A trainer has a crucial role to set the tone for appropriate behavior, to inspire progressive action, and to be the conduit for accurate information in the workplace. This responsibility is heightened when it comes to legal matters related to leave, disability, and the Americans With Disabilities Act Amendments Act (ADAAA). Any education provided to others should position the law and compliance over any other factor. It is possible that it may take a little longer to thoroughly educate on matters related to legal verbiage. As a trainer you may consider the needs of learners and in other situations only share some relevant content in an initial education in favor of letting them learn at a slower pace, with byte-sized learning chunks, but when it comes to compliance do not take shortcuts. Figure out methods that can engage your audience who need to know and practice these behaviors to the most exact requirements. If it takes longer, that’s OK. It is worth the time. Acting with these positive key reminders can protect you and your company from litigation. They can also empower you as a trainer to lead with an enlightened mindset with which you are empowered to model caring deeply about people with disabilities and people of different experiences.
Here are six ways to anchor a trainer to remind them compliance comes first:
1) Use neutral language void of assumption.
• Meaning terms that do not isolate within the company matter. We are all people doing important work. Check your hierarchal language to be sure it is not implying greater worth to higher-paying positions, for example.
• Be mindful of using words like “normal” or “regular” because there are many ways to accomplish work and many ways to live life. Check your value judgements in language. There is room for project management to be done slightly different from the ways we always did it if similar results are achieved, for example.
2) Lead with inclusive language and scenarios.
• Include all experiences in scenarios—he, she, they—and mix in appropriate stories that share diverse human experience. No need to swing all the way to extreme pendulum swings; just think before sharing and include equitably respectfully.
• Mirror the ways people express their experiences in training. Say what they say, follow their lead. If another person’s experience is different, then cool. Listen and learn.
3) Communicate and interpret words precisely.
• Sharing precise words and understanding them makes a difference. Point the differences out in the learning environment. When you state a date we train through, until, or to, carefully note the words you use and choose the right words you mean. Show this to learners so they can be reminded of the importance of accuracy.
4) All things connect to ADA, FMLA, or other legal importance in your industry.
• Federal law is the default unless the state or local law has a greater offering or protection as a rule of thumb.
• With FMLA the law is precise and can be read and followed with precision. ADA is often interpreted situationally. Taking the care necessary to support people in understanding their important role in knowing and acting on these concepts is the right thing to do.
• Use this as a guiding question to help you design and deliver in compliant accordance. What is it about this situation that triggers that outcome?
5) “I don’t know” is a beautiful phrase.
• Educate and facilitate what you know with confidence and when you are unsure, research and follow up with accurate info.
6) Your word is your bond. And your company’s.
• As an individual, you are an ambassador of an entity larger than yourself and you are accountable for the impact, not the intent.
Move forward with confidence that compliance is always in style and giving appropriate time and honor protecting these matters will ensure a happy, healthy, compliant learning environment. Use this quick key reminder list in your work environment inviting discussion and analysis and ownership for all trainers and learning professionals alike to make friends.
