An organisation committed to supporting businesses to change the way they view disabilities has introduced two new innovations to empower people with neurological conditions to communicate their additional needs.
Eagles Wings Consultancy was established last year by brain injury survivor John McDonald, who became all too well aware of the lack of awareness of neurodiversity – and the lack of support or empathy from many businesses in delivering appropriate provision – and now works with organisations in transforming their disability awareness.
From his native North East, John – who has 20 years’ experience of working in healthcare – advises businesses around the country in how best to support existing and future employees with neurological conditions and hidden disabilities to create more diverse and inclusive workplaces and workforces.
Constantly looking for new ways to support individuals, Eagles Wings Consultancy has introduced a new disability disclosure form to enable people to communicate their condition and needs in writing, as well as a series of cards with phrases like ‘Please slow down – my brain is processing the information’ to enable people to control a conversation with a simple prompt message.
The form can be used in interviews or in preparation for particular events, where a person wants to make someone aware of the fact they may need adjustments or support, but is unsure of how to do that or when the opportunity will arise.
“We are very solution-focused and realise the need to help people communicate their hidden needs in a way they feel comfortable in doing,” says John.
“The disability disclosure form very clearly sets out a person’s disability and what support they will need. It is very straightforward without going into too much detail.
“It can be really effective in situations like an interview, where you know you might will to raise things like fatigue, but it often gets to that awkward ‘Oh by the way’ situation at the end.
“Through using the form, that can be dealt with at the same time as the CV and cover letter, so potential employers are fully informed and know exactly what to expect.
“I think this also really empowers the interviewer too, as they can ask any questions they want around the issue and already know what adjustments may be needed.
“Often these are very low cost and easy to make – I know employers often think adaptations means significant cost, but we’re working to support them to see effective adjustments are often very achievable and are actually of great benefit to their wider team.
“We also had one lady who was going on a trek, but hadn’t declared that she had a disability as she didn’t know how to and whether it may prevent her going. Through our form, she could detail exactly what her needs were, and happily she was able to go on the trek feeling fully supported. It can have a very positive impact all round.”
Although a recent introduction, the cards are proving especially popular, only revealing someone has a ‘neurological condition’ rather than any specific details. It also enables people to ask for a pause in the conversation if they are struggling, or warn they may repeat information.
“I think people are finding them very helpful, and enables them to think and plan ahead for when they go out and not be daunted or worried about speaking to people,” says John.
“It enables them to say they have a neurological condition without going into detail, but is letting people know that they have a hidden disability.
“Even with fatigue, which is something I continue to struggle with, that can mean you might need a moment – and discreetly, these cards allow you to ask for that.”
The latest innovations mark the continuing development of Eagles Wings Consultancy and is always looking for new ways in which to deliver support.
“Our influence is going far beyond what I thought would be possible at first, and we are really helping organisations and businesses to make meaningful change,” says John.
“The changes are often not major and there are many ‘quick wins’ to be had. Often it’s the small adaptations which have the biggest impact, and there need not be a big cost. There are many great ways of making changes to create a more diverse and inclusive workplace for everyone, and we can support businesses to achieve that.”
