Disability Awareness Training
Disability awareness training educates and empowers people in work to understand disabilities, follow the law, and support colleagues better.
This workplace training is for managers and staff, to break down and simplify the Equality Act 2010, legislation to protect people with visible and invisible disabilities. When everyone is aware of their responsibilities under the Act, it can reduce barriers, improve communication and support performance. Creating inclusive workplaces to avoid workplace and disability discrimination.
Through my co-founded business, AJT Liminal, we provide disability awareness training (either through Access to Work or privately) for your teams, delivered by ICF-accredited coaches and a practising barrister who actively supports individuals through the Access to Work scheme via one-to-one coaching and workplace adjustment discussions.
What are the key aspects of Disability Awareness Training
Understanding the meaning of disability
The key definitions of visible and invisible disabilities to reduce assumptions and overcome stereotypes.
Language Development
How to develop shared language around neurodiversity so that conversations feel safe and natural.
Workplace Reasonable Adjustments
How to recognise, approach and identify practical, reasonable adjustments to meet obligations within the framework of the Equality Act 2010 to create an inclusive workplace.
What are the benefits of Disability Awareness Training?
Disability inclusion is more than compliance; it influences performance, retention and morale.
If a team environment lacks the psychological safety to openly discuss neurodiversity and hidden disabilities, it can result in employees masking their difficulties, which can negatively affect mental health.
We also know that managers often feel uncomfortable having conversations around disability because they don’t feel like they know enough and don’t want to say the wrong thing, which can lead to misunderstandings and unconscious bias which negatively impact both parties.
When empathy and inclusion are at the centre, organisations often experience:
Increased retention - employees thrive so you can retain your best employees, saving on recruitment and training.
Increased growth – when your workflows and systems are built to suit all brain types, outputs increase, which accelerates your growth.
Increased innovation – an environment set up for analytical and strategic thinking means new opportunities to gain a competitive advantage.
What does the Equality Act 2020 say about an employer’s requirements?
In summary, the act states that disabled people are to be treated fairly at work and not placed at a disadvantage compared with non-disabled colleagues.
Under the Equality Act 2010, a person is considered disabled if they have:
“a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.”
This could cover:
Physical disabilities
Sensory impairments
Neurodivergent conditions
Mental health conditions
Long-term illnesses
To do this, employers have responsibilities such as:
Considering reasonable adjustments during the recruitment process and employment
Making sure that policies don’t unfairly disadvantage people with disabilities
Ensuring that managers and teams have the appropriate training and awareness
Understanding their legal duties under the Equality Act 2020
Meet Your Trainers
Co-Founder AJT Liminal - Victoria Tretis
ICT Accredited Coach with 750+ hours of coaching experience.
Co-Founder AJT Liminal - Dr Helen Johnson Barrister & ICT Accredited Coach
Co-Founder AJT Liminal - Dr Helen Johnson Barrister & ICT Accredited Coach
As this is such a complex area, with serious legal, financial and reputational consequences, employers often opt for Disability Awareness Training with AJT Liminal because of co-founder, Dr Helen Johnson’s, legal background (barrister).
Who should have disability awareness training?
Training is designed for all employees regardless of their role, job title or hierarchy. So that’s HR teams, managers, leadership teams and staff. To create a truly inclusive culture in the workplace, it’s always best for everyone to receive the same training.
Does Access to Work pay for Disability Awareness Training?
Many of our clients have been awarded funding to cover this training through Access to Work, so we know the process. Training is usually awarded during an employee’s initial assessment (as part of a wider grant) and may cover training for the whole organisation. We also provide training privately.
How is the Disability Awareness Training Delivered?
We find that our online training followed up with an interactive Q&A session gives additional time and space to explore real workplace scenarios. We also encourage anonymous questions to maintain psychological safety.
If you’re keen to foster an accessible and inclusive workplace that meets the needs of all of your teams and staff, then get in touch and we’ll send you a free no-obligation proposal.
FAQs
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Disability awareness training helps employees and organisations understand disability, remove barriers, and communicate more effectively with colleagues who have both visible and invisible disabilities. It should include guidance on inclusive language, recognising different types of disability, and understanding employer responsibilities under the Equality Act 2010.
The goal of disability awareness training is to create a workplace culture where employees feel supported, understood and able to perform at their best.
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Disability awareness training itself is not legally mandatory, but employers are legally required to avoid discrimination and make reasonable adjustments for disabled employees under the Equality Act 2010.
Many organisations provide training to ensure managers and teams understand these responsibilities and feel confident supporting colleagues with disabilities.
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Under the Equality Act 2010, a person is considered disabled if they have:
“a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.”
This definition can include physical disabilities, sensory impairments, neurodivergent conditions, mental health conditions and long-term illnesses.
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Reasonable adjustments are practical changes employers make to remove barriers for disabled employees. These adjustments make sure that disabled people are not placed at a disadvantage at work.
Examples can include:
• flexible working arrangements
• assistive technology or equipment
• changes to workspace layout
• adjustments to recruitment processes
• providing information in accessible formatsEmployers have a legal duty to consider reasonable adjustments (where appropriate).
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Managers are often responsible for supporting employees, handling workplace adjustments and having conversations around disability. Without training, many managers feel unsure about the correct language to use or how to approach sensitive discussions.
Disability awareness training helps managers:
• understand legal responsibilities
• recognise different types of disability
• have confident, respectful conversations
• identify appropriate workplace adjustmentsThis can help prevent misunderstandings and reduce the risk of workplace discrimination.
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Disability awareness training covers a wide range of conditions, including both visible and invisible disabilities.
Examples may include:
• physical disabilities
• sensory impairments
• neurodivergent conditions such as Autism spectrum disorder and Attention deficit hyperactivity disorder
• mental health conditions
• chronic illnessesUnderstanding the diversity of disabilities helps teams avoid assumptions and create a more inclusive workplace culture.
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Yes. Many organisations choose our online disability awareness training because it allows teams in different locations to participate. Our online sessions can include an interactive element such as real-world scenarios and live question-and-answer discussions.
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In some situations, disability awareness training is funded through Access to Work when training is recommended during an Access to Work assessment.
Funding decisions are made on a case-by-case basis, but many organisations use Access to Work funding to support workplace adjustments and improve disability awareness within teams.
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When teams understand disability and feel comfortable discussing it, employees are less likely to hide difficulties or feel unsupported at work. This can lead to improved communication, stronger team relationships and better employee wellbeing.
Organisations that prioritise inclusion often experience improved retention, stronger engagement and a workplace culture where everyone feels able to contribute.