Free disability & neurodiversity e-module from Lloyds Banking Group
Lloyds Banking Group (LBG) has launched a free disability and neurodiversity e-module to support disability inclusion in the wider community. Below, we discover how it’s already helping them to drive a real change in behavior at LBG and how you can make the most of this offering.
Equipping 36,000 employees with the right skills, and counting!
As an Everway (formerly Texthelp) customer, Lloyds Banking Group (LBG) have been using the power of technology to drive forward their ambition to be the best-in-class leader in neuro-inclusion for their colleagues, customers and communities.
In September 2024, LBG also launched their first ever upskill training program focused on disability and neurodiversity. Since its launch over 36,000 employees have completed the online module.
The focus on disability and neurodiversity comes with the understanding that in the UK, an estimated 16.1 million people have a disability. This accounts for 24% of the total population.
Speaking on its success Rachel Osikoya, Director of Diversity & Equity & Inclusion at Lloyds Banking Group says:
"This program plays a pivotal role in helping us become a more disability and neuro-inclusive organization, driving better outcomes for our colleagues, customers and communities. The feedback on this e-module from colleagues has been fantastic, with many commenting on the accessibility of the module, the impactful nature of our real colleague stories, and how it’s impacted their own behaviour every day. Whilst we only launched this program in September 2024, we are already starting to see the tangible impact this is having on our culture, and the ability of our colleagues to have confident conversations on disability and neurodiversity."
Sharing with the wider community
Lloyds Banking Group is committed to driving disability and neuro-inclusion beyond their organization to help Britain prosper. That’s why they have created a version of the e-module which any individual, business owner, or organization can access. The e-module will provide you with the skills and confidence to have open conversations about disability and neurodiversity.
Speaking on making this offering publicly available, Rachel says:
"At Lloyds Banking Group (LBG), a core part of our Diversity, Equity and Inclusion strategy is creating a society and economy that is more inclusive. We recognize the power of the collective movement when it comes to disability and neuro-inclusion, and the responsibilities that large organizations such as LBG play. This is why it was so important that we not only upskilled our own colleagues, but gave our customers and communities the opportunity to benefit too, and therefore drive wider disability and neuro-inclusion."
How can you make the most of this offering?
We met with Harriet Roberts, Senior Manager, Disability, Neurodiversity & Life Stages, at Lloyds Banking Group (LBG) to discuss. Harriet worked closely on this training module, leading the project from inception to delivery.
- What was the driving force behind creating a training program focused on disability and neurodiversity?
At LBG we’re committed to creating an inclusive workplace where our colleagues love to work and can thrive. This is a fundamental part of our high-performance culture, meaning we can deliver brilliant products and services for our customers. For me, it was evident that there was more to do to ensure colleagues with disabilities and neurodivergent conditions were really set up for success in our organization. It was also evident that, for our managers, though they have good intentions of wanting to support their team, they sometimes avoid having open conversations about disability and neurodiversity due to a lack of confidence and the fear of ‘getting it wrong’. - What would you say is the biggest benefit of this training to any individual or company thinking about taking part?
Through this interactive e-module, you’ll have the opportunity to watch videos which authentically represent the diverse experiences of our own colleagues. We believe these videos, and the associated content, challenge common perceptions of disability and neurodiversity, as well as encouraging users to think differently. This is all about giving you the skills and confidence to have open conversations about disability and neurodiversity.
We have really pushed the boundaries when it comes to the accessibility and inclusivity of this program. Our colleagues with lived experience of disability and neurodiversity have played a key role by providing input on design, content and functionality. We’ve incorporated an inbuilt text reader, zoom functionality, a British Sign Language interpreter, and audio narration, which ensures the program is accessible to a wide range of users with different needs. - After completing the module, what would be a natural next step for a company - and an individual - to take?
I’d encourage individuals to recognize that whether they are a colleague with a disability, a neurodivergent condition, or an ally, we all share a joint responsibility in creating disability and neuro-inclusive organizations and broader society. As part of the e-module we encourage individuals to take a pledge and commit to one action that will help build a more inclusive society. This could be changing the language you use, challenging your own assumptions or biases or perhaps being a better ally. These can be put into practice in your personal and professional life! - Lloyds Banking Group has many initiatives in place to drive inclusion. For example, you support your employees with our technology, Read&Write for Work. As a tool designed to value and empower diversity, how does the training module complement such strategies?
Of course, it’s not only important that we drive a culture of disability and neuro-inclusion, but that we set our colleagues up for success with practical tools via our Workplace Adjustment process. Our Workplace Adjustments process has been available since 2012, and was further enhanced to provide an improved combined service to our colleagues in 2024. Provision of Workplace Adjustments, and technology such as Read & Write for Work, is fundamental in removing or reducing barriers in the workplace so that every colleague can have fulfilling careers and is given equal opportunity to thrive. - Why is it important that organizations embrace multiple initiatives? Driving a disability and neuro-inclusive organization requires a clear strategy, with multiple initiatives that deliver real impact. In 2023, we were the first UK bank to set a public representation goal for colleagues with disabilities in senior management roles, with the ambition to double our representation to 12% by 2025. Alongside this, we made a number of disability inclusion commitments, including: making our recruitment processes more accessible and inclusive; supporting career development; improving the accessibility of our workspaces and technology; upskilling colleagues to reduce stigma; and taking work beyond our own organization to champion the disability community. It’s through multiple initiatives that organizations can truly shift the dial for colleagues with disabilities and neurodivergent conditions within their organizations.
Thanks to Harriet, Rachel, and the team at Lloyds Banking Group for making this training widely available. If you’d like to increase your knowledge, or your team’s, you can access the free disability and neurodiversity e-module here.