Web Accessibility Guidelines

Inaccessibility is all around us - but sometimes we’re doing it without even realising. I’ve made every one of these mistakes in the past. It wasn’t until someone took the time to point them out that I learned how inaccessible I was being - despite having good intentions. Here are 5 ways you might be being inaccessible, without even knowing: 1. Long LinkedIn headlines or overuse of emojis. Screen reader users hear your full headline every single time you post or comment. Every. Single. Time. Even when it’s truncated visually. That can mean hearing your full job title, emojis, and taglines multiple times before even reaching your post content. Try to keep your headline under 100 characters or two lines max - it makes a huge difference. 2. Long email signatures, HTTP links, and unlabelled images. Screen readers will read out every line - including things like “H-T-T-P-colon-slash-slash…” for full URLs. Images without alt text are completely invisible to screen reader users. Keep it short and simple, and use alt text wherever you can. Put only essential info in your email signature and put two dashes at the top to signal your signature is starting. And remember, it’s not your marketing tool. When was the last time you actually bought something from an email signature?! 3. Not running documents through the accessibility checker. You run a spell check, so why not an acceeeibility check? It’s a quick step, but it can flag things like heading structures, contrast issues, and missing image descriptions. It takes seconds and makes a big impact. 4. Using colour alone to convey meaning. For example, “I’ve marked the important cells in green” doesn’t help if someone can’t perceive colour easily. Neither does “I’ve shaded the cells for our RAG status”. Always add a label, icon, or another indicator. 5. Using all lowercase hashtags. #thisisnotaccessible - screen readers can’t parse where one word ends and another begins. Use camel case instead - #ThisIsAccessible - so screen readers pronounce the words correctly. Small changes, big impact. If you’ve made some of these mistakes before - welcome to the club. We learn, we improve, we do better. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content #A11y

💎 Accessibility For Designers Checklist (PDF: https://lnkd.in/e9Z2G2kF), a practical set of cards on WCAG accessibility guidelines, from accessible color, typography, animations, media, layout and development — to kick-off accessibility conversations early on. Kindly put together by Geri Reid. WCAG for Designers Checklist, by Geri Reid Article: https://lnkd.in/ef8-Yy9E PDF: https://lnkd.in/e9Z2G2kF WCAG 2.2 Guidelines: https://lnkd.in/eYmzrNh7 Accessibility isn’t about compliance. It’s not about ticking off checkboxes. And it’s not about plugging in accessibility overlays or AI engines either. It’s about *designing* with a wide range of people in mind — from the very start, independent of their skills and preferences. In my experience, the most impactful way to embed accessibility in your work is to bring a handful of people with different needs early into design process and usability testing. It’s making these test sessions accessible to the entire team, and showing real impact of design and code on real people using a real product. Teams usually don’t get time to work on features which don’t have a clear business case. But no manager really wants to be seen publicly ignoring their prospect customers. Visualize accessibility to everyone on the team and try to make an argument about potential reach and potential income. Don’t ask for big commitments: embed accessibility in your work by default. Account for accessibility needs in your estimates. Create accessibility tickets and flag accessibility issues. Don’t mistake smiling and nodding for support — establish timelines, roles, specifics, objectives. And most importantly: measure the impact of your work by repeatedly conducting accessibility testing with real people. Build a strong before/after case to show the change that the team has enabled and contributed to, and celebrate small and big accessibility wins. It might not sound like much, but it can start changing the culture faster than you think. Useful resources: Giving A Damn About Accessibility, by Sheri Byrne-Haber (disabled) https://lnkd.in/eCeFutuJ Accessibility For Designers: Where Do I Start?, by Stéphanie Walter https://lnkd.in/ecG5qASY Web Accessibility In Plain Language (Free Book), by Charlie Triplett https://lnkd.in/e2AMAwyt Building Accessibility Research Practices, by Maya Alvarado https://lnkd.in/eq_3zSPJ How To Build A Strong Case For Accessibility, ↳ https://lnkd.in/ehGivAdY, by 🦞 Todd Libby ↳ https://lnkd.in/eC4jehMX, by Yichan Wang #ux #accessibility

Many teams believe they’re being inclusive when they say, “We kept accessibility in mind from the start." But good intentions aren’t the same as meaningful inclusion. I’ve been doing accessibility and inclusive design work for 25 years. Over the last decade, I’ve focused more deeply on what true disability inclusion really means—especially when it comes to power in the design relationship. Again and again, I’ve seen the same pattern: there are levels to inclusion. And only one of them truly shifts power. Here’s how that journey tends to unfold... ranked from least to most inclusive: Level 1: “We kept accessibility in mind.” You didn’t include disabled people. You included the idea of them. This is empathy without participation, and honestly... it’s not enough. Level 2: “We tested with disabled people just before launch.” There’s progress here—real people were involved. But testing at the end only lets you ask: “Do you accept what we built?” It’s too late for meaningful change. This is just late-stage validation. Level 3: “We tested early AND at the end.” Now there’s room for impact. People with disabilities had a chance to shape the work before it was finished. Their feedback could actually change the outcome—and that matters. Level 4: “We included disabled people throughout the process.” Even better. You've moved from on from a "testing" mindset. You brought people in during idea generation, design, development, and launch. You did research. You listened. You adjusted. That’s inclusion in action. Level 5: “We co-created the solution.” ✅ This is the gold standard. You didn’t just include people—you gave them power. They helped shape the goals, question the methods, and guide the direction. It wasn’t just "your" product. It was "ours" -- co-created together. Your greatest power is to give that power away. Inclusive design means shared decisions—not just shared feedback. If you’re not sure where to start, ask yourself: 👉 Where in our process do disabled people have the power to shape what we build? And if the answer is “nowhere”—it’s time to change that. #InclusiveDesign #Accessibility #DesignLeadership #CoCreation #DisabilityInclusion #UXDesign #ProductDesign

🚫 WCAG Levels Are Not a Grading Scale There’s a common misconception in digital accessibility: that WCAG levels A, AA, and AAA represent a “good, better, best” system. They don’t. ✅ WCAG levels are not about quality—they're about scope. • Level A addresses critical blockers for access. • Level AA covers common barriers that impact many users. • Level AAA includes enhanced requirements aimed at specific user needs—not a gold star for perfection. 🔍 Not every AAA criterion is feasible or appropriate for every website or document. That’s by design. AAA is not “better,” it’s more specific. If you got caught up in this misconception, I hope this brought some clarity. 💡 True accessibility is about meeting user needs, not chasing a letter grade. #DigitalAccessibility #WCAG #InclusiveDesign #AccessibilityEducation #A11y #UX #DocumentAccessibility #Chax

Why inclusion and universal design need to come together We often hear organisations talk about diversity and inclusion. Yet inclusion alone isn’t enough if the systems we work within were never designed with difference in mind. A review by Shore and colleagues (2018) (https://lnkd.in/e6vjNAXM) looked at what makes workplaces truly inclusive. They emphasised fairness, authenticity, and equal access to opportunities. Their model shows that inclusion is not just about who is in the workforce, but whether everyone feels respected, valued, and able to participate fully. But here’s the challenge: many workplace practices are retrofits. Adjustments are made once someone discloses a need or points out a barrier. That can work but it’s often costly, time-consuming, and can unintentionally stigmatise the individual. This is where Universal Design (UD) comes in. Instead of waiting to respond, UD builds accessibility, flexibility, and usability into everyday business-as-usual. It reduces the number of case-by-case “fixes” by planning for variation from the outset. For example: Providing captions and transcripts in training as standard helps Deaf staff, those learning English, and anyone re-watching on mute. Clear communication, step-by-step checklists, and structured task tools reduce overload not only for neurodivergent employees but for everyone. Designing sensory-friendly workspaces supports those with sensory sensitivities—and also improves focus and wellbeing for the whole team. So how do the two approaches differ and align? Inclusion models focus on culture: creating fairness, authenticity, and psychological safety. Universal Design focuses on structures: embedding accessibility and flexibility into systems, tools, and environments. Bringing them together means leaders shape workplaces that are both fair and functional, inclusive and accessible. For employers, this isn’t just the right thing to do it’s efficient. Many UD approaches are low or no cost, but they reduce duplication, improve resilience, and make personalised support less stigmatising. 👉 Take away.... Inclusive practices creates the right mindset; Universal Design creates the mechanisms. Together, they help us move from patching barriers to preventing them.

The Truth About AI and Digital Accessibility. "The AI will sound very confident. It will say, 'I have coded this website. It's completely accessible.' And then I look at it and go, 'No, it's not.'" That's Eugene Woo, CEO of Venngage, during a fascinating conversation Debra Ruh and I had on the latest AXSChat episode. Here's the hard truth: +90% of websites aren't accessible. So when AI models train on existing data, they're learning from inaccessible examples. The result? Confident hallucinations about accessibility that don't hold up under scrutiny. The real challenge isn't AI itself—it's the training data. AI is incredibly helpful for scaffolding, efficiency, and speed. But right now, when it comes to color contrast, semantic structure, and proper layering for screen readers? It still falls short. But here's the optimistic part: This is fixable. We need to: - Feed AI models with truly accessible examples - Train algorithms on accessibility standards, not just existing (flawed) websites   - Combine AI intelligence with human expertise and built-in accessibility features - Stop treating accessibility as an afterthought—it needs to be baked into the foundation The future isn't about choosing between AI or accessibility. It's about building AI with accessibility from the start. If you're building products, hiring vendors, or working in tech: Hold AI accountable. Don't accept confident-sounding claims about accessibility. Demand better training data. Support tools and platforms that prioritize accessible design from day one. The web's accessibility crisis won't be solved by AI alone—but AI trained on accessible data, combined with human judgment and vendor commitment? That's where the real transformation happens. Tune into AXSChat to hear the full discussion with Eugene on how companies are rethinking accessibility in the AI era. What's your experience been with AI-generated content and accessibility? I'd love to hear your thoughts. #Accessibility #AI #DigitalInclusion #ArtificialIntelligence #InclusiveDesign #AXSChat

Happy Global Accessibility Awareness Day everyone! It's a great day to remind people, that, accessibility is the responsibility of the whole team, including designers! A couple of things designers can do: - Use sufficient color contrast (text + UI elements) and don’t rely on color alone to convey meaning. - Ensure readable typography: support text resizing, avoid hard-to-read styles, maintain hierarchy. - Make links and buttons clear and distinguishable (label, size, states). - Design accessible forms: clear labels, error help, no duplicate input, document states. - Support keyboard navigation: tab order, skip links, focus indicators, keyboard interaction. - Structure content with headings and landmarks: use proper H1–Hn, semantic order, regions. - Provide text alternatives for images, icons, audio, and video. - Avoid motion triggers: respect reduced motion settings, allow pause on auto-play. - Design with flexibility: support orientation change, allow text selection, avoid fixed-height elements. - Document accessibly and communicate: annotate designs, collaborate with devs, QA, and content teams. Need to learn more? I got a couple of resources on my blog: - A Designer’s Guide to Documenting Accessibility & User Interactions: https://lnkd.in/eUh8Jvvn - How to check and document design accessibility in your mockups: a conference on how to use Figma plugins and annotation kits to shift accessibility left https://lnkd.in/eu8YuWyF - Accessibility for designer: where do I start? Articles, resources, checklists, tools, plugins, and books to design accessible products https://lnkd.in/ejeC_QpH - Neurodiversity and UX: Essential Resources for Cognitive Accessibility, Guidelines to understand and design for Dyslexia, Dyscalculia, Autism and ADHD https://lnkd.in/efXaRwgF - Color accessibility: tools and resources to help you design inclusive products https://lnkd.in/dRrwFJ5 #Accessibility #ShiftLeft #GAAD

Imagine this: you’re filling out a survey and come across a question instructing you to answer 1 for Yes and 0 for No. As if that wasn't bad enough, the instructions are at the top of the page, and when you scroll to answer some of the questions, you’ve lost sight of what 1 and 0 means. Why is this an accessibility fail? Memory Burden: Not everyone can remember instructions after scrolling, especially those with cognitive disabilities or short-term memory challenges. Screen Readers: For people using assistive technologies, the separation between the instructions and the input field creates confusion. By the time they navigate to the input, the context might be lost. Universal Design: It’s frustrating and time-consuming to repeatedly scroll up and down to confirm what the numbers mean. You can improve this type of survey by: 1. Placing clear labels next to each input (e.g., "1 = Yes, 0 = No"). 2. Better yet, use intuitive design and replace numbers with a combo box or radio buttons labeled "Yes" and "No." 3. Group the questions by topic. 4. Use headers and field groups to break them up for screen reader users. 5. Only display five or six at a time so people don't get overwhelmed and bail out. 6. Ensure instructions remain visible or are repeated near the question for easy reference. Accessibility isn’t just a "nice to have." It’s critical to ensure everyone can participate. Don’t let bad design create barriers and invalidate your survey results. Alt: A screen shot of a survey containing numerous questions with an instructing you to answer 1 for Yes and 0 for No. The instruction is written at the top and it gets lost when you scroll down to answer other questions. #AccessibilityFailFriday #AccessibilityMatters #InclusiveDesign #UXBestPractices #DigitalAccessibility

🧠 Is Your Workplace Designed for Everyone—Or Just the Majority? 👀 Imagine this: A brilliant new hire is ready to contribute—but the tools, meetings, and environment weren’t built with their needs in mind. They’re not underperforming. They’re under-accommodated. ➡️ And this is exactly where universal design comes in. 💡Universal design is not about making special exceptions. It’s about building inclusion into the very foundation of your workplace. When we design with everyone in mind from the start, regardless of ability, background, or communication style, we don’t just accommodate; we empower. This approach transforms workplaces from reactive to proactive, from surface-level compliance to deep systemic inclusion. And here’s the truth many leaders are realizing: 👉 👉 True inclusion isn’t about making room—it’s about designing a workplace where no one is ever left out to begin with. 🛠️ Below are 5 ways to start embedding universal design into your organization: ✅ Audit accessibility – Regularly evaluate your digital tools, websites, and physical workspaces. ✅ Invest in inclusive technology – Use platforms that work seamlessly with screen readers, voice input, and other assistive tools. ✅ Diversify communication – Incorporate alt-text, audio descriptions, and transcripts; avoid relying solely on visuals. ✅ Train your teams – Equip staff and leaders with practical tools and mindsets that promote inclusion. ✅ Institutionalize it – Update hiring practices, performance reviews, and promotion paths to reflect inclusive values. 🧠 These changes don’t just benefit one group—they improve the experience for everyone—and that is the brilliance of universal design. 🏆 The Payoff: Equity that drives engagement and innovation. Organizations that embrace universal design consistently see: ✔️ Higher employee satisfaction ✔️ Better team collaboration ✔️ Greater innovation (because diverse perspectives are heard and valued) ✔️ Lower turnover and higher retention 🔥 The hidden cost of exclusion isn’t just about morale—it’s about missed potential, lost innovation, and the quiet departure of voices we never truly heard. When systems, tools, and environments aren’t built with inclusion in mind, we don’t just create inconvenience—we create barriers. And those barriers silently push away the very talent we say we want to attract and retain. Universal design flips that script. It ensures that everyone, not just the majority, can participate, contribute, and thrive from day one. 🎓 Ready to Take Action? Start With Our Signature Workshop “Working with Diverse Physical and Mental Ability.” 📩 Message me to learn how we can bring this powerful session to your team. #UniversalDesign #InclusiveWorkplaces #ChampionDiverseVoices #Neurodiversity #BelongingByDesign #AccessibilityMatters

We’re doing to executives What inaccessible products do to users. I saw it happen in a design review. A designer said: “We need to improve accessibility to meet WCAG 2.2 AA.” I asked: “What exactly isn’t accessible?” They couldn’t point out the issue Leadership was in the room. No one asked a follow-up question. And I realized that we talk about accessibility In a way that decision-makers can’t understand. Think about it: - Inaccessible products confuse users - Inaccessible presentations confuse leadership Same problem. Different audience. So what happens? Decisions start sounding like: “I don’t fully get this… but it sounds important.” Or worse: “I don’t get this… so maybe we don’t prioritize it.” That’s how accessibility gets deprioritized Without anyone explicitly saying it. Here’s what accessible communication actually looks like: Instead of: “We need WCAG compliance.” Say: “Our checkout has 4 barriers preventing users from completing purchases. We estimate this is costing ~$47K/month in lost revenue.” One is compliance language. The other is a business problem. If you want accessibility to matter: - Define the problem clearly - Show who is affected - Quantify the impact - Estimate effort simply - Invite questions openly If leadership asks: “What’s a screen reader?” Good. That means they’re engaged. We say accessibility is about removing barriers. Then we create new ones in how we explain it. Stop presenting accessibility like a checklist. Start presenting it like a business problem no one can ignore. 👇🏽 What's your take on communicating accessibility to leadership? ♻️ Share and save this for your team. --- ✉️ Subscribe to my newsletter for accessibility and design insights here: https://lnkd.in/gZpAzWSu --- Accessibility note: The post has the same content as the attached image, titled "Leadership stops listening at WCAG." How to make accessibility decisions easy."