IACET Blog

Accreditation is often misunderstood as a paperwork exercise—but it’s really about how learning systems function behind the scenes. When policies, platforms, processes, and people align, organizations can deliver sustainable, high-quality training that meets the true intent of continuing education. This piece breaks down the three essential pillars—responsible sponsorship, capable direction, and qualified instruction—and explains why the paperwork is simply proof that the system is working.

Where should learning and development professionals begin with neuroinclusive training? Start by challenging three common myths that often hold organizations back. From over-reliance on ADA compliance to misconceptions about the role of AI, this piece offers a fresh perspective on practical, research-backed strategies that support all learners. It’s about progress, not perfection—and understanding how small shifts in mindset and design can make a big impact.

Focus on the value of understanding neurodiversity in the workplace to boost productivity, collaboration, and retention. It explores strategies such as adapting communication styles, managing information overload, and setting clear task priorities to support diverse cognitive profiles. It also underscores the business advantages of neurodiversity awareness, including increased innovation, higher engagement, and improved decision-making. By promoting an inclusive culture, organizations can unlock untapped potential and drive success.

The first edition of the Accreditation Myth Buster Series is here! Many believe accreditation is a barrier for small or new training providers—but that’s a myth. In reality, accreditation offers structure, credibility, and support to help trainers grow and improve learning outcomes. This blog shares one expert’s journey to show how accreditation can transform a good training program into a great one.

Many companies unknowingly exclude top talent by relying on outdated hiring practices and workplace norms that disadvantage neurodivergent professionals—those with autism, ADHD, dyslexia, and more. With unemployment rates up to eight times higher for neurodivergent individuals, this isn’t just an ethical issue but a missed business opportunity. Companies that prioritize neuroinclusion gain a competitive edge, fostering innovation, improving retention, and strengthening team dynamics. This article explores the barriers neurodivergent professionals face, the benefits of a neuroinclusive workplace, and actionable strategies for change.