Disability Inclusion Activities
- All breakout activities for today can be found on this page.
- Please keep the tab open for ease.
- Scroll to each new activity when the time comes.
- Please make sure that all voices are heard and select a speaker to share a summary of what has been discussed.
Breakout Activity One: Stigma
- Your leader for this activity will be the person who was born in the earliest month of the year
- Your leader will select a speaker for the team, who will share a brief summary of what was discussed. If you prefer not to speak, choose another colleague
- Your leader will guide the team through the questions below
- Make sure that all voices are heard - consciously include all members of the team!
Reflect and Discuss:
Is there still stigma around disability? If so, why is this the case?
Consider historical, cultural, social, and psychological factors, such as:
- Historical Perceptions
2. Medical Model Dominance
3. Lack of Representation
4. Fear of the Unknown
5. Inaccessible Environments
6. Cultural Beliefs and Myths
7. Ableism
How can we overcome the stigma?
Breakout Activity Two: Accessibility
- Your leader for this activity will be the person whose first name is first alphabetically
- Your leader will select a speaker for the team, who will share a brief summary of what was discussed. If you prefer not to speak, choose another colleague
- Your leader will guide the team through the discussion, outlined below.
- Make sure that all voices are heard - consciously include all members of the team!
In relation to Disability and Neuro-Inclusion:
What do we mean by accessibility and removing barriers?
Are we getting it right with regards to accessibility?
A) For colleagues
B) The wider public
What could we be doing better?
Additional Paired Breakout Activity Three: Staff Case Studies (Disability)
- For each of the following case studies, consider the scenario and related Discussion Questions. What could be done to ensure that the staff member feels supported and that there is no discrimination?
- Don’t worry about getting through them all
Case Study One
“We’re Waiting for Access to Work”
Aisha works in an administrative role and has a chronic pain condition. She asks for:
- an ergonomic chair
- speech-to-text software
- short movement breaks
- one additional home-working day
Her manager says: “We’ll need to wait for Access to Work first.”
Several weeks pass with little progress or communication.
During this time:
- Aisha’s pain worsens
- her absence increases
- she worries about being seen as “difficult”
- she stops asking for support
Eventually she says: “I feel like asking for help has made me into a problem.”
Discussion Questions
- What barriers is Aisha experiencing?
- What could the manager have done sooner?
- Should all adjustments wait for external funding?
- How can delays affect wellbeing and trust?
Key Message
Managers should explore what support can reasonably happen now, rather than becoming barriers through delay.
Case Study Two
“You Don’t Look Unwell”
Daniel is a respected healthcare support worker who has had several short absences and attends regular medical appointments.
Colleagues begin questioning his reliability.
During a return-to-work conversation, Daniel discloses that he has:
- Crohn’s disease
- chronic fatigue
- anxiety linked to flare-ups
He explains: “People are understanding when they can see something. It’s harder when they can’t.”
The manager feels unsure how to respond and worries about balancing support with service pressures.
Discussion Questions
- Why might Daniel have delayed disclosure?
- How are invisible disabilities often misunderstood?
- What could the manager do to support Daniel?
- Why is psychological safety important here?
Key Message
Not all disabilities are visible, and supportive conversations require trust, sensitivity and confidentiality.
Case Study Three
“I Need Clarity, Not Criticism”
Sophie is autistic and has ADHD. She works well when:
- expectations are clear
- priorities are structured
- meetings are organised
- information is written down
However, her department is under pressure and managers often:
- change priorities suddenly
- give unclear verbal instructions
- expect immediate responses
- hold unstructured meetings
Sophie becomes overwhelmed and anxious.
A colleague tells her: “You’re overthinking things. Everyone else manages.”
Eventually Sophie experiences burnout and takes sickness absence.
Discussion Questions
- What barriers is Sophie experiencing?
- Which communication behaviours are causing difficulty?
- What practical adjustments might help?
- How can managers create more neuro-inclusive communication?
Key Message
Clarity, structure and psychologically safe communication can significantly reduce workplace barriers.
Adjustments for Candidates/Colleagues
with Disabilities and Learning Differences
