Action 3.2D Establish cyclical disability equality training and development activities for all staff working in the organisation.

Guidance

To foster an inclusive workplace, establish regular disability inclusion training and development activities available to all staff. These activities can help to communicate the rights of disabled people in the workplace and raise awareness about the lived experiences of disabled people, all of which contribute to a more inclusive culture.

“The lack of awareness around disability is something I have noticed in almost all the jobs I have had”.

WIDE Consultation Participant – Disabled Person

Depending on the size and scope of the organisation, training and development opportunities can include a combination of formal and informal opportunities including:

• Formal mandated training drives on general disability awareness and equality
• Self-directed training courses or other leaning materials offered to staff
• Regular informal drop-in sessions for staff focussing on a range of disabilities and the lived experience of individuals
• Staff-led discussions and training sessions, perhaps coordinated by a disability focussed Employee Resource Group

“We put on events like fire-side chats, panels of people discussing their personal experiences of disability. We have found that when people hear personal stories, they are much more likely to want to be inclusive, finding their own way and suggesting things. Instead of being told “you must be more inclusive”, we find that all staff are more aware, there’s a culture change. People really respond when they hear their colleagues speaking about reasonable accommodations and other challenges they have in work. We found this good as it’s more relatable for people”.

WIDE Consultation Participant – Employer

In their totality, your training and development activities should aim to promote:

• A Broad Understanding of Lived Experience of Disability: Explore definitions of disability and address both visible and non-visible disabilities. The aim should be to raise awareness of the lived experience of people with a broad range of disabilities. Storytelling and sharing of lived experience offer a great way to engage participants.
• Intersectionality and Individual Impact: Highlight the concept of intersectionality, recognising that disabled people have multiple identities and often multiple disabilities, and therefore may face multiple forms of barriers in society. Consistently emphasize that while common barriers are evident, the impact of disability is unique to each person and can vary throughout the day, week or year.
• Alignment with the Social and Human Rights Models of Disability: Explain the differences between the outdated medical model of disability, and the social model which focuses on removing societal/workplace barriers. Participants should be briefly introduced to the law around anti-discrimination and the concept of ableism.
• A Strengths-Based Approach: Focus on the strengths that disabled people bring to the workplace when the environment is designed to include them. Share inclusive practices and communication tips that can help to ensure disabled colleagues can feel a sense of belonging at work and have a platform to showcase their talents.

“They should focus on strengths, focus on what you can do instead of what you can’t.”

WIDE Consultation Participant – Disabled Person

Embedding disability-related training and development in existing processes such as induction, promotion tracks, performance and development reviews etc. can further encourage and incentivise participation.

Note that grants are available to NGOs and private businesses through the Work and Access Fund (see Resources) to cover the majority of costs related to disability-inclusion training drives.

Providing cyclical disability awareness and equality training and development drivers can support a greater culture of inclusion in the workplace.

“In most of the jobs I have had, I never feel included, rarely anyway. I’m not talking about the management here; I would be more talking about the broader work team. Most people, in my experience, they don’t really understand or have any awareness of disability”.

WIDE Consultation Participant – Disabled Person