Celebrating Disability Blog

Training Employees To Be Inclusive Of Disabled People

Training employees to be inclusive of disabled people is essential for creating workplaces where everyone feels valued, supported, and able to thrive. Using the principle of inclusive design, disability inclusion training can shape cultures by prioritising equity and fostering belonging. Understanding the distinction between accessibility and inclusion is critical to this effort, as highlighted by Celebrating Disability: accessibility ensures physical or logistical access, but inclusion makes individuals feel welcome and valued.  Celebrating Disability’s Accessibility versus Inclusion video demonstrates this theory.

Beyond Accessibility: Creating a Culture of Inclusion  

Accessibility is a foundation. It provides the tools, resources, and structures disabled employees need to participate. Examples include ramps, hearing loops, or screen readers. However, inclusion is about attitudes, behaviours, and culture. Inclusion ensures that employees don’t just participate but feel valued.  

For example, consider a workplace that provides a quiet room for employees who need sensory breaks. That’s accessible. However, if colleagues stigmatise or question the use of that space, the environment is not inclusive. True inclusion requires creating a workplace culture where adjustments and those like these are normalised and understood as essential.  

Why It Matters  

Exclusion, whether intentional or not, has significant consequences. A disabled person might navigate physical barriers in the workplace, but without inclusive behaviours, they are unlikely to feel they belong. For example, if a team meeting allows attendees to move around to aid focus but doesn’t pause discussions to include everyone, someone with ADHD may feel marginalised.  

How Celebrating Disability Can Help  

Creating inclusive workplaces is a journey, and you don’t need to have all the answers at once. What matters most is your intent and willingness to learn. Celebrating Disability offers training beyond compliance to explore real-world strategies for embedding inclusive attitudes and behaviours in your workplace.  

Beginning with a conversation to understand your goals for disability inclusion in your organisation, Celebrating Disability provide tailored resources to ensure solutions offered are tangible and realistic to your working environment.

Training Employees to be Inclusive of Disabled People with Celebrating Disability

Like your disabled employees, your organisation is unique. Therefore, all our training sessions are delivered to be unique to your specific challenges and structure. We want to understand your goals for disability inclusion and the current barriers to creating an inclusive culture. This way, we can ensure that when we develop content, it answers your burning questions.

Whilst training employees to be inclusive of disabled people, it’s important to understand that disability is an evocative subject for some. Our approach must be mindful and respectful. We strive to create an environment where everyone feels confident and psychologically safe to not only challenge their own thinking but also to question the ideas presented. This openness allows for the implementation of ideas both immediately and over the long term.

While we use PowerPoint slides to cement our content, trainers do not rely on PowerPoint slides to carry the sessions. Instead, all trainers ensure that sessions are engaging and interactive. Keeping our sessions to a maximum of 20 delegates helps us achieve this.

We also understand that not everybody in the room will disclose any support needs they may have. Therefore, we ensure content is delivered with inclusion and accessibility as a priority. For example, all slides are read out loud. Delegates have options of how they participate and engage in our sessions. To read more about how we ensure inclusion and accessibility during events, please click here.

As a user-led organisation, when training to be inclusive of disabled people, we always deliver with lived experience of disability. Our trainers have a diverse range of impairments. Personalised experience of disability is utilised in training sessions to support concepts and solutions that are tangible and relevant to people in the room. On top of this, all trainers have an active background in the workplace and, therefore, can bring lived experience coupled with professional experience to ensure any solutions and concepts offered are realistic.

Tracking Growth

Along with many organisations we work with, Celebrating Disability finds it important to track the learning growth of people who have attended our training sessions. We do this for many reasons. Primarily, we want to provide clients and delegates in the room with a tool to tangibly articulate and understand the journey of learning they have achieved. Clients will also have a resource to see what they have achieved and where they still need to go on their journey.

We also want to ensure that our content is relevant and helpful. This enables us to make improvements easily and constantly.

Therefore, we provide benchmarking data. At the beginning of the training session, we provide delegates with a short survey to complete. The anonymous survey understands knowledge and confidence levels before any information is delivered. We encourage delegates to take the same survey at the end of the training session. This way, we can track their growth whilst engaging with us. On average, people’s learning level has developed at about 31%. We don’t expect anyone to enter our training sessions without knowledge of the subject. And, although we are very good at what we do, we cannot expect people to leave the room knowing everything after a three-hour period. Therefore, this rate is quite good!

Did you know that only an average of 9% of UK businesses prioritise disability inclusion? There are probably many reasons for this. One of the reasons is that disability inclusion is multilayered. Many find it overwhelming and do not know where to start. An integral part of our service is to support our clients to consider what they want to achieve and why they want to achieve it. This, as a result, informs the strategy. To read more about how we support you to consider your goals and reach your outcomes, click the link below to download our white paper.

Download White Paper PDF

Disability inclusion is not just about meeting legal obligations—it’s about creating a workplace culture where everyone feels they can succeed. Get in touch with Celebrating Disability today to discuss tailored training that will enable you to make disability inclusion a reality.  

A Disability-Inclusive Recruitment Process

Developing a disability inclusive recruitment process is a vital step in fostering a diverse and inclusive workplace. However, many organisations unintentionally create barriers during the recruitment process that deter talented individuals from applying or succeeding. This blog explores common barriers disabled candidates face in the UK, offers practical solutions, and provides insights into the legislation that underpins inclusive hiring practices.  

Why Focus on Disability-Inclusive Recruitment?  

Disabled people make up 24% of the UK’s working-age population, yet they remain significantly underrepresented in the workplace. The disability employment gap persists, often due to misconceptions about what it means to hire and work with disabled individuals. By actively addressing these barriers, organisations can tap into a pool of skilled, talented, and dedicated candidates while demonstrating a commitment to equality and diversity.  

Under the Equality Act 2010, employers in the UK are required to ensure that disabled candidates are not disadvantaged during recruitment. This includes making reasonable adjustments to ensure the process is accessible. The law also protects disabled individuals from discrimination, whether direct, indirect, or arising from a failure to make adjustments.  

While legal compliance is essential, creating an inclusive recruitment process goes beyond ticking boxes. It’s about designing processes and environments where everyone can perform at their best.

Common Barriers in Recruitment  

Inaccessible Job Descriptions

Barrier: Overly complicated or jargon-heavy job descriptions can deter candidates with certain disabilities, such as dyslexia, ADHD, or visual impairments.  

Solution: Use clear, concise, and straightforward language. Include only essential criteria and avoid unnecessarily restrictive requirements like “must have a driving licence” unless absolutely necessary. 

Application Processes

Barrier: Online application systems are often not designed with accessibility in mind. Candidates using screen readers or those who struggle with large amounts of text can find these systems overwhelming.  

Solution: Ensure your online platforms meet accessibility standards, such as WCAG 2.1. Provide alternative ways to apply, such as submitting a video or completing a simplified application form. Clearly communicate that adjustments are available upon request.  

Interview Formats

Barrier: Traditional interview methods, such as panel interviews or rapid-fire questioning, can disadvantage candidates with anxiety, autism, or hearing impairments.  

Solution: Offer flexibility in interview formats. Allow candidates to request adjustments, such as a one-to-one interview, additional time to respond to questions, or the presence of a support person. Provide questions in advance where possible, enabling candidates to prepare thoroughly.  

Unconscious Bias 

Barrier: Unconscious biases can lead hiring managers to favour candidates who resemble their own backgrounds and experiences, often excluding disabled applicants.  

Solution: Provide disability inclusion training to all recruitment staff and management. Bias comes from a range of influences. Often with disability, it is a lack of awareness of the barriers that disabled people face that force people to believe it is a disengagement or unwillingness to try.  Encourage hiring managers to be flexible in their approach to delivering interviews to enable them to focus on skills rather than qualifications only and assumptions about a candidate’s ability. 

Practical Steps for Disability Inclusive Recruitment  

Step 1: Audit Your Recruitment Process  

Start by reviewing your existing recruitment practices. Are your job adverts inclusive? Are your platforms accessible? Invite feedback from disabled candidates or consult with Celebrating Disability to identify gaps.  We provide an inclusion audit service. To read more about the service, please click here.

Step 2: Advertise Inclusively  

Use inclusive language in job postings and make it clear that your organisation welcomes disabled applicants. Include a statement encouraging applicants to request reasonable adjustments and provide contact details for queries.  

Example: “We are committed to creating an inclusive workplace and welcome applications from disabled candidates. If you require any adjustments during the recruitment process, please let us know.”

Step 3: Simplify the Application Process  

Avoid overly long forms or unnecessary steps. Test your online systems to ensure they work with assistive technologies. Offer guidance or alternative formats for completing applications.  

Step 4: Train Your Team 

Equip hiring managers and HR professionals with disability awareness training. Understanding how different impairments could impact a candidate’s experience helps create a fairer and more supportive process.  

Step 5: Make Adjustments Easy  

Simplify the process for requesting adjustments, both during recruitment and employment. Responding positively and promptly to a request for a British Sign Language (BSL) interpreter is an example of this.  

Step 6: Evaluate Skills Fairly  

Focus on the skills and potential of candidates rather than rigid job requirements. Consider how tasks might be adapted to suit the strengths of a disabled employee.  

Overcoming Workplace Barriers  

Once a disabled candidate is hired, it’s essential to continue building an inclusive environment. Recruitment is only the first step; ongoing support is equally important.  

Accessibility in the Workplace  

Ensure the workplace is physically and digitally accessible. Examples include providing adjustable desks, ensuring software compatibility with screen readers, and creating quiet spaces for those who need them.  

Clear Communication  

Foster open communication so employees feel comfortable discussing their needs. Line managers should receive training on how to handle these conversations sensitively.  

Reasonable Adjustments 

The process of implementing reasonable adjustments should be straightforward. Employees shouldn’t have to navigate excessive bureaucracy to access the tools or support they need to succeed.  

The Business Case for Inclusive Recruitment  

Employing disabled people isn’t just the right thing to do—it’s also good for business. Diverse teams bring fresh perspectives, creativity, and innovation. Research has shown that inclusive organisations are more likely to outperform their competitors in terms of productivity and profitability.  

Moreover, hiring disabled employees can enhance your organisation’s reputation as a socially responsible employer. This not only attracts top talent but also resonates with clients and customers who value equality and diversity.  

Moving Forward  

Recruiting disabled employees requires thought, effort, and a willingness to adapt. While the journey may seem daunting, the rewards far outweigh the challenges. By removing barriers and embracing inclusive practices, you create a workplace where everyone has the opportunity to thrive.  

At Celebrating Disability, we specialise in providing training and support to help organisations build inclusive recruitment processes. If you’d like to learn more about how we can assist, get in touch today. Together, we can make your workplace a beacon of inclusivity.

Enable Disabled Candidates To Thrive In Your Business

LET’S TALK

Reasonable Adjustments in the Workplace

In the last few years, the conversation around diversity, equity and inclusion has grown. Businesses, employers and organisations are finally recognising that almost 25% of the population is disabled and that there is an urgent need to increase disability inclusion in the workplace. In recruitment and HR, we’re constantly hearing terms like ‘accessibility’, ‘intersectionality’ and ‘reasonable adjustments’. 

And yet, while most of us have now come across the idea of reasonable adjustments, many of us are still unsure about what the term really means. What is a reasonable adjustment? Who are they for? And what makes an adjustment ‘reasonable’?

Below, we have summarised the key things to know, as an employer or as an employee.

What are reasonable adjustments

Reasonable adjustments (sometimes called workplace adjustments or accommodations) are changes made to a disabled person’s working conditions so that they can perform as well as possible. 

Too often, these are still misunderstood. Despite what many people think, reasonable adjustments are not about positive discrimination towards disabled people – and they are certainly not about preferential treatment. Neither is the term just a buzzword that exists only in DE&I spaces. 

In reality, reasonable adjustments are a legal requirement under the UK’s Equality Act 2010. When employers fail to provide reasonable adjustments, this constitutes disability discrimination. It is, therefore, essential that employers have a solid understanding of how and when to provide reasonable adjustments for disabled employees.

Few people realise that ‘reasonable adjustments’ are not particularly new. In the early 1990s, disability activists fought hard for legislation that would give equal rights to disabled people in society: campaigners demanded, among other things, equal access to public transport and workplace accommodations to be made a legal requirement. Their efforts were successful and in 1995, the Disability Discrimination Act (DDA) was passed, enshrining the idea of ‘reasonable adjustments’ into UK law. Eventually, the DDA was subsumed into the Equality Act 2010, but today, the idea of ‘reasonable adjustments’ remains a crucial part of the UK legislation on disability rights.

Who is entitled

According to the Equality Act 2010, anyone who meets the definition of a disabled person is entitled to reasonable adjustments at work. 

The Equality Act defines a disabled person as anyone with a ‘physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.’ This includes, but is not limited to, people with:

  • chronic illnesses
  • mental health conditions
  • mobility impairments
  • sensory impairments
  • learning disabilities
  • neurodivergence

The Equality Act states that employers are legally obliged to provide reasonable adjustments to any disabled employee, so that they can access the same level of opportunity, dignity and comfort in the workplace as their non-disabled peers. Reasonable adjustments set disabled employees up for success by ensuring that they have equal access to their non-disabled colleagues.

We have written a blog on how to support your disabled employees and colleagues to be successful in the workplace. Click here to read it.

What is meant by “reasonable”

This is the part that many people find confusing: ‘reasonable’ can be hard to define. The word ‘reasonable’ is vague and somewhat relative. It’s a slightly slippery, subjective term which different people might choose to define differently. What one person might define as ‘reasonable’ might be ‘unreasonable’ to someone else. What might be ‘reasonable’ to one disabled person might be ‘unreasonable’ to an employer. So who gets to decides what is or isn’t reasonable?

Ultimately, there are no fixed rules about what makes an adjustment ‘reasonable.’ A ‘reasonable adjustment’ is an adjustment that works for both the employer and the employee. 

However, when deciding whether an adjustment is reasonable, we can usually consider questions like:

  • Will making this adjustment reduce or eliminate the barrier faced by the disabled employee? 
  • What will the adjustment cost the employer?
  • If the cost of the adjustment is high, could the employee seek financial support from the government scheme Access to Work? How could the employer support them in this process?
  • How practical or feasible is implementing the adjustment?
  • How quickly could the adjustment be implemented?
  • In what ways – if any – might the adjustment affect the working conditions of other employees?

It’s worth noting that some disabled people resent the use of the adjective ‘reasonable’; they argue that it’s a distraction from the important word – ‘adjustment’ – and that it can be off-putting to businesses because it implies that making changes can be a difficult or troublesome task. Perhaps one day the terminology will change, and the adjective ‘reasonable’ will be dropped. 

But in the meantime, it’s essential that businesses understand that making reasonable adjustments is not, in fact, an arduous task. Most adjustments are easy, low-cost or even free to implement. Others can be funded by an Access to Work grant.

Reasonable adjustment examples

Below, we have summarised a few common examples of reasonable adjustments.

  • Working remotely or from home
  • Using flexible working hours
  • Starting or finishing work earlier or later
  • Working standing up or sitting down
  • Making physical changes to the work environment (eg. providing a ramp)
  • Providing an interpreter or personal assistant
  • Using specialist equipment, software or technology
  • Providing information in alternative formats (eg. via a Word document rather than a PDF if an employee is using a screen reader)
  • Communicating in a different way (eg. via email or text rather than phone calls if an employee is Deaf or hard of hearing)
  • Providing a reserved car parking space near the entrance of the office building

It’s important to remember that although some of the more common reasonable adjustments are listed above, disabled people are all different and their needs are individual. The list of possible reasonable adjustments is infinite!

Instead of prescribing ‘cookie-cutter’ adjustments, an employer should have an open and compassionate conversation with their disabled employee about their needs. Employees need to be honest about how their disability affects them and how specific adjustments could help to reduce barriers in the workplace, so that employers, in turn, can listen, understand and make the necessary changes to support them.

Advice for employees

  • Know your rights
  • Be open and honest about your needs
  • Don’t ‘downplay’ your disability through fear of causing a ‘fuss’
  • Look into the Access to Work scheme to see how it could support you
  • Consider writing an access rider

Advice for employers

  • Talk to employees who are struggling or who have been off sick for extended periods
  • Listen to your disabled employees when they share their lived experience and disclose their needs
  • Be prepared to put in place reasonable adjustments at every stage of the employment process – from the earliest job listings through to interviews and beyond
  • Be flexible
  • Be kind and compassionate

Celebrating Disability provide training sessions and consulting around embedding reasonable adjustment policies and guidance into organisations. If you’re interested in finding out more about how we can adjustments can be embedded as part of your workplace culture, please get in touch.

Asking About Disability on a Form

Asking about disability on a form is not the only way to understand the support a person may need. In fact, it might not even be the best approach.

It can’t be emphasised enough, the importance of providing services that are inclusive of both disabled customers and employees. One way to ensure access and inclusion is by asking about disability on a form. The way you phrase your questions can significantly impact your ability to adapt and make a disabled person feel included and engaged. However, if these questions are not well-crafted, they could lead to negative consequences for your business. 

According to a report produced by EvenBreak, a disability job board, 12% of disabled applicants reported disclosing a disability at the application stage, and 23% reported disclosing a disability for the interview.

Before strategizing how to ask the question, it’s important to understand the consequences of not having an inclusive service.

Bias can manifest in the engagement process, whether for recruitment or for feedback on a product or service. Unconscious bias from hiring panels and decision-makers can be influenced if disability is disclosed on a form. 

Asking about a disability on a form may be interpreted as a means to discriminate. If a disabled person is not successful in their application after disclosing their disability, both the candidate and the business might perceive this as a discriminatory act based on disability.

Additionally,

Not every person who requires support identifies as having a disability. Some individuals may simply select the “no” box if they do not view themselves as disabled. Therefore, asking someone about their disability and receiving a “no” response may ultimately render the question irrelevant.

Phrasing the question incorrectly may not yield the answers you need. For instance, if you ask a disabled person what their disability is, their response may not inform you about the specific support they require. For example, if I tell you I have cerebral palsy, do you automatically know what support I need?

Developing an Inclusive Service

At the form-filling stage, it’s not essential to know if a person is disabled. We should focus on evaluating candidates based on their qualifications and merits rather than personal characteristics. However, it is crucial to understand individuals’ access requirements to ensure accessibility and inclusion.

How To Ask About Disability On A Form

You can ask:  

“Do you have any access requirements you would like us to be aware of?”  

This question can encompass a wide range of needs for those filling out your form. For example, access requirements are not limited to disabilities; a parent may need to leave at a specific time to pick up their child from nursery school, which could mean they cannot attend interviews between 11 AM and 1 PM.

Communicating Your Inclusive Intentions 

Tailoring a service or experience to be inclusive and accessible can significantly enhance it for disabled individuals. It helps them feel valued and welcomed and encourages confidence in asking for specific support needs.

Here are some elements to consider alongside asking about disability on a form:

Setting the Scene for Inclusion

Once we have identified an appropriate alternative question to gather the necessary information, we should also focus on how to frame the question to encourage responses. Before asking, “Do you have any access requirements you would like us to be aware of?”, consider how to set the scene.

People, especially disabled individuals, are more likely to engage with your feedback question if they understand why you are asking it. Without this understanding, it’s natural for them to feel suspicious about the use of that information. Take some time to explain why you are asking the question, what measures you currently have in place to ensure accessibility and inclusion, and how you will use the information provided.  We talk about this a lot in our training sessions, especially “accessible and inclusive events”.

When discussing how you will utilise this information, it’s important to go beyond just compliance with GDPR regulations, although that is crucial. You must ensure that the respondents understand how their information will help enhance their experience. People are more likely to respond honestly if they comprehend the rationale behind the question being asked.

 During lockdown, I hosted a series of webinars for the general public. Each session included a paragraph explaining how the webinar was designed to be inclusive, why we were asking about access, and how the gathered information would be used.  The screenshot the followers is a snapshot of the information we provided. Alt Text is provided below.

The image contains a screenshot of an Eventbrite page listed by Celebrating Disability when hosting an online event during lockdown. The text within the image talks about accessibility and inclusion during the event and reads: The webinar will be hosted in the style of a presentation with an opportunity to ask questions towards the end. Within the Zoom platform, there is a functionality to post your questions via typing them into a box. Your question will then be read out and answered. Any presentation slides used will be read out loud to all participants. If there are any access requirements you would like those to be aware of, please answer the question when completing your registration form. Any information given regarding personal access requirements will be used to inform access during the event. All information will be kept confidential
Providing information when asking about disability in a form – Celebrating Disability

We provided the following information: 

**Inclusion**  

The webinar will be hosted as a presentation, allowing time for questions at the end. Within the Zoom platform, participants can submit questions by typing them into a designated box. These questions will be read aloud and answered during the session. Any presentation slides used will be read out loud to all participants. If there are any access requirements you would like us to be aware of, please let us know.

Asking the question 

So many people are nervous about asking the question. It may have to do with a fear of the answer – but really, what can the worst scenario be? As a disabled person, I do not sit around at home thinking, “How can I make this business life more difficult?”  Many disabled people have already found ways to manage a disability. Therefore, the access requirements that we require are either free to implement or something that should be pre-existing in the first place (for example, an accessible toilet) 

Others don’t ask the question as they conclude if nobody has complained in the past, there is no need to ask now.  The reason why nobody has complained in the past is that they do not know that there is support available. They may have simply gone somewhere else.  

Make suggestions 

Not every disabled person knows exactly what they will need to feel truly included in the process.  This may be because they don’t know what is going to happen when they get there or it may be because they don’t know what support may be available to them.  This is where you can fill in the gaps. 

Start by explaining what is going to happen and what they will need to do.  This might be the process of an interview they will be attending, or an event they are coming to.  The more information you can offer, the more informed the person can be about the possible support they may need.

Offer a list of suggested support.  This helps disabled people who need more support and encouragement to ask.  This will also reinforce the message that you are inclusive and want to value and welcome disabled people into your business. 

Offer alternatives 

By offering alternative solutions to completing an online form, you can ensure that you are not excluding anyone. You may consider offering a downloadable Word document or a contact number. This contact number should connect the person with an employee who can help them complete the form. Ensure the person is equipped with the information they will need. 

Engage with the response 

When you ask a question (any question) you should have a strategy for dealing with a response.  What is your process for implementing that reasonable adjustment your audience attendee has requested?  At the very least, you should be reaching out to that individual to thank them for getting in touch.  Explain what the next steps in the process are – if there are any. 

If you do not know how to implement the support the individual has asked for, be honest, say that!  You can collaborate with that individual to find a solution that works for them within your budget and/or limitations.  If after discussion, you find it is something you cannot implement, have that discussion with the disabled person.  Explain why it is not possible and what alternative you have in mind.  

Follow up 

After your event, follow up with all your guests by asking them about how they found your event in terms of inclusion and accessibility.  As before, ask if anyone had any access requirements when attending.  All the people who answer yes, you can ask follow-up questions about how they found the experience.  Use this knowledge to improve and develop your service for the future.

If nothing else, the most important thing to take from this blog is confidence.  Too many people don’t engage in the conversation for fear of getting it wrong. It is better to get it wrong and to ask how to correct it than to not ask in the first place.  

Ensure staff confidence

Whether you are preparing for inclusive recruitment of disabled candidates or want to ensure that disabled guests and visitors receive an inclusive experience, it is important to ensure that your staff are confident. Provide resources, training, and support to enable them to feel confident discussing disability and support needs. Your staff are the gateway to encouraging confidence amongst your disabled contacts. Ensure you get it right!

To ensure your forms and systems are ready to engage and include disabled people, let’s talk.

Are your forms up to scratch?

Let’s talk

Setting Goals for Disability Inclusion

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The importance of goal setting

Put plainly: setting goals for disability inclusion enables us to recognise when we have achieved them. Not dissimilar to writing a shopping list. We all go to the supermarket now and again without one and how often do we regret that decision?

Generally, we will remember one or two items, forget a lot more and pick up many items that we would not have otherwise. 

Whereas, when we write a shopping list, we are more likely to stick to it. We have already spent time thinking about the items that we need to make the meals we want to cook. Many of us will have a budget in mind and this budget provides a guide. We may pick up one or two items along the way that are not on the list. However, these items generally complement the overall shopping list. We can walk away from the supermarket feeling positive and confident that we have what we need to do what we want.

This analogy can be attached to goal setting for disability inclusion: when we understand what we want to achieve, it is easier to achieve it. And, is easier to identify when it has been achieved. As a result, we can then understand where the gaps are and what still needs to be done. 

Establishing goals for disability inclusion

The first thing to consider is what you want to achieve. Starting by asking what the barriers to disability inclusion are in your workplace. In the past, clients have identified a lack of information and awareness about what the barriers are. Other clients identify a lack of resources to implement.  This blog may offer some ideas to start.

Consider what people will go away thinking, feeling and doing as a result of the service. This creates a visual image of what the workplace looks like as a result. You can then work backwards to consider how to get there. 

How to set your goals

Goals setting can be a daunting task if you think you have to do it alone. The great thing is, you don’t! The most effective goals are set in collaboration with other stakeholders: colleagues, co-workers, disability networks, or ERGs. You can also engage Celebrating Disability to help you set your goals! When we talk to you about delivering a service, we don’t just leave you to it. We help you through the process. That includes helping you think about what you want to achieve and setting those all-important goals. 

How Celebrating Disability Help

There are many stages where we support you to determine your goals and next steps for disability inclusion:

1. When we have an initial conversation with you, we will ask you some of the questions that are listed above. As a result of the answers you provide, we will tailor content for the service we are delivering to reach that outcome

2. Often, when delivering a talk, we find that many organisations can define their next steps through the content that we are delivering. This is because we provide information about barriers faced by disabled people in the workplace that enable people to think about what the problem is and therefore what they want to achieve.

Within talks, we often use the tool Mentimeter. This provides opportunities for participants to interact anonymously. The data gathered from this interaction will enable us to identify what needs to be done

3. When delivering a talk or a training session, we provide opportunities for participants and delegates to set pledges. We follow up on these pledges a few weeks later to provide you with information about how achievable these pledges have been for participants.

4. Pre and post-session benchmark surveys can support you to understand where knowledge, confidence levels and abilities have developed as a result of the training

5. We can carry out a gap analysis or audit of specific areas within your workplace to understand what needs to happen. We will then provide recommendations alongside quick wins

This sounds a lot, where do I start?

It may sound a lot and it may even sound daunting but it’s very exciting. You’ve made the first step already by deciding that disability inclusion is a priority. You should congratulate yourself on that.

The first thing that I suggest for you to do is to get in touch with us. We can arrange a time and date for us to talk together about your goals for disability inclusion. We’ll talk about your workplace, what (if any) barriers you have identified that exist and then we can suggest to you ideas of where to get started. Ready to do that straight away? Click this link to book a date and time to talk to Esi.  

Here are a few other ideas that can get you started when thinking about your goals for disability inclusion:

• Find an opportunity to free-flow your ideas. This could be as a mind map, a bullet list, or anything else that works for you. I find when I talk out loud, my ideas flow more freely than when I purely think about it

• After you have free-flowed your ideas, challenge yourself to think about what else. Repeat that sequence. Keep going like that until you have run out of ideas 

• Consult others, this could be inside the workplace but could also be external. If you need to keep specific ideas confidential, talk about them in general rather than the specific 

How we’ve helped others

If you’re interested to see how we have supported other organisations to achieve their disability inclusion goals, click here to read some case studies.

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Spoon Theory: Disabled People’s Energy Levels

When I started delivering training, people would say to me all the time:

I asked if a disabled person needed help and they were rude to me so I don’t want to ask again 

And my response was often: 

I think, as disabled people it is our responsibility to be polite because, if we are rude, next time people may not ask again 

I don’t say that anymore. For many reasons, I don’t think it is our responsibility as disabled people to educate society. Personally I choose to take it as my responsibility. However, I don’t believe that just because a person is disabled, they must take responsibility for everybody else’s learning. 

Unnecessary use of a disabled person’s energy levels

Thinking back to where we started in this blog article, often when a disabled person snaps, it is not because they are meaning to be rude, it can be because a person has come to the end of their tether. Considering all of the other barriers that person may have faced in the day, one more barrier may break the camels back as it were.

This is a nomad way suggesting that it’s okay for people to be rude. I am simply trying to offer another side of the coin to consider.

It is also not a suggestion that nobody should ever ask a disabled person a question. However there are appropriate times to ask questions and there are times when it is not appropriate:

An appropriate time may be when a person has built a rapport with the other person. Due to their relationship, they understand that this is something that is welcomed.

An inappropriate time maybe on the street because the person doesn’t know what else to say. I have experienced this from time to time. It may be when I’m ordering a drink, it may be waiting for a bus.

Spoon Theory

I came across this theory originally hypothesised by Christine Miserandino. She utilised this as a way of describing disabled people’s energy levels; that everyone has a finite amount of spoons per day. Spoons translate to the levels of energy we have. Each spoon represents one strand of energy. Depending on the circumstances, our experiences, our encounters that day, our backgrounds, our exposures to oppression, how we identify – we may exert more or less effort and therefore energy over certain tasks. Everyone has 10 spoons per day and when those spoons are gone, they are gone.

A disabled person, exposed to ablism may at times, may use several spoons on one activity. To another person, this activity may seem relatively simple and straightforward and it’s hard to understand why it would take so much effort to achieve. However, to that disabled person, attempting to achieve a task in an environment not designed to support them, this can be quite difficult. We talk about ways in which the workplace can be made more accessible for disabled people in many other blogs. Including this one.

People with invisible disabilities sacrifice their spoons because as well as managing their impairment on a daily basis, their energy levels are used up when forced to justify their impairment time and time again.

For disabled people, it’s often hard for us to articulate how the spoons are being utilised. Especially when much of what is happening is going on behind-the-scenes. But many of us have an invisible backpack that we carry around every day. Depending on the day, we may manage fine, another day, everything may be too much. The example below is taken from the perspective of somebody with anxiety and depression. 

You wake up with your alarm at 7:30. You were anxious during the night and therefore could not turn off and did not sleep very well.

You look out the window and realise it’s quite cloudy outside. You were hoping for better weather as you thought this might improve how you’re feeling. You’re just gonna have to manage. All you want to do is crawl back under the covers

Your daughter comes running in with marmite all over her hands telling you that she’s made her own breakfast! She comes to give you a hug, misses and get marmite all over your bedsheets

You pull yourself out of bed and go into the bathroom. You realise that the toothpaste is empty and has been put back in the toothbrush holder. You feel exhausted

After rummaging around for another tube of toothpaste, your anxiety is building as you realise that it is now 8:15 and your daughter is still not ready for school

It’s so hard to find the energy to get dressed. However, somehow you manage

Your partner calls upstairs to say that they are take your daughter to school. Although this relieves some of your anxiety, it is swiftly replaced with guilt for not doing yourself

Somehow it’s 9 o’clock. How did that happen? You go into your home office and turn on your computer but it has decided to do an upload. You are going to be late for your 9:15 am meeting

You are revelling in the peace and quiet you have for 5 minutes. Just as you are beginning to relax, your partner comes in and offers you a cup of coffee. Your moment of peace is lost

The zoom meeting loads up, your manager sees you have entered the room and says: “nice that you could join us”. You burst into tears

A lot of the time, many of the tasks that we face as disabled people go on behind the scenes. They can be, as the example above suggests be internalised. However, they can also be physical barriers that happen without anybody seeing. For example, a physically disabled person in accessible loo wouldn’t necessarily be showing that they were struggling because they were behind the door before. An individual may think that they are taking a longer amount of time but do not realise what is going on in that room. Meanwhile that disabled person may be using energy on such activities as:

  • Mentally scooping the room to see where the dangers and potential trip hazards are 
  • Manoeuvering a wheelchair to park in a certain place 
  • Shutting and locking the door 
  • Reaching for the toilet roll without falling off the toilet

All of which may be happening whilst they know that their family/ friends/colleague/clients are waiting for them. They may be aware that other disabled people are queueing outside to use the toilet or that whilst they are in the toilet, they are missing the event/gig/talk/meeting that they are meant to be in. 

2 questions to consider: 

How do your spoons get used up? 

How can you articulate to your customers, colleagues and employees that you realise they have spoons of their own?

Our video demonstrating accessibility versus inclusion enables practical applications of how disabled people’s energy levels are used up on daily basis. Click here to watch the video

Including Disabled People

When we consider including disabled people, there are many terms that bounce around the disability inclusion and diversity inclusion space:

  • Equity and equality
  • Impairment and disability
  • Accessibility and inclusion

Including Disabled People: Accessibility vs Inclusion

We will focus on the former at a later point but today, I would like to focus on accessibility and inclusion. I believe this is an example where there is a lot of speculation about the meanings of the two. I’ve seen them used interchangeably; suggesting that they mean the same thing. But they don’t:

Accessibility means a person can access something. This relates to the tools, resources and structures available. They may be tangible. For example a ramp into a building or an automatic door.

They can also be intangible. For example a hearing loop installed in a building or closed captions available on a digital meeting.

Inclusion means that the attitudes and behaviours of the people surrounding the person that needs access are such that the person actually wants to be there. For example, for a person to feel included and valued as a customer, the business will have considered the customer’s experience:

For example a restaurant may have an accessible toilet installed. However, if a disabled person has to manoeuvre through tables of patrons and ask every single one of them to move out of the way, then that person may not feel welcomed, included or valued.

Beyond the Physical

The feelings evoked by disability exclusion are not just exclusive to people with physical disabilities: people with invisible disabilities also have similar experiences. In a workplace meeting. It may be expressed that anyone can move around during the meeting if they need to. However, the meeting will not stop for anyone. As a result, somebody with ADHD who is unable to stay still for long periods of time feels isolated and is prevented from taking part in discussions.

Lived Experiences

Over the last few years, I’ve asked around for people’s experiences of what inclusion means to them. Overwhelmingly, people have commented that including disabled people happens when a person feels relaxed: as disabled people, often we have to think five steps ahead of what is coming before anything happens. This is so that we can plan for the worst but hope for a good experience. This happens as a result of knowing that society has not fully thought about our barriers. Society has also not fully thought about how we would like to share in an experience.

A disabled person may be able to access the bar. However if the bartender does not take the time to communicate with us in the way that we need them to, then our experience is diminished. It’s very hard to only remember the good experiences of the night out when half the night has been taken up by battling to get a drink, get on the dance floor, have a conversation, etc.

Iterations

We can see iterations of this same thing repeated everywhere we look:

  • On an online booking page. When a disabled guest has to call to check accessibility rather than the website providing clarity that this will be provided
  • An accessible toilet that is always locked. Requiring a specific key (radar key) to unlock the toilet. Although not all, many disabled people need support to open and accessible toilet as radar keys are not accessible for those with limited dexterity. Meaning that we cannot go to the loo without asking for support from the public. An inclusive alternative would be to leave all accessible toilets open for everyone
  • A workplace reasonable adjustment policy that requires a disabled person or their line manager to take several steps before something can be implemented. An inclusive alternative could enable a one step, simple process for implementing a reasonable adjustment

An Animation to Demonstrate Including Disabled People

With all this in mind, we have created an animation video to demonstrate the valuable difference between accessibility and inclusion. We were lucky enough to work with video production and animation agency Cass Productions to create this video. Please take a look and if you have any questions, please do reach out and speak to us.

Remember Accessibility

Throughout all of this, please remember to prioritise accessibility at the same time. After all, there can be no inclusion if there is no accessibility. If a disabled person cannot access the venue or the meeting, there is no point in making it inclusive. In order to work together, consider accessibility and inclusion on their own merits.

It’s not imperative to get it right first time. There is no such thing as fully inclusive or fully accessible. “Fully” accessible or inclusive cannot possibly exist because every disabled person is unique and has unique requirements.

Many disabled people (including myself) believe that as long as we can see the intention, it doesn’t matter if the access is not perfect. This is because the intention and behaviours of people supporting us make the experience inclusive.

How Do I Make My Business Inclusive For Disabled Customers?

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Could your business be missing out on the Purple Pound? The Purple Pound is the spending power of disabled people in the UK and is worth £274 billion per year. Considering accessibility and inclusion can support disabled customers to feel welcome and valued in a business.


1 in 5 UK consumers have a disability. And studies show that 85% of disabled people and their friends/families have walked away from a business due to inaccessibility or poor customer service.
In addition, 73% of disabled consumers experience barriers on more than a quarter of websites they visit. On top of this, it has been found that UK businesses lose approximately £2 billion per month by ignoring the needs of disabled people.


As a business, it is your responsibility to make your business accessible for disabled customers; both within your business premises and online.

Provide Employees With Disability Awareness Training


Your employees are the heart of your business. If they do not know how to help disabled customers or colleagues, it can be a big problem.


Disability awareness training will provide your employees with the knowledge and information they need to be inclusive of disabled people. It will raise awareness of barriers that disabled customers face, and highlight ways in which you and your employees can help to break down those barriers.


Aside from being more understanding towards customers, disability awareness training will also be helpful for when you are managing a disabled employee within your business.

Make Physical Changes To Your Business


If your business has a physical location that welcomes customers or clients, it is crucial that it is accessible. This may be a retail store, restaurant, office, leisure facility, tourist facility or healthcare business etc. Without accessible features, potential customers and clients will not be able to visit your business. Typically accessible adaptations include:


Ramps
Ramps are necessary if there are steps at the entrance, exit or inside your premises. They make it possible for wheelchair users and those with mobility aids to easily enter your premises. Grab rails can also be added to provide additional support.


Clutter-Free And Spacious Aisles
Your business premises should be spacious enough for wheelchair users to seamlessly manoeuvre around the space, without the risk of bumping into something. It is important that any aisles, corridors and shop floors have clear walkways and clutter-free entrances/exits.

Accessible Bathroom
If your business is expected to provide customer toilets, they should always be accessible. An accessible toilet has specialised equipment that enables disabled people to use the bathroom safely.
Some toilets, such as Changing Places toilets, are designed for people who need a bit of extra space. They provide enough space and appropriate equipment, including hoists, for people to safely and hygienically use the bathroom unaided or with a personal assistant.
If you have adequate space, an existing room can be adapted and turned into an accessible Changing Places toilet. Alternatively, modular toilets are available.

Parking
If your business offers customer parking, the parking spaces closest to the entrance should always be allocated for disabled customers. The spaces should be widened and should be clearly signposted.

Signage
Aside from car park signage, your business premises should also have signs directing disabled customers to the nearest accessible exit, accessible toilet and lift, if applicable.

Make Digital Changes To Your Business
Have you ever considered whether or not your business website is accessible to disabled customers? Studies show that only a tiny fraction of websites are accessible. In 2019, a survey found that less than 1% of website homepages meet accessibility standards.
Without an accessible website, you could be missing out on disabled consumers. Perhaps they are visiting your website to purchase a product, or maybe trying to find out more information about your services. Maybe someone is looking for your opening times.

Without accessibility features, many disabled web users will not be able to use your website effectively. These changes can make a difference to the accessibility of your website:

Choose the right content management system, such as WordPress, when building your website and ensure it is built in an accessible template.

Make sure the website is keyboard friendly and can be navigated using the keyboard only (rather than a mouse). Navigating a webpage with a keyboard is usually done using the Tab key.

When writing content, use headings (H1, H2, H3 etc.) correctly and in the right order so that screen readers can easily interpret the content.

Ensure each image has a detailed alt text containing the message you wish to convey through that image.

Think carefully about the website colours as well as the text size and font. Aim to have high contrast between the foreground and background colours, such as white letters on a black background. Avoid thin fonts where possible.

Provide the option to enlarge font size (without breaking the layout of the page).

Give internal and external links descriptive names. For typing the content “click here” or “find out more” make sure this is pre-faced with text describing what people are about to click. Therefore, someone using a screen reader can interpret what the page and the link is referring to.Ensure any forms (contact forms, sign up forms, download brochure forms etc.) are designed for accessibility by labelling all form fields correctly.

Get In Touch

Want to find out more about making your business accessible? Get in touch with Celebrating Disability by clicking here today. We provide a range of services, including Disability Awareness Training, to enable equality and inclusion of Disabled People in the UK.

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Disability Awareness Session – What’s Your Goal?

What are you doing before and after your disability awareness training session or talk? How are you measuring the impact of the session? How are you ensuring you meet the needs of the audience?

Now, when I say meeting the needs of the audience, in this context I am talking about making sure the content matches the information needed. Meeting the needs of the audience can also mean making sure it is accessible and inclusive for engagement purposes. I have written articles about this as well. To find out more about this topic, you can read this article here.

It’s all about return on investment

That may sound cold, but it’s not. You have not only invested in me or your trainer of choice to deliver your session. You have also invested in the employees to deliver the service/product that you hired them to deliver. We may know of the business case for diversity and inclusion. Caroline Casey, Founder of The Valuable 500 talks about the business case for disability inclusion here. Therefore, when we create cultures that are inclusive, welcoming and safe for disabled employees, the outcomes, innovation, psychological safety, happiness and productivity of the whole workforce is improved.

Much of the reservation around disability inclusion is not knowing what, why and how. By providing training and consultancy support in the right way, you can work with your employees stamp out and eradicate the elements that stop people from purely opening up, communicating and learning from each other. With that in mind, try to ensure that your disability awareness session meets the needs of the people that are not only going to be in the room but are indirectly going to be benefiting from the session in the long run. These may be: colleagues in the office, direct reports of line managers, disabled employees and candidates across the organisation and disabled customers using your service or product. To name just a few!

Why do you always say disability awareness and not disability inclusion?

If the disability inclusion expert used language in her blogs that nobody ever searched for and therefore never read, do those blogs exist?

Where I write on my website and on my blogs, I deliberately use language that people are going to search for when they’re looking for answers. Otherwise, nobody would ever find anything! It is not common language to use terms like “disability inclusion”. Therefore, to engage you in the first place, I will use the language that you will be typing. However, as you will know from content written, awareness is just the start; inclusion is what we will do together.

Why are you focusing on disability?

This is not a trick question. For many organisations, disability is not an obvious priority. For many organisations it is a far 3rd after persons of colour (POC) and women. Although there are many reasons that this may be the case, we will not go into that in this article.

As a disability inclusion expert, I of course am going to champion disability for being a top priority as it should for many reasons including the fact that the prevalence of disability is growing and disability is diverse and intersectional. By this, I mean that as a disabled person, within the realms of disability alone, I identify as a physically disabled wheelchair user with limited mobility and extra care support needs. That is not even getting into all the ways I identify beyond my disability.

You might be looking to create a more inclusive recruitment process that extends the talent pool pipeline of potential candidates. Or understand more about what the physical barriers to the built environment are that stop disabled people physically accessing and therefore feeling included in the workplace. It may be developing the routes to engagement on your website.

Finding your reasons

This isn’t something that you should feel you have to do alone. After all, this is part of what your trainer is for! As well as your trainer, you can utilise your assets. By this, I’m talking about your employees. They will definitely have an opinion. As we discussed above, disability is intersectional. Therefore, just because you can’t see it, doesn’t mean it’s not there. This also means that you will need more than one experience to help you find your reasons.

So… Here are some of the ways you may want to get started:

Co-creating and co-designing

Co-creating and co-designing is where every user group comes together to design the outcome. Everyone in the room has the same level of agency, access to the same tangible and intangible resources and information. Co-creating a service or training session with your disabled and non-disabled employees ensures everyone’s experiences are heard and implemented into the structure and outcomes for the session.

Equality impact assessments

Equality (or equity) impact assessments are used to audit policies, documents and any process within the organisation from strategy to operational. They are designed to assess the impact on the workforce and/or customer base in terms of equality, fairness, diversity and inclusion. After completing an equality impact assessment, you will have a better idea on what needs to be improved and where to start.

Your delegates

Don’t forget to ask your intended delegates what they would like to receive from their disability awareness session. Many of the time, the delegates attending and participating in the session are operational and strategic staff. Having insight into what it is like working within the organisation on a daily basis and/or working with disabled customers will really help to shape the delivery of the training.

Ask the audience

There are many ways that you can instantly ask your audience for feedback. Understand how they are getting on, whether they feel included and what they feel needs to be improved. This will be a really easy and simple step to help you create your goals for your disability awareness training.

If you would like to talk informally about how we can support you to implement some of the suggestions above and to deliver disability awareness sessions within your organisation, speak to Esi. You can do this easily by clicking here.

Choose to Challenge Positively

Choosing to Challenge is not always that easy

Yesterday was International Women’s Day and the theme is “Choose to Challenge”. Now, don’t get me wrong. I think this is a really good theme for a day that is all about empowering others. However, I think that the statement “Choose to Challenge” leaves room for interpretation. Not least of all, it assumes that the individual that is choosing to challenge has the confidence and the psychological safety to do so.

It assumes that the person doing the challenging, has the capacity to articulate in a way that is going to be understood by the receiver.

The other thing about Choosing to Challenge when you are not confident to is that all of your energy is taken up on speaking and saying the words. A big part of positively challenging somebody’s perceptions is how we come across. How we hold ourselves – our body language, the terms and vocabulary we use and our literal tone the voice. Without confidence, this all goes out the window. If you are not a speaker, imagine the feeling of having to get up in front of a room of people and present an idea. How do you think it will come across? Perhaps you will stutter your words. Perhaps you will look uncomfortable, perhaps you won’t look at the audience and you will rush through your slides. This is what will happen to an individual who is not confident but feels as though they have to challenge.

I don’t doubt the people behind the campaign slogan had all the intentions of the campaign message receiver to do this at their own safety and with their own autonomy. But reading the campaign slogan alone does not suggest this.

I wish I was more like others – others are very good at taking pictures when hosting an event. This shows everybody what they’re doing and it is not harmful from a marketing perspective either! I am rubbish at selfies. I think about them far too late in the day when everybody has left the event.

Being a good ally

However, a couple of weeks ago I ran a talk for LiveWest – here is what they said about the event. The talk was on being a good disability ally. During that talk, I spoke about the importance and the ways to go about being an ally for disabled people. The message was that you don’t have to have experienced something to be a good ally, you must be willing to listen and learn from the individual to understand what support they need from you. Sometimes that support can be challenging a bias. Sometimes it can just be listening and being somebody that someone else can bounce an idea off. This is definitely what I found helpful from allies in the past.

A good ally can support an individual to develop the confidence to challenge in a positive, successful way. This brings both parties along the journey to learn something for and about themselves. So let’s explore the notion of supporting another person to develop confidence and to articulate feelings.

Understanding and articulating feelings

There is a model of counselling called person centred counselling. Unlike some others such as psychodynamic counselling, it stays in the conscious and does not venture into the unconscious. For example, everything discussed is what the patient already is aware of about themselves. The principle is that the counsellor holds up a mirror to reflect back to the patient what they cannot see for themselves. In person centred counselling, active listening is utilised. The main principles of active listening are reflecting, summarising and paraphrasing. Using these skills, an ally can support an individual to understand the situation and to articulate the feelings that are revoked.

Supporting development of confidence

It’s not always easy to have confidence. For people that are confident, it is sometimes tempting to say “just have the confidence”. However, this is because it is not an issue for us. Or even if it is, we are very good at covering it. My motto in life has always been “fake it until you make it” and I am very good at compartmentalising. I’m very good at leaving things at the door and returning to them later. This may have been a result of studying as a psychodynamic counsellor where I was taught to leave things at the door. My mantra is quite often “what’s the worst that can happen?” Most of the time I am right. The worst thing that can happen is that somebody says no.

However, for many people this is so much more easily said than done. Experience might tell people that it never works out the way they want it to. It may actually end up 10 times worse. Mental health impairments might be a huge factor in a persons ability to feel confident. Personal backgrounds, family experiences for example, might be ones where people have said that it is not worth trying. These examples and many more are why people do not have the confidence to speak up for themselves when otherwise they might.

We, as allies, can support this by understanding and empathising with the person’s situation. We can utilise active listening to support us when learning where the other person is coming from.

It doesn’t have to be done by the individual

In social care, often, the term “independence” is twisted to mean something that it doesn’t. It is utilised as an excuse when trying to get out of paying for a disabled person’s support. Time and time again as disabled people we here: you wanted to be independent so I don’t need to help you”. The suggestion being that if you’re independent, you can do it yourself. However, this is not what independence is. Part of being independent is having the autonomy and personal authority to be able to ask for support when you need it, the way you need it. And this is sometimes the role of the ally.

It may be to support your colleague/friend/coworker to understand we don’t have to do it alone. They might want you to attend a meeting with them or even to have the meeting or the conversation on their behalf.

So, perhaps instead of internalising the idea of Choosing to Challenge alone, the slogan can evolve to say: supporting each other to feel valued. Not as punchy but perhaps a little more accurate.

Let’s Talk About Inclusion

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