Items to check when selecting disability awareness training materials

When selecting educational materials for improving awareness of disabilities, the person in charge must address the legally mandated content , Target audience , Educational methods , Accessibility , You must also check the standards for retaining supporting documents. .

Workplace disability awareness training is not simply about showing disability-related videos or distributing materials. . The educational materials include an understanding of disabilities , Respect for the differences associated with disabilities , Human rights of people with disabilities in the workplace , Non-discrimination , Provision of reasonable accommodations , Laws and systems related to the promotion of employment and vocational rehabilitation for persons with disabilities must be included. .

In this article, when selecting educational materials for improving awareness of disabilities HR We organize the standards and practical checklists that the person in charge and the training manager must verify. .

short answer

When selecting educational materials for improving awareness of disabilities “ Is this easy-to-read material? ” see It includes legally required content and , Whether it is material that can be utilized in accordance with our organization's training methods You need to check this first. .

Workplace disability awareness training is conducted annually for all employers and employees. 1 episode , 1 This is mandatory legal training that must be conducted for more than a certain amount of time. . The educational materials include the definition and types of disabilities , Human rights of people with disabilities , Non-discrimination , Provision of reasonable accommodations , Laws and systems related to the employment of persons with disabilities must be included. .

In particular, the person in charge provides free materials , External educational institution materials , Online educational materials , When using self-produced materials, you must check the standards for each. . Whether the data reflects the latest laws , Whether disability is portrayed as an object of prejudice or pity , You must also check whether completion can be verified and supporting documents can be kept. .

item	Things the person in charge should check first
Key Keywords	Disability Awareness Education Materials
Related keywords	Workplace disability awareness training , Educational materials , Mandatory legal education , Provision of reasonable accommodations
Main targets	HR manager , Training Manager , Management Support Manager , manager
First response principle	First, check if the legally required content is included.
Points to note	Do not replace education solely with simple touching videos or campaign materials
Related topics	Target audience for disability awareness education , Online education , Proof of education , EAP

The core of disability awareness education materials is “ We must help the disabled ” not , It is to help reduce discrimination in the workplace and understand the standards for working together. .

When will it be applied? ?

This article is in the following situations HR This can be referenced by the person in charge and the training manager. .

situation	Points to verify with the person in charge
When selecting materials for annual mandatory legal education	Check if legally required content is included
If you intend to use free educational materials	Is it official data? , Check if it is the latest data
When receiving materials from external educational institutions	Verification of designated institution status and appropriateness of training content
When creating in-house training materials	Courtroom contents , example , Checking the method of expression
When selecting online educational materials	Completion Confirmation , Progress rate , Check eligibility for certificate issuance
Always 50 Review of data distribution methods in workplaces with fewer than 10 employees	distribution · Post · Check if email method is available
When employee accessibility is required	title , voice , Document Accessibility , Confirmation of mobile usability
When organizing supporting documents after training	Educational materials , List of Attendees , Check whether completion records are kept

Once selected, educational materials serve as the basis for the corresponding year's educational records. . Therefore, the person in charge [is the source of the data] , detail , How to use , We must also verify the possibility of verification. .

HR Tasks the person in charge must do

1. Check if the legally required content is included.

When selecting educational materials for improving awareness of disabilities, the first thing to check is the legally mandated content. . Even if the material is visually appealing or concisely organized , If essential content is missing, it is difficult to use as educational material. .

In particular, workplace disability awareness training is different from general disability understanding training. . Based on the premise of working with disabled workers in the workplace , Non-discrimination and provision of reasonable accommodations , We must address disability employment-related systems together. .

Essential content	Verification criteria when selecting data
Understanding the Definition of Disability and Types of Disabilities	Check to ensure that disability is not explained as a simple disease or deficiency.
Respect for the differences associated with disabilities	Verify whether it is a perspective of respect, not pity or charity.
Human rights of people with disabilities in the workplace	Includes rights and standards of respect as a fellow worker
Prohibition of discrimination against persons with disabilities	employment , arrangement , evaluation , education , Includes cases of discrimination in promotion
Provision of reasonable accommodations	Working environment , Assistive devices , Includes examples such as communication support
Laws and Systems Related to the Promotion of Employment and Vocational Rehabilitation for Persons with Disabilities	Mandatory employment of persons with disabilities , Support System , Includes explanation of relevant laws and regulations
Matters required for improving workplace awareness	Organizational culture , Administrator role , Includes communication among colleagues

When selecting materials, it is advisable to check the actual text and example expressions rather than just the table of contents. .

2. Verify the source and timeliness of the data.

It is safer to first review materials from official institutions for disability awareness education. . Korea Employment Agency for the Disabled Education Portal , Ministry of Employment and Labor Information , You can reduce the possibility of omitting legal content by selecting materials with clear sources, such as statutory data from the National Law Information Center. .

When using materials from external institutions or private educational companies, check whether the latest laws are reflected. , Whether fines or education obligations are exaggerated , You must verify whether the institution meets the criteria for the Corporation-designated agency or professional instructors. .

Source of information	Things to check
Korea Employment Agency for the Disabled data	Standard Lecture Plan , Education Portal , e-learning materials availability
Ministry of Employment and Labor data	Official Information , Status of Designated Agencies , Related guidelines
National Law Information Center	Legal provisions and enforcement decree standards
External educational institution materials	Whether it is a designated institution , Instructor standards , Certificate Issuance Criteria
Private content	Inclusion of legally required content and appropriateness of expression
Self-produced materials	Check if it was composed based on official data.

When checking if the data is up-to-date, check the date the data was created. , Revision Date , source URL, We must also check whether the relevant laws have been reflected. .

3. I look into whether the way disability is expressed is appropriate.

Educational materials are not sufficient even if they only match the legal content. . sympathy for the disability , moved , Focusing solely on narratives of overcoming can actually reinforce prejudice. . Workplace disability awareness training is for people with disabilities “ People in need of help ” It is not explained solely by... , It should be material that helps you understand them as colleagues working together. .

The person in charge [refer to] the cases used in the data , image , expression , You need to check the quiz questions. .

Confirmation items	Appropriate direction
Expression method	People with disabilities are fellow workers , Explained as a subject of rights
Case Composition	employment , arrangement , meeting , education , Workplace situation-centered evaluations, etc.
Image usage	Do not trivialize or over-emotionalize disabilities
Terms usage	discriminatory expression , derogatory expressions , No use of outdated terms
message	Includes non-discrimination and the provision of reasonable accommodations rather than emphasizing consideration alone.
Quiz · evaluation	Check to see if there are any items that reinforce bias.

“ We must help them because they are pitiful. ” is better than the message “ We must create the environment and standards necessary to work together. ” The message is more appropriate. .

4. Check if the material is suitable for our organization's training methods.

Even with the same materials, group training , Online education , In-house training , The required structure and supporting documents vary depending on how the outsourced training is operated. .

For example, if it is online educational material, the course time , Progress rate , Issuance of completion certificate , It must be possible to verify the completion status for each participant. . If it is group training, training log , List of Attendees , Educational photos , You must be able to save instructor materials. .

Educational methods	Data Selection Criteria
Group training	Instructor materials , Attendees' materials , Whether training logs can be written
Online education	Class hours , Progress rate , Certificate of Completion , Whether completion records can be verified
Video Education	Connection logs , List of Attendees , Educational material sharing records
In-house training	Reflecting essential legal content , Possibility of proceeding by the person in charge
commissioned education	Whether it is a designated institution , Instructor standards , Whether a certificate of completion can be issued
Data distribution · Post	Always 50 Check eligibility for workplaces with fewer than 1 person, etc.

Always 50 For workplaces with fewer than 1, the Minister of Employment and Labor distributed educational materials, etc. · It may also be possible to post or send via email. . However, even in this case, it is advisable to keep records of data delivery and recipient verification. .

5. Check accessibility

The disability awareness education materials themselves must also take accessibility into consideration. . Video containing only visual materials , Video without subtitles , difficult-to-read images PDF, Files that do not open on mobile devices can make it difficult for trainees to access them. .

The person in charge must verify whether various workers can actually receive training when selecting materials. .

Accessibility items	Verification criteria
Video materials	Subtitle availability , Understanding of voice description
PDF data	Whether text can be copied , Whether it consists only of image files
Mobile access	Whether viewing and taking courses is possible on a mobile phone
Color contrast	Check if the text in the table and image is clearly visible
Glossary	Whether difficult legal terms were explained easily
foreign workers	Possibility of providing multilingual materials if necessary
Employment type	Field workers , shift workers , Is it accessible to remote workers as well?

If educational materials for improving awareness of disabilities do not consider accessibility, they do not align with the purpose of the education. .

6. Check if it can be kept as supporting documentation.

When selecting materials, you should also consider what kind of records can be kept after the training. . Even if training was conducted, educational materials , List of subjects , Completion record , If training logs and other records are insufficient, it may be difficult to provide explanations during the inspection. .

Supporting documents	Management purpose
Original educational materials	Check if legally required content is included
Education plan	Check training schedule and method
List of trainees	Check for missing persons
List of Attendees	Confirmation of completion of group training
Online Certificate	Individual proof of completion
LMS Course record	Check progress rate and completion status
Training Log	date , location , instructor , Content Record
Educational photos	Proof of group training participation
email · Bulletin board sending records	Data distribution · Proof of posting
Supplementary education records	Management of non-completioners
Consignment Training Contract	Basis for utilizing external agencies

Disability awareness training requires not only the implementation of the training but also the management of the storage of supporting documents. . From the moment of selecting educational materials “ How can this be proven later? ” It is recommended to check .

Selection Criteria Table for Disability Awareness Education Materials

item	Verification criteria	Points to note
Courtroom contents	Includes mandatory training content	Do not replace with general disability understanding materials
source	Official institutions · Priority given to data from designated institutions	Check whether private data is reflected in laws and regulations
Latest	Date written , Revision Date , Check whether the law is reflected	Caution regarding the reuse of old materials
Expression method	Non-discrimination · human rights · Collaboration-centered	sympathy · moved · Caution regarding materials centered on narratives of overcoming
Educational methods	set · online · Self · Materials suitable for the consignment method	Caution regarding materials that cannot be verified for completion
Accessibility	title , Text , mobile , Readability check	image PDF Not providing only
Possibility of proof	Certificate of Completion , List , Training Log , Check dispatch records	Save only the data and be careful not to omit the subject's records.

Practical Checklist

Confirmation items	inspection
The educational materials include an understanding of the definition of disability and types of disabilities. .	☐
It includes respect for the differences associated with disabilities. .	☐
It includes provisions on the human rights of persons with disabilities and the prohibition of discrimination in the workplace. .	☐
It includes explanations of reasonable accommodations and workplace examples. .	☐
It includes laws and systems related to the promotion of employment and vocational rehabilitation for persons with disabilities. .	☐
I verified whether the data source was an official institution or a reliable educational institution. .	☐
Date of creation of the material , Revision Date , I checked whether the latest laws and regulations were reflected. .	☐
I checked to ensure that disability was not portrayed solely through the lens of pity or emotion. .	☐
I checked if the materials could be utilized in accordance with our company's training methods. .	☐
Progress rate in online education , Certificate of Completion , You can check the completion records for each participant. .	☐
Data accessibility , title , Mobile viewing availability , I checked the readability. .	☐
Educational materials , Training Log , List of Attendees , Standards for storing supporting documents, such as certificates of completion, have been established. .	☐
Those who have not completed the course and those subject to supplementary training can be managed separately. .	☐
Disability-related grievance counseling after training , EAP, HR We can guide you to the inquiry channels. .	☐

Common mistakes

first , This is a case where educational materials are composed solely of touching videos related to disabilities. .
Disability awareness education is not about touching campaigns or motivational videos, but about prohibiting discrimination in the workplace , human rights , Provision of reasonable accommodations , This is a legally mandated training course covering systems related to the employment of people with disabilities. . Even if you use moving materials, essential legal content must not be omitted. .

Second , This is a case where old educational materials are used exactly as they are every year. .
statute , policy , terminology , Organizational culture standards can change. . Even when using the same data every year, the creation date and revision date , You must check whether the latest laws have been reflected. .

third , This is a case where materials from an external educational institution are considered unconditionally acceptable simply because they are from one. .
Even if it is data from external agencies, it is legally required content , Instructor standards , Whether it is a designated institution , You must check the criteria for issuing a certificate of completion. . In particular, you should be cautious of materials that exaggerate fines or explain the necessity of education in an overly fear-based manner. .

Fourth , This is a case where the accessibility of the data is not checked. .
Disability awareness education materials are videos without subtitles , only images PDF, If the file does not open on mobile, some employees have difficulty accessing the training. . Accessibility must also be considered for the educational materials themselves. .

Fifth , This is a case where only data is stored and records of training completion are not kept. .
Even if educational materials were available, who was the target audience? , It is difficult to manage if you cannot verify who has completed the course. . List of participants along with educational materials , Certificate of Completion , List of Attendees , You must keep a training log. .

EAP If support is needed

Disability awareness training is a legally mandated education, but , In the actual field, this can lead to organizational culture and employee experience. . Disability after education , disease , return , Work coordination , experience of discrimination , Consultation inquiries regarding peer relationships may arise. .

EAP It does not replace disability awareness education. . However, the employee's burden of workplace relationships , experience of discrimination , Psychological burden due to health problems , Difficulty adapting after returning , If you are experiencing a burden in managerial communication, it can be utilized as a system for connecting you with psychological support and counseling. .

situation	EAP Directions for use
If you want to talk about experiences of discrimination after training	Psychological burden counseling , HR Separation from procedure guidance
Cases where the burden of returning to work after a disability or illness is significant	Reintegration counseling , Work stress management
If you experience discomfort in your relationship with colleagues	Interpersonal relationship counseling , Communication support
When managers find work coordination conversations difficult	Manager Coaching , Organizing conversation phrases
When rumors or prejudice within the organization have grown	Organizational recovery program , Administrator's Guide
In cases where inquiries regarding grievance counseling increased after training	EAP Guide to the distinction between consultation and official grievance handling procedures

The guidance text can be used as follows. .

“ Workplace relationships after disability awareness training , burden of returning , experience of discrimination , If you need counseling regarding psychological difficulties EAP You can use the consultation channel. . EAP It does not replace statutory training or personnel procedures. , This is a channel that supports the psychological burden on employees. .”

Frequently Asked Questions

Q1. Where is the best place to get educational materials on improving awareness of disabilities? ?
Korea Employment Agency for the Disabled Education Portal , Ministry of Employment and Labor Information , It is recommended to check official sources first, such as legal materials from the National Law Information Center. . When using materials from private educational institutions, whether or not they are designated institutions , Educational content , Certificate Issuance Criteria , You must also check whether the latest laws have been reflected. .

Q2. Can I use the free materials as they are? ?
You can use materials provided by official institutions. . However, our organization's training methods , subject , Training time , You must check if it meets the completion verification method. . If you only download the materials and do not keep a record of completing the training, it is difficult to manage. .

Q3. Is showing only videos related to disabilities sufficient as educational material? ?
It might not be enough . The educational materials include an understanding of disabilities , Human rights of people with disabilities in the workplace , Non-discrimination , Provision of reasonable accommodations , Laws and systems related to the promotion of employment and vocational rehabilitation for persons with disabilities must be included. . Even if you use video materials, you must supplement the essential content. .

Q4. What is the most important criterion when selecting online educational materials? ?
It is whether legally required content is included and the possibility of verifying completion. . Online education progress rate , Certificate of Completion , Individual completion records , Training hours must be verifiable. , It is also recommended to check the accessibility of the materials and mobile viewing capabilities. .

Q5. How long should I keep educational materials and certificates? ?
Evidence of workplace disability awareness training must be retained for a certain period to explain whether the training was conducted. . In practical terms, training logs , List of Attendees , Certificate of Completion , Educational materials , It is safe to organize and store dispatch records, etc., by year. .

Next step

The selection of educational materials for improving awareness of disabilities is simply “ Where will you get the data? ” It is not a problem. . Essential legal content , Target audience , Educational methods , Accessibility , Expression method , Completion Confirmation , You must also verify the retention of supporting documents. .

Instead of ending disability awareness training with mere completion management , Organizational culture improvement , Manager Training , Grievance counseling , EAP If you want to operate counseling referrals as well, Nudge EAP Review the support system suitable for your organization through an implementation consultation. .

👉 Go to Nudge EAP Implementation Consultation →

Source and Information

This content is intended to provide general information for corporate practitioners to refer to. . Specific laws , Labor , employment , Disability Awareness Education , Personal Information Protection , As matters requiring psychological counseling may vary depending on the workplace situation and the latest laws, a review by a relevant expert may be necessary. .

Disability Awareness Training