Groundbreaking Research Project
Designability Seeks Six to Eight People with Lived Experience of Disability to Join a Groundbreaking Research Project National charity Designability is inviting six to eight individuals with lived experience of disability to join an exciting new research project as Lived Experience Advisors. Whether you are a disabled person, an unpaid carer, or a parent or carer of a disabled child or adult, Designability wants to collaborate with you on an innovative study focused on disability, independence, and inclusive design. This is a paid opportunity to help inform the design of more inclusive products and services through a better understanding of the everyday barriers that can affect independence for disabled people. The project runs from September 2025 to the end of 2026, and participants can choose how they’d like to be involved. This could be through online workshops, one-to-one chats, or by providing written feedback. The team will work flexibly to support each person’s access needs and preferences. As part of the role, Lived Experience Advisors will contribute to designing research questions and materials, reviewing documents, testing tools, and helping to share the findings. This could include writing blogs, joining events, or creating short videos, with full support from the Designability team. Each Advisor will be paid £25 per hour, with an estimated total of £775 for their time. Any extra activities, like creating blogs or videos, will be paid for separately. If participants receive welfare benefits, they are encouraged to seek guidance, and Designability can offer information and signposting to relevant resources. Jim Bowes, CEO of Designability, said: “Everything we do at Designability is shaped through the voices and experiences of disabled people. Becoming a Lived Experience Advisor for our new research project will help to inform our priorities over the next 3–5 years and support our goal of making accessible design the norm. This is an opportunity to help shape how we work and to share the issues that matter most to you.” Designability welcomes applications from individuals across the UK. To apply, please visit: https://designability.org.uk/news/were-looking-for-people-to-become-our-lived-experience-advisors/ Applications are now open until 20th October. http://www.designability.org.uk/
Donald Trump announcement about autism
Mel Merritt, Head of Policy and Campaigns at the National Autistic Society said: “This is dangerous, it’s anti-science and it’s irresponsible. President Donald Trump is peddling the worst myths of recent decades. Such dangerous pseudo-science is putting pregnant women and children at risk and devaluing autistic people. “Let’s be clear – painkillers do not cause autism and vaccines do not cause autism. Large-scale studies have shown that there is no robust, scientific evidence to support this claim. It’s nothing more than fearmongering. “The incessant misinformation about autism from President Donald Trump and Robert F Kennedy Jr risks undermining decades of research by respected experts in the field. “Understandably, autistic people will be dismayed and frightened by this announcement, and we would urge our Government and the NHS to stand by autistic people and to condemn this misinformation. To do otherwise risks creating further fear, stigmatisation and harm. “We urge anyone looking for information about autism to visit websites from trusted organisations such as the NHS and the National Autistic Society.” https://www.autism.org.uk
SEND Crisis Report
The National Autistic Society is calling for the Government to incorporate the findings from the Education Committee’s Solving the SEND Crisis Report into its upcoming SEND reforms, including: Mel Merritt, Head of Policy and Campaigns at the National Autistic Society, said: “This Committee is clear – the SEND system is broken and unsustainable. Autistic young people and their families desperately need reform so they can get the education they need and deserve. The committee provides achievable steps to fixing the system and the Government should adopt these in the upcoming SEND reforms, particularly increasing accountability across the whole system so that children’s needs will be met regardless of whether they have a diagnosis or Education, Health and Care Plan. Reforms will only be effective if young people, parents, carers and other key stakeholders are actively and meaningfully involved throughout the whole process.” The National Autistic Society is the UK’s leading charity for autistic people. We are here to transform lives, change attitudes and create a society that works for autistic people. Since 1962, we have been campaigning for autistic people’s rights and providing support and advice to autistic people and their families. To find out more about the charity and autism, visit www.autism.org.uk Follow the National Autistic Society’s social media accounts on Facebook, Instagram, Threads, X, LinkedIn and YouTube.
New seat and toilet scheme
As part of work to make York more accessible, City of York Council and 55 city-wide partners are launching a scheme to give more people a seat or toilet. ‘For Your Convenience’ partners display stickers in their windows. These invite customers and visitors who have a disability, a long-term health condition or frailty, to use the locations’ seats and/or toilet without obligation or the need to make a purchase. This improved scheme follows feedback from a consultation by City of York Council about wider accessibility improvements across the city, and discussions with the toilet stakeholder group. Feedback on the previous ‘Take A Seat’ scheme run by charity Home Instead, suggested that locations could be easier to identify, that more information was provided around accessibility, and that we encouraged more businesses to take part. Scheme participants are each given window stickers to display at ‘For Your Convenience’ locations. They were designed in consultation with York Accessibility Forum, Age Friendly York and York BID, and were checked against new accessibility criteria. The stickers indicate the facilities each site offers. They include: Cllr Jenny Kent, Executive Member for Environment at City of York Council, said: “We are committed to making York a welcoming, accessible city for all. We’ve listened to York people and businesses, expanding the scheme to include public toilet provision and baby changing facilities. “York’s Medieval footprint can be challenging, and we are delighted but not surprised that many generous local businesses and sponsors are willing to offer free rest and toilet facilities to help make our City easier for everyone. We’d love to hear from any organisations who would like to join the scheme.” Dr Ashley Fisher, Chair of York Disability Rights Forum said: “In a city like York, being able to access things like chairs and accessible toilets is vital for disabled people as they go about their lives. “We at the York Disability Rights Forum welcome the For Your Convenience scheme and encourage businesses to take part, creating a more inclusive and convenient environment for all residents and visitors.” The print costs for the new stickers are being met thanks to valued sponsorship by Healthmatic who maintain the city’s public toilets, and by The York BID who deliver projects and improvements that enhance the city centre. Full details of partners, locations, accessibility and facilities are now hosted at www.livewellyork.co.uk/FYC Any business or organisation in York which would like to join the seat and toilet scheme and support accessibility in York, can find out more at: www.livewellyork.co.uk/FYC or email: cycaccessteam@york.gov.uk.
Action needed to make car clubs more accessible
A series of actions that would make car clubs across the UK significantly more accessible for disabled people have been set out in a landmark report.Among its recommendations are discounted rates and flexible cancellation policies to encourage take-up, as well as a trial of a range of adaptations to car club vehicles.It calls for better support for car clubs from government, through the introduction of new policy and funding streams which would help widen access. The report, entitled Keys for All, also proposes a major awareness-raising campaign and improvements to car club websites and apps so they are easier to use.Its findings follow the first ever in-depth investigation into the barriers facing disabled people in accessing car clubs, with the aim of making them more inclusive. The project was carried out by Collaborative Mobility UK (CoMoUK), the national shared transport charity, in partnership with transport research consultancy TRL.It was grant-funded by the Motability Foundation, whose research has shown that disabled people make 25 per cent fewer journeys than non-disabled people, with almost no improvement in the past decade. The report sets out a vision for inclusive car clubs, where staff would be equipped with the knowledge and skills to provide high-quality support for disabled people.It proposes a pilot which would test out ways of making car clubs more attractive for disabled consumers, such as more flexible cancellation policies. This could include access to a shorter cancellation window of up to two or three hours before a booking, recognising the unpredictable nature of certain impairments.The pilot would also trial a discount system for disabled users, ideally linked to existing disability passes, as well as simpler and more accessible pricing. The report also highlights the need to increase awareness of car clubs among disabled people, explaining how they work and pointing out their benefits.It proposes a “full audit” of the accessibility of car club websites, apps, and communications so they are optimised for disabled people, and specialist training for car club staff. It also calls for better information about the accessibility of car club vehicles to be made available by operators, as well as backing the rollout of a wider range of adapted vehicles over the longer term.Other potential improvements include a service allowing car club vehicles to be delivered to users’ homes and collected at the end of their booking, as well as an option for the use of alternative drivers such as a carer, friend, or family member. The findings come after CoMoUK and TRL carried out a comprehensive evidence review of the barriers facing disabled people in accessing car clubs.They engaged with operators, local authorities, disability charities and disabled people’s organisations, as well as surveying disabled users. It is hoped that the recommendations will widen access to car clubs, which have more than 870,000 members across the UK and carry a wide range of benefits.Previous research by CoMoUK has highlighted how the schemes help people save money at the same time as cutting road congestion and improving air quality.However, the market share of car clubs remains limited and disabled users remain in the minority, with little research done into the barriers that they face until now. Richard Dilks, chief executive of CoMoUK, said: “We are pleased to have delivered the first ever in-depth investigation into car club accessibility, bringing together the needs of disabled people with the views of operators.“This groundbreaking report shows that while the barriers facing disabled people in accessing the schemes are significant and challenging, they are not insurmountable. “We knew from the outset there would not be a ‘one size fits all’ solution, but we have set out a range of clear actions that are needed to make car clubs more inclusive.“While operators clearly have a big role to play, the onus is also on government to create new policy and funding streams, which are needed to deliver the proposed pilot projects.“We would like to see an annual summit bringing together car club operators, local and central government and disability organisations, helping to turn this research into action.” Dr George Beard, head of new mobility at TRL, said: “This report lays the foundations for making car clubs more accessible for disabled people, but we are keen to ensure that the work doesn’t stop here.“We have set out a number of recommendations for how to turn this in-depth research into real-world action. “Among key next steps are implementing pilots of inclusive car clubs, which will provide an opportunity to fully test the various solutions we have set out in this report for addressing the barriers faced by disabled people.” Chelsea Fleming, programme director at the Motability Foundation, said:“We are proud to have funded the Keys for All report, which shows the potential for car clubs to support accessible journeys for disabled people. “At the Motability Foundation we believe that disabled people should not be held back from participating in society because they are unable to make a journey, so research like this is crucial in highlighting how we can build transport equity.” https://quantumcommunications.us20.list-manage.com/track/click?u=c17c136fc126588cb51e5471d&id=23b8001089&e=95c8a0dc87
Wembley Stadium introduces Nimbus Access Card
Wembley Stadium connected by EE is collaborating with the Social Enterprise Nimbus Disability to streamline the process for fans requiring accessible tickets. The venue is set to introduce a new Access Registration Scheme: a Wembley Stadium Digital Access Pass, or DAP, built on the nationally used Access Card system via Nimbus, which will make the purchase of accessibility tickets for all its events simpler and quicker. At present guests requiring access tickets for events at Wembley must send in documentary evidence supporting their request. This could include evidence of: PIP (Personal Independence Payment), a letter from a medical professional or carer’s allowance documentation. Access requirements will now be verified by the team at Nimbus and, at the point of booking, a customer can simply use their DAP or existing Access Card from Nimbus Disability to convey their access requirements. The Wembley Stadium DAP is free. Guests simply need to apply via the Wembley Stadium Access Scheme to obtain one, or to upgrade to a full Access Card which is recognised at thousands of venues and events across the UK and beyond. Once done, both an Access Card and a DAP will last for three years. A Wembley Stadium spokesperson said: “The Wembley experience starts when fans purchase a ticket, and the new collaboration with Nimbus will make this process quicker and easier. “We consulted with several disability groups about the best way to improve the service we deliver and many highlighted Nimbus as leading the way. “It reduces the need to send in proof to the Wembley Stadium customer engagement team, which is time consuming, and takes additional time to verify. The process is far quicker via Nimbus. “With their very own unique Wembley DAP, fans can look forward to an improved process and enjoying many more spectacular events at this iconic venue.” Nimbus Disability is a social enterprise, and an organisation run by and for disabled people. It is widely recognised as a lead authority on accessible ticketing in the UK. The system offers greater privacy, as people with access requirements will no longer need to carry supporting documents or explain circumstances to staff. They will only need to supply the information once when they register. A spokesperson for Nimbus said: “Recognising the obstacles some fans encounter when buying accessible tickets, Wembley Stadium has committed to improving the process and through the introduction of the scheme, fans will experience a more seamless and convenient ticket-buying journey.” Guests with an Access Card or DAP ID will still need to telephone the venue to book tickets but will be able to benefit from a highly tailored service offering seating requirements and other accessible facilities that most accurately meet their individual requirements. The system is set to be in operation from September 12.
Creating a Dyslexia-Friendly Workplace
Dyslexia is a fairly common condition that can impact both adults and children in different ways. It is a learning disorder, but it does not affect the intelligence of the person who has it. There are many ways that adults with dyslexia at all levels can thrive, both personally and in the workplace.In this article, we will go over what dyslexia is, what it looks like in adults, how it impacts those at work, and how you can support employees who may have dyslexia by creating an accommodating and accessible workplace. What is dyslexia? Dyslexia is a genetic condition and a learning disability that is related to language. Dyslexia can cause difficulties with things such as reading, spelling, writing, and even pronouncing words. However, dyslexia most commonly affects reading. Dyslexia can affect someone differently throughout their life. Students in particular may struggle in a typical learning environment. Dyslexia does not just impact someone’s reading. It can also affect language and comprehension through an impairment in someone’s short-term memory, which can cause adults to have trouble with day-to-day activities, such as completing tasks at work. However, with awareness and accommodations, there is no reason that someone should not thrive in an work environment. Symptoms of dyslexia The symptoms of dyslexia can impact a person differently depending on their age, even though there are also some similarities. The Mayo Clinic describes the following symptoms in teens and adults: Adults who struggle with dyslexia may have been undiagnosed as a child, leading to future struggles with reading-related activities. If you think you or someone you know may be struggling with dyslexia, talk to a healthcare provider to learn more. In the meantime, this article will review what you need to know about adults with dyslexia in the workplace and how to support employees with the condition. How does dyslexia affect the brain? Dyslexia affects the brain in several complicated ways. According to Reading Rockets, the left hemisphere of the brain has a failure in the “rear brain systems” to function properly. Reading Rockets also discusses a study that shows that the frontal regions of the brain might overcompensate for the failure in the rear areas, by showing more activation. Basically, dyslexia stems from more activity in other parts of the brain, and less activity in the areas of the brain that are associated with reading (Kimball, 2023). This means that someone with dyslexia might process words and sounds differently than those without dyslexia. It’s important to remember that dyslexia does not define the intelligence of anyone who has it, nor does it mean that the person is unmotivated. In fact, according to the International Dyslexia Association, people with dyslexia are often bright and capable. They report that people with dyslexia may have talents in a wide variety of areas, including sports, music, math, acting, and more. While it can impact someone’s ability to learn in some ways, it doesn’t mean that someone needs to feel limited in their capabilities and options. Employers may appreciate the creativity that their dyslexic employees can offer. How does dyslexia affect adults? While some people might know dyslexia as a disorder that affects children, it can also impact adults. This is especially true if the disorder is not caught when someone is young. Adults with dyslexia may find that it can cause issues in day-to-day life, although the symptoms can change depending on various circumstances. Adults with dyslexia may develop the habit of avoiding things they have difficulty with. This can lead to not applying for promotions that involve a high amount of administrative work (LoGiudice, 2018). Adult dyslexia can also cause someone to feel frustrated with certain parts of work that include sequential tasks and processes. The British Dyslexia Association mentions that other effects of dyslexia on adults might include difficulty reading and focusing and trouble with time management. They also point out that adults with dyslexia may have low self-esteem. There are benefits to having dyslexia in some ways, as well as positive ways that people with dyslexia are viewed. For example, many people with dyslexia demonstrate superior work ethic (LoGiudice, 2018). They can also think out of the box. While their learning methods can cause hardships, knowing their strengths such as hands-on tasks and experimentation can mean a creative employee that is beneficial to a workplace. What the ADA says about dyslexia The Americans with Disabilities Act (ADA) protects individuals in the workplace who have disabilities, including dyslexia, which they define as a learning disability. The ADA also states that “as many as 80% of all people with learning disabilities have dyslexia.” The ADA website clarifies that people with dyslexia can comprehend things fine, but may have issues with decoding and identifying what they are looking at first. How is dyslexia treated? Dyslexia is treated slightly differently depending on if the person is an adult or a child when it is identified. Rather than being treated with medication, dyslexia interventions surround educational methods that include ways to read and learn (Cleveland Clinic, 2023). Certain professionals, including neurologists or others, may play a part in treating dyslexia in children. In adults, dyslexia is treated through a variety of methods, including occupational therapy and technology. Tutoring might also be a way to help improve reading skills. The Mayo Clinic (2017) states that there is currently no way to correct the part of the brain that causes dyslexia. The best thing that can be done for dyslexia is to treat it early, but if someone is a recently diagnosed adult, they can still meet with a professional to see what the best next steps are. Handling Dyslexia at Work Reasonable workplace adjustments and accommodations for dyslexia The ADA provides protections to employees looking for “reasonable” accommodations at work. The website Disclo (2016) guides readers through potential accommodations for adults with dyslexia in the workplace. This includes things such as: By providing these options and facilitating these strategies, employers are demonstrating the value of every employee, including those who may need unique support or options through which to engage in
Facts About Mental Health Disabilities
Struggling with your mental health can make it difficult to function on a daily basis and handle every-day activities, including employment. Mental health disorders can affect one’s ability to work as expected in a variety of ways, and these struggles are often misunderstood. However, this doesn’t mean that there aren’t any options. This article is intended to help guide you through your rights and provide education on the challenges that may arise from struggling with mental health at work. It’s important to remember that you aren’t alone in these struggles. In fact, more than one in five adults in the United States live with a mental illness, according to the National Institute of Mental Health (NIMH). Despite how common it is, there isn’t necessarily enough education in each state on how to accommodate and handle mental health. While there are laws in place to help navigate this complex issue, many people aren’t aware of what is available to help. Diverse workplaces are important, which includes the employment of people with a variety of abilities. This can mean that companies are responsible for working with their employees to help them complete tasks in a way that is most functional for them. Unfortunately, this doesn’t necessarily mean that it’s easy getting the accommodations you may need. That being said, even if a workplace is not aware of an employee’s mental health disability, providing accommodations and education is helpful to the bottom line. For example the Handbook of Occupational Health and Wellness states that it is more expensive to not address mental health in the workplace. This also includes providing training to employees to help prevent mental disorders in the first place. Facts About Mental Health Disabilities This article goes over a variety of topics related to mental health and disability, including: Challenges of Mental Health Disabilities in the Workplace Each person who has a mental health disability will have a unique life experience. Some might be considered disabled in certain scenarios, such as work, due to the way their symptoms present, while others with the same condition might not be affected in that same way. Disabilities in the workplace can create challenges that then lead to further difficulties, including discrimination and unemployment, even despite certain laws. The ADA defines a person with a disability as “a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment”. Many people can fall under this definition. The establishment of this criteria is helpful, because it means that many people are able to ask for help when they previously would have been invisible. The work is not done, however, as disabilities, especially invisible ones like mental illness, may have a stigma surrounding them that can create hardship when asking for accommodations, despite existing laws that prevent discrimination. Stigma is defined as “a set of negative and unfair beliefs that society or a group of people have about something”. Experiencing a stigma against you can include assumptions that you are not good at your job, issues with coworkers or employers who hold a negative perception and let it affect their professional interactions with you, and other forms of discrimination. If you experience discrimination due to a mental health condition, it can be helpful to document anything you can in regards to your negative experiences. This might include emails, your personal account of instances, voicemails, testimonies from coworkers who have observed you being discriminated against, and anything else you can gather. This documentation might be helpful if you experience retaliation, which a company and/or supervisor may do if you ask for an accommodation, despite ADA laws against this. Forms of retaliation may include, but are not limited to: What complicates this issue is that employers can often take disciplinary action against you if there is a history of poor performance. However, poor performance in certain ways may be caused by some mental health symptoms. This is another reason why documentation may be helpful and important. Poor performance caused by mental health can also be a reason why someone might choose to disclose their condition, as someone with the proper accommodations may be able to fulfill the job expectations as expected. Additionally, stigma can cause an employer to have certain biases against the employee, which can lead to an environment where the employee fears being fired or they are unfairly criticized for their work. However, the ADA protects employees with mental health disabilities from being fired or having other adverse action taken against them if they are experiencing biases and stereotypes against them. None of the struggles described above mean that people with mental health disabilities will automatically “fail” at career endeavors, nor does it mean that they are unemployable. In fact, many people who struggle in one area may thrive in another with their own unique skills. However, having self-awareness about your struggles may help you feel more content at work, as accommodations can make all the difference. Should I Disclose My Mental Health Condition at Work? Ultimately, choosing whether or not to disclose your mental health at work is up to you, but there are factors to consider. Despite certain laws, considering the risks involved can be a part of your decision. As mentioned in the previous section, one might consider disclosing their mental health condition if it may cause poor performance that might lead to dismissal from the job position if accommodations are not received. Certain accommodations can help a disabled employee meet certain goals, such as turning in accurate work or completing work on a requested timetable. While disclosure is optional, it may be important to disclose a mental health condition and request accommodations before any symptoms might affect the quality of one’s work. An employer can potentially enforce the quality and productivity of their employees to the detriment of the disabled person, if said disability is not disclosed in a timely
Transport strategies has failed disabled people
The UK’s lack of coherent inclusive transport strategies has failed disabled people – transport accessibility must become consistent across nations and modes to ensure disabled people can make seamless door-to-door journeys. The Accessible Transport Policy Commission, part of the National Centre for Accessible Transport (ncat) and convened by a cross-party group of Parliamentarians, has launched its first report, Joined-Up Policies, Joined-Up Journeys: Roadmapping Accessible Transport for the UK and Devolved Governments. The report sets out five-year roadmaps to improve transport accessibility policy and regulation in England, Scotland, Wales, and Northern Ireland. Denied access to transport systems that are equitable, consistent, and inclusive by design, disabled people make 38% fewer journeys than non-disabled people across the UK transport system[1], with ncat research finding that 92% of disabled people face barriers when using at least one mode of transport. [2] The exclusion caused by inaccessible transport prevents disabled people from fully contributing their talents, skills, and perspectives – stifling the ambition of policymakers to build a healthy, prosperous, and successful society by limiting access to employment, housing, health, and culture. Our research shows this has a disproportionate impact on disabled people from marginalised and lower socioeconomic backgrounds. Across the UK, barriers to transport are caused by fragmented governance, outdated frameworks, and faltering policy delivery. The Commission’s report highlights the “postcode lottery” created for disabled people by inconsistent accessible transport standards, ineffective transport regulators, and a lack of integration between different transport modes. These systemic challenges and the highly devolved nature of UK transport policy mean that better coordination between policymakers is vital to enabling more equitable and inclusive travel. The report also urges policy makers to bring disabled people – whose experiences and expertise are often overlooked – into decision making processes. Future reforms must embed co-production at all stages.. Joined-Up Policies, Joined-Up Journeys outlines a practical vision for standardising transport accessibility practices and integrating transport across the UK. The report’s recommendations put coproduction at the heart of a series of five-year national roadmaps that pave the way for operational, strategic and legislative reforms to how transport policies are made and evaluated. For individual nations, the report recommends: England Year 1: The forthcoming Integrated National Transport Strategy should develop an accessible transport framework and form a Ministerial Taskforce across departments to deliver it. Year 2-3: Establish an Accessible Transport Standards Commission and UK-wide Disability Transport Taskforce to update and review accessible transport frameworks and regulation. Year 4-5: Conduct an England-specific review of the impact of the accessibility design and training standards, alongside the publishing of annual accessibility enforcement and compliance summaries. Wales Year 1: Establish a National Accessibility Advisory Panel to advise Ministers and integrate Disability Rights Taskforce Working Group for Travel’s recommendations and the Accessible Transport Plan into Llwybr Newydd. Year 2-3: Contribute to a UK-wide Disability Transport Taskforce to ensure strategic alignment, and establish local access plans, working with local authorities and corporate joint committees in Wales. Year 4-5: Conduct a Wales-specific review of the impact of the accessibility design and training standards. Mandate accessibility and disability awareness training for all public-facing transport staff and managers within Transport for Wales . Scotland Year 1: Begin co-production of the Accessible Travel Framework for post-2026 that is in line with the National Transport Strategy 2, with a cross-departmental taskforce established to deliver the framework. Year 2-3: Contribute to a UK-wide Disability Transport Taskforce to ensure strategic alignment. Mandate accessibility and disability awareness training for all public-facing transport staff and managers within Transport Scotland. Year 4-5: Conduct a Scotland-specific review of the impact of the accessibility design and training standards, alongside the publishing of annual accessibility enforcement and compliance summaries. Northern Ireland Year 1: Publish an inclusive transport strategy for NI and establish a cross-departmental Ministerial Taskforce on Accessible Transport. Set up more community accessibility panels at the district council level, linked to rural partnerships. Year 2-3: Reform the Disability Discrimination Act 1995 to introduce protection from indirect discrimination. Mandate accessibility and disability awareness training for all public-facing transport staff and managers within Department for Infrastructure. Year 4-5: Conduct an NI-specific review of the impact of the accessibility design and training standards, alongside the publishing of annual accessibility enforcement and compliance summaries. For more information please email info@ncat.uk