Menstrual health affects millions of people in the workplace every day, yet it remains one of the conversations we're least likely to have. Over the past few years, organisations have become more open about discussing topics such as mental health, wellbeing and neurodiversity. These conversations have helped create more supportive workplaces where people feel able to bring their whole selves to work. But when it comes to menstruation, many of us still feel uncomfortable talki

Workplace learning has changed massively over the last few years. Teams are more hybrid, more digital, and more diverse than ever before. But despite this, a lot of workplace training still follows the same old formula: long slide decks information overload generic e-learning one-size-fits-all delivery And while many organisations have started talking more about accessibility, there is still a big difference between training that looks accessible and training that actually wo

Lots of organisations are now realising post-pandemic, and in this digital world with remote teams, they absolutely have to bring their training online, and the situation that follows is usually pretty similar. They’ve already got good material. Workshops, slide decks, and internal sessions that have built up over time. The value is there, it’s just not in a format that’s easy to roll out across remote teams. So moving it online feels like the obvious next step. And it is. Bu

ADHD is one of the most talked about neurodivergent conditions right now. But in the workplace, a lot of the understanding unfortunately hasn’t quite caught up. What we still see are outdated assumptions shaping how people are supported, managed, and even judged at work. The problem is, these myths don’t just create misunderstanding. They hold valuable members of staff back from achieving their full potential and from feeling like they belong at work. This blog is based on in

In 2026 Inclusive design is a business expectation. Organisations are operating in more diverse, hybrid and digitally dependent environments than ever before. Customers, employees and stakeholders expect systems, services and experiences to work for a wide range of people. Inclusive design is all about creating those systems intentionally. It moves beyond asking whether something is technically accessible. It asks whether it has been designed from the outset to include as man

Workforce equity begins with access to learning. Accessible, inclusive training helps reduce barriers to employment and supports more equitable participation across the labour market, including for People of Determination.

Why so much training misses the mark. Accessibility in learning is often treated as something optional, a consideration that comes after the content has already been designed, and often only bolted on when someone raises their hand during the session.

A story about dyslexia, lived experience, and why learning needs to work for every brain. This week is Dyslexia Awareness Week 2025 , and...

Angela’s lived experience as a woman, a founder and a neurodivergent learner shines a light on the gender barriers she’s faced in...

What Global Accessibility Awareness Day is really about.

In social justice, equality and inclusion are key ideas that are often talked about separately, but they are closely connected. To build...

Recognising that a diverse workforce is key to economic growth and innovation, the Scottish Government has implemented various...