Inclusive Learning Approaches for Employees

Technology is rapidly reshaping our workplaces in everything we do, changing how we communicate, solve problems, and complete daily tasks. As AI integration takes on more human work in workplaces, we’re seeing a rise in jobs that demand higher cognitive abilities and skills. This means that all workers must be in a state of continuous learning, adapting to new tools, platforms, and processes. Managing change can be difficult for any worker. But when it comes to mastering new skills, it can be even more challenging for individuals who process information differently.

Whether it’s an older worker adapting to unfamiliar technologies, an employee with ADHD or a learning disability, or someone whose strengths fall outside traditional learning methods, every individual brings unique abilities and perspectives to the workplace. These workers are ready to contribute, learn, and lead—and in many cases, their distinct approaches to problem-solving and innovation provide a strategic advantage. But to fully benefit from the strengths of all employees, organizations need learning systems that are flexible, inclusive, and accessible.

Can Old Employees Learn New Tricks?

While some employees may have cognitive differences in memory, attention, or processing speed, these differences do not mean a person is incapable of learning or adapting.

In fact, the human brain is naturally wired to learn. This is due to a concept called neuroplasticity—our brain’s ability to change and reorganize itself by forming new neural connections. Neuroplasticity allows individuals to acquire new skills, adapt to change, and recover from setbacks throughout life. Whether learning to use a new piece of software, adopting a digital workflow, or training in a new role, our brains are constantly responding to experience and practice.

Although cognitive abilities may shift with age or vary from person to person, the capacity to learn remains. Some people may need more time, different formats, or specific strategies to succeed. Unfortunately, biases – such as assuming older workers are less adaptable or doubting the capabilities of neurodivergent individuals – can prevent employees from reaching their full potential.

Technology-related changes can already feel overwhelming without adequate preparation or reassurance from managers. Persistent biases impact self-esteem and discourage workers from even attempting to learn new skills. It’s important for leaders to challenge stereotypes, build employee confidence around upskilling, clearly communicate the purpose of digital change, and provide equal opportunities for training and development.

Universal Design for Learning

How do you build an inclusive training environment? The right training design and tools will depend on the unique requirements of workers. However, there are some universal design principles that can help you create learning systems that are accessible to everyone, to the greatest extent possible. Universal Design for Learning (UDL) is a research-based framework that emphasizes three key principles:

1. Multiple means of engagement – engaging learners through a variety of methods, considering personal interests, motivations, and learning styles
   1. Example: conducting training through live sessions vs self-paced modules
2. Multiple means of representation – presenting information in different formats
   1. Example: teaching through text, visuals, audio, hands-on experience, etc.
3. Multiple means of action and expression – allowing individuals to demonstrate their knowledge in different ways
   1. Example: by completing a checklist, creating a presentation, receiving feedback from real-time observation, etc.

Case Studies: Learning in Older Workers and Neurodivergent Students

Allowing employees choice and control over how they learn and apply their skills at work creates the most opportunities for successful training and performance. Employers can keep in mind, though, that some worker populations have similar challenges and preferences for their learning.

For example, some cognitive functions—like working memory, attention, and spatial reasoning—naturally decline with age, especially during unfamiliar or complex tasks. In a study conducted around training older workers for technology-based roles, participants shared preference for two types of training formats: group classroom learning and one-on-one learning, both with hands-on activities. The study supported the idea that active learning processes and access to feedback are important for older workers.

Neurodivergent individuals also have natural differences in information processing, attention, memory, and sensory sensitivity that can impact their ability to learn. One study found that neurodivergent individuals experienced a higher cognitive load in their online learning, compared to their neurotypical peers, when presentation design was poor and content was unclear. Reading, listening, and writing simultaneously was generally reported as a challenge in addition to instruction delivery. Some helpful strategies that were noted for neurodivergent individuals included the use of multimedia content, being able to pause and rewind recordings, controlling a comfortable study environment, and taking breaks from the screen.

Effective Learning Strategies

While everyone learns differently, there are some general learning strategies that can support cognitive engagement, memory, and skill acquisition.

1. Repetition and Spaced Practice. Revisiting content over time helps with retention. Providing summaries and handouts on previously learned materials can help kickoff discussions.
2. Chunking Information. Delivering complex information in smaller, more digestible chunks can help reduce cognitive overload. Consider bite-sized materials such as infographics, YouTube videos, or short modules.
3. Real-World Application of Concepts. Training that connects new skills to real-life tasks makes the learning more meaningful and relevant, and therefore easier to recall.
4. Multisensory Materials. Combining visual aids, audio cues, text, and interactive elements supports different learning preferences. When designing materials, consider accessibility best practices as well as compatibility with technological aids.
5. Structured Routines and Checklists. Providing step-by-step guides, flowcharts, or task lists can help workers stay organized and remember important tasks.
6. Built-In Feedback Loops. Giving immediate, constructive feedback during practice helps reinforce correct actions, reducing employee uncertainty and improving confidence. Gathering feedback also helps employers continuously improve the way they teach and design their training programs.

More Strategies to Support Employees with Cognitive Challenges

While the strategies above have been shown to benefit certain groups of workers, and it is important to implement universal design principles into your learning programs, some workers may need more individualized support to succeed. Here are some additional approaches to support workers. As always, it is important to tailor the approach based on a worker’s unique requirements.

• Conduct Functional Cognitive Assessments: A Functional Cognitive Assessment by an Occupational Therapist can help identify an employee’s cognitive strengths and barriers to success.
• Implement Workplace Accommodations: Modify the work environment, tasks, or schedules to align with an employee’s cognitive needs.
• Provide Cognitive Support Tools: Offer assistive technology or tools such as speech-to-text software, screen readers, time-management apps, and digital organizers that can reduce cognitive load and improve focus.
• Educate Managers and Teams: Build awareness and empathy around cognitive diversity. Training leaders to recognize different learning needs and strengths helps foster psychological safety and improves communication and collaboration.

Need help implementing one of these strategies? Gowan Consulting’s Occupational Therapists are located all across Canada and can provide services both virtually and in person. To learn more about a workplace solution for you or your employees, contact us. Our goal is to help businesses stay healthy and productive.