Design a policy on disability-inclusive workplaces that is fair, lawful and actually usable by line managers.
Building an Inclusive Work Environment for People with Disabilities
A structured, applied course in disability-inclusive workplaces — designed to be used the week you return.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The organisation's reputation as an employer is built or lost through disability-inclusive workplaces. Data on this part of people management and development is abundant; insight about it is not. The course sets out a working method for the practice within people management and development that participants can apply the week they return. Across sectors, teams that rehearse disability-inclusive workplaces outperform teams that only plan it. The content is relevant to those who own this part of people management and development and to those who are held accountable for its results. Improvement in the practice within people management and development stalls when it depends on one capable individual rather than a defined method. The programme builds the judgement to know which parts of disability-inclusive workplaces to standardise and which to leave flexible. Work is grounded in real cases drawn from the people management and development discipline, which each participant adapts to conditions in their own organisation. The final module sets out how progress on the wider people management and development agenda will be evidenced six months later.
Expected Learning Outcomes
Align disability-inclusive workplaces with the wider objectives of the workforce rather than optimising it in isolation.
Structure records relating to disability-inclusive workplaces so they satisfy legal and privacy obligations.
Adapt recognised practice on disability-inclusive workplaces to local constraints without hollowing it out.
Design a practical operating method for disability-inclusive workplaces that fits the organisation's size and maturity.
Pilot changes to disability-inclusive workplaces before rolling them out organisation-wide.
Prepare managers for the emotional load disability-inclusive workplaces places on them.
Who Should Attend
Quality staff verifying that disability-inclusive workplaces performs as designed.
Internal communications staff explaining disability-inclusive workplaces to the workforce.
Reward and compensation staff whose frameworks interact with disability-inclusive workplaces.
Specialists advising senior management on disability-inclusive workplaces.
Line managers who apply disability-inclusive workplaces in practice.
Learning and development officers building capability in disability-inclusive workplaces.
Course Modules
Disability-inclusive workplaces: policy design and legal footing
2 sessions · 8 pointsSession 1The exception to disability-inclusive workplaces that sets the precedent
- Prepare the response for the most likely failure in disability-inclusive workplaces.
- Build the appeals route for disability-inclusive workplaces and publish it.
- Ask employees what disability-inclusive workplaces feels like from their side.
- Set out the decisions in disability-inclusive workplaces that require sign-off and by whom.
Session 2Keeping records on disability-inclusive workplaces that are lawful and useful
- Record the rationale for each significant choice made about disability-inclusive workplaces.
- Collect evidence on the present handling of disability-inclusive workplaces before proposing changes.
- Pilot changes to disability-inclusive workplaces in one area before wider rollout.
- Identify the data the organisation already holds that bears on disability-inclusive workplaces.
Disability-inclusive workplaces: fairness, equity and consistency
2 sessions · 8 pointsSession 1Making disability-inclusive workplaces work when resources are constrained
- Estimate the cost of disability-inclusive workplaces and the cost of leaving it unchanged.
- Arrange the handover of disability-inclusive workplaces so capability survives staff changes.
- Test the procedure for disability-inclusive workplaces against a realistic scenario.
- Measure the effect of disability-inclusive workplaces on retention and performance, not activity.
Session 2Getting other functions to support disability-inclusive workplaces
- Compare intended and actual outcomes of disability-inclusive workplaces honestly.
- Estimate the resource disability-inclusive workplaces requires to run as designed.
- Close out actions on disability-inclusive workplaces rather than leaving them open indefinitely.
- Set out how exceptions to disability-inclusive workplaces are requested and approved.
Disability-inclusive workplaces: capability across the management line
2 sessions · 8 pointsSession 1Building manager capability in disability-inclusive workplaces rather than owning it centrally
- Train line managers on disability-inclusive workplaces rather than handling every case centrally.
- Design the communication for disability-inclusive workplaces around the questions people will actually ask.
- Check that disability-inclusive workplaces complies with current labour regulation in every location.
- Test the policy on disability-inclusive workplaces against three real cases from the past year.
Session 2Building lasting competence in disability-inclusive workplaces
- Review disability-inclusive workplaces for unintended equity effects across groups.
- Confirm records relating to disability-inclusive workplaces meet retention and privacy rules.
- Remove steps in disability-inclusive workplaces that add effort without adding assurance.
- Prepare the summary of disability-inclusive workplaces that senior management will read.
Disability-inclusive workplaces: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1What your existing data already says about disability-inclusive workplaces
- Define who decides on disability-inclusive workplaces and who may only recommend.
- Plan succession for roles most exposed to disability-inclusive workplaces.
- Confirm that reporting on disability-inclusive workplaces reaches the people who can act.
- Benchmark the organisation's disability-inclusive workplaces against comparable operations.
Session 2Applying disability-inclusive workplaces consistently to the person you like least
- Rank the weaknesses in disability-inclusive workplaces by consequence rather than by ease of fixing.
- Plan the sequence in which improvements to disability-inclusive workplaces will be introduced.
- Distinguish symptoms from causes when disability-inclusive workplaces underperforms.
- Set the annual review point for disability-inclusive workplaces and who attends.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.