Glossary of terms

The adoption of a strengths-based approach to disability focuses on the skills and abilities that disabled people contribute to workplaces and communities, fostering greater access to employment, building self-esteem and self-determination, and benefiting employers through the unique strengths of diverse individuals (Wehmeyer, 2015). While accommodations may still be necessary to reduce workplace barriers (Buntix, 2013), the focus when hiring anyone, disabled or not, should be on the talents they offer.

Access Officers are appointed in accordance with section 26(2) of the Disability Act 2005. Access Officers are responsible for providing or arranging for, and coordinating assistance and guidance, to disabled people accessing services provided by the offices and generally to act as a point of contact for people with disabilities wishing to access such services. (GOV, 2023).

Accessible communication is an umbrella term to describe communication that is clear, direct, easy to understand and that can be made available in multiple formats so that all users have equal access. It takes into consideration the various barriers to accessing information and removes these or provides alternative formats for the communication to take place. (University of Oxford, 2025).

Accessibility is best defined as the provision of flexibility to accommodate each user’s needs and preferences; when used with reference to disabled people, any place, space, item, or service, whether physical or virtual, that is easily approached, reached, entered, exited, interacted with, understood, or otherwise used by disabled people, is determined to be accessible (United Nations, 2012).

The purpose of an Accessibility Audit is to assess how well an environment supports access and ease of use for a diverse range of users, including disabled people, and to recommend improvements where needed. While organisations have a legal duty under the Equality Act 2010 not to discriminate against individuals with protected characteristics, audits also highlight often-overlooked aspects of the built environment, such as multi-faith facilities, food separation, safe spaces for visually impaired people, and adequate escape routes for all. (The Diversity Trust, 2025)

AHEAD is an independent non-profit organisation working with and for disabled people to shape inclusive and empowering environments in tertiary education and employment. The focus of our work is further education and training, higher education, and graduate employment. (AHEAD, 2025)

Assistive Technology refers to practical tools that enhance independence for disabled people and older people. It is “any item, piece of equipment or product system whether acquired commercially, modified or customized that is used to increase, maintain or improve functional capabilities of individuals with disabilities”. (World Health Organisation & World Bank 2011, p.101.)

Consultation could be defined as a wider continuous process of participation of all stakeholders in the decisions throughout the formulation and execution of a project leading to a sustainable development for the population in the area, (Regulation Body of Knowledge, 2013)

EU rules require large and listed companies above a certain size to regularly report on the social and environmental risks they face, the impact of their activities on people and the environment, and the related risks and opportunities they identify. Companies covered by the CSRD must use the European Sustainability Reporting Standards (ESRS), developed in draft form by European Financial Reporting Advisory Group, an independent body representing various stakeholders. (Europa.eu, 2022)

The Disability Act 2005 refers to: “disability”, in relation to a person, means a substantial restriction in the capacity of the person to carry on a profession, business or occupation in the State or to participate in social or cultural life in the State by reason of an enduring physical, sensory, mental health or intellectual impairment.” Substantial restriction means a restriction that is permanent (or likely to be permanent) which results in significant difficulty in communication, learning or mobility and means that the person has a need for services to be provided on a continuous basis. (Disability Act, 2005).

EAPs are defined as a “worksite-based program designed to assist: (a) work organizations in addressing productivity issues, and (b) ‘employee clients’ in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress or other personal issues that may affect job performance.” (Employee Assistance Professionals Association, 2010).

Working arrangements which allow employees to vary the amount, timing, or location of their work, usually to the mutual benefit of the individual and organisation. Flexibility helps more people access the labour market and stay in work, manage caring responsibilities and work-life balance, and supports enhanced employee engagement and wellbeing. However, in too many workplaces, obstacles such as a lack of understanding and even negative attitudes of leaders and line managers towards flexible working can prevent its benefits being realised either for individuals or the business. (Flexible Working Business Case, CIPD, 2025).

The GDPR is the toughest privacy and security law in the world. Though it was drafted and passed by the European Union (EU), it imposes obligations onto organizations anywhere, so long as they target or collect data related to people in the EU. The regulation was put into effect on May 25, 2018. The GDPR will levy harsh fines against those who violate its privacy and security standards, with penalties reaching into the tens of millions of euros. (GDPR Compliance, 2025).

The human rights model acknowledges the impact of impairment in the lives of disabled people, recognises impairment as a natural aspect of human diversity that governments have a responsibility to support, and establishes the right of people with disability to live independently and be included in the community. It also acknowledges that achieving this goal is about far more than simply removing mainstream barriers. (Disability Advocacy Resource Unit, 2025).

‘Induction’ is the process that helps employees learn about their new role and new employer. It is sometimes also known as onboarding or orientation. Effective inductions benefit both the new employee and the organisation. An effective induction (or “onboarding”) ensures that a new starter is properly welcomed and receives information pertaining to the organisation, the team and the people, the role and responsibilities, helping them to settle in and that they have the information they need to perform effectively, contributing to their overall experience, longer-term engagement, reducing early attrition. (CIPD, 2025).

Job carving is a term for customising job duties to suit an individual’s skills and can be used in different circumstances, including as a reasonable adjustment, by redistributing tasks across a team to ensure fairness while freeing up time for specialist staff. It helps tailor roles when a candidate may not be able to complete all tasks, allowing employers and job coaches to adapt duties from one or more roles to create meaningful, skill-based employment. (Employment “How To” Guide, NDTi, 2021).

Lived experience is the knowledge and understanding you get when you have personally lived through something. Indirect lived experience is close, second-hand lived experience. In relation to mental health, for example, mental distress, illness, or diagnosis experienced by your close friend, family member, carer, colleague, acquaintance, or other person. (Mind, 2025).

Different groups of people within a given culture, context, and history at risk of being subjected to multiple discrimination due to the interplay of different personal characteristics or grounds, such as sex, gender, age, ethnicity, religion or belief, health status, disability, sexual orientation, gender identity, education or income, or living in various geographic localities. Belonging to such groups or even being perceived to belong to them heightens the risk of inequalities in terms of access to rights and use of services and goods in a variety of domains, such as access to education, employment, health, social and housing assistance, protection against domestic or institutional violence, and justice. (European Union Agency for Fundamental Rights and the Office of the United Nations High Commissioner for Human Rights – Treaty bodies, 2025).

A workplace needs assessment helps identify necessary adjustments to remove barriers an employee may face while doing their job or returning to work. The assessment can cover working at a business premises, at home, or from a remote working location. A specialist much conduct the assessment. (Citizens Information, 2024).

The way your organisation operates drives its employer brand and helps to attract and retain talented people who want to be part of a great place to work. A positive organisational culture allows your employees to understand their organisation and feel that their voice matters in driving the business towards a common purpose. (CIPD, 2025).

Plain language means wording, structure, and design are so clear that readers can easily find, understand, and use the information. Using Plain English in business—especially in job descriptions—ensures clarity for all, avoids misunderstandings, and includes strategies like short sentences, avoiding jargon, using bullet points and active voice, and maintaining a consistent structure without oversimplifying the content. (Employers for Change, 2025).

The measures that need to be taken to enable a disabled person to use a service. If an employee is disabled, the provider of a service must do all that is reasonable to accommodate their needs, if it would be impossible or very difficult for the employee to access the service without the reasonable accommodation. This could involve providing various facilities. Examples of reasonable accommodation include providing an Irish sign language interpreter, a ramp for access to a premises, a member of staff to help guide the individual through an office building you are visiting, where the individual has requested this accommodation due to neurodivergence and or visual impairment. (IHREC, 2025).

A sensory-friendly environment is a space designed to reduce sensory discomfort and promote calmness by considering all eight senses: sight, hearing, smell, taste, touch, vestibular, proprioception, and interoception. By addressing these, such environments create inclusive, calming, and accessible spaces for individuals with diverse sensory needs. (Sensory Friendly, 2025).

Unconscious (or implicit) biases, unlike conscious biases, are the views and opinions that we are unaware of; they are automatically activated and frequently operate outside conscious awareness and affect our everyday behaviour and decision making. Our unconscious biases are influenced by our background, culture, context and personal experiences. (University College Dublin, Atewologun, 2018).

Office wayfinding refers to the systems, tools, and strategies that help individuals navigate a workplace, ensuring employees, visitors, or contractors can easily find their way around. It includes traditional tools like signs and colour coding, as well as digital elements such as interactive maps, mobile apps, sensors, and IoT devices that provide real-time navigation, space availability, and desk or room reservations. (MAPIQ, 2025).