Training services
Training can be the starting point or the final outcome of cultural and system change that moves organisations to behaviour change, fosters psychological safety and brings theory to reality.
Why does training matter?
When organisations invest in meaningful training, they begin to reframe the narrative around disability, not as a problem to be managed, but as an important aspect of human diversity. This mindset shift helps dismantle outdated assumptions and creates a more inclusive and psychologically safe environment where disabled people feel empowered, trusted and encouraged to be themselves.
Training supports employees at all levels in understanding and advocating for system change for disabled talent, rather than leaving the burden solely on those with lived experience. It shapes culture across the organisation, encouraging a way of working that moves beyond basic compliance and into a space of belonging, creativity and innovation.
It is also important that training provides a psychologically safe space to learn, share, ask questions, and be vulnerable. We often remind ourselves and our clients that “we don’t know what we don’t know”.
What is a training project?
- Training on accessible and inclusive recruiting and onboarding, and supporting the implementation of reasonable adjustment processes.
- Leadership training on best practices for inclusive working and management strategies for C-suite, executives, and managers.
- Guidance and coaching on digital accessibility, for example the European Accessibility Act (EAA) and Web Content Accessibility Guidelines (WCAG).
- Coaching and toolkits on accessibility in the built environment.
- Educating teams on how to move beyond global and local legislation requirements, for example the Americans with Disabilities Act (ADA), the Equality Act, or the Disability Discrimination Act.
Our methodology for training
There may be some practical variations, depending on the specific service area, as we create a process that is bespoke for each client. However these are some consistent priority strands that we implement across projects.
1. Stakeholder engagement
We talk to all relevant stakeholders to specify objectives and understand existing processes.
Disabled people exist in every organisation (private sector, governments, non-profits and cultural organisations). We meaningfully engage with key representatives, who are positioned across departments, and at different levels of the organisation. This provides deep insights and nuanced understandings of the current challenges, the barriers to change, the ways in which decisions are made, the culture and behaviours that are valued, and how those closest to the problems view the solutions.
During the process, from initial calls to final delivery, we encourage clients to be curious, ask questions, and share concerns. Our hope and ambition is that every training session is personalised and aligned with their business; the more they share, the more they will get out of it.
2. Research
In order to bring the most effective training to teams, we conduct relevant research into data points, what else is happening in organisations, and their competitors. We use the findings to give the training context that is most meaningful to the people who are engaging with it and will be responsible for bringing it to life in the organisation.
3. Expertise rooted in lived experience
As a majority-disabled team, our strategic guidance is inherently shaped by our own lived experiences and cross-industry professional expertise. This provides a distinctive and practical understanding of accessibility challenges and opportunities, going beyond mere regulatory adherence to achieve meaningful impact. Our team comprises individuals with specific expertise across areas including built environment, policy, community impact, innovation, and research.
4. Holistic and intersectional method
Tilting the Lens adopts a holistic perspective, considering accessibility across various dimensions of an organisation; including Built Environment, Product and Service Design, and People and Workplace Culture. We strive to support a holistic customer and colleague journey and recognise the essential nature of intersectionality, acknowledging the interconnected nature of social identities and their influence on individual experiences.
Training project case studies
Discover some of the training projects we have worked on.
