Accessibility Considerations For Events

Just because I can’t eat, doesn’t mean I dont want to be included. The festive period is around the corner, and it can be one of the most difficult times living with a feeding tube, as even more so than it usual, talk and gatherings of food heighten. So how do we promote inclusion for everyone around the table? 1. Access to facilities and private spaces: always provide access to a private space for somebody to disconnect or connect their tubes, which is clean and private and bathrooms with sanitatary bins. 2. Respectful curiosity and judgement free: never judge, stare, ask intrusive questions to anybody who may not be eating, eating something different, or has different food habits. Any questions should be asked respectfully and with the intent of inclusion not embarrassment. 3. Ask before laying a place at the table: some people like to have a place laid for them even if they are not eating, others do not. Some people will bring their own implements and food so always ask in advance what makes that person feel most comfortable. 4. Shift focus away from food and drink: ensure that games, conversations and activities are not just focused around the food and drink to be inclusive of fun for everyone. Where food is a central part of something, think of providing alternatives such as a table activities. 5. Ask about food and drink in advance: ask someone’s preferences about what they need well in advance to avoid making anyone feel uncomfortable for declining or not being able to join in. Remember most people with feeding tubes can still eat but usually specific or small amounts. 6. Welcome those bringing their own food: feeding tube users often have safe foods which don’t upset their stomachs, or a strict diet they must adhere to, so always welcome people brining their own food with them. 7. Respect allergies and triggers: always ask someone’s dietary requirements in advance, and take strict care with cross-contamination. Also be conscious of certain foods which might be triggering. 8. Reserve space at the end of the table/exit: if set places try and place someone with a tube at the end of the table or near facilities so they feel more able to get and down from the table. 9. Don’t forget our invite to events: just because we might not participate in the same way, doesn’t mean we don’t want to be included! #Disability #Disabled #FeedingTube #Food #Christmas Image description: The image is a black square graphic, across the top in white and bold writing it reads ‘How to: feeding tubes, inclusion at the table’. In the top right hand corner is a picture of Celia and Jamie, Jamie has a cream cake in his hand in front of Celia, she is leaning down with wide eyes to smell it. Underneath are nine yellow, pink and blue coloured boxes with heading text and little descriptive symbols using the headings from the points of this written text above. In the bottom right hand corner is the Disabled By Society logo in pink and white.

Making your events more accessible for blind & visually impaired people really isn’t as hard as you think. Here are my top tips. 1. Provide precise venue information. Include things like clear drop off and pick up point information, what the key features of the building are, a rough description of where the toilets are, describe where the reception desk is, and let us know in advance if you’ll need a Personal Emergency Evacuation Plan completed. Bonus points for using a service like Euan's Guide or AccessAble to provide specialist access information. 2. Provide as much event information as possible. Share all key details in advance, ideally by email in an accessible format. Include timings, speaker names, attendee names, a brief agenda, and any known accessibility considerations. It helps us plan travel, support, and energy levels and it also helps us know who’s attending so when we’re surprised with a “Hey Robbie!” we can narrow it down to who it might be. 3. Food information is key. It sounds simple, but make sure menus are firstly available, then accessible - even for buffets. Relying on a fellow attendee to tell me something “looks chickeney” gives me the absolute fear. Include dietary details in an electronic format we can read with a screen reader, and avoid handwritten or printed-only menus. Tell us how food will be served so we can prepare (for example, buffet vs plated service). 4. Ask about adjustments - don’t assume you’ll know what someone needs. Just ask the question when people register. Keep it open and inclusive, such as “Do you have any access requirements you’d like us to be aware of?” 5. Provide complimentary +1 places as an adjustment - if someone needs a guide, PA, or support worker to attend with them, they shouldn’t be charged double. It’s an inclusion basic that makes a big difference. 6. Finally, provide training to your staff and event volunteers. Organisations like The Guide Dogs for the Blind Association and RNIB can help you here with things like sighted guide training. And most importantly - don’t wait until someone asks before you do this. It won’t help just blind people, it’ll help everyone. Think about this list - is there anything on here that genuine would help you as a sighted person? Build accessibility in from the start and everyone benefits. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Planning a holiday party isn’t just about picking out decorations or sending fancy invitations. It’s about ensuring every employee, including those with disabilities, can participate comfortably and enjoy the celebration. From making sure invitations are accessible to creating truly optional events, there are simple but impactful ways to make everyone feel included. When we don’t think through digital and physical accessibility, we unintentionally exclude people before the event even begins. Ever received an invitation that’s a fancy PDF? Imagine trying to navigate that with a screen reader. Or think about how flashing lights can turn a festive environment into a risk for people with epilepsy. Want to create a holiday party that celebrates everyone? Consider adding a quiet zone, keeping decorations sensory-friendly, and checking that your venue layout supports mobility needs. And remember, “optional” should actually mean optional, without career implications or social pressure. Let’s commit to making this holiday season inclusive. Check out the article for actionable steps to ensure your holiday gatherings are accessible for all. #Inclusion #Accessibility #HolidayParty #CorporateCulture #DiversityandInclusion https://lnkd.in/e2RQkD-Y

Neurodiversity 101: Creating neuroinclusive meetings 5 ways to getting started: 1.Provide agendas and materials in advance. Share clear agendas, objectives, and relevant documents well ahead of time. This supports those who need time to process information or prefer to prepare, including many neurodivergent people. 2.Offer multiple ways to contribute Allow contributions via chat, shared documents, or follow-up emails—not just verbal input. This accommodates different communication preferences and reduces pressure to speak spontaneously. 3.Be mindful of sensory environments Minimise distractions like background noise or harsh lighting. Offer camera-off options and use virtual backgrounds that are not visually overwhelming. 4.Clarify expectations and timeframes State how long the meeting will last, what decisions (if any) are expected, and who is responsible for next steps. Predictability reduces anxiety and supports executive functioning. 5. Build in breaks and check-ins For longer meetings, schedule short breaks. Briefly check in at the start and end to see how people are doing, which fosters psychological safety and a sense of inclusion. What else do you think?

Want better participation? Tell people what to expect in advance. This is a simple and powerful accessibility practice. (and Free!) Some people need more time and information to prepare for meetings, events, or new situations. For example: Autistic people may have a hard time with uncertainty, and knowing what to expect ahead of time is important. Others with ADHD may need more time to organize their thoughts or plan their schedule. Knowing what to expect can help us prepare and reduce anxiety. This is not just for neurodivergent people. Clear information in advance helps most people focus and participate at their best.... including those who may be new to the company, the culture, or who simply prefer details ahead of time. Example: The Museum of Flight in Seattle practices this by sharing a "Social Narrative" on their website. It is a PDF guide that uses photos and short descriptions to show visitors what they will see, hear, and experience before they arrive. (available in English, Spanish and Chinese) Social Narratives are an accessibility tool developed to support Autistic visitors, but also benefit many others. Examples of how you can apply this at work: - Send a meeting agenda before the meeting - Tell people in advance if you want them to present - Share photos of a venue or check-in location before an event - Give new employees a written overview of their first day, including where to park, where to enter the building, who will meet them, and who to call if they get stuck. 💬 What examples would you add? When people know what to expect, they can show up more prepared to participate at their best. This is your Minds of All Kinds tip of the week. For more cognitive accessibility tips, read my chapter in "Digital Accessibility Ethics: Disability Inclusion in All Things Tech" edited by Lainey Feingold, Reginé Gilbert, MBA and Chancey Fleet. #Accessibility #CognitiveAccessibility #NeuroInclusion [Image description: A square black and white graphic. Headline: "Tell people what to expect in advance." Below the headline is an illustration of a map with a location pin and a dotted route. Three bullet points: "Send an agenda," "Share photos of the venue," and "Tell people if they will be asked to speak." Below the bullets in bold italic text: "What examples would you add?" The Minds of All Kinds TIPS logo]

Is it time to say cheers to alcohol-free work events? 🍻 A recent article in the Financial Times highlights an interesting trend: fewer employees want alcohol at workplace events. With nearly 60% of workers skipping after-hours parties due to family obligations or long commutes, it’s clear the classic “booze-fueled office party” may no longer be the best way to bring people together. Here’s the thing: work events are supposed to be inclusive and enjoyable for everyone, right? So, how can companies adapt to make sure everyone feels welcome—and maybe even excited—to attend? Today, more employees want work events that respect their time and values. Approximately 40% of employees say they feel uncomfortable at work events where alcohol is the main attraction, and that number jumps when considering those who don’t drink for religious or health reasons. And let’s face it, the idea of a late-night party might appeal to some, but for others—especially those with kids or long commutes—it's just another hurdle. This is where more thoughtful, inclusive planning can really make a difference. What if I feel pressured to drink in order to feel "part of the team"? 😰 Peer pressure to drink at work events is real, and it can be uncomfortable if you’re trying to cut back or just don’t drink. In fact, studies show that nearly 1 in 3 employees have felt pressured to drink at a work function to “fit in.” But the truth is, you don’t need alcohol to connect. 👉 Alternative solutions for team events Focusing on bringing people together and creating connections, instead of enhancing the "party atmosphere" with booze can go a long way in making your workplace more inclusive. Some ideas: Flexible timing: Consider a weekday lunch or afternoon event that allows everyone to join without impacting their evening. Active gatherings: Hiking, bowling, escape rooms, or even a friendly volunteer day can help create memorable experiences without relying on alcohol. Creative experiences: Organize workshops, cooking classes, or “bring your hobby” days. These foster a sense of team spirit while allowing people to share interests. And, if you're still feeling pressured to drink at the next Christmas party, here are a few ways to feel like you belong - without the booze: Set boundaries politely: If someone offers you a drink, a simple “I’m good with this!” and a smile is often enough. Practicing these gentle responses can go a long way in avoiding awkwardness and staying true to yourself. Focus on conversation starters: Instead of talking over another drink, find topics or icebreakers to shift the focus toward genuine connections. You'll be surprised how many others appreciate it. #Inclusion isn’t just a policy—it’s found in the everyday choices we make to respect and celebrate each other’s differences. It’s in the thoughtfulness behind work events, the flexibility in how we connect, and the small gestures that make everyone feel they belong. #LinkedInNewsEurope #DEI

They call it a “global” conference. But the visa rejections and who’s actually in the room tell a different story. Behind banners of “Inclusion” and “Equity,” these events often remain closed to the very people most affected by the issues at hand. Invitations are sent. But borders, budgets, and bureaucracy say "not you". And when someone from the Global South does make it through? They often arrive to a conversation already shaped by someone else’s language, someone else’s framework, someone else’s agenda. This piece isn’t just a critique. It’s a call to redesign what “global” really means. Here are 7 practical solutions surfaced by the LinkedIn community to truly open the doors to so-called “global” events. ✅ 1. Extend the Planning Cycle Give participants, especially from the Global South, enough lead time to secure visas, funding, and logistical support. ✅ 2. Host in Visa-Accessible Countries Choose locations with wider visa-free or visa-on-arrival access (e.g. Jamaica, Thailand, Kenya, South Africa, Indonesia). ✅ 3. Design Hybrid Models That Don’t Sideline Ensure virtual participants have equal voice through quality tech, time-zone-aware scheduling, and real engagement. ✅4. Fund Participation, Not Just Travel Offer holistic support: visa fees, translation, caregiving costs, internet data, and accommodation. Being “invited” doesn’t mean being “able to come.” Read the article for the remaining three solutions on how we can redesign global events to be truly inclusive by design, not exception. 📌 Save this post. 🔔 Follow me for content on inclusive practices #GlobalConferences #DevelopmentInclusion #DecolonisingDevelopment

Networking needs to be more accessible. Being in a large room of people all talking at once and (hopefully) wearing nametags doesn't work well for me as a deafblind person. How am I supposed to find meaningful and relevant connections? Participating in large conferences requires a lot of energy for me, and I usually don't make as many connections as I could have or as a nondisabled person can make. One challenge is that it’s hard for me to recognize faces even if I know someone online, so I can miss people in the space that I actually would like to meet. With my narrow field of vision and hearing disability, 1:1 conversations are what work best for me, but that isn't always effective at events where people gather in groups. One thing I started doing recently is taking a photo of the nametag of every person I speak to. This takes the pressure off of me having to remember their name or take notes. Another best practice I like is organized networking with matchmaking. At the WITS Travel Creator Summit by Wanderful, creators make profiles and can request meetings with brands. Brands set up 10-minute appointments with us and we have a dedicated time to do these appointments. While this could be further improved, it helps me have many valuable conversations in a short time frame. For future conferences, I’m thinking about how I can adapt to large networking events and what feedback I have for event organizers so I can help these experiences be more accessible for others. How could networking be better for you? #Networking #Accessibility #Conferences #EventPlanning

𝗜𝘁’𝘀 𝗧𝗵𝗮𝘁 𝗧𝗶𝗺𝗲 𝗼𝗳 𝗬𝗲𝗮𝗿 – 𝗔 𝗥𝗲𝗺𝗶𝗻𝗱𝗲𝗿 𝘁𝗼 𝗠𝗮𝗸𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲  With December and January upon us, many organizations are gearing up to celebrate the past year's achievements and welcome the new one. These gatherings are an opportunity to connect, reflect, and build a sense of camaraderie. But as you plan these festivities, it’s crucial to remember that not everyone experiences celebrations the same way. Ensuring these events are inclusive and considerate of all colleagues is not just thoughtful—it’s necessary.  Here are a few key considerations to remember as you create spaces where everyone feels comfortable, respected and can join in the celebrations—on their own terms.  1. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿, 𝗡𝗼𝘁 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗗𝗿𝗶𝗻𝗸𝘀 𝗔𝗹𝗰𝗼𝗵𝗼𝗹.   Not all celebrations need champagne. Some colleagues may avoid alcohol for personal, religious, or health reasons. Be sure to offer non-alcoholic options like festive mocktails, sparkling water, or spiced cider to keep everyone included. 2. 𝗕𝗲 𝗠𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝗡𝗲𝘂𝗿𝗼𝗱𝗶𝘃𝗲𝗿𝗴𝗲𝗻𝗰𝗲.   For neurodivergent individuals, traditional parties with loud music, flashing lights, or crowds can feel overwhelming. Consider adding quiet areas or planning events that don’t rely on overstimulating environments. 3. 𝗥𝗲𝘁𝗵𝗶𝗻𝗸 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗚𝗲𝘀𝘁𝘂𝗿𝗲𝘀 𝗟𝗶𝗸𝗲 𝗡𝗲𝘄 𝗬𝗲𝗮𝗿’𝘀 𝗞𝗶𝘀𝘀𝗲𝘀 𝗼𝗿 𝗛𝘂𝗴𝘀.   New Year’s kisses or end-of-year hugs might seem harmless to some but can be uncomfortable for others. Always prioritize consent and don’t assume physical gestures are welcome. Traditions like mistletoe should never justify uninvited contact. Workplace celebrations should remain safe and respectful, free from pressure to engage in physical gestures. Consider alternatives like writing positive notes to coworkers or sharing a group toast to the new year. 4. 𝗕𝗲 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹 𝗔𝗯𝗼𝘂𝘁 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝗻𝗱 𝗛𝗼𝗹𝗶𝗱𝗮𝘆 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆.   Not everyone celebrates the same way—or even the same holidays. Avoid focusing your event on one tradition or theme. Instead, choose a universal concept like “celebrating the team” or “marking our achievements.” This way, everyone feels included and comfortable. Workplace celebrations should be a joyful time for everyone, not a source of stress, discomfort, or exclusion. By planning events that recognize and respect your colleagues' diverse identities, preferences, and needs, we can foster environments where everyone feels valued and included.  After all, the best celebrations are where everyone feels welcome to be themselves. How does your organization ensure inclusivity during its celebrations? Share your thoughts—I’d love to hear them.  #diversity #inclusion #culture #neurodiversity #leadership

Neurodivergent people are the best gauge you could ever ask for, if you want to design for the majority of people. For example, if you produce a sensory-adapted performance, non-autistics may also appreciate having open doors, being told how long the event is and having everything a little bit quieter.. If you send voice notes instead of written texts, non-dyslexics might also appreciate the speed and clearer tone. If you set someone a reminder the week, day and hour before an important event, those without ADHD are helped by the reduced cognitive load. When you design for people who have everything turned up to 11, you will automatically include those who have their dials set a little bit lower. [pic is of me in an inclusive environment - it's Insightful Environments London design studio in fact]