Action 6.2B Ensure equitable access to career and skills development opportunities.

Guidance

Providing equitable access to career and skills development opportunities is essential for fostering an inclusive workplace where all employees have equity of access to develop their careers. By offering a range of training and development opportunities and ensuring learning materials are accessible, your organisation can make sure that every employee has the opportunity to grow.

“There should always be an opportunity to prosper, disability role models in the workplace would really help. They would help me aspire to be promoted. Wins should be celebrated; empowerment should be central. We should be encouraged.”

WIDE Consultation Participant – Disabled Person

Steps to Ensure Equitable Access to Career and Skills Development Opportunities:

1. Encourage Participation: Actively encourage employees to participate in training and development activities in line with the size and scope of the business and emphasise that opportunities are available to everyone. Clearly communicate the availability of career and skills development opportunities to all employees and the process for enquiring about engagement in them. Use multiple channels (e.g., emails, intranet, staff meetings) to ensure that everyone is aware of the available training and development programs and how to access them.
2. Accessibility of Company Training Programs: Ensure that training programs procured by the company to develop the skills of employees are universally designed and that learning materials meet digital accessibility standards (see Action 3.1A). Depending on your size and scope, this can be done by training your Learning and Development team on the Universal Design for Learning framework and digital accessibility practices, or by embedding criteria for same in your training procurement process.
3. Introduce Mentoring Initiatives and Career Coaching: Implement mentoring initiatives and career coaching programs to support employees in their career development (see Action 5.1B). Pair employees with experienced mentors from inside or outside the company who can provide guidance, support, and advice. Where feasible, offer career coaching and interview preparation sessions to help employees build confidence and prepare for advancement opportunities, or signpost DPROs/DPOs or disability NGOs who offer this service to disabled people.
4. Individualised Supports for Training and Development: Ensure that access to training and development is considered as part of the needs assessment process (see Action 5.3A) and put supports in place where necessary (see Action 5.3B) to enable disabled staff members to equitably participate. This might include simple interventions like providing access to training slides in advance, ensuring coaches/mentors are provided with guidance on inclusive communication techniques, or ensuring company training sessions are held in accessible locations.
5. Provide Flexible Pathways for Development: Offer flexible pathways for career development and training. This includes providing opportunities for employees to take on new tasks, participate in training programs, and receive mentorship from experienced colleagues (see Action 6.1B). Encourage continuous learning and professional growth.

By ensuring equitable access to career and skills development opportunities, your organisation demonstrates a commitment to fairness and inclusivity. This approach enhances employee engagement and satisfaction, promoting a positive and supportive workplace culture.

“There should be clear pathways to progress through the job that you’re working in. Because when you see this, it inspires you to work harder. But unfortunately, these role models aren’t always there”.

WIDE Consultation Participant – Disabled Person