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DTSTART;TZID=Australia/Sydney:20260424T093000
DTEND;TZID=Australia/Sydney:20260424T163000
DTSTAMP:20260404T180049
CREATED:20260225T231342Z
LAST-MODIFIED:20260225T231712Z
UID:10000133-1777023000-1777048200@www.plainenglishfoundation.com
SUMMARY:Briefing and Correspondence Writing Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/briefing-and-correspondence-writing-essentials-24apr26/
LOCATION:Online – Single Sitting
CATEGORIES:Briefing and Correspondence Writing Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Plain-English-Essentials-16-x-9-1.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260428T093000
DTEND;TZID=Australia/Sydney:20260428T163000
DTSTAMP:20260404T180049
CREATED:20260225T233253Z
LAST-MODIFIED:20260227T224520Z
UID:10000135-1777368600-1777393800@www.plainenglishfoundation.com
SUMMARY:Plain Language Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/plain-language-essentials-28apr26/
LOCATION:Online – Single Sitting
CATEGORIES:Plain Language Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Briefing-and-Correspondence-Writing-Essentials-16-x-9.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260512T093000
DTEND;TZID=Australia/Sydney:20260512T163000
DTSTAMP:20260404T180049
CREATED:20260225T233626Z
LAST-MODIFIED:20260225T233746Z
UID:10000136-1778578200-1778603400@www.plainenglishfoundation.com
SUMMARY:Plain Language Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/plain-language-essentials-12may26/
LOCATION:Online – Single Sitting
CATEGORIES:Plain Language Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Briefing-and-Correspondence-Writing-Essentials-16-x-9.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260519T093000
DTEND;TZID=Australia/Sydney:20260519T163000
DTSTAMP:20260404T180049
CREATED:20260225T232618Z
LAST-MODIFIED:20260225T232836Z
UID:10000134-1779183000-1779208200@www.plainenglishfoundation.com
SUMMARY:Masterclass in Reviewing
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/masterclass-in-reviewing-19may26/
LOCATION:Online – Single Sitting
CATEGORIES:Masterclass in Reviewing
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Masterclass-in-Reviewing-16-x-9.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260529T093000
DTEND;TZID=Australia/Sydney:20260529T163000
DTSTAMP:20260404T180049
CREATED:20260225T234024Z
LAST-MODIFIED:20260225T234116Z
UID:10000137-1780047000-1780072200@www.plainenglishfoundation.com
SUMMARY:Plain Language Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/plain-language-essentials-29may26/
LOCATION:Online – Single Sitting
CATEGORIES:Plain Language Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Briefing-and-Correspondence-Writing-Essentials-16-x-9.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260616T093000
DTEND;TZID=Australia/Sydney:20260616T163000
DTSTAMP:20260404T180049
CREATED:20260225T234846Z
LAST-MODIFIED:20260225T234924Z
UID:10000139-1781602200-1781627400@www.plainenglishfoundation.com
SUMMARY:Briefing and Correspondence Writing Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/briefing-and-correspondence-writing-essentials-16jun26/
LOCATION:Online – Single Sitting
CATEGORIES:Briefing and Correspondence Writing Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Plain-English-Essentials-16-x-9-1.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Australia/Sydney:20260630T093000
DTEND;TZID=Australia/Sydney:20260630T163000
DTSTAMP:20260404T180049
CREATED:20260225T234331Z
LAST-MODIFIED:20260225T234412Z
UID:10000138-1782811800-1782837000@www.plainenglishfoundation.com
SUMMARY:Plain Language Essentials
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/plain-language-essentials-30jun26/
LOCATION:Online – Single Sitting
CATEGORIES:Plain Language Essentials
ATTACH;FMTTYPE=image/jpeg:https://www.plainenglishfoundation.com/wp-content/uploads/2024/08/PEF-Briefing-and-Correspondence-Writing-Essentials-16-x-9.jpg
ORGANIZER;CN="PEF":MAILTO:google@gmail.com
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260710
DTEND;VALUE=DATE:20260808
DTSTAMP:20260404T180049
CREATED:20260318T232015Z
LAST-MODIFIED:20260318T232054Z
UID:10000140-1783641600-1786147199@www.plainenglishfoundation.com
SUMMARY:Business Writing Boost
DESCRIPTION:What does Victoria’s new policy mean for HR and L&D teams?				\n				\n					\n		\n					\n		\n				\n						\n					\n			\n						\n						\n									By Nicolle Luis 								\n				\n				\n						\n									With the Victorian government’s accessible communication policy in place\, public-sector teams are moving from announcing to embedding the policy. For HR and L&D professionals\, this is about improving how people find\, understand and act on information at work. In short\, a more inclusive public sector. This article covers: benefits for teams and leaderschallenges for HR and L&D teamsadvice for where to start without getting overwhelmedoutcomes of targeted communication training.Getting the benefits of clear communicationThe public-sector workforce is diverse. Staff have different educational backgrounds\, cultural contexts\, digital confidence and disability. When information is accessible\, employees experience: fewer misunderstandingsquicker onboardingmore effective decision‑makingimproved compliancegreater trust in leadership.Clear and accessible communication strengthens culture\, while jargon-heavy and ambiguous communication erodes it. Meeting the challenges of a new approach to communicationSince the mandate\, Victorian departments have faced challenges: inconsistent writing practices across divisionslack of accessible templates for HR and L&D documentslimited internal expertise in accessibility\, plain language or readability standardsgrowing expectations from staff for clearer\, more user‑friendly information.These challenges are structural\, not personal. They reflect the scale and complexity of public-sector operations. Getting started with high-use documentsThe best starting points are areas where clarity is vital for safety\, fairness or staff experience. For example: onboarding processespolicies\, guides and resources for teams and managerssafety and wellbeing trainingchange managementhigh‑risk or high‑traffic intranet pages\, key documents and forms.Improving these first creates momentum and sets examples others can follow. To support the shift to clear\, accessible communication\, HR and L&D leaders can: establish writing and content standards that follow the policybuild staff capability through short\, focused trainingassess readability for key documentscreate reusable templates for policies\, guidelines and learning materialspartner with experts for help transforming more complex documents.These steps embed the new expectations in manageable\, sustainable ways. Supporting the transition with targeted communication trainingWe have worked closely with Victorian agencies to help teams build the skills they need to meet the new requirements. Most recently we supported the Department of Families\, Fairness and Housing with ongoing\, targeted training to build internal skills in plain language and accessible communication. Our workshops helped teams: strengthen their skills in writing clear\, reader‑centred contentapply plain language principles to complex communication tasksunderstand readability requirements under the new mandateassess and improve the clarity of their own materials with confidence.In our experience\, agencies see similar outcomes: clearer\, shorter and more useful documentsfaster turnaround for internal writingstronger internal consistencyfewer questions and follow‑ups.For teams already stretched thin\, these improvements make an immediate difference. If your organisation is starting to act on the accessible communication mandate\, we can help plan the next phase. Whether it’s capability building\, content review or ongoing support. We offer a free 30-minute discussion to explore your needs and priorities. 								\n				\n				\n						\n					\n\n    \n        \n        \n        Contact us\n            \n				\n				\n				\n						\n									Accessible communication is now a requirement\, but it’s also the foundation of the workplace every employee deserves: fair\, safe and easy to navigate.
URL:https://www.plainenglishfoundation.com/schedule/business-writing-boost-jul26/
CATEGORIES:Self-paced refreshers
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ORGANIZER;CN="PEF":MAILTO:google@gmail.com
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