Disability Awareness Training
Our Style
Training sessions are interactive in nature. When exploring an evocative subject such as disability, it is important that delegates feel confident to share ideas, concerns and biases. As, when exploration is shared, ideas for implementation of strategy can begin to be formed.
Our Delivery
Many different delivery methods are utilised. Interaction is a priority whilst taking into account learning styles and access requirements. To learn more about how we ensure access requirements are covered, read this blog.
We Role Model Behaviours
We role model behaviour. The lead trainer; Esi Hardy has a physical disability herself. Therefore, she has her own access requirements that need to be considered. Consideration of access requirements is a top priority in any training session. We offer many options to mitigate barriers to engagement due to access requirements.
Disability Awareness Training Supports Inclusion
For us, disability awareness training isn't just about developing an awareness of disability, it's about using that awareness to understand how to be more inclusive of disabled people. We do this by supporting our delegates to feel confident and knowledgeable about the barriers that disabled people face and then developing skills to find solutions to these barriers. This way, we can support your employees, associates and colleagues to be confident and competent when engaging and supporting disabled people.
Whether you are looking for group disability awareness training for your team, a one-to-one session for an individual employee or disability sessions over lunchtime, Celebrating Disability can help.
Link & Learn
Previous Celebrating Disability Clients Include
Questions About Disability Awareness In The Workplace
Disabled people are not disclosing their disabilities
This is not unique to your organisation. At Celebrating Disability, we hear this question time and time again.
Disabled people do not disclose their disability easily for many reasons. Some reasons include a fear of repercussions; repercussions of not being offered a position, of being held back in the current organisation, not being accepted into education settings.
Your organisation may have all the best intentions and have all the processes in place to support disabled people but, history tells disabled people that disclosure is a bad idea.
Other people may not identify themselves as having a disability. This would mean they may not alert you to any support they may need because for them, this is associated with the disability that does not belong to them.
By developing inclusive workforces, you are working to create a space where no matter how somebody identifies, they will have the confidence, the encouragement and will feel safe to come forward and ask for support if and when they need it. Click here to read our blog discussing this in more detail.
We want to know how to make our events accessible
There are many ways you can make your event accessible for many disabled people with different impairments. The most important thing you can do right now is to be as transparent as possible to the people attending your events about what access already exists.
For more information on this topic, we have written a blog.
Want To Know More About Celebrating Disability Disability Awareness Training?
Looking For Something Else?
Training Sessions / Guest Talks & Panel Discussions / Disability Consultancy Services / Disability Audits
There are so many benefits to having a strategy to implement disability awareness and inclusion within the workplace. For a feel of how we deliver our training sessions, we have developed an article to give you a taster