UX Design For Cloud-Based Solutions

Many teams believe they’re being inclusive when they say, “We kept accessibility in mind from the start." But good intentions aren’t the same as meaningful inclusion. I’ve been doing accessibility and inclusive design work for 25 years. Over the last decade, I’ve focused more deeply on what true disability inclusion really means—especially when it comes to power in the design relationship. Again and again, I’ve seen the same pattern: there are levels to inclusion. And only one of them truly shifts power. Here’s how that journey tends to unfold... ranked from least to most inclusive: Level 1: “We kept accessibility in mind.” You didn’t include disabled people. You included the idea of them. This is empathy without participation, and honestly... it’s not enough. Level 2: “We tested with disabled people just before launch.” There’s progress here—real people were involved. But testing at the end only lets you ask: “Do you accept what we built?” It’s too late for meaningful change. This is just late-stage validation. Level 3: “We tested early AND at the end.” Now there’s room for impact. People with disabilities had a chance to shape the work before it was finished. Their feedback could actually change the outcome—and that matters. Level 4: “We included disabled people throughout the process.” Even better. You've moved from on from a "testing" mindset. You brought people in during idea generation, design, development, and launch. You did research. You listened. You adjusted. That’s inclusion in action. Level 5: “We co-created the solution.” ✅ This is the gold standard. You didn’t just include people—you gave them power. They helped shape the goals, question the methods, and guide the direction. It wasn’t just "your" product. It was "ours" -- co-created together. Your greatest power is to give that power away. Inclusive design means shared decisions—not just shared feedback. If you’re not sure where to start, ask yourself: 👉 Where in our process do disabled people have the power to shape what we build? And if the answer is “nowhere”—it’s time to change that. #InclusiveDesign #Accessibility #DesignLeadership #CoCreation #DisabilityInclusion #UXDesign #ProductDesign

Brands used to broadcast. Now they respond. ✅ Think of a B2B SaaS platform where every interaction flexes to the person in front of it. A procurement officer logs in and the dashboard emphasizes compliance, audit trails, and control. A developer logs in and the experience surfaces APIs, sandbox access, and speed. A CFO sees ROI models, forecasts, and financial clarity. Same product. Same brand. Different resonance. This is the rise of responsive brand experience. Not a gimmick, but a strategy: making every layer of identity—UI, UX, content, and even tone of voice—adaptive, intelligent, contextual.❤️ The contrast is striking. Legacy enterprises still design for the average user. They ship one interface, one story, one pathway. Digital-first players design for each user, building systems that adjust like living organisms—changing not only logos, but dashboards, help content, and even microcopy to meet the user where they are. There’s philosophy behind it. Customers don’t just want “software that works.” They want “software that gets them.” Adaptive design—whether in visual identity, navigation, or communication—signals empathy. It says: we see you, we know what matters to you, and we’ll clear the clutter so you can move faster. But the danger is real. Adapt too much and you lose coherence. A CFO may welcome tailored insights but won’t trust a brand whose tone, design, or values feel inconsistent. Responsiveness must orbit around a strong, immutable core: trust, reliability, transparency. What shifts is the expression; what stays firm is the essence. So, the real question for technology brands is not can you adapt? It’s why and how much?💯 The opportunity is profound. Responsiveness is not decoration. Not novelty. It’s a signal of intelligence. The same principle behind great products—turning complexity into clarity—should govern the brand experience itself. When UI, UX, and content stop shouting and start listening, the brand doesn’t just “look” intelligent. It feels intelligent. That’s when technology stops being a tool and starts being a partner. #futureofmarketing #thoughtleadership #thethoughtleaderway

Why inclusion and universal design need to come together We often hear organisations talk about diversity and inclusion. Yet inclusion alone isn’t enough if the systems we work within were never designed with difference in mind. A review by Shore and colleagues (2018) (https://lnkd.in/e6vjNAXM) looked at what makes workplaces truly inclusive. They emphasised fairness, authenticity, and equal access to opportunities. Their model shows that inclusion is not just about who is in the workforce, but whether everyone feels respected, valued, and able to participate fully. But here’s the challenge: many workplace practices are retrofits. Adjustments are made once someone discloses a need or points out a barrier. That can work but it’s often costly, time-consuming, and can unintentionally stigmatise the individual. This is where Universal Design (UD) comes in. Instead of waiting to respond, UD builds accessibility, flexibility, and usability into everyday business-as-usual. It reduces the number of case-by-case “fixes” by planning for variation from the outset. For example: Providing captions and transcripts in training as standard helps Deaf staff, those learning English, and anyone re-watching on mute. Clear communication, step-by-step checklists, and structured task tools reduce overload not only for neurodivergent employees but for everyone. Designing sensory-friendly workspaces supports those with sensory sensitivities—and also improves focus and wellbeing for the whole team. So how do the two approaches differ and align? Inclusion models focus on culture: creating fairness, authenticity, and psychological safety. Universal Design focuses on structures: embedding accessibility and flexibility into systems, tools, and environments. Bringing them together means leaders shape workplaces that are both fair and functional, inclusive and accessible. For employers, this isn’t just the right thing to do it’s efficient. Many UD approaches are low or no cost, but they reduce duplication, improve resilience, and make personalised support less stigmatising. 👉 Take away.... Inclusive practices creates the right mindset; Universal Design creates the mechanisms. Together, they help us move from patching barriers to preventing them.

Happy Global Accessibility Awareness Day everyone! It's a great day to remind people, that, accessibility is the responsibility of the whole team, including designers! A couple of things designers can do: - Use sufficient color contrast (text + UI elements) and don’t rely on color alone to convey meaning. - Ensure readable typography: support text resizing, avoid hard-to-read styles, maintain hierarchy. - Make links and buttons clear and distinguishable (label, size, states). - Design accessible forms: clear labels, error help, no duplicate input, document states. - Support keyboard navigation: tab order, skip links, focus indicators, keyboard interaction. - Structure content with headings and landmarks: use proper H1–Hn, semantic order, regions. - Provide text alternatives for images, icons, audio, and video. - Avoid motion triggers: respect reduced motion settings, allow pause on auto-play. - Design with flexibility: support orientation change, allow text selection, avoid fixed-height elements. - Document accessibly and communicate: annotate designs, collaborate with devs, QA, and content teams. Need to learn more? I got a couple of resources on my blog: - A Designer’s Guide to Documenting Accessibility & User Interactions: https://lnkd.in/eUh8Jvvn - How to check and document design accessibility in your mockups: a conference on how to use Figma plugins and annotation kits to shift accessibility left https://lnkd.in/eu8YuWyF - Accessibility for designer: where do I start? Articles, resources, checklists, tools, plugins, and books to design accessible products https://lnkd.in/ejeC_QpH - Neurodiversity and UX: Essential Resources for Cognitive Accessibility, Guidelines to understand and design for Dyslexia, Dyscalculia, Autism and ADHD https://lnkd.in/efXaRwgF - Color accessibility: tools and resources to help you design inclusive products https://lnkd.in/dRrwFJ5 #Accessibility #ShiftLeft #GAAD

🧠 Is Your Workplace Designed for Everyone—Or Just the Majority? 👀 Imagine this: A brilliant new hire is ready to contribute—but the tools, meetings, and environment weren’t built with their needs in mind. They’re not underperforming. They’re under-accommodated. ➡️ And this is exactly where universal design comes in. 💡Universal design is not about making special exceptions. It’s about building inclusion into the very foundation of your workplace. When we design with everyone in mind from the start, regardless of ability, background, or communication style, we don’t just accommodate; we empower. This approach transforms workplaces from reactive to proactive, from surface-level compliance to deep systemic inclusion. And here’s the truth many leaders are realizing: 👉 👉 True inclusion isn’t about making room—it’s about designing a workplace where no one is ever left out to begin with. 🛠️ Below are 5 ways to start embedding universal design into your organization: ✅ Audit accessibility – Regularly evaluate your digital tools, websites, and physical workspaces. ✅ Invest in inclusive technology – Use platforms that work seamlessly with screen readers, voice input, and other assistive tools. ✅ Diversify communication – Incorporate alt-text, audio descriptions, and transcripts; avoid relying solely on visuals. ✅ Train your teams – Equip staff and leaders with practical tools and mindsets that promote inclusion. ✅ Institutionalize it – Update hiring practices, performance reviews, and promotion paths to reflect inclusive values. 🧠 These changes don’t just benefit one group—they improve the experience for everyone—and that is the brilliance of universal design. 🏆 The Payoff: Equity that drives engagement and innovation. Organizations that embrace universal design consistently see: ✔️ Higher employee satisfaction ✔️ Better team collaboration ✔️ Greater innovation (because diverse perspectives are heard and valued) ✔️ Lower turnover and higher retention 🔥 The hidden cost of exclusion isn’t just about morale—it’s about missed potential, lost innovation, and the quiet departure of voices we never truly heard. When systems, tools, and environments aren’t built with inclusion in mind, we don’t just create inconvenience—we create barriers. And those barriers silently push away the very talent we say we want to attract and retain. Universal design flips that script. It ensures that everyone, not just the majority, can participate, contribute, and thrive from day one. 🎓 Ready to Take Action? Start With Our Signature Workshop “Working with Diverse Physical and Mental Ability.” 📩 Message me to learn how we can bring this powerful session to your team. #UniversalDesign #InclusiveWorkplaces #ChampionDiverseVoices #Neurodiversity #BelongingByDesign #AccessibilityMatters

Question: If you had a bad experience with a company or product, would you buy from them again? The answer is "no" right? For disabled people, 75-80% of customer experiences are failures. That means that 75-80% of transactions for our community aren't repeated. That's pretty bad right? The impact of a negative experience resonates far beyond a single transaction. It can influence a customer's decision-making process and brand loyalty for the long term. In striving for improvement, businesses must recognise the importance of inclusivity and accessibility. By investing in accessible design, empathetic customer service, and continuous feedback loops, we can create an environment where every customer feels valued and understood. Here are some actionable steps to enhance the customer experience for everyone: * Prioritise accessibility: Ensure your physical and digital spaces are accessible to disabled people. This includes wheelchair ramps, accessible websites, and accommodating customer service practices. * Educate your team: Educate your staff to the diverse needs of customers. Training programmes that emphasise empathy and understanding can go a long way in fostering a positive and inclusive customer experience. * Feedback mechanisms: Establish channels for customers to provide feedback easily. Actively seek input from disabled people to understand our unique challenges and implement necessary improvements. * Adopt universal design: From product packaging to online interfaces, adopt a design philosophy that considers the diverse needs of all customers. Universal design benefits everyone and creates a more positive overall experience. * Transparent communication: Be transparent about your commitment to inclusivity. Communicate the steps you are taking to improve accessibility, both internally and externally. This fosters trust and demonstrates your dedication to positive customer experiences. Remember, creating a truly inclusive business environment not only improves the lives of disabled people but also enhances the overall customer experience for everyone. It's a win-win strategy that builds lasting connections and fosters brand loyalty. #InclusiveBusiness #CustomerExperience #AccessibilityMatters

From Blueprint to Battlefield: Reinventing Enterprise Architecture for Smart Manufacturing Agility
   Core Principle: Transition from a static, process-centric EA to a cognitive, data-driven, and ecosystem-integrated architecture that enables autonomous decision-making, hyper-agility, and self-optimizing production systems.   To support a future-ready manufacturing model, the EA must evolve across 10 foundational shifts — from static control to dynamic orchestration.   Step 1: Embed “AI-First” Design in Architecture Action: - Replace siloed automation with AI agents that orchestrate workflows across IT, OT, and supply chains. - Example: A semiconductor fab replaced PLC-based logic with AI agents that dynamically adjust wafer production parameters (temperature, pressure) in real time, reducing defects by 22%.   Shift: From rule-based automation → self-learning systems.   Step 2: Build a Federated Data Mesh Action: - Dismantle centralized data lakes: Deploy domain-specific data products (e.g., machine health, energy consumption) owned by cross-functional teams. - Example: An aerospace manufacturer created a “Quality Data Product” combining IoT sensor data (CNC machines) and supplier QC reports, cutting rework by 35%.   Shift: From centralized data ownership → decentralized, domain-driven data ecosystems.   Step 3: Adopt Composable Architecture Action: - Modularize legacy MES/ERP: Break monolithic systems into microservices (e.g., “inventory optimization” as a standalone service). - Example: A tire manufacturer decoupled its scheduling system into API-driven modules, enabling real-time rescheduling during rubber supply shortages.   Shift: From rigid, monolithic systems → plug-and-play “Lego blocks”.   Step 4: Enable Edge-to-Cloud Continuum Action: - Process latency-critical tasks (e.g., robotic vision) at the edge to optimize response times and reduce data gravity. - Example: A heavy machinery company used edge AI to inspect welds in 50ms (vs. 2s with cloud), avoiding $8M/year in recall costs.   Shift: From cloud-centric → edge intelligence with hybrid governance.   Step 5: Create a “Living” Digital Twin Ecosystem Action: - Integrate physics-based models with live IoT/ERP data to simulate, predict, and prescribe actions. - Example: A chemical plant’s digital twin autonomously adjusted reactor conditions using weather + demand forecasts, boosting yield by 18%.   Shift: From descriptive dashboards → prescriptive, closed-loop twins.   Step 6: Implement Autonomous Governance Action: - Embed compliance into architecture using blockchain and smart contracts for trustless, audit-ready execution. - Example: A EV battery supplier enforced ethical mining by embedding IoT/blockchain traceability into its EA, resolving 95% of audit queries instantly.   Shift: From manual audits → machine-executable policies.   Continue in 1st and 2nd comments.   Transform Partner – Your Strategic Champion for Digital Transformation   Image Source: Gartner

Your diverse hiring efforts become truly meaningful when your systems adapt to everyone's needs. Without proper accommodations, disability inclusion can feel like just performative diversity, which might unintentionally hurt everyone involved. Many companies celebrate hiring individuals with disabilities—posting about it and including it in DEI metrics. But after six months, often the employee is gone. Not because they couldn't do the job. But because the systems didn't change to support them. For example, if you hire someone who's autistic and your open-plan office makes it tough for them to focus, a simple adjustment could help. Or if you bring on someone with ADHD and your tools assume linear thinking, offering alternatives can make a big difference. Similarly, hiring someone with chronic pain who struggles with long-standing meetings and not providing seating can create unnecessary challenges. And for someone who is Deaf, if your video calls lack live captions, implementing them can make a huge impact. When employees burn out trying to adapt to environments that weren't designed for them, they leave—often labeled as "not a good fit." Then, sadly, the cycle repeats as new hires with disabilities join and face the same hurdles. The reality is, disabled employees expend immense energy just to function—energy that could be focused on their work. They often mask their difficulties, push through pain, recover on weekends, and eventually reach a breaking point. This leads to significant costs for companies—recruitment, training, and lost productivity—all because basic adjustments are overlooked. What truly helps disabled employees thrive? - Flexible work arrangements that recognize different energy levels and styles - Adaptive technology that fits seamlessly into their routines - Management understanding that productivity varies for each person - Designing systems with inclusive, universal principles from the start - Fostering a culture where accommodations are seen as standard, not special favors By creating systems that adapt to how people work, you not only retain talented individuals but also reduce burnout and boost innovation across your team. On the flip side, hiring disabled people into inflexible systems where they must adapt or leave isn't genuine inclusion—it's just costly performance art. At Plovm, we developed technology that automatically adjusts to how people communicate and work because we understand the pitfalls of rigid systems. Remember, diversity without proper accommodation isn't progress; it's a waste. The key question isn't whether you can hire disabled people. It's whether your systems are truly capable of supporting them.

🤯 What if *any* interface worked this way—invented as you explore it? World models like Mirage and Google's Genie invent entire worlds as you navigate them, frame by frame. What's around that corner? Nothing, not yet... not until you turn and look. It doesn't exist until you go that way—the world is invented on demand, responding to your explicit asks and implicit context. What if websites were invented as you explored them? Or data dashboards? Or taking it further, what if you got a blank canvas that you could turn into exactly the interface or application you needed or wanted in the moment? How do you make an experience like this feel intuitive, grounded, and meaningful, without spinning into a robot fever dream? It’s not just possible; it’s already happening. In Sentient Design, we call these radically adaptive experiences: interfaces that change content, structure, style, or behavior—sometimes all at once—to provide the right experience for the moment. This sounds bonkers (and it can be), but radically adaptive experiences can take all kinds of shapes. They can be anything from subtle interventions (a form field smart enough to choose the best default) to bespoke UI (layouts that assemble themselves on the fly) to an intelligent canvas that becomes the application you want in the moment. These are systems that bend to the user instead of the reverse. They collapse the effort between intent and action. They pull information toward the user rather than demanding that they scramble through complex navigation. It's still early days for this, but all of these examples exist now, even in what you might normally consider staid enterprise software. It's tricky territory and requires nuance, but it's all available now for your everyday practice if you understand how to navigate the terrain. Veronika Kindred and I wrote an article (link in the comments) exploring a slew of radically adaptive experiences, with tons of examples. We introduce some design patterns and explain what this new kind of design requires for designers and our process. We'll share more soon about the specific techniques and implementations, too. The risk of radically adaptive interfaces is that they can become experiences without shape or direction. That’s where intentional design comes in: to conceive and apply thoughtful rules that keep the experience coherent and the user grounded. This design work is weird and hairy and different from what came before. The job shifts from crafting each interaction to system-level design of the rules and guardrails to help AI tailor and deliver these experiences. What are the design patterns and interactions the system can and can’t use? How does it choose the right pattern to match context? What is the manner it should adopt? The work involves behavioral design, not only for the user but also for the system itself. If you're interested in learning more, check out the full essay in the comments.

Every architecture conversation I have now circles back to one question: What happens to my application when the rules — or the place it runs — change? Not if. When. → The EU Data Act now mandates cloud switching. → DORA and the ECB make banks prove they can exit their cloud on a regulator's clock. → And physical AI is pushing intelligence out of the datacenter and into the world — running next to machines, sensors, and people on a factory line, in a store, a warehouse, a vehicle. Three different forces. One fault line: applications welded to provider-specific APIs can't move. "Move it" means rewrite. That's the problem "adaptive apps" solve — and the whole idea fits in one sentence: "Separate what an application needs from how each environment provides it." Describe intent once. Let the platform meet you where you are — sovereign region, on-prem, or a disconnected edge next to the machines. Same app, consistent and governable everywhere. I wrote up the core concepts — the capability portfolio, open standards over proprietary abstractions, built-for-physical-AI design, and how solutions like Radius make this imminently feasible — in my latest article. Which is closest to home for you: a sovereignty line, an exit plan, or physical AI you need to run across a fleet of sites? Thanks to Mark for highlighting the sovereignty pattern a while back. Thanks to Boris, Haishi and Ryan for all the hard work put into making adaptive application patterns real. #Sovereignty #PhysicalAI #RegulatedIndustry #AI #AzureArc #Azure