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Accessible events, conferences and activities can be a minefield when you don’t know what you’re looking for. I can help you determine the accessibility of your event before attendees even set foot in the door.
Venue Accessibility & Suitability
This can include a venue accessibility review to identify how suitable a proposed venue is for attendees with access requirements. During this hands-on process, I will provide you with:
A report on your proposed venue’s accessibility, from door widths to lighting, alongside recommendations for improvements (NB: this will require visiting the venue in person)
A breakdown of accessibility standards, guidelines, and best practice
A handy checklist of features to look out for when choosing a venue in future
Accessible Organisation and Communications
Your event organisation and communications must also be accessible in order to provide an equitable experience for disabled attendees.
From the planning process to embedding best practice, I will provide you with extensive guidance on running an accessible and inclusive event, tailored to your event format, content, and goals.
An Access Statement is an objective and honest document written by the provider of a service (or host of an event, for example) to realistically describe the current state of accessibility.
Access Statements must be completely factual, not misleading, and published prior to the event in multiple formats and locations. This enables attendees to be prepared for the state of accessibility they will face when they arrive.
Remember, there is no such thing as “fully accessible” when different people have different needs. Access statements are fundamental to disability inclusion - they may seem complex, time-consuming, and a little daunting, but I’m here to help.
Writing Access Statements
I can help you construct Access Statements from scratch, for your event, venue, or offices. We’ll work together to collect the information needed, and I’ll compile it for you into an accessible format ready for publicising.
To enable you to implement Access Statements as standard, I’ll also provide you with:
A comprehensive list of things to consider and include in your statement
A reusable Access Statement template with gaps to fill in your own detail
Tips for improving accessibility, and
An overview of your legal obligations
Reviewing Access Statements
Already have a first draft? Not a problem, I can help you make it shine! Whether for in-person or online/remote environments, I’ve got the knowledge and experience to help. Get in touch - we’ll make it happen
Once any development points or weaknesses have been identified, the next step is to fix them. Working with Network/ERG leads and members of organisational leadership teams, we will develop tailored action plans and strategies for addressing any problems or areas of development.
My supportive approach enables Networks/ERGs to align their work with the vision and strategy of the organisation, targeting areas of development and enabling a renewed focus on what really matters to employees.
Building in targets, measures of success, and long-term goals is essential to keeping Networks/ERGs on track. By collaborating with them we can increase trust in the organisation’s inclusion efforts, build a culture of meaningful coproduction, and reap the extensive benefits of each Network/ERG.
Please note: All Networks services can be adapted for different forms of network, from staff networks/ERGs to student networks
Listening groups aim to explore sentiment and experiences within staff cohorts in an open and organic manner. This makes them an excellent tool for understanding emotive or tense topics from the employee perspective.
Focus groups are typically more structured research methods, designed to gather data, insights, and opinions on a particular topic.
Some of the questions I can help you answer:
Audience: Network Members
What is the attitude toward the current state of the Network/ERG?
Is the Network/ERG currently fulfilling its purpose, in the opinion of its members?
What would members like to see done differently?
What would members like the Network/ERG’s priorities to be?
Do marginalised staff feel trust in your organisation’s inclusion work?
Audience: Network Leads
How supported does the Network/ERG feel within the organisation?
What additional support do they need to fulfil their purpose and contribute toward organisational inclusion?
Is the structure of the Network/ERG fit for purpose and working well?
Are organisational leadership teams working well with Networks/ERGs and showing understanding of their benefits?
Audience: Leadership Teams
Is there sufficient understanding of, and buy-in to, the mission and purpose of Networks/ERGs?
Are organisational leaders utilising Networks/ERGs effectively?
Do Networks/ERGs have sufficient sponsorship to make change and fulfil their purpose?
Are Networks/ERGs currently aligned with the vision and strategic goals of the organisation?
These audits are comprehensive analyses of the strengths, weaknesses, and development points of your Networks/ERGs. They typically involve data collection in the form of listening groups, focus groups, and evaluation of documentation, culminating in a full report with recommendations for improvements.
Depending upon your needs and circumstances, your audit may include analysis of:
Leadership engagement
Governance documents, such as role descriptions
Organisational integration
Strategic alignment
Staff perceptions and attitudes
Good candidate experience increases the number of job offers accepted and boosts your organisation’s reputation. In contrast, a bad experience can result in candidates rejecting offers and sharing their bad experiences with other potential candidates in future.
This Candidate Experience Audit involves collecting data from current candidates (and recent candidates, where data protection regulations allow) to build into recommendations for improvements to your process and communications. It will also involve focus groups with your recruitment teams to identify areas where your processes could be improved, and determine compliance with your recruitment policies and procedures.
Recruitment is the mechanism by which we can increase diversity in an organisation – if it’s done well. Candidates must be selected based upon merit, but this is impossible if barriers exist which prevent candidates from marginalised backgrounds from showing their strengths on an equal basis to others.
This Inclusive Recruitment Audit involves a review of your existing policies and procedures, as well as collecting data from your recruitment teams and hiring managers to establish how these policies work in practice. From your initial job adverts and person specifications to your onboarding processes, you will receive a full report with recommendations for improvements alongside best practice guidance.
Without an effective DEIA Strategy and associated Action Plan, we are unable to pinpoint, work toward, and achieve our long-term vision and goals. Each DEIA Strategy should be unique to the organisation, tailored to its culture and context, and rooted in a shared vision for the future. My approach to strategy development centres on achieving impact in line with this vision.
Far too often, strategies are painstakingly developed and then ‘sit on the shelf’ for years without seeing any resultant changes being made. This is often due to lack of accountability, leadership buy-in, or well-constructed and relevant goals.
My strategy development process
Determining your DEIA Commitment Statement
Understanding your current state through data
Ensuring leadership buy-in, accountability, and expectations
Identifying ambitious but achievable goals and objectives that align with your vision, mission, and values through a collaborative process
Developing an Action Plan for implementation
Establishing measurements and metrics for success
Implementing the Action Plan
Monitoring and evaluation
I am committed to creating strategy that works for you, via coproduction methods and stakeholder engagement. If you would like to discuss my process or approach to strategy development, please get in touch.
It is important to have specific and comprehensive guidance for people managers on how to implement and uphold your organisational policies in a fair and consistent way.
I excel at condensing policies into accessible yet comprehensive guidance for managers, ensuring follow-through, buy-in, and consistent application of policy across the organisation.
Inclusive policies form the foundation for inclusive practices and cultures. I’m here to write, review, and audit your policies to ensure the best possible grounding for your DEIA work.
Policy writing, review, & audits
I can support with any DEIA policy writing and review, including:
Anti-bullying and harassment policies
Codes of conduct
Dignity at work policies
LGBTQ+ inclusion policies, including Trans Inclusion and Transitioning at Work policies
Disability inclusion policies, including incorporation of the Equality Act “reasonable adjustments” duties
Sexual harassment policies
Recruitment and selection policies and processes
Flexible and remote working policies
Mental health and wellbeing policies
Menopause policies
And so much more
I also offer audits of inclusion policies within your organisation – determining areas for development, identifying gaps, and offering recommendations for improvements.
Over the past few years we have seen an increase in global events that impact upon employee wellbeing in the workplace. From far-right riots and Black Lives Matter to anti-trans legislation and the MeToo movement, things that happen in the world around us have a huge impact on our ability to be productive, engaged staff members.
Handling these events well and supporting staff to thrive within tumultuous global environments is essential to building and maintaining a culture of trust and compassion.
Incident response strategy
Having a well-considered strategy for responding to global events is essential to a timely and effective response.
Working collaboratively with you to fully understand your context and culture, I can facilitate the development of response strategies, enable open and productive conversations with affected staff, and help you to produce statements and guidance from leadership teams.
In this way, we can recognise and affirm employees’ human responses to the world around us. This ensures that they are supported to fulfil their roles while being practically reassured that their organisation cares about their wellbeing and experiences.
If you are having difficulty designing employee experience surveys, or getting sufficient responses, it can be helpful to have some outside input.
Where there is low trust in an organisation or low belief that surveys will result in tangible change, it can be impossible to collect the data you need to improve. “Survey fatigue” reduces completion rates, especially when the surveys are viewed as similar to previous ones.
Employees are more likely to complete surveys sent by external bodies, as the commissioning of these surveys demonstrates organisational investment in understanding employee experience.
Together we can build surveys that give you the data you need to inform your next steps. I can help you design, distribute, and analyse data from these surveys, and, importantly, help you produce and execute action plans to address the issues that have been raised. This follow-through is essential to developing higher organisational trust, and a key element of the survey process.
Listening groups aim to explore sentiment and experiences within staff cohorts in an open and organic manner. This makes them an excellent tool for understanding emotive or tense topics from the employee perspective, and for identifying underlying issues which need to be fixed to build an inclusive culture. As an experienced facilitator, I am able to stimulate productive conversation to get to the bottom of these issues, providing a safer space rooted in transparency, empathy, and compassion.
Focus groups are a more structured research method, designed to gather data, insights, and opinions on a particular topic. They are an excellent tool to use when you already have some idea of what problems are being experienced, but need more information or direction to fix them.
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