Accessible Salesforce Customizations is the first-of-its-kind Trailhead badge. Championed by Trailhead Senior Content Strategist, Kelly Hamilton, this interactive training is the latest collaboration between Salesforce and BIT. Inspired by a session at Mid-Atlantic Dreaming led by BIT Senior Salesforce Implementer, Rebecca Ledder, Kelly and Rebecca collaborated to create a Trailhead challenge badge that shows administrators how to fix common accessibility issues in an org.
Salesforce provides a highly accessible and flexible platform, but due to its flexibility, Salesforce Implementers can inadvertently introduce accessibility and usability barriers when customizing an org.
To address this, BIT partnered with the Salesforce Trailhead team to co-develop Trailhead’s first-ever challenge badge dedicated to digital accessibility. This hands-on, interactive training shows Salesforce Implementers and Admins how to prevent, identify, and resolve common accessibility barriers in custom-configured orgs.
Problems Addressed
Bridge the Gap Between Theory and Practice Often accessibility training is theoretical, leaving Salesforce implementers without the practical skills needed to fix actual code and layout barriers in a live org.
Navigational Barriers in Custom Pages Custom layouts often fail to take into account the organizational principles that would allow users of assistive technology to navigate a page efficiently.
Technical Compliance Foundations Some implementers overlook technical essentials, such as sufficient color contrast and visible keyboard focus indicators, which are required for universal readability and navigation.
“BIT was my ideal partner for this badge. Not only do they know Salesforce and digital accessibility, they also have lived experience working in tech and using assistive technology in the real world. Mike [Hess, BIT Founder and Executive Director,] has assembled an exceptional team and I’m incredibly proud of what we produced together.”
— Kelly Hamilton, Lead Quality Manager, Trailhead Content Quality & Engineering
Solutions
Interactive Skill-Building This project provides the first-ever hands-on Trailhead challenge where learners can use a Salesforce sandbox to identify and remediate real-world accessibility pitfalls.
Intentional Structural Design The training provides specific guidance on restructuring page layouts and screen flows to ensure logical nesting and equivalent user experiences.
Practical Tips & Tools Learners are taught to use browser developer tools to audit the accessibility tree and validate WCAG 2.2 AA standards, ensuring every custom element is compliant and usable.
For Neurodiversity Celebration Week, BIT has handed the blog over to us at Divergent Thinking to continue a conversation that has been building for some time.
This is not a random crossover. It grows directly out of the work we have already done together — including our joint panel on Digital Accessibility & Neurodivergence in the Workplace with Mike Hess, Nat Hawley, Amy McCaw, Elliott Natale and James Warnken. That session focused on something both BIT and Divergent Thinking care about deeply: too many workplaces are still being designed around a narrow idea of the “standard” user, leaving talented blind and neurodivergent professionals to carry the burden of navigating systems that were never built with them in mind.
That conversation made one thing very clear: digital accessibility and neurodiversity are not separate issues. They overlap in practical, important ways, especially in hiring, onboarding, training and day-to-day workplace communication.
So today’s guest post is a natural next step.
At BIT, the focus is rightly on building a future where blind professionals and professionals with disabilities can thrive through accessible design, technology and employment pathways. At Divergent Thinking, our focus is on helping organizations understand neurodiversity more deeply and redesign systems so different minds can do their best work.
This week, those two conversations meet in the same place.
Because if we want truly inclusive workplaces, we need to stop treating accessibility as a technical afterthought and start seeing it for what it really is: a foundation for better hiring, better training, better design and better outcomes for everyone.
Inclusion Starts Before the First Interview
Many employers still think of accessibility and inclusion as something that happens later — after someone is hired, after someone discloses, or after someone starts struggling.
By that point, the process may already have screened out great people.
If a hiring process includes inaccessible forms, unclear job descriptions, rigid assessments, unnecessary time pressure, or interviews that reward social polish over actual job capability, organizations may be filtering out blind and neurodivergent talent long before ability has a fair chance to show up.
That matters.
A candidate should not have to fight the process just to be considered fairly.
Simple changes can make a real difference:
write job descriptions in clearer, more direct language
remove jargon and hidden expectations
make sure application systems work properly with assistive technology
provide accessible formats by default, not only when someone asks
explain every stage of the process clearly
review whether assessments are actually relevant to the job
These are not “special accommodations” in the negative sense. They are better hiring design.
Accessibility and Cognitive Clarity Belong in the Same Conversation
One of the biggest overlaps between blindness, digital accessibility and neurodiversity is the importance of clarity.
A blind candidate may be blocked by a system that is technically inaccessible. A neurodivergent candidate may be blocked by a system that is cognitively overwhelming. One person may be fighting poor screen reader compatibility; another may be fighting cluttered portals, vague instructions, overloaded workflows or confusing training structures.
Both are forms of exclusion.
That is why we believe organizations need to widen the lens. Accessibility is not only about whether a platform can be accessed. It is also about whether the information inside it can be processed clearly and without unnecessary friction.
If a system is technically accessible but chaotic, inconsistent or hard to decode, it is still creating barriers.
Training Can Either Unlock Talent or Quietly Shut it Down
The same applies once someone joins.
Many onboarding and training systems still rely too heavily on dense slide decks, inaccessible documents, overly verbal delivery, unclear priorities, and a “you’ll figure it out” culture. That can create unnecessary friction from day one.
For blind professionals, that may mean inaccessible content or poorly described visuals. For neurodivergent professionals, it may mean cognitive overload, inconsistent delivery, weak structure, or unclear expectations.
Again, the issue is not motivation. It is design.
Inclusive training tends to be:
structured
predictable
available in multiple formats
clear about goals and next steps
accessible in both technical and cognitive terms
That means paying attention to:
screen reader compatibility
alt text and document accessibility
plain language
chunking information into manageable parts
clear visual hierarchy
consistent structure
explicit instructions
time and space for processing
Good training design is not only better for employees with disabilities. It improves learning outcomes across the board.
Clarity is a Business Advantage
If information is buried in clutter, hidden in inaccessible systems, or delivered in ways that require too much decoding, people end up spending energy fighting the format instead of engaging with the content.
That is not just frustrating. It is expensive.
Accessible and inclusive design often leads to:
fewer misunderstandings
better communication
stronger retention
smoother onboarding
more accurate performance assessment
better overall productivity
In other words, clearer systems are not just more equitable. They are more effective.
This is one of the reasons the conversation BIT is leading matters so much. Once organizations start seeing accessibility as part of operational excellence rather than only compliance, the whole discussion gets smarter.
The Future is Accessible by Default
The organizations making the most progress are not waiting for someone to speak up after a problem appears. They are designing with accessibility and neuroinclusion in mind from the beginning.
That means building hiring and training systems that assume difference is normal, not exceptional.
It means asking:
can people access this?
can people process this?
are we creating barriers we do not need?
what assumptions are built into this workflow?
are we measuring talent, or just measuring who fits our legacy systems best?
That is the shift that matters.
At BIT, this work is already helping employers rethink disability inclusion, workforce development and accessible design. At Divergent Thinking, we see the same need from the neurodiversity side: if organizations want to attract and retain strong talent, they need systems that support different minds and different ways of accessing the world.
Final Thought
Designing inclusive hiring and training is not about making things easier for a small group of people.
It is about helping organizations become better at identifying, developing and retaining talent.
Blind and neurodivergent professionals do not need to be fixed to fit outdated systems. The systems need to become more accessible, clearer and more intentional by design.
That is where real inclusion starts.
And that is where a lot of lost talent can finally be recognized.
Our Employer Partnership Brochure highlights how partnering with BIT helps organizations build stronger, more equitable teams while meeting real business needs. It outlines the impact of our talent programs, apprenticeship pathways, and workforce solutions – showing employers how they can access skilled professionals, drive innovation, and create lasting change.
We’re proud to share a new case study featuring our partnership with NorthBay and the transformation of their fundraising operations. By optimizing their existing Salesforce Nonprofit Success Pack (NPSP) and integrating Mailchimp, BIT helped replace manual, spreadsheet-based processes with a streamlined, centralized system.
The result: stronger donor and grant tracking, improved reporting, and a scalable, cost-efficient foundation for growth.
Read the full case study to see how BIT helps organizations maximize the power of Salesforce.
Recently, the Colorado Technology Association, the City and County of Denver, Visit Denver, Caruso Ventures, Range Ventures, and Slalom hosted the second annual DenAI Summit. This sold-out event, held at the Denver Art Museum, brought together government leaders, digital practitioners, academics, and vendors for two days of talks about how AI changes the way our government can serve citizens.
We’re delighted that DenAI invited us to be part of the conversation.
Job Accessible AI Levels the Playing Field
Blind Institute of Technology (BIT) is an early AI adopter – and we’re an accelerator.
As consulting partners, BIT works with large-scale organizations seeking to implement Salesforce or build AI agents using Agentforce.
And, as a team of IAAP-certified native assistive technology users, BIT works extensively with government agencies on accessibility maturity, PDF & website remediation, and legal & policy guidance.
For traditional software, accessibility is largely determined at the user interface (UI) level. However, AI is an entirely new way to engage the digital world. For AI-powered software, access is not just about designing an intentional UI and delivering professional code. For AI, access is shaped by training data.
People with disabilities are routinely underrepresented in training datasets. As a result, systems can bake in bias. For accessible AI to become a reality, people with disabilities need a seat at the table.
Current State
At DenAI, we had many informal “hallway sessions” — 1-on-1s with practitioners and government leadership to learn what animates them most about AI.
Practitioners are experimenting with AI individually, but on the whole have yet to see AI adoption scale agency-wide. We also met with government leaders and heard that updating policy, connecting fragmented systems, and securing the necessary budgets need to happen for AI initiatives to scale.
One panelist, Elaine Kamarck, responsible for modernizing government services during the Clinton Administration, advocated moving quickly. She said that government teams need to “overcome a culture of caution” and reminded the audience that back in the 90s, government was slow to embrace the internet, leading to a host of issues that continue to this day. She cited several costly examples caused by the delay, including several that BIT sees in our digital accessibility remediation work. For example, nearly all government agency websites heavily rely on PDFs to communicate online.
Standout Speakers
Some highlights from thoughtful presentations and expert panelists:
Governor of Colorado, Jared Polis & Mayor of Denver, Mike Johnston: Government leadership showed their commitment to growing Colorado as a technology hub. Their message to AI and tech industry leaders, “Colorado is open for business.”
Tenzin Priyadarshi, President & CEO of the Dalai Lama Center for Ethics and Transformative Values at MIT: AI should be designed to foster empathy, promote civic trust, and reflect human values. Critical decisions must remain under human oversight.
Daniel Ho, Director of Stanford’s Regulation, Evaluation, and Governance Lab (RegLab): Shared a big win: In order to meet requirements under California’s anti-discrimination laws, Santa Clara County quickly setup an AI-powered app to find outdated, problematic language across millions of real estate records — a task that was previously estimated to take years. Conversely, through a personal anecdote, Ho also illustrated the need for human oversight of AI: he was glad he reviewed an AI-generated bedtime story before reading it to his toddler. Though appropriately prompted, the AI tool wrote a horror story filled with “nightmare fuel.”
Suma Nallapati, City of Denver Chief IA and Information Officer: Denver’s leading technologist was DenAI’s emcee. She kept the attendees informed, presenters on time, and made it look easy. During DenAI, Major Johnston announced her new title and role with the City, another proof point of Denver’s investment into scaling AI across City services. Congratulations, Suma!
Recurring Themes
There were several recurring themes from panelists, vendor demos, and our informal ”hallway sessions”:
Many organizations mistakenly build new initiatives around specific AI tools. Orgs have far better outcomes when they design solutions to the problems they are trying to solve — and then selecting the right tool for the job. Another common misstep is using AI to augment existing workflows, and overlooking the opportunity to reimagine or eliminate processes entirely.
Building trust is a priority for government. Civic engagement is at an all-time low. Accountability needs reliable, transparent systems, and human oversight.
Good data is critical for accurate results. Fragmented software and legacy systems are a blocker to providing structured, organization-specific training data that improves AI accuracy and nuance.
Many organizations mistakenly build new initiatives around specific AI tools. Orgs have far better outcomes when they design solutions to the problems they are trying to solve — and then selecting the right tool for the job. Another common misstep is using AI to augment existing workflows, and overlooking the opportunity to reimagine or eliminate processes entirely.
Takeaways
There’s a ton of excitement around AI. DenAI, only in its second year, was sold out, and had a very long waitlist.
There are several blockers preventing government from scaling AI initiatives: fragmented systems/poor data, budget constraints, and the need for new policies to address governance, ethics, and security.
Denver and Colorado are removing those blockers and investing in AI. They see AI as an opportunity to radically grow Colorado’s already-thriving tech community.
Thanks again to the Colorado Technology Association and the City of Denver for putting on a fantastic event! BIT is thrilled to be part of this community. See you next year!
Joe Crespo is a web developer, user experience expert, and technical project manager. Joe has led large-scale digital transformation, content modernization, and document remediation initiatives for government, education, and the Fortune 1000.
Today, Joe is Business Development Director at Blind Institute of Technology (BIT). where he works with government agencies, partners, and technology firms advancing AI, accessibility, and workforce inclusion.
Images Description: “BITS of Glamour: A Masquerade Ball” presented by the Blind Institute of Technology, featuring a gold and red eye mask with feathers. The event is on Saturday, February 1, 2025. Early bird ticket prices are $100 each or $1,000 per table. Purchase by January 17, 2025, to get the discount.
Images Description: “BITS of Glamour: A Masquerade Ball” presented by the Blind Institute of Technology, featuring a gold and red eye mask with feathers. The event is on Saturday, February 1, 2025. Early bird ticket prices are $100 each or $1,000 per table. Purchase by January 17, 2025, to get the discount.
Blind Institute of Technology (BIT) is a forward-thinking, mission-driven organization dedicated to empowering professionals with disabilities through accessible, high-quality education and training. Our Academy programs, currently offering Salesforce Admin and Digital Accessibility Analyst certification courses, provide participants with the skills, knowledge, and practical experience needed to succeed in the workforce and advance their career opportunities. As we grow and expand our offerings, we are committed to fostering a supportive, inclusive, and dynamic learning environment that embraces diversity and drives success for all.
Due to two recently awarded grants, , we will be significantly growing our course offerings. This includes offering new subject matter, along with expanding the number of our current courses offered both within the US and abroad. All of our courses are offered virtually, are accessible for all disabilities and our complimentary to all of our Career Seekers.
Job Summary
We are seeking a passionate and proactive Academy Director to lead and shape the future of BIT’s Academy programs. As the driving force behind our Academy’s administration and development, you’ll play a pivotal role in enhancing the student and instructor experience, steering the success and growth of our Academy programs.
Your responsibilities as the Academy Director will include developing policies, managing schedules, guiding instructors, and evaluating program effectiveness to ensure a high-quality learning experience for all participants. You’ll ensure that our programs operate smoothly, effectively, and in full alignment with BIT’s mission. As BIT expands its program offerings, the Academy Director will play a critical role in shaping the direction and success of the Academy. Your strategic vision will be key to ensuring the continuous improvement, effective operation, and future expansion of our programs, contributing to BIT Academy’s overall success. If you’re eager to contribute to BIT’s mission of providing accessible, impactful education and thrive in a collaborative, fast-paced environment, we encourage you to apply and make a meaningful impact in our growing Academy community.
Join us in making a difference by guiding a talented team of educators and helping us grow our mission of accessible education.
Responsibilities
Policy Development & Implementation:
Create and enforce policies and procedures to support the effective operation and continuous improvement of BIT Academy programs.
Ensure all policies are up to date, in line with industry best practices, and comply with organizational standards.
Regularly review and improve procedures to enhance program efficiency and quality.
Program Scheduling & Coordination:
Develop and manage program schedules, ensuring timely course offerings, instructor availability, and efficient use of resources.
Instructor Support Leadership & Development:
Provide guidance, mentorship, and support to the team of Academy instructors.
Facilitate regular check-ins and meetings to support instructional needs and foster a collaborative teaching environment.
Identify opportunities for instructor development and provide resources for continuous skill-building and training.
Program Effectiveness & Continuous Improvement:
Evaluate program effectiveness through participant feedback, completion rates, and performance data.
Develop and implement assessment tools to gather insights into program quality and learning outcomes.
Analyze data to identify areas for improvement and execute necessary program enhancements.
Administrative Oversight & Compliance:
Ensure that all administrative processes, including enrollment, attendance tracking, and program documentation, are managed efficiently and adhere to organizational and regulatory standards.
Resource Allocation & Budget Management:
Prepare and manage the Academy program budgets to ensure efficient use of funds.
Allocate resources effectively to support current program operations and future growth.
Monitor expenditures and adjust as necessary to align with organizational priorities and program needs.
Stakeholder Communication & Support:
Serve as the primary contact for Academy-related inquiries from leadership and progress reports.
Build and maintain strong relationships with instructors, participants, community partners, and other stakeholders.
Prepare regular reports and updates for Salesforce, detailing program progress, participant outcomes, and areas for growth.
Promote BIT’s Academy programs to external partners and community contacts.
Strategic Planning & Program Expansion:
Collaborate with leadership to plan for the growth and expansion of BIT’s Academy offerings.
Identify operational adjustments needed to improve program scalability while maintaining quality and integrity.
Qualifications
Education & Experience:
Bachelor’s degree in Education, Program Administration, Organizational Development, or a related field preferred.
Proven experience in program administration, educational leadership, or similar roles.
Knowledge & Skills:
Strong project management skills with the ability to develop and implement program policies, schedules, and administrative processes.
Understanding of disability-related learning needs and inclusive teaching practices, with a commitment to creating accessible educational environments.
Excellent leadership abilities to mentor and support a diverse team of instructors.
Strong analytical skills to assess program effectiveness and identify opportunities for improvement and scaling.
Ability to prioritize, multitask, and problem-solve in a fast-paced and dynamic environment.
Demonstrates effective communication and interpersonal skills.
Proficiency in Google Suite and MS Office.
Knowledge of accessible technology and learning tools is preferred.
We are a team of professionals, most possessing a variety of disabilities. Professionals within the disabilities community are strongly encouraged to apply. This position is a fully remote, FTE position with a starting salary range of $65K-$75K annually with a healthy benefits package. We would like to fill this position quickly, so please don’t delay in sending your resume and cover letter to Candidates@BlindIT.org, referencing this position in the subject line.
Images Description: “BITS of Glamour: A Masquerade Ball” presented by the Blind Institute of Technology, featuring a gold and red eye mask with feathers. The event is on Saturday, February 1, 2025. Early bird ticket prices are $100 each or $1,000 per table. Purchase by January 17, 2025, to get the discount.
