Disability Inclusion and Accessibility Training Course

Duration 5 days 10 modules · 33 contact hours
Level Intermediate Certificate on completion
Who attends HR Managers, Diversity, Equity and Inclusion Professionals and others
Fee from USD 1,100 KSh 95,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 16 Nov 2026 Course code SD-HM-115

Before you join: Participants should have practical familiarity with core HR processes such as recruitment, performance management, employee relations, learning or policy administration.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

Disability inclusion is an HR responsibility with consequences for recruitment quality, employee retention, legal risk, workplace culture and access to talent. HR teams must respond fairly to adjustment requests, remove barriers from people processes, protect confidential information and equip managers to act appropriately. Weak procedures can exclude capable candidates and employees, create inconsistent decisions and expose the organisation to discrimination complaints.

This course develops practical capability to design and manage disability-inclusive HR processes. Participants examine disability models, legal and human-rights principles, reasonable accommodation procedures, accessible recruitment, inclusive performance management, accessible learning, disability data and workplace accessibility. They apply frameworks including the UN Convention on the Rights of Persons with Disabilities, Universal Design, WCAG 2.2 and EN 301 549 to HR policies, communications, digital content and supplier requirements.

Teaching combines short instructor briefings with realistic HR cases, policy critiques, facilitated group work, manager-conversation simulations and structured planning. Cases address situations such as a candidate needing interview adjustments, an employee disclosing a fluctuating condition, inaccessible online learning, a performance dispute involving adjustments and a return-to-work arrangement. Participants leave with a practical disability inclusion action plan, accommodation process map, recruitment accessibility checklist and measures for monitoring progress.

The course is suited to HR professionals, DEI practitioners, people managers and operational leaders who influence employee experience, talent decisions or workplace services. It is particularly relevant where organisations need consistent, defensible and respectful practices rather than informal, manager-by-manager responses.

What you will be able to do

  • Apply disability models and human-rights principles to HR decision-making
  • Assess reasonable accommodation requests using a documented interactive process
  • Audit recruitment processes for accessibility barriers and discriminatory proxy criteria
  • Design accessible HR communications, digital content and employee processes
  • Conduct manager conversations on disclosure, confidentiality and workplace adjustments
  • Build disability inclusion metrics with appropriate privacy and reporting controls
  • Draft disability inclusion policies and reasonable accommodation procedures
  • Produce a 90-day disability inclusion implementation plan with accountable owners

Benefits of attending

For you

  • Handle adjustment requests with clearer evidence, documentation and decision criteria
  • Identify inaccessible HR practices before they exclude candidates or employees
  • Lead respectful disclosure and confidentiality conversations with greater confidence
  • Create disability inclusion proposals supported by metrics, risks and accountable actions
  • Strengthen credibility as an HR adviser on equitable workplace practices

For your organisation

  • More consistent reasonable accommodation decisions across managers and locations
  • Reduced barriers in recruitment, learning, progression and employee retention
  • Stronger documentation for discrimination risk management and grievance handling
  • Improved accessibility requirements for HR systems, events and external suppliers
  • Actionable disability inclusion measures linked to policy owners and review cycles

Course modules

10 modules over 5 days

Participants can explain disability inclusion concepts and apply respectful language to HR decisions.

  • Medical, social and human-rights models of disability compared critically
  • UN Convention on the Rights of Persons with Disabilities principles
  • Person-first and identity-first language chosen through individual preference
  • Visible, non-visible, fluctuating and neurodivergent conditions addressed respectfully
  • Intersectionality examined through disability, gender, ethnicity, age and socioeconomic status
  • Stigma, ableism and microaggressions identified in workplace interactions
  • Disclosure decisions distinguished from requests for workplace adjustments

Participants can identify key legal risk areas and establish appropriate governance boundaries.

  • Jurisdictional legal duties mapped with specialist legal advice boundaries
  • Direct discrimination, indirect discrimination, harassment and victimisation tested against scenarios
  • Reasonable accommodation criteria assessed: effectiveness, cost, safety and operational impact
  • Undue hardship thresholds documented using evidence rather than assumptions
  • Confidentiality, consent and medical-information handling requirements established
  • UNCRPD principles translated into HR policy commitments and accountabilities
  • Escalation routes defined for grievances, discrimination allegations and accommodation disputes

Participants can design recruitment processes that reduce unnecessary barriers and selection bias.

  • Accessible job descriptions separate essential functions from customary task assumptions
  • Competency-based criteria reduce proxy requirements unrelated to role performance
  • Accessible candidate communications planned across application, interview and assessment stages
  • Structured interviews and behaviourally anchored rating scales limit interviewer bias
  • Reasonable adjustments arranged for recruitment tests, interviews and selection centres
  • Recruitment accessibility audit identifies barriers, owners, deadlines and evidence

Participants can manage accommodation requests through a fair, confidential and documented process.

  • Interactive accommodation process mapped from request through review and closure
  • Functional limitations discussed without seeking unnecessary diagnostic detail
  • Accommodation options matched to job demands using task analysis
  • Ergonomic equipment, assistive technology and flexible-work adjustments evaluated
  • Trial periods, review dates and effectiveness measures recorded consistently
  • Managers briefed on confidentiality, implementation duties and respectful communication
  • Accommodation passports support continuity during role, manager and location changes

Participants can identify accessibility requirements for workplace services, HR content and technology.

  • Accessibility barriers assessed across buildings, emergency procedures, meetings and travel
  • Universal Design principles applied to workplace processes and employee services
  • WCAG 2.2 success criteria used for HR content and portals
  • Accessible documents formatted with headings, alt text, contrast and reading order
  • Captioning, sign-language interpretation and communication access planned for events
  • EN 301 549 requirements introduced for ICT accessibility procurement
  • Supplier accessibility clauses included in contracts, testing and acceptance criteria

Participants can remove disability-related barriers from performance, learning and progression processes.

  • Performance objectives adjusted only where methods, not standards, create barriers
  • Feedback conversations distinguish performance evidence from disability-related assumptions
  • Accessible learning design applies multiple means of engagement, representation and action
  • Promotion criteria reviewed for bias in availability, presence and communication norms
  • Succession planning includes disabled talent without forced disclosure
  • Return-to-work plans coordinate rehabilitation, adjustments and manager support

Participants can build manager capability and cultural conditions that support disability inclusion.

  • Psychological safety practices support disclosure without pressure or promised outcomes
  • Manager scripts address accommodation conversations, bias interruptions and confidentiality
  • Employee resource groups given charters, sponsorship and governance boundaries
  • Bystander intervention techniques respond to ableist language and exclusion
  • Disability confidence communications avoid inspiration narratives and tokenism
  • Intersectional inclusion actions prioritised using employee listening evidence

Participants can establish responsible disability inclusion measures while protecting employee privacy.

  • Voluntary self-identification campaigns designed with purpose, privacy and trust controls
  • Disability data categories separated from medical records and accommodation files
  • Representation, hiring, progression and attrition metrics disaggregated responsibly
  • Small-number suppression and aggregation protect confidentiality in reporting
  • Accessibility and accommodation KPIs linked to accountable owners and review cycles
  • Employee survey questions tested for clarity, safety and response bias
  • Dashboards distinguish correlation from causation when interpreting inclusion outcomes

Participants can draft policy provisions and risk controls for consistent disability inclusion practice.

  • Disability inclusion policy drafted with scope, commitments, roles and escalation routes
  • Reasonable accommodation procedure specifies intake, assessment, decisions, reviews and records
  • Grievance investigations preserve confidentiality, procedural fairness and retaliation safeguards
  • Third-party workers covered through contractor, agency and visitor accessibility requirements
  • Merger, restructuring and redundancy decisions screened for disability-related disparate impact
  • Risk register scores legal, people, operational and reputational exposure

Participants can create a prioritised implementation plan for sustained disability inclusion improvements.

  • Current-state maturity assessment scores policy, process, culture, data and accessibility
  • Stakeholder map assigns HR, facilities, IT, legal, procurement and leadership roles
  • Prioritisation matrix weighs impact, effort, legal exposure and dependency
  • 90-day action plan defines milestones, owners, resources and success measures
  • Change communications sequence messages for leaders, managers, employees and suppliers
  • Governance cadence sets reporting, issue escalation and annual policy review
  • Personal application commitments connect course methods to a live workplace priority

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. Reasonable accommodation process map
  2. Accessible recruitment audit checklist
  3. Manager disclosure conversation guide
  4. Disability inclusion policy outline
  5. Disability data and KPI framework
  6. 90-day disability inclusion action plan

Who should attend

  • HR Managers — responsible for consistent people policies and employee case management
  • Diversity, Equity and Inclusion Professionals — accountable for disability inclusion programmes and measures
  • Talent Acquisition Leaders — need accessible candidate journeys and fair selection processes
  • Learning and Development Managers — responsible for accessible learning design and participation
  • People Managers — handle adjustment requests, performance discussions and team inclusion
  • Facilities, IT and Procurement Leaders — influence workplace, technology and supplier accessibility

Skills and tools covered

Reasonable accommodation managementAccessible recruitment designDisability data governanceInclusive policy draftingWorkplace accessibility assessmentManager conversation skills

Tools and standards

UN Convention on the Rights of Persons with Disabilities, Web Content Accessibility Guidelines 2.2, EN 301 549, Universal Design

How the course runs

Training methodology

The course uses short instructor briefings to establish concepts, standards and decision methods, followed by facilitated case analysis and group exercises. Participants examine realistic HR scenarios involving recruitment adjustments, disclosure, performance management, accessible learning and employee data. Manager-conversation simulations build confidence handling sensitive discussions without seeking unnecessary medical detail. Policy and process critiques help participants identify gaps in existing arrangements. Each participant develops an application plan for a current workplace priority, supported by peer feedback and instructor guidance.

Requirements and prerequisites

Participants should have practical familiarity with core HR processes such as recruitment, performance management, employee relations, learning or policy administration. Experience managing people, advising managers or supporting DEI work is useful. Participants should be able to discuss workplace cases involving confidential employee information professionally. No prior disability studies qualification, legal qualification, accessibility certification, technical coding knowledge or detailed knowledge of assistive technology is required. The course explains relevant concepts and uses workplace examples rather than assuming specialist disability expertise.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

Participants should understand basic HR processes or have experience managing people, advising managers or supporting DEI activity. No specialist disability, accessibility, legal or technical qualification is required.

Bring examples of current HR policies, recruitment materials, accommodation procedures or accessibility issues where confidentiality permits. A laptop is useful for reviewing templates and preparing an application plan.

The course is designed for HR managers, DEI professionals, recruiters, learning leaders, people managers and leaders responsible for workplace services. It is suitable for organisations building formal disability inclusion practices or improving inconsistent existing arrangements.

General DEI training often addresses broad culture and bias themes, while this course focuses specifically on disability-related HR processes and accessibility requirements. It also addresses practical accommodation management, accessible recruitment, disability data and digital accessibility standards.

Participants can review an active adjustment process, audit recruitment materials, improve manager guidance or identify inaccessible HR communications. They leave with reusable templates and a prioritised 90-day plan linked to a workplace issue.

The programme runs from 08:30 to 16:30 each day, providing approximately 6.5 contact hours daily. Time is divided between instructor input, case work, group exercises, simulations, policy analysis and implementation planning.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

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