We coach where policy meets real life.
Turning good intentions around disability into workable outcomes
for real people inside real organisations.
You already have disability-related realities inside your organisation, whether you know it or not.
You probably have HR for policy and compliance, occupational health for health and adjustments, and perhaps even some internal coaches too. What’s often missing is a disability and inclusion specialist who helps your people turn all of that into day-to-day practice that meets the needs of their role and team.
When people have what they need to do their job well, and feel safe to ask for what they need to perform at their best, everyone wins. Truly inclusive workplaces don’t happen by accident, they’re built with purpose, and on trust.
Your disability-informed implementation specialists
We help you prepare, relate and respond more effectively.
Prepare: boards and HR set the policy, and managers bring it to life day to day. We give them a confidential space to think through what it means for their team, so they leave confident about putting it into practice.
Relate: strong working relationships keep teams effective through pressure and change. Studies show teams work best when people feel safe to speak up.¹ We help disabled colleagues and the people around them build that trust.
Respond: when a situation is live, we help the people involved find a workable way forward, before it escalates.
For example, we can help when:
A manager wants to get it right for their direct report and team, but worries about saying or doing the wrong thing.
An employee has a new diagnosis, or an existing condition has become more significant, and they don’t yet know what they need.
A colleague is returning after serious illness, and everyone wants the return to hold.
Adjustments have been made and HR is involved, but the situation is still stuck. People see it differently, and trust is starting to erode.
A role is changing shape or direction, through new technology such as AI or new projects, and it’s changing ways of working or team dynamics.
We can help before uncertainty, misunderstanding or strained relationships escalate into absence, grievance, disciplinary action or exit.
Why it matters to your organisation
Retention is one of the biggest opportunities when it comes to disability. Around 80% of disabilities are acquired during working age, and about 300,000 people with a health condition leave work each year.² When someone’s health changes, through a new diagnosis, a long-term health condition, cancer or a musculoskeletal condition, the right support at the right time can help you keep a valued colleague. Work-limiting health conditions are also rising fastest among 16 to 34-year-olds, up 77% since 2015.² Keeping experienced people, and helping new talent stay, protects your knowledge, your teams and your recruitment budget.
Large employers are also preparing for change on several fronts. Menopause action plans are coming in, and the government has committed to disability pay gap reporting, including how many staff choose not to share their disability status.³ Both depend on people feeling safe to speak up, and that’s where we help. AI is changing how we all work too. With a personalised approach, it can become assistive technology that flexes to how each person thinks and works best. That’s the focus of our Accessible AI Adoption programme.
Our work also gives you real outcomes to report against your social value and ESG commitments.
How we can work with you
Even when two people share the same diagnosis, their needs and perspectives may differ. That’s why everything we do is evidence-based, shaped around your people’s real situations, and led by highly trained coaches with lived experience.
1:1 coaching
A confidential space for disabled employees, managers and leaders to think through what’s happening, and leave with their own plan.
Group coaching
Managers or colleagues work through real situations together, learning from each other while each focuses on their own goals.
Training
Many organisations start with training. Our workshops, webinars and full-day interactive training are often the first step. Group coaching can be built in, so people turn what they’ve learnt into their own way of working and leading.
Senior leaders, HR and learning and development teams often bring us in, and your employee networks and resource groups are powerful allies in taking the work forward.
Ask us about a one-day leadership session, built around the situations your organisation is facing.
We have delivered for
The University of Cambridge, Imperial College London, Starling, Newable,
Ambitious Essex Growth Hub and Smarter Society.
Let’s start a conversation
Tell us about the situation in front of you, you don’t need to know yet whether coaching is the answer. We’ll explore what’s happening, who’s involved, and whether it’s the right support for you.
¹ Edmondson, A. (1999), Administrative Science Quarterly; Frazier, M. L. et al. (2017), Personnel Psychology; Google re:Work, Project Aristotle.
² Keep Britain Working, September 2026 update.
³ Employment Rights Act 2025 (menopause action plans); UK Government response on ethnicity and disability pay gap reporting, March 2026.