Diversity and Ability

Are your non-medical help recommendations making the biggest impact? The right support can mean the difference between a student struggling or thriving. But how do you know if your recommendations truly meet their needs? Get insights like these in 'From Barriers to Breakthroughs: The True Impact of Recommending Non-Medical Help (NMH) Support' on Thursday 27th February, 12:00–13:00. ✔ Discover what high-quality NMH support looks like ✔ Learn how one-to-one mentoring & study skills empower students beyond just academics ✔ Identify what makes an NMH provider reliable and effective ✔ Make confident, informed recommendations that maximise student success Expect real-life case studies, practical insights, and expert guidance. This session is designed to help you strengthen your role in the DSA process. 📅 Save your spot now!

🚪 Who’s not knocking – and why? Most organisations track who applies for jobs. But how many stop to ask: who isn’t applying, and what’s getting in their way? ❌ Is it a complex, time-consuming application process? ❌ A lack of alternative formats, like audio or Easy Read? ❌ Job descriptions full of jargon or unnecessary requirements? ❌ No mention of workplace adjustments or flexible working? Barriers like these don’t just filter out great candidates – they signal that some people weren’t considered in the first place. The good news? Small, practical changes can make a big impact. Clear language, accessible formats, and upfront adjustment policies help widen the door for everyone. When was the last time your hiring team reviewed the process through an inclusion lens? #Recruitment #Inclusion #Disability #Neurodiversity #Accessibility

What does real, systemic change look like? Our latest spotlight shares how Valuable 500 Directory Member Diversity and Ability (D&A) are leading the way to ensure that disabled and neurodivergent people aren’t just included, but empowered. Founded by disabled professionals, D&A’s lived-experience-led approach is what sets them apart, with 79% of their team identifying as disabled or neurodivergent. From one-to-one support in higher education to transforming workplace cultures, D&A partners with organisations to make inclusion a reality. One of their notable partnerships was with Transport for London (TfL), where over 1,000 staff have now been trained in disability inclusion. Read our latest spotlight to see how D&A is making it happen: https://lnkd.in/deyyzYkf #DirectorySpotlight #DiversityAndAbility #TFL #DisabilityInclusion

As a neurodiverse team, we like to think of ourselves as fidget toy connoisseurs. We know that fidgeting isn’t just a habit; it’s a way to focus, self-regulate, and manage sensory needs. Stimming (short for self-stimulatory behaviour) is how many neurodiverse people process emotions and stay engaged. Fidget toys can help by offering soothing movement, texture, or sound. So, which ones are the best? We’ve ranked them in a totally scientific (read: very opinionated) tier list. What’s your go-to fidget? Let us know in the comments #Neurodiversity #Disability #Acccessibility #Inclusion

You love to see it! Brilliant work from the team at South Western Railway. We can't wait to hear about the impacts of this programme. Not to brag 😌, but D&A knows transport. If you're a transport organisation looking to lead on inclusion, we should be your first call. See how lived-experience-led training is making Transport for London more inclusive: https://lnkd.in/e7uuhn29 #Transport #Inclusion #Accessibility #Access

Let us take you on a journey. Fourteen years ago, D&A was founded with a bold idea: support for disabled students should be led by those who truly understand. Instead of offering generic support based on labels, we built strategies around exploring the students' barriers. Our approach—strategy-led mental health mentoring, coaching, co-coaching, and assistive technology—provides students with self-awareness, confidence, and autonomy. Our Director of Operations and People, Maya Woodley, saw the life-changing impact this had on our students and has continued to bring the same understandings to our own team. Flash forward 14 years, and our disabled person-led team is thriving. Why? Because we apply the same principles internally—giving our people the insights, support, and structures they need to succeed. It started with a mission to change the student experience. It became a movement that transformed our entire organisation. And we’re just getting started. This April at the d&i Leaders (Diversity and Inclusion Leaders) Global Forum, Maya will be discussing how coaching can fuel belonging and help you retain top talent. As a sponsor, we can offer you an exclusive 5% discount on your ticket. Simply visit the event website and enter the promotional code DA5 during registration: https://loom.ly/bXA0Jgo #Diversity #Inclusion #Disability #Neurodiversity #Accessibility #a11y #access

Personal Emergency Evacuation Plans (PEEPs) aren’t just a legal requirement—they’re a vital step in creating an inclusive and accessible workplace. Join the final episode of this series of Disability Inclusion Insights to learn how to: ✅ Develop effective PEEPs that meet legal standards ✅ Ensure disabled colleagues can evacuate safely ✅ Build confidence in your organisation’s emergency planning 📍 Perfect for: H&S officers, facilities managers, HR, D&I teams & more. #Disability #Neurodiversity #Inclusion #Accessibility

It's time to move on. [Image Description: We are leaving X (formerly Twitter)- and it’s not a decision we’ve made lightly. Twitter as a platform has been a vital space for the disabled community over the years. Initiatives like Dr Amy Kavanagh’s Staying Inn, a virtual ‘pub’ for disabled, isolated, and immunocompromised people during COVID, and Brianne Bennsess’s #NEISvoid (No End in Sight Void), a space for chronic illness solidarity, have fostered real global connections. However, the governance, management and political direction under Elon Musk no longer align with D&A’s values. We remain committed to equitable, accessible and inclusive communication, and it’s clear that X no longer supports this. If you’re still an X user, we’d love to keep in touch with you and continue sharing our free resources, sector news and community stories. You can find us on LinkedIn, Instagram, or Facebook. For updates directly in your inbox, subscribe to our newsletter.] #Diversity #Inclusion #Disability #Neurodiversity #Twitter #X

For those who needed reminding... Diversity, Equity and Inclusion is a business strategy backed by research, improving performance, innovation, and employee retention. Plus, it's the right thing to do. To use their rhetoric against them: facts don't care about your feelings! We're not done advocating for fairer opportunities, greater access and a sense of belonging for everyone in every workplace. Are you feeling the pressure to demonstrate the worth of inclusion in the workplace? We've got you covered; check out our free guide to what organisations miss out on when they skip DEI https://loom.ly/5w9ftGo #Diversity #Inclusion #Disability #Neurodiversity #Accessibility

If you’re an EDI lead, you’ve probably felt a slight dismay at the fact you’re not psychic. - You struggle with imposter syndrome when someone asks you questions about something outside your lived experience, especially as you’re hailed as the ‘expert.’ - You have a deep desire to do the right thing, and you are frustrated that you don’t always know what the right thing is. - Plus, resentment that you’re expected to do it all. But here’s the thing: you can’t be psychic, but you can anticipate. That is what it means to create an anticipatory welcome. So you’re not psychic; you might have experience in one facet of EDI, like anti-racism, but feel in the dark on disability. If you get stuck thinking about the things you could do if you were, you’ll miss the opportunities in front of you. So start working with what you know and try the anticipatory welcome. Here’s how you can deliver an anticipatory welcome (without a crystal ball): 1. Shout it from the rooftops Do you offer a four-day week? Not got a return to office mandate? Can candidates have a 10-minute chat pre-interview to reduce their nerves? Whatever you have, ensure you tell people. Don’t wait for them to ask. 2. Flip it and reverse it You’ve probably granted a whole bunch of adjustments to people who did ask and then never thought about them again. If you’ve done it before successfully, offer it again. 3. Share accountability The backlash to EDI and the rise of the far right is scary, and it will change how this work gets done, so don’t do it alone. Cultivate champions across the business who feel responsible for this work and are in it with you. So, ask yourself: do you need to be psychic? In times like these, we know you’re stretched; we’re geared up to help you find ways to push forward. Get guidance from our expert team on topics like neurodiversity, intersectionality, accessibility and more: https://loom.ly/JK8yWZ0 #EDI #Diversity #Inclusion #Disability #Neurodiversity