Our latest thoughts from the world of technology in education & the workplace

Texthelp Blog - Our latest thoughts from the world of technology in education & the workplace

Blog

No matter what type of communication you’re taking, put the other person first. If that’s verbal communication, use inclusive language that connects you and other people to the same situation. For written communication, avoid using the word “you” and instead use sentences that describe the general situation. Seek to level the playing field as much as possible so that workplace communication can be collaborative instead of one-sided. 

Our employees and our colleagues are human beings first - with families living under one roof 24/7, hacked together office spaces, screaming kids, a family member that may be ill. If we can give grace first and assume that whatever you perceived was the best possible version of that thing (i.e. a short cold email was really just all the time he had available between feeding his kids), we come from a place of seeing and being for other people, at their best and at their worst times.

Personalise your communication to fit individual needs

Due to the fact that there are four types of communication in the workplace, verbal (in-person), body language, phone conversations and written communications, understanding that each of your employees probably reacts better to one form over the other is vital for successful communication. Narrow down how your employees want to be communicated with and commit to personalizing your communication style to fit their needs. 

Make use of diagrams in written communication and have visual meeting reminders and meeting minutes. This is because many individuals have a strong visual modality, including neurodiverse individuals. Companies may need to include features that allow for the sharing of video or photos on workplace communication tools. Having visual meeting reminders and meeting minutes can help people who struggle with verbal discussions and explanations and who struggle with keeping up with the pace of verbal discussions. One person can be appointed to write up meeting minutes for every important meeting and short and concise sentences should be used in the minutes.

Whenever I communicate I always follow the same model. We align, correct, and realign. Always focus on the positive and correct actions when necessary, but you want to make sure you build that positive interaction with everyone you meet and make sure you are on the same page.

Learn how to react to written communication

Written communication is beneficial for outlining previously agreed-upon guidelines, processes or a plan. But, most communication within our company is verbal because it makes people feel heard, and it dramatically reduces the miscommunication that results from relying on written communication alone. The moment you feel offended or frustrated by written communication, I recommended immediately scheduling a phone call or a meeting to ask about the intention behind the written communication and share how you received it.

Ask for clarity before drawing conclusions

When it comes to verbal communication, lead with curiosity. Ask for clarification and explanation before drawing a conclusion. Remember the goal of the conversation and craft your dialogue to remain true to the goal. Reframe questions so they are more palatable. For example, instead of asking why something happened, ask the person to explain their thinking. This will provide the insights you need to better understand what happened.

First, be respectful. The person you’re speaking to is considered a professional in their area and they have been hired, just like you, for a reason. Allow them to do your job even as you seek to do yours. Treat them with respect, speak to them as another professional. Second, be collaborative. If you’re only communicating because you need a particular piece of information, state that, thank the person, and move on. However, if you need to collaborate or work for a longer time on a team together, take advantage of allowing the whole team to shine through personal strengths. 

The best way to improve communication is to understand the nature of it. As the person communicating, it is our responsibility to ensure what we are saying is what is received correctly to the person being communicated with. For communication that is not context-rich, such as written or phone conversations, our word choice or tone can convey frustration or any number of emotions if we are not careful. That being said, self-awareness and empathy can help us understand how what we are saying will be perceived. 

Whenever communicating, follow body language patterns such as making direct eye contact, striving to remember personal details and trying to understand another person’s perceptions. Specifically for the neurodiverse workforce, written instructions in simple language and bullet points help autistic people to understand better. While, for vision impairment workforce, you can either use linear & logical layout with text magnified to 200% or you can use audio content or phone conversations. 

With the current pandemic, phone conversations are becoming the primary means of communication for many businesses. Tone is a huge component when conversing on the phone because you do not have any other indicators that will tell you how the person is feeling and what type of conversation they want to have. Make sure that when you are talking to someone on the phone that your tone is professional and friendly. Always make sure that you are sitting straight up and projecting so that those things plus an appropriate tone will make for a smooth phone conversation. 

Verbal, body language, phone calls and written communication 

For verbal communication, keeping an even volume of tone, despite how the conversation is going, will calm employees and not send them through highs and lows in a conversation as the volume of your voice goes up and down.  

Body language can be the difference between a productive conversation and an unfruitful one. Make sure that your body language doesn't make the other person feel defensive or uncomfortable. Good body language fuels a productive conversation. 

During phone conversations, tone will be the defining factor in a good versus bad phone conversation. Because you are not face to face with the person, tone will be a huge indicator of how the person is feeling. Make sure that your tone is professional, friendly and always represents the company well. 

Written communication can be the trickiest because there are fewer indicators of how the written piece should be perceived. However, little things like punctuation can make a difference in how something is perceived. Avoid using exclamation points as they can be taken as someone yelling or being aggressive instead of excitement. 

There are four main types of workplace communication: verbal, body, phone and written. Find out how to improve each for diverse teams.

4 types of workplace communication, and 12 tips for improvement

There are four main types of workplace communication: verbal, body, phone and written. During any point in the workday, you are always faced with at least one. Understanding how to communicate within these fields can be one of the most delicate skills an employee can learn.

Everyone’s different, with their own ways of dealing with information and getting things done. You’ll meet the auditory processors, who prefer to hear things spoken rather than written down. You’ll meet the mind-mappers who process and plan visually. And you’ll meet the steady scribblers who stick to good old note-taking.

‘Diversity’ comes in other forms, too. No less than 10% of the population experience some form of dyslexic difficulty. In several professional sectors – like healthcare, blue light services, the creative arts and engineering – that figure climbs higher still. Across the UK, meanwhile, 30% of doctors and 40% of nursing staff speak English as a second language.

Festival of Workplace Inclusion 2023

A Guide: Neurodiversity in the Workplace

Reading & Writing Tools for the Workplace

Work’s where many of us spend a big chunk of our lives. It can be a productive, stimulating place where great things happen. But it’s not without its stresses, strains and challenges that employees face daily.

Neurodiversity in the workplace

Unlocking neurodiversity in the workplace

Success stems from realizing your workforce’s full potential, in all its diversity. And that means making each worker feel empowered, motivated and engaged. Assistive technology can help.

Watch the short video below and gain three principles to creating web content that's inclusive and D&I friendly...

RY Extra Shots - Demystifying D&I

In this short guest vlog, Jennifer Pyne, Brand Director at Radley Yeldar, shares a few practical principles for communicating and designing with D&I best practice in mind.

Demystifying D&I


1. What does being an Inclusive Leader mean to you?

Being an inclusive leader means that all aspects of advantage and disadvantage are considered and thought about in a holistic way. People are multi-dimensional and unfortunately some people experience more than one kind of discrimination and disadvantage, whether that is because of their gender, ethnicity, age, being disabled, sexual orientation, socio-economic status or a combination of these and other factors. 

The traits of an inclusive leader include: 

Organisations are more effective and successful and happier when their leaders understand difference. Line managing people in a more sensitive way means staff are more loyal and committed, and more willing to make discretionary effort. Inclusive leadership also enables organisations to attract and retain the best talent, leading to greater creativity, ideas and innovation. 

There is a direct correlation between people who feel respected and supported at work and productivity and engagement. When the principles of inclusive leadership are weaved into the DNA of an organisation and become part of its values, every single day, this leads to more successful and profitable business. 

Inclusive leadership is also about recognising that change can impact people differently. Organisational changes, for example, will impact some groups more than others, and it is about being sensitive and aware of this and making sure that certain groups are not disproportionately and unfairly disadvantaged.

Proactive approach for equal opportunities

Inclusive leadership also means people do not just choose the people that look like themselves for the promotions or acting-up positions. It creates a level playing field and gives everyone a fair chance regardless of who they are or what they look like. 

2. What are the first steps you feel organisations should take to create an inclusive culture where employees feel accepted and secure?

It is important that leaders demonstrate the ability to listen to what people in their organisations say and feel about their experience in and out of work. It is difficult to be an excellent leader without understanding the lived experiences of your colleagues.

By ensuring different voices are heard and allowing people who may not normally speak up in meetings to do so, they will feel empowered, valued and supported. 

Truly inclusive cultures are made when equality, diversity and inclusion is not an afterthought. ‘Firefighting’ as opposed to developing a proactive stance on diversity and the policies and processes that underpin it will have far greater and longer lasting benefits. 

Some important steps when working towards building an inclusive culture include:

Ensure the organisation’s commitment to addressing diversity and inclusion is part of its culture and values every single day. 

Build a robust business case for a more diverse workforce. Fortunately, there is now lots of great research and data that can help with building a solid business case for diversity. Some organisations know that they will not grow or thrive without attracting the best candidates, and in order to do this, they need to attract a diverse pool of talent.

Review your recruitment and selection process, to ensure one that is inclusive and will help your organisation to diversify its workforce at different levels. Think about where jobs are advertised and the criteria that is specified. When a recruitment advert states that applicants must have ‘good communication skills’, this can rule out potential talent of those with social communication difficulties, but who are experts in their industry with unique skills and talents.

Make sure executive teams and boards understand why diversity is a business imperative, as well as being the right thing to do. 


 3. Why should organisations make disability a priority in their D&I strategy?

If organisations have strong ethical values, want to attract and retain the best talent, design and deliver the best products and services, have an inclusive culture that leverages and celebrates difference, then disability will be a key dimension to their D&I strategy, and their business strategy too.

Hear more from Jane in our Disability Inclusions series. Or, contact our friendly team for more information, and to explore how our technology can help you support a diverse workforce.

Jane Farrell is the Co-Founder and Chief Executive of EW Group. She is a specialist in inclusive leadership, unconscious bias, and organisational development. Her proactive approach to diversity and inclusion is founded upon a passion for building on existing best practice, weaving diversity and inclusion into everything, and focusing on pragmatic solutions.

In this Q&A session, we hear from Jane Farrell, Chief Executive & Co-Founder of EW Group, on what being an inclusive leader really means.

Achieving inclusive leadership in times of change

EW Group: Achieving inclusive leadership in times of change

In this Q&A session, we hear from Jane Farrell, Chief Executive & Co-Founder of EW Group, on what being an inclusive leader really means. We were also joined by Jane in our webinar, 'Achieving inclusive leadership', as part of our Disability Inclusion series.

“When the people you are training only show up as small video squares on a screen, it can be hard to know if people are engaged. Open your meeting on a positive energy note by ordering team members a Starbucks drink to be delivered to their door. Involve team members by asking open-ended questions, doing polls and quizzes throughout the training, and giving them adequate breaks to log off and reset.” 

- Henry Babich, Stomadent Dental Laboratory  -

Personal interactions throughout any training session supports engagement, and interactive virtual sessions helps the trainer to get to know the individuals present at the session. Providing time and space for trainees to ask questions and share their thoughts presents the trainer with a chance to offer clarity and resolve any issues during the session.

“Learning new material in training sessions can be difficult to do remotely. Encourage team members to minimize distractions by setting up a quiet work area, putting away phones and tablets, and telling the dogs and kids to play in another room until training is done.” 

- Vanessa Molica, The Lash Professional -

Working from home presents many distractions, and every individual will have their own challenges. For those with a neurodiversity such as ADHD, maintaining focus in any environment can be challenging. So, when it comes to virtual training, it’s important to be aware and ask what you can do to help. Perhaps think about sending some additional resources ahead of time, such as a document which outlines the structure of the day, with some space for trainees to add their notes. This will help trainees to follow along, and give them a space to process their thoughts in line with what you’re saying.

Pair up a new employee with a seasoned member

“One way to ensure that the new employee fits into the new position is to make him or her feel part of the team. By pairing up the new employee with a seasoned team member, the management can accomplish two tasks. First, the new employee will receive clear guidelines, have someone to clarify specific expectations and tasks, and have an accountability person with whom to speak daily. Second, the new employee will feel much more included and integrated into the company's culture.”

This technique falls in line with the much loved ‘buddy system’, which is often suggested to ensure neurodiverse employees know where to turn to if they experience challenges at work. It’s also beneficial, because some neurodiversities can impact on information processing, and some individuals might need some extra clarity and direction, to effectively carry out tasks. Having a dedicated person there to provide support is something that can benefit everyone. 

“Appeal to all the types of learners you may have on your team within a training session. While some team members might get a lot out of simply discussing the process, try to have visual examples, role-playing exercises, and written steps outlined when teaching a new concept.” 

Every individual processes differently, and has their own preferred (or necessary) ways to communicate. People with disabilities may have limitations in how they can express themselves, whilst others may find certain formats more comfortable than others. Giving people the option in how they consume your training content, and demonstrate their learnings, helps to ensure every person gets the most out of the session.

“It's extremely tempting to multi-task during any remote training, especially if you're not particularly engaged. My team has a "no multitasking honor system" during our virtual meetings. That means that we all commit to giving our full attention and make sure our video and collaboration tools are the only things open. This makes it much easier to actually connect when you're giving each other your full attention.

We also encourage our teams to turn their cameras on - There is a different level of engagement and connection that happens when you can see everyone's face and they can see yours. The energy level gets ratcheted up a notch and it's easier to convey emotion.” 

This type of system is a great way to minimize any distractions that employees may face, and that’s advantageous for helping those with ADHD to stay focused. 

When it comes to video conferencing, it’s important to be aware that some may not feel comfortable with being on camera. The thought of being on camera may be a distraction to someone as the anxiety and stress this brings will be the focus of their attention. On the other hand, being able to visually see their colleagues is beneficial for employees with an Autism Spectrum Condition (ASC). Often, they find it difficult to interpret both verbal and non-verbal language, so having both available could help. They also might find it hard to express their own emotions, so enabling the trainer to see them could help to highlight any issues. Whilst you can encourage your teams to turn on their cameras, it’s important to have empathy for those that don’t feel comfortable.

“Explain things even more thoroughly than you ever did before. Add more steps if necessary, and make your explanations broader and more detailed. If you can, add illustrative examples and check at every stage that everyone has understood exactly what you are trying to convey. Clear explanations are more important than ever before because a lot can get lost over a virtual connection, even with perfect internet. It is your responsibility to spell things out clearly and obviously, in order to correctly express intent.” 

Sometimes things can get ‘lost in translation’ and that happens all too often when it comes to digital communications. Following the advice outlined above will help to minimize this, and by asking trainees if they’ve understood, you’re giving them the time to address any areas they need you to delve into further.

“I love utilizing video for training purposes, even when most of the team were in-house, it was still one of my favorite methods of teaching as it brings together remote and in-house team members. I have a lot of marketing videos on YouTube and LinkedIn, and I regularly send them out to the team.

The rest of the team are also really good at sharing tips where they have the expertise to share, and sending out videos of their own. While this does also help from a marketing point of view, it also works really well for training and bridging the remote/in-house divide”.

Providing training in different formats helps you to resonate with a wider audience. Some people are auditory processors and visual learners, whilst others prefer to read and scribble down notes. So offering videos as part of the training process helps to provide this variety. It also allows for self-paced learning - employees can listen to the content as much as they need to, helping them to process the information in their own time. 

“Being familiar with the material and having presented it in person isn’t enough to make sure the training is effective with remote teams. Trainers need to improve their presentation skills to meet the expectations of an audience that’s grown accustomed to virtual meetings and presentations. This means trainers should be able to capture the attention of the audience in the first 30 seconds. Ask focused questions during the session to improve engagement and interaction and give verbal cues that tell the audience specific points to listen for. You can’t assume everyone has the same level of focus or attention as they would in person.”

Ensuring trainers are aware of the diverse audience that they’re training is extremely important in ensuring a successful training experience for everyone. Everyone differs in terms of how long they take to process information and formulate their thoughts, and how long they can retain focus, and awareness and recognition of this is crucial. 

Keep it short, sweet and remember to follow-up

“It's easy to lose your audience during virtual training, so keep sessions under 45-minutes whenever possible. During that time, bring in tools like virtual break-out rooms, polls, and direct Q&A to keep the engagement going. Finally, make sure the transfer of learning happens by having leadership follow-up afterward with their teams one-on-one. Via email, phone call, or chat, ask about what they learned, or how the new skill is being applied. And, finally, always determine if they would like any additional information or follow-up to be successful.”

- Nicole Spracale, Coaching & Consulting -

Follow up is a vital part of the training process. Some people may not feel comfortable to ask questions during the session, so offering them a chance to follow up with you is key. Providing some extra learning materials also enable self-paced learning, which is helpful for those with neurodiversities that need some additional time to process information. 

“Prepare reference documents for new employees based on common questions or concerns employees have had previously. It's actually a form of supplemental training on the job. When working remotely employees might not always be able to get a hold of you when they have a question. If people have to stop working until they can reach you every time they're unsure of how to proceed it can cripple the efficiency of your business.”

As previously mentioned, it’s advantageous to provide training content in various formats, and a written Q&A doc works well alongside virtual video training. It provides a reference source for trainees to refer back to. With the document being made up of common questions from previous trainees, it’s also content which has been informed by the right audience too!

“Between video calls, free online certifications, and webinars, you can effectively onboard new hires remotely. If you are in the digital marketing field, I highly recommend the courses offered by Google, Semrush, and Hubspot. If you are in a field that does not have many online courses, don’t be afraid to have your new hire on a Zoom call all day. Chances are, they will appreciate the (virtual) face-to-face interaction.”

- Nikitha Lokareddy, Startup SEO Company -

One thing’s for sure, the move to remote working for many has opened up opportunities and we should grasp these with both hands. There are a lot more online courses available to use than ever before. Give your employees the opportunity to choose courses which would help them to develop professionally and personally - whether job specific, or something that will help them to overcome barriers they may experience day-to-day. 

We hope you have gained lots of ideas for keeping your remote teams engaged in remote training. It's important to be aware of the diversity of your teams, and create great training experiences for everyone. If you would like to discover more about neurodiversity in the workplace, check out our guide 'Unlocking neurodiversity in the workplace'. 

In this guest blog, hear from 11 thought leaders on how to keep your diverse remote teams engaged during remote training.

11 virtual training ideas for diverse remote teams

Training is a vital part of professional development and new employee onboarding. It can still take place during the ongoing pandemic thanks to technology. Now, more than ever, businesses are turning to virtual platforms to continue employees’ learning and growing. 

How can you ensure that employees respond to virtual training as well as they would in-person training? What are the different ways to ensure training that resonates with a diverse audience? We asked 11 thought leaders to share their best virtual training ideas for remote teams to help you make the best of your remote workplace.

This year of course, we’ve all seen the rapid rise in technology centered learning. We’ve embraced technology like never before and we’ve sought to ensure that we provide as much learning as possible for every student. That’s brought its challenges for SEN students - because as we created more digital resources than ever before the pressure of time and the need to ‘teach to the middle’ with generic resources meant that accessibility and the individual needs of SEN students weren’t as high on the list as they should have been.

Indeed, guidance from the DfE during the period of full remote learning focused heavily on ensuring SEN learners received equity of access to the new digital world. The guidance called on schools to “provide additional support tools to pupils who have barriers to engagement...including children with special educational needs and disabilities (SEND)”. It advised teachers to ensure  “educational activities should also be created in a range of formats, so that they are accessible to all," and “use a wide range of accessibility features. For example, voice-to-text and text-to-speech conversion, or different viewing formats to support pupils with dyslexia and other special educational needs. It is useful for teachers to research these features when planning and designing their teaching”.

The DfE’s curriculum guidance couldn’t be clearer: “Consideration will need to be given to how remote education approaches can be tailored to ensure the content is accessible to pupils with special educational needs and disabilities (SEND), including children who are in receipt of SEN support.” With advice now in place to schools that detailed remote learning plans must be in place for the next academic year, it’s incumbent on us to plan for SEN provision through a technology lens. 

The next few months will prove to be a critical time for schools as they prepare to reopen and get ready for a new school year in August and September. Moving to remote or blended learning practices, or planning for all eventualities will mean adapting to new and innovative methods of delivering lessons will be challenging and - most likely - frustrating. It is clear that everything needs to be done to make sure that the playing field stays level, that students are engaged and that nobody is being left behind or feeling excluded. 

SEN students can be particularly vulnerable as they cope with even the potential of not being at school, with changes in their daily routine, with not seeing their friends or teachers and with grasping new ways of working and accessing learning.  Keeping the student connected to learning and to the school through engagement with their teachers is critical for them at this time.

So how can EdTech tools really achieve this without requiring fundamental changes to curriculums or lesson planning?

Educators, policy makers and parents have long debated over the extent to which technology should be used in the classroom and how it can be used most effectively. In the last five years, we have started to see compelling evidence that well-designed technology can make a significant difference to learners’ outcomes when deployed by teachers. Fast forward to remote learning and we’ve vastly increased our knowledge of the impact of technology - we’ve seen increased independence, newly motivated students, and many new ways of engagement. Yet there are of course many students who need more support, and now need it digitally. 

With a vast array of tools available, which are often easy to implement, there are more opportunities now than ever before to make extra support available to all students. It’s important to clarify that it is the synchronicity of tech and teacher time that will make an impact, rather than a heavy reliance on one or the other.

For example, imagine that technology which could help your students to adapt the curriculum to suit their needs and make each learner feel supported, whilst adjusting to how they learn, when they learn and where they learn.. Not only does this create an environment where teachers are able to manage their heavy workload, but they can also focus on spending time ensuring that students who require extra support are receiving it.

We don’t know what the next year holds, but we do know that technology will play a central part. Remote learning can be lonely and disengaging for the student, and the importance of communication, feedback and assessment has never been more important. There are incredibly powerful technology tools available to support these areas, but whenever SEN students are working in this way, we also need to ensure that we supplement these amazing tools with enhanced provision - the finest resources and the finest technology in the world simply can’t be effective if those students can’t access them.

During these testing times, EdTech tools surely give all students their best chances at success and may build a strong foundation for the future.

Making informed choices in a crowded market 

This is all very well, but there is a history of poorly designed products developed by companies that weren’t actively engaged in conversations with educators and didn’t focus on the features, software and programs would make a positive impact in the classroom. This, rightly, leads school leaders to a key question: how do we measure the efficacy of EdTech tools, especially when it requires investment?

In every classroom, there will be children who learn in different ways and with contrasting educational needs. Tools aiming to enhance inclusive learning need to be designed to engage students, whilst also offering extra support and features that encourage all learners to stay motivated.

The recent school closures required schools and teachers to use new means of ensuring continuity of learning for SEN students while they are out of their normal school environment. As we build our remote learning continuity plans, we have to ensure that this stays front and center. 

These new means will be informed by the same steps that underpin teacher practice for in-school settings: planning; implementing; monitoring; and reviewing. In assigning work to be done at home by SEN students, schools and teachers should be mindful of the pressures that some families may be experiencing and not overburden them with large amounts of work that require adult assistance - little and often is the key.

For the families of the 350,000 children aged 0-17 with a learning disability in the UK, the shift away from a traditional school setting and the potential of more to come  presents significant challenges, as many of these students rely on interventions, accommodations, and specialized instruction to support their diverse or specific learning needs.  At Texthelp, our tools are uniquely positioned to help provide that extra layer of support by providing information in alternative formats, helping with self expression and concentration.

With Read&Write, we’ve built a single tool that provides every student a central set of tools and supports that drops right into their learning - so no matter the platform, the device or the subject, they enjoy consistency. Read&Write is used by millions of students across the globe, and is built on Universal Design for Learning (UDL) principles. This is important because when learning happens outside of the classroom, and learning becomes more independent than ever, SEN and indeed every student must have the flexibility to select the tool that helps them most. The DfE guidance is clear, it’s built on best practice and Read&Write provides the central tool that can support every aspect of it:

Read&Write helps provide alternative formats. Text-to-speech provides accessibility and modeling, and allows students to create audio books directly from digital resources. Web pages can be adjusted for reading level and have dstractions removed or its layout changed. 

It supports individual needs. With dictation for those that prefer it, translation for those with a different mother tongue, prediction to support writing and screen tints to help focus.

Read&Write removes barriers to engagement and ensures content stays accessible to every SEN student.

Read&Write is just one of a suite of tools that stretches across deeper engagement and accessibility for math with EquatIO, help with reading aloud through Fluency Tutor and motivation for writing with WriQ. 

The power of EdTech in a crisis and ever evolving situation

These are challenging times for both teachers and students as schools now plan clear and concise remote learning strategies to ensure provision is in place for wherever we’ll be teaching and learning going forward. In this we must ensure that our SEND students are not disadvantaged and don’t face the barriers that occurred during lockdown. Accessibility for these students will ensure accessibility and equity of access for all students. For many schools, this is uncharted and unprecedented territory. However, EdTech tools can provide the means for building a tech-enabled 'at-home' strategy which will keep students engaged and supported without hindering their learning.

In the short term, teachers will build on what they have learned so far - the importance of workflow with tools like Google Classroom and Microsoft Teams. The need for constant communication. The importance of formative assessment and quality feedback and the balance of the amount and frequency of work assigned to students. But we need to learn and understand more about our SEN students and how we can adapt these areas to ensure they are fully supported. 

As technology advances, digital tools are growing in efficacy and can clearly be shown to positively impact not just SEN learners, but all children as they learn and express themselves in their own individual ways. One thing is clear; inclusion for all students is a priority for policy makers and educators, and as teacher workloads continue to increase, EdTech has a vital role to play in delivering that equality.  

If you’d like to explore how Read&Write, EquatIO and Fluency Tutor can help support SEN students at your school, then please get in touch.

Explore how implementing the right edtech tools can ensure all learners have equity of access at home, in the classroom, or virtually.

Edtech - the pathway to equity of access for all learners

Edtech -  the route to equality for SEN learners?

For many years, EdTech tools have served as learning supports for students who require additional attention from teachers or have special educational needs. Far from mainstream, they were implemented to aid teachers already being pulled in multiple directions.

However, as the emphasis is increasingly placed on inclusion and understanding the way individuals learn, we are seeing these same tools flooding into classrooms, with positive results for students across the board.

Blog

4 types of workplace communication, and 12 tips for improvement

Unlocking neurodiversity in the workplace

Demystifying D&I

EW Group: Achieving inclusive leadership in times of change

11 virtual training ideas for diverse remote teams

Edtech - the route to equality for SEN learners?

Categories

Education

Solutions

Products

Workplace

Solutions

Products

Resources

Resource centre

Events

Learn & Support

Company