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Dave Basarab Consulting has elevated the training experience, offering an end-to-end comprehensive approach that includes training strategy, instructional design, development, delivery , post program training transfer, and evaluation (via the unique Predictive Evaluation methodology). Virtual Chief Architect Dave Basarab has combined all of these individual training elements with his user-friendly, comprehensive Learning to Performance approach, which significantly increases companies' training ROI.

Why we are different

  • Innovation: Our primary focus is creating learning programs using a Learning to Performance approach.
  • Expertise: Dave offers the depth and breadth of his experience, including working internally at prestigious companies (Motorola, Ingersoll Rand and Pitney Bowes) as well as his knowledge and expertise as a highly-respected, sought-after consultant.
  • Partnership: Basarab collaborates with companies, serving as their own Chief Learning Officer whenever they need to plan, strategize, or implement training initiatives.

Training Services

Enterprise Learning Strategy

Enterprise Learning Strategy

At Dave Basarab Consulting, we're experts in creating Enterprise Learning Plans. We work with you to develop your company's learning strategy and direction.

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Custom Design, Development, & Delivery

Custom Design, Development, & Delivery

Custom training is an effective way of developing the capability required to execute your strategy. We are a custom design house that creates programs specific to your business.

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Learning Burst Development

Learning Burst Development

We can create and deliver your courses via our unique Learning Burst Method - keeping your employees at their jobs while receiving world-class training.

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Predictive Evaluation

Predictive Evaluation

We predict the ROI for your courses and establish success gates. We then evaluate the course against the success gates to show value realized and continually improve results.

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Leadership Development

Leadership Development

Turn-key virtual custom leadership development program that combines world-class leadership speakers/educators with post-event personalized coaching to provide you with a cadre of highly skilled leaders.

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Predictive Evaluation

Creating an Inclusive Training Design That Addresses Accessibility Standards

Inclusive learning enables more employees to participate, apply new skills and demonstrate capability at work. It considers disability, neurodiversity, language, culture, technology access and different levels of digital confidence from the first design decision.

For Australian organisations, accessibility is also a governance and risk issue. The Disability Discrimination Act 1992 and the Australian Human Rights Commission’s guidance make it important to remove avoidable barriers in workplace education, while accessible practice supports a fairer employee experience.

Effective training design connects accessibility with performance. A course should be easy to navigate, relevant to the learner’s role and measurable against business outcomes, rather than treating compliance as a final review step.

This approach works across induction, leadership development, compliance programs, learning bursts and enterprise capability initiatives. It is particularly valuable for workforces spread across Sydney, Melbourne, Brisbane, Perth, regional centres and remote locations.

Why Accessibility Belongs In Learning Strategy

Accessibility starts before a storyboard or learning management system is selected. Learning leaders should identify who needs to participate, what work conditions they face and which barriers may prevent adoption. A warehouse employee using a shared device has different needs from a corporate employee working with dual monitors in Melbourne.

Inclusive training design also improves usability for people without a disclosed disability. Captions support employees in noisy offices, plain language helps people working in a second language, and downloadable resources assist staff with inconsistent internet access in regional and remote Australia.

When accessibility is included in the learning strategy, it can shape vendor requirements, content standards, facilitator capability and evaluation measures. This creates a consistent experience instead of relying on individual trainers to make last-minute adjustments.

Start With Australian Requirements

Use the Web Content Accessibility Guidelines (WCAG) as a practical benchmark for digital learning. Perceivable, operable, understandable and robust content should guide everything from colour contrast and keyboard navigation to video controls and screen-reader compatibility.

Australian organisations should also consider the Disability Discrimination Act, workplace health and safety responsibilities, privacy requirements and procurement policies. In some sectors, additional obligations may apply, including requirements linked to government contracts, regulated services or the National Disability Insurance Scheme.

Consultation is essential. Include employees with disability, accessibility specialists, First Nations representatives where culturally relevant, and people from different locations and job families. Consultation should be paid, respectful and early enough to influence the design.

Build Accessible Learning Materials

Every learning asset should offer more than one way to receive and use information. A narrated animation needs captions and a transcript; an infographic needs an equivalent text description; and a drag-and-drop activity should have a keyboard-accessible alternative.

Use descriptive headings, logical reading order, meaningful link text and sufficient contrast. Avoid flashing effects, dense screens, unexplained acronyms and colour as the sole method of showing status. Documents should be tested in their final format, including PDF, PowerPoint, HTML and mobile views.

Useful production checks include:

  • Captions, transcripts and audio descriptions where appropriate
  • Keyboard navigation and visible focus indicators
  • Alt text for informative images and charts
  • Plain English, consistent terminology and readable layouts
  • Accessible templates for activities, assessments and job aids

Testing should include automated scans and real-user review. Automated tools can identify missing labels or contrast problems, but they cannot judge whether instructions are clear or whether a scenario makes sense to an employee using assistive technology.

Design For Different Ways Of Learning

Universal Design for Learning offers a useful framework for varying engagement, representation and action. Give learners choices where the outcome permits: they might read a short case, listen to an audio version or watch a captioned demonstration before completing the same practice task.

Short, focused modules can reduce cognitive load and fit operational schedules. A well-planned microlearning campaign may be more accessible than a full-day workshop for employees managing fatigue, caring responsibilities, shift work or limited travel options.

Design scenarios that reflect Australian workplaces without assuming every employee shares the same experience. Include metropolitan and regional contexts, different communication styles, flexible work arrangements and culturally safe examples. Avoid token references to Aboriginal and Torres Strait Islander peoples; seek appropriate advice when content touches culture, community or Country.

Make Facilitation And Delivery Inclusive

Facilitators influence whether accessible materials become an inclusive learning experience. They should explain how participants can request adjustments, provide instructions in multiple formats and allow sufficient processing time. A participant should not need to disclose a diagnosis publicly to receive a reasonable modification.

For face-to-face sessions, check venue access, seating, lighting, acoustics, quiet spaces and transport considerations. A training room near Central Station may suit Sydney staff, while a regional participant may need a virtual option because travel involves several hours. Hybrid sessions require equal attention to chat, captions, microphones, camera framing and turn-taking.

Facilitators can use this delivery checklist:

  • Send accessible pre-reading and clear joining instructions
  • Confirm captions, interpreters, hearing loops or other adjustments
  • Read visual content aloud and describe activities precisely
  • Offer breaks and alternatives to high-pressure participation
  • Record attendance and feedback without exposing sensitive information

Training providers should brief presenters and contractors on these expectations before delivery. Accessibility is a shared operating standard, not a special service added only when someone asks.

Measure Adoption And Business Impact

Evaluation should examine whether people could access the learning, whether they engaged with it and whether capability changed in the workplace. Separate technical completion from meaningful adoption: a learner may finish a module without being able to apply its decision-making process on the job.

Useful measures include assessment performance by delivery format, support requests, completion patterns, confidence, manager observations, quality indicators and operational outcomes. Analyse results carefully so that small groups are not identifiable and lower participation is not automatically interpreted as lower motivation.

A predictive approach can help learning teams forecast adoption and connect training activity with business value. The published praise for Predictive Evaluation reflects the value of linking learning evidence with organisational results rather than reporting attendance alone.

Evaluation should also test equity. Compare the experience of employees using different devices, locations, formats and adjustment pathways. If one group has lower completion or higher support needs, investigate the design and delivery conditions before judging learner performance.

Turn Standards Into An Operating Practice

Accessibility becomes sustainable when it is built into templates, approval gates, procurement, facilitator guides and quality assurance. Assign ownership for standards, document exceptions and maintain a register of known issues and remediation dates.

A simple governance model can help teams make consistent decisions:

Design area Practical standard Evidence to retain
Digital content WCAG-aligned structure, contrast and navigation Test results and issue log
Video and audio Captions, transcripts and clear controls Caption file and review record
Assessment Accessible instructions and equivalent pathways Sample attempts and feedback
Facilitation Adjustments planned before delivery Facilitator checklist
Evaluation Adoption and outcomes segmented responsibly Evaluation dashboard

Review accessibility after launch, not only before it. Platform updates, new devices, revised content and changing workforce needs can introduce barriers over time. An annual review, supported by learner feedback and representative testing, keeps standards connected to actual use.

The practical takeaway is to make accessibility a design requirement, a delivery habit and a measurable part of learning performance: define the standard early, test with real users, provide equivalent ways to participate and track whether every employee can turn learning into workplace capability.

Learning to Performance

Learning to Performance, a complete training approach, gives companies world-class training to drive significant return. This approach includes upfront work (Impact Mapping, design), training (for staff and company executives), and post-training efforts to ensure training transfer. This unique recipe - the key for successful training and adoption - is changing the way companies implement training. This methodology could work with any content for organizations in any industry.

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