Consideration #1

The ability to participate in professional development and training opportunities is essential for all employees, and these should be provided in a way that facilitates equitable access.

As part of an employee with disability’s development, open and authentic conversations are required to discuss the employee’s progress and performance to help identify any specific learning or support needs they may have.

Consideration #2

Ensure any training and development opportunities that employees receive are accessible and barrier-free, including internal, off-site, externally hosted and virtual training.

Involving employees with disabilities in the organisation of training sessions or providing the opportunity to request adjustments will help to manage any issues that may arise.

Consideration #3

Good quality and regular performance conversations are an important part of the employee experience.

As part of these conversations, understanding what employees need to succeed in their role is essential to providing relevant and meaningful development and work opportunities.

This is no different for an individual with disability.

Consideration #4

If an employee shares that they have a disability, regular performance conversations should include working with the employee to understand any adjustments they require to remove barriers that affect their ability to do their job, and to create an effective career development plan.