Recruiting

Make communications multi-modal and consistent

• Distribute information through multiple channels such as websites, social media, newsletters, community spaces, partner networks, mailing lists and community radio to reach people where they are.
• Use a mix of communication formats such as recorded videos, written guides, infographics, visual diagrams and print materials to make content as widely accessible as possible
• Provide materials in alternative formats (large print, braille, plain language, screen-reader compatible documents, audio/video).
• Offer synchronous (live), asynchronous (on-demand), and hybrid options to support different time zones, learning styles, and access needs.

• Maintain clear, consistent communication across multiple modalities, channels and platforms.
• Share opportunities in many different places and in different ways. This helps reach people who may not realize that standards development is open to them, or who do not see themselves represented in these spaces.

• Recruiting for diversity
• Communication styles default to Western norms
• Difficulty receiving and communicating information
• Unclear participation information

Organizational and operational commitment

• Make inclusion part of the organization’s mission, internal policies, and public communications.
• Provide dedicated funding and staff support for accessible and inclusive outreach and participation.
• Define diversity, equity, and inclusion goals clearly and treat them as ongoing commitments, not checkboxes.
• Align policies and funding priorities with equity and inclusion goals.

• Lack of organizational support

Plan what to do if goals aren’t met

• Decide ahead of time what you will do if participation goals are not reached.
• Consider extending the comment period, changing your outreach approach, or building new relationships with groups that were not well represented.
• Set clear “minimum” targets, for example: number of participants, or key groups that must be included.
• Check progress early so you still have time to adjust.
• If you’re missing key voices, pause and fix the outreach instead of moving forward anyway.
• Ask community partners why people didn’t participate and what would make it easier next time.
• Add new accessible engagement options, like phone calls, short sessions, or one-on-one interviews.
• Extend timelines if needed, especially for reviewing documents.
• Document what didn’t work and what you changed, so the process improves over time.

• Difficulty receiving and communicating information
• Inaccessible digital collaboration tools
• Lack of clear and accessible onboarding process

Recruit across D/disability and intersectional identity

• Broaden recruitment criteria beyond traditional technical expertise to value lived experiences of D/disability, community knowledge, and accessibility advocacy.
• Engage participants through community organizations, community leaders, and advocacy groups.
• Don’t limit recruitment to the same people or groups who already participate in standard work. Relying on existing committees, industry contacts, or repeat contributors, misses out on new perspectives and contributes to consultation fatigue.
• Seek participants from rural, underrepresented, younger, older, newcomer, and non-traditional groups.

• Be proactive - build long-term relationships with communities historically excluded from standard work.
• Focus on recruiting people who are underrepresented in your field including D/deaf and D/disabled people. One strategy is to regularly ask “Who else are we missing?”

• Recruiting for diversity

Show accountability and build trust with D/deaf and D/disabled people

• Keep a public record of the work and ensure it is shared in accessible formats. For example, use a blog or webpage to share updates, older drafts, and what changes were made because of feedback.
• Be clear about what you can change and what you cannot change.
• Follow up after people give feedback to show what you heard and what you did with it. If feedback isn’t used, explain why.

• Make connections with D/deaf and D/disabled organizations and engage according to their preferences and direction.
• Avoid over-consulting the same people. Rotate participation and respect fatigue.
• Work with technical committees and people from equity-denied communities to agree on the goals for an engagement.
• Share updates regularly, not just at the end, so participants can see progress.
• Share specific examples of how feedback from D/disabled and D/deaf people led to changes in the standard, the process, or even the project team. This shows the engagement was real and not just for show.

• Consultation fatigue in D/deaf and D/disabled communities