A blueprint for disability and neuro-inclusion

Upskilling our colleagues 

We recognise there’s more to be done to enhance the experience of our colleagues with disabilities and neurodivergent conditions, aiming to create an environment where everyone can succeed. 

In September 2024, we rolled-out an upskill programme for all our colleagues, line managers and leaders focused on disability and neurodiversity called ‘This is Me’. This included: an immersive leadership session, an interactive e-module, line manager workshops (delivered in partnership with the Business Disability Forum), and a toolkit to provide in the moment guidance.  

Over 37,000 colleagues have now completed this, and we’re aiming for 80% completion by the end of 2025. This programme plays a pivotal role in building a more disability- and neuro-inclusive organisation, driving better outcomes for our colleagues, customers and communities.  

Our colleagues with lived experience of disability and neurodiversity have played a key role by providing input on design, content and functionality. For the first time, we have included an inbuilt text reader, zoom functionality, a British Sign Language interpreter and audio narration as part of an e-module. And we hope this will pave the way for future design at the Group.

Feedback has been overwhelmingly positive from our colleagues. Many have highlighted the accessibility of the training, the powerful impact of real colleague stories and how the programme has made them rethink how they can be more inclusive on a daily basis. 

But our ambition doesn't end there. We’re committed to driving disability and neuro-inclusion beyond our organisation to help Britain prosper. That’s why launched a public version of the module, accessible to individuals, business owners, and organisations. It’s fantastic that over 2,000 people have completed the module and are benefitting from the training. For us, this was about giving our people and other businesses, the knowledge and tools to confidently discuss disability and neurodiversity, fostering true cultural and behavioural change. 
 

Helping our colleagues and future talent to thrive  

This year we’re piloting a new development programme to enhance the personal and career capabilities of our colleagues with disabilities and neurodivergent conditions. As well as launching a circular mentoring scheme, creating an opportunity for our senior leaders to enhance their understanding, whilst enabling opportunities for colleagues with disabilities and neurodivergent conditions who are confident and ready to advance their careers. 

Creating accessible buildings and workplaces  

Creating an inclusive workplace means ensuring our buildings are welcoming, functional and supportive for all colleagues. Recently, we opened three additional Changing Places facilities in our Bristol, Andover and Leeds offices. These larger-than-standard toilet facilities provide a hygienic space for colleagues with disabilities and their carers. They are wheelchair accessible and include a height-adjustable changing bench and wash basin, ceiling track hoist, privacy screen, and shower. In 2022, we became the first bank to open an accessible Changing Places facility at our Old Broad Street office in London, available to colleagues, customers, and the public. 

Our new flagship offices in Leeds, Manchester, and Old Broad Street (London) represent a major shift in our design and occupancy strategy, aiming to enhance the experience for all colleagues. The innovative spatial strategy, featuring specific acoustic treatments, caters to diverse working styles and needs. This can be of particular benefit to our colleagues with neurodivergent conditions as well as our d/Deaf colleagues and those with visual impairments, who can now access a choice of workspaces to suit differing work styles, minimising ambient and visual noise, optimising natural light, and ensuring layout and sensory consistency across sites.  

Our employee resource group 

‘Access’ is our network for colleagues with disabilities, long-term health conditions, neurodivergent conditions or allies. Access aims to raise awareness, upskill and support colleagues and line managers as well as reduce stigma.  

Within the Access network, we also have several specific communities to bring together colleagues and allies.   

We have an established neurodiversity community, with several colleague-led squads who have set up multiple regional neurodiversity hubs, dedicated resources to support parents of neurodivergent children, and delivered engagement initiatives, including Neurodiversity Celebration Week.   

We also have an established d/Deaf Culture Club to increase understanding and allyship and bring together d/Deaf colleagues across the Group. By sharing lived experiences and insight about d/Deaf culture, our colleagues are better able to better understand and support our d/Deaf customers and design products and services for their needs. The d/Deaf Culture Club have also supported the design and delivery of a new training module by providing insights on incorporating BSL. 

"A hugely important step on the way to an inclusive workplace is ensuring all our buildings are fit for purpose and are spaces where colleagues feel welcomed, valued and able to thrive." 
 

Shaping a more inclusive society 

We have an important role in helping shape an economy that is more representative of the society in which we serve and operate in, and we are proud of our work in the community.   

In 2023, in partnership with Small Business Britain, we produced our Disability and Entrepreneurship Report, which reflected the views of 500 disabled entrepreneurs from across the UK. This report revealed that 84% of entrepreneurs with a disability or neurodivergent condition do not feel they have equal access to opportunities and resources. In response, we’ve committed to driving meaningful change to support disabled-led businesses, signified by our Steering Board membership of the government-backed Lilac Review and becoming a founding signatory of the Disability Finance Code for Entrepreneurship.  

The Disability Finance Code for Entrepreneurship (DFCE) is a groundbreaking initiative committed to the principles of inclusive design, comprehensive support for Disabled founders, promoting success stories, and ensuring representation within our workforce. All of which are essential in creating a genuinely inclusive financial environment.

We have been listening and learning from the Lilac Review and the Code, creating tailored initiatives such as our Disabled Entrepreneurs Hub, a mentoring programme, networking opportunities, educational masterclasses and our headline partnership of Naidex. These initiatives are designed to provide the necessary support and resources to help Disabled entrepreneurs succeed.