An e-learning provider approached Amplify Inclusion after receiving feedback from clients that aspects of their training content may unintentionally reinforce stereotypes.

The organisation had always been intentional about visually reflecting the diversity of society and creating representative learning scenarios. However, the feedback highlighted that, despite positive intentions, there were still development areas within some content and design decisions.

The organisation recognised the importance of addressing these concerns proactively, both to improve learner experience and to ensure their content aligned with inclusive best practice.

As the client explained:

“We wanted to equip ourselves with the tools and understanding to do better.”

The organisation wanted support that would not only help identify issues within existing materials, but also build long-term internal capability around inclusive content creation.

Amplify Inclusion proposed a two-stage approach designed to provide both strategic insight and practical implementation support.

Stage One: Inclusive Content Audit

A detailed review was carried out on a sample of the organisation’s existing learning materials and visual assets.

The audit explored themes including:

• representation and stereotypes

• language and tone

• unconscious bias

• microaggressions

• scenario design

• accessibility and inclusion considerations

• visual representation within graphics and imagery

Findings were compiled into a clear, practical report containing achievable recommendations and development points that could be embedded into future content creation processes.

The client reflected:

“The review Jo carried out was rigorous, thoughtful, and impressively thorough. Their findings were presented clearly, along with practical recommendations that felt achievable and constructive rather than overwhelming.”

Stage Two: Tailored Team Workshop

Following the audit, Amplify Inclusion designed and delivered a full-day tailored workshop for the organisation’s e-learning and graphics teams.

The session focused on:

• power, privilege, and intersectionality

• unconscious bias and the science behind it

• the effects and impacts of unconscious bias

• countering unconscious bias within content creation roles

• defining microaggressions and their relationship to bias

• the impact of microaggressions and strategies to reduce them

• stereotypes and how they can unintentionally be reinforced through learning content

• creating inclusive learning content and resources

The workshop combined research, discussion, reflection, and practical application tailored specifically to participants’ day-to-day responsibilities in learning and visual content design.

The client described the training as:

“Enjoyable, thought-provoking, and extremely engaging.”

They added:

“The session struck the perfect balance - grounded in research but delivered with warmth, clarity, and a non-judgemental tone that encouraged open discussion.”

The project helped strengthen the organisation’s internal capability around inclusive learning design and provided teams with greater confidence in identifying and reducing bias within content creation processes.

The impact of the workshop was reflected strongly in post-session feedback survey results.

Key Outcomes

• The session was rated 5/5 stars by every respondent

• Every respondent stated that the training had impacted how they would approach their work going forward

• Every participant reported that they now felt they had the tools, skills, and support needed to create unbiased and inclusive e-learning content

The training also resulted in measurable increases in confidence and understanding across all topic areas assessed.

Confidence and Knowledge Improvements

• Comfort discussing diversity increased by an average of 10%, with post-session confidence rising from 4.22/5 to 4.65/5

• Confidence in understanding how social power and privilege impacts work increased by 32%, rising from 3.33/5 to 4.38/5

• Confidence in understanding how to tackle bias within e-learning design increased by 28%, rising from 3.33/5 to 4.25/5

• Confidence in understanding intersectionality and how it relates to participants’ work increased by 74%

• 7 out of 8 respondents stated that their understanding of the Equality Act had improved, with the remaining respondent stating that it had “somewhat” improved

Most importantly, the organisation left with greater confidence in creating learning experiences that better reflected and respected the diversity of learners.

As the client explained:

“The impact was immediate. Our team left the session not only more confident in how to approach inclusive content creation, but also more aware of our own unconscious biases and how to challenge them.”

They added:

“We’re already implementing Jo’s recommendations and feel better equipped to ensure our learning materials represent and respect the diversity of our learners.”

Learning content shapes understanding, influences workplace culture, and signals who is considered visible, valued, and represented.

When stereotypes and bias are unintentionally embedded within training materials, they can undermine learner engagement, psychological safety, and organisational credibility.

Embedding inclusive practice into content creation processes helps organisations create learning experiences that are more representative, accessible, accurate, and effective for diverse audiences.

By combining strategic review with practical capability-building, this project helped the organisation move from reactive correction toward a more proactive and sustainable approach to inclusive learning design.

“From our first conversation, it was clear that Jo was the right person to support us. They listened to the issues we had and quickly grasped our needs.”

“Jo’s broad knowledge and lived experience brought the session to life in a way that was both accessible and inspiring.”

“We’re incredibly grateful to Jo for their guidance and expertise, and we would recommend them wholeheartedly to any organisation committed to creating inclusive and representative content.”

— Operations Director, UK-Based E-Learning Provider