotypical perspectives or talking down to people, and builds true understanding of lived experience.
Representation That Goes Beyond Tokenism
The Equality and Diversity course showcased a wide range of identities: from various mobility aids to pregnant individuals, to diversity in age and fashion, thanks to the graphics team who truly understands inclusion is not one-dimensional.
Content Notes as a Sign of Care
Courses such as Hate Crime and Knife Crime Awareness begin with content notes, not as a formality, but as a way of holding space. Acknowledging potentially distressing content upfront is a powerful way to demonstrate care for learners, as well as enabling them to approach the content in a way that best facilitates their own learning.
LGBTQ+ Content with Care and Detail
In the LGBTQ+ Awareness and Menopause Awareness modules, Jo noted a rare but crucial inclusion, acknowledging menopause-like symptoms in trans women due to hormonal treatments. This depth of understanding reflects the work of a team committed to getting the details right.
Intersectional Thinking
The Self-Harm in Children and Young People course stood out for its nuanced treatment of LGBTQ+ identities intersecting with race. Jo summed it up simply: “I have no recommendations for this course – it was inclusive, compassionate, and informative.”
Inclusion by Design, Not Default
One of Jo’s strongest messages was that inclusion must be embedded from the very beginning and not added in as a tick-box exercise once a course is already written. “It needs to be built into the DNA,” they emphasised. That means understanding your team’s own social positions, challenging biases like affinity bias, and constantly asking: “Who might we be forgetting?”
Me Learning’s content creators spent a day with Jo getting comfortable feeling uncomfortable, working to recognise bias, privilege and power imbalances to give them the awareness and tools to ensure that Me Learning’s courses are intentionally inclusive by design.
Equally important is consultation, both internally with employee networks and externally with communities or experts by lived experience. Whether it’s about disability, culture, or gender, amplifying real voices rather than speaking on behalf of others creates more resonant, respectful training.
For Learning Providers and Businesses Alike
Whether you’re developing training for your staff or delivering courses at scale, here are a few key takeaways to consider:
• Start your design with inclusion in mind, don’t just add as an afterthought.
• Research and consult with others to accurately represent those who are not in the room.
• Approach inclusion as a continuous process.
• Prioritise dignity and expect to keep learning.
Ultimately, creating inclusive learning isn’t about perfection. It’s about progress, humility, and the courage to care. When learners see themselves reflected accurately, compassionately, and respectfully they engage, and they learn. And that benefits us all.
If you think your organisation could benefit from a similar content review, we highly recommend reaching out to Jo Gower at Amplify Inclusion. Their insight is practical, honest, and transformative.
LinkedIn: https://www.linkedin.com/in/jocgower/
Email: jo@amplify-inclusion.com
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