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LARMER BROWN LIMITED

Workshop - Create Accessible Digital Content

This 4.5 hour workshop (split over 3 x 1.5 virtual instructor-led sessions introduces delegates to the theories and definitions underpinning accessible content design, as well as the standards and regulations that must be followed to create WCAG compliant content.

Features

  • Understand the WCAG 2.2 AA requirements
  • When are there acceptable Accessibility limitations
  • Assistive Technologies
  • Introducing design and quality assurance
  • Logical reading orders
  • Compliant colour text
  • Keyboard Navigation
  • Using Templates for predictable eLearning
  • Accessibility Testing Best Practices

Benefits

  • Demystify WCAG 2.2 AA
  • Instructional Design aligned to Accessible needs
  • Create WCAG 2.2 AA compliant content
  • Self Service Knowledge Base available to all delegates
  • Short hands on sessions
  • Consolidate understanding

Pricing

  • Education pricing available

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at sales@larmerbrown.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

5 7 2 2 7 3 4 9 4 8 2 1 5 4 8

Contact

LARMER BROWN LIMITED Janice C Brown
Telephone: 07774184589
Email: sales@larmerbrown.com

About your service

Service categories

Cloud Support Services

Training

  • Basic user - cloud based services
  • Super user - Cloud Based Services
  • Basic troubleshooting skills
  • Advanced troubleshooting skills
  • Function/service optimisation skills
  • Other

Service scope

Service constraints
All employees are in the UK but are employed on a hybrid or remote contract.

User support

Email or online ticketing support
Yes
Support response times
Monday to Friday 9am to 5pm
Priority 1 < 2 hours
User can manage status and priority of support tickets
Yes
Online ticketing support accessibility
WCAG 2.2 AA
Phone support
Yes
Phone support availability
9 to 5 (UK time), Monday to Friday
Web chat support
No
Support levels
Technical Support is included.
Premier Support covers feature/function and consultancy support.
SLA's are flexible but under 2 hours for priority 1
Premier Support is purchased in 7.5 hour segments @£895

Resellers

Supplier type
Not a reseller

Staff security

Staff security clearance
Conforms to BS7858:2019
Government security clearance
Developed Vetting (DV)

Pricing

Discount for educational organisations
Yes

Architecture roles

Network architect
Role level UK Rate Offshore Rate
Network architect £1,100.00
Technical architect
Role level UK Rate Offshore Rate
Technical architect £1,100.00

Product and delivery roles

Delivery manager
Role level UK Rate Offshore Rate
Delivery manager £895.00
Product manager
Role level UK Rate Offshore Rate
Product manager £995.00

Quality assurance testing (QAT) roles

Test engineer
Role level UK Rate Offshore Rate
Tester (test engineer) £1,200.00

User-centred design roles

Accessibility specialist
Role level UK Rate Offshore Rate
Accessibility specialist £695.00
Senior accessibility specialist £895.00
Content designer
Role level UK Rate Offshore Rate
Associate content designer £795.00
Junior content designer £595.00
Content designer £795.00
Senior content designer £795.00
Lead content designer £1,100.00
Head of content design £1,100.00
Content strategist
Role level UK Rate Offshore Rate
Content strategist £895.00
Graphic designer
Role level UK Rate Offshore Rate
Graphic designer £650.00
Interaction designer
Role level UK Rate Offshore Rate
Associate interaction designer £895.00
Service designer
Role level UK Rate Offshore Rate
Service designer £1,400.00
Technical writer
Role level UK Rate Offshore Rate
Technical writer £695.00
User researcher
Role level UK Rate Offshore Rate
User researcher £595.00

Non-mandatory Standards and certifications

ISO/IEC 27001 certification
Yes
Who accredited the ISO/IEC 27001
LRQA Group Limited
ISO/IEC 27001 accreditation date
Thursday 6 April 2017
What the ISO/IEC 27001 doesn’t cover
N/A
ISO 28000:2022 certification
No
ISO 9001 certification
Yes
Who accredited the ISO 9001 certification
LRQA Group Limited
ISO 9001 accreditation date
Thursday 6 April 2017
What the ISO 9001 doesn’t cover
N/A
Quality management systems (QMS)
Yes
CSA STAR certification
No
PCI certification
Yes
Who accredited the PCI DSS certification
Blackfoot UK Limited
PCI DSS accreditation date
Friday 8 August 2025
What the PCI DSS doesn’t cover
N/A
Cyber essentials
Yes
Please provide your Cyber Essentials Certificate Number
Df5d1835-b4cd-4288-a430-0429441d5778
Cyber essentials plus
Yes
Please provide your Cyber Essentials Plus Certificate Number
7f4ec699-4b44-408e-88d8-cba0769858f9
Other security certifications
Yes
Any other security certifications
  • ISO27017
  • ISO27018
  • NCSC Certified
  • SOC 2 Type 2 Report
  • Carbon FootprinT Standard (PAS 2060)

Social value

Section B - Commitment for Future: Delivery

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Ensuring new workers are informed of their right to join a trade union
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Introducing transparency to pay and reward processes
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at sales@larmerbrown.com. Tell them what format you need. It will help if you say what assistive technology you use.