Allyship was the final topic of my client’s podcast series exploring disability-confidence.

I love talking about allyship as it provides so many ways for everyone to play a part in increasing exposure and inclusion for under-represented groups.

As guest contributor I talked about what it means, and what it takes, to be a purple ally. We shared examples of when we have benefited from an ally speaking up and how the additional support of an ally quickened the pace of the change we were seeking.

Within the pod I was able to answer the question I get asked most frequently when delivering my webinar, ‘Becoming a Purple Ally‘. I answered the question, ‘how can I be an ally, rather than a saviour?’ by giving practical examples of the difference.

My latest article shares some of the content we covered. Take a look and add your comments or questions.

As more organisations invest in the development of their disabled talent I get more opportunities to explore what it means, and what it takes, to be a disability-confident employee. this was to be my favourite of the three podcasts I recorded with a client about disability-confident leaders, employees and allies.

The majority of my work is delivering personal and professional development training to disabled and neurodivergent colleagues. This meant I could answer the title question by including relevant themes I hear often. I knew it was going to be a goodie as the two hosts also have lived experience of disability and had much to share.

What followed was candid conversations about the highlights and the realities of being disability-confident at work when you have a disability or neurodivergent condition.

My latest article shares some of the content we covered. Take a look and share your thoughts.

What does it mean to be a disability-confident leader?

was the topic in the first of three pods I recently recorded with a client. I was asked to be their guest contributor across their mini series exploring the topic of disability-confidence.

Their pod was aimed at anyone who manages people – from exec leaders to supervisors. I had loads to share about what to avoid and what to prioritise based on good practice and from what I hear from disabled and neurodivergent colleagues who attend my personal development programme. I know some of the concerns managers have from my line managing disabled and neurodivergent colleagues training and webinars, so I was able to include some content covering answers I often get asked.

We covered the two key priorities for managers and their colleagues – practical suggestions for managing reasonable adjustment requests and hosting inclusive conversations.

My latest article shares some of the content we covered. Take a look and add your comments or questions.

#DisabilityConfident #Leadership

This is the question that was put to me by a large corporate recently. So, we turned the question into a mini podcast series and created three pods.

As the guest contributor I was asked:

1. What does good look like?
2. What can get in the way?
3. What can you do?

I often wonder what organisations mean when they share their commitment to being disability confident. I sometimes wonder if they even know what they mean when they share their commitment to being disability confident!

When a term like ‘disability confident’ is used frequently it risks becoming a convenient, catch-all phrase. It can seem to summarise everything, whilst actually meaning nothing.

We all know it’s your people who determine how disability confident your organisation really is. So, do they know what you mean and what it takes?

Focusing on it from three perspectives provided specific content relevant for every employee.

What pursued when we pressed record was a lively chat and personal examples which delivered practical answers to our three questions.

My next three posts will share some of my responses to, what it means and what it takes to be a disability confident leader, employee and ally.

A recent writing competition organised by the Royal National Institute of Blind People (RNIB) and King’s College London definitely myth-busted that assumption. Turns out, we are also pretty good at writing about our appreciation of visual arts!

We were invited to write poetry or prose about how we have appreciated a museum visit, art or a household object. Many of the entries by blind and partially sighted creative writers can be read in the published e-book. I really recommend you take a look. They provide a fascinating insight into a unique take on a personal experience of art.

I was delighted to be announced as one of the  winners, having written about my accessible experience of seeing War Horse. I reckon I ‘saw’ more than the sighted theatre goers. A nod to how good accessibility and inclusion can enhance an experience, way beyond expectations and beyond sight.