Throughout June and July, we’ve been exploring Elysium’s approach to diversity, equity and inclusion and speaking with those most closely involved in our organisation-wide Employee Resource Groups. Catherine Lock and Kate Law are Co-Chairs of the Elysium disability ERG, and they share the latest from their group.
The name of the Elysium disability ERG recently changed. Why was that?
That’s right. We have recently changed the Elysium disability ERG name to Bridging Abilities to better reflect who we are and what we aim to achieve. The new name highlights our commitment to inclusion, connection and empowerment for people of all abilities. We hope it helps more people understand that this group is for everyone and encourages more people to get involved and be part of our journey.
Tell us about your group.
We have a core group of regular members, along with others who join us when they can. Everyone is welcome, whether they attend every session or just drop in occasionally. We always take time to listen to any issues people may be facing and work together to explore possible solutions, both for individuals and, where we can, to influence positive changes in the wider organisation to help others too. It’s all about supporting one another and making sure every voice is heard.
We warmly welcome new members, whether they are looking for a space to talk about challenges they have faced or are passionate about making positive changes in the way the company supports people with disabilities or long-term conditions. Bridging Abilities is a place where everyone’s experiences matter, and together we work toward solutions that make a real difference.
What is the group working on at the moment?
We are currently developing a comprehensive Reasonable Adjustments Policy for the organisation, working closely with the Neurodiversity Employee Resource Group (ERG). Our goal is to create a clear, structured and consistent approach across all our sites, making support more accessible and transparent for everyone.
We are very proud of the achievement of reaching level 2 of our Disability Confident journey this year. The Disability Confident scheme is a UK government initiative designed to help employers become more inclusive and supportive of disabled people and those with long-term health conditions. Level 1 was about the company committing to inclusive recruitment and basic actions to support disabled people.
Level 2 involves more proactive steps, such as offering interviews to disabled applicants who meet the minimum criteria and making workplace adjustments. There is still quite a lot of work to do around level 2 before we can move to level 3, where we are champions, sharing best practices and encouraging others to become Disability Confident. The progress we have made, however, reflects the company’s ongoing commitment to creating an inclusive, supportive workplace for people with disabilities and long-term conditions.
Why is a Reasonable Adjustments Policy so important?
We are committed to doing everything we can to support people in staying in work, whatever their individual needs may be. The Reasonable Adjustments Policy covers everything from the provision of appropriate equipment to helping colleagues understand the importance of adjustments in creating an inclusive and supportive working environment.
The policy will also serve as a practical guide for managers, ensuring they have the right tools and information to support their teams effectively. This includes guidance on external support schemes such as Access to Work and Personal Independence Payment (PIP), helping managers feel confident in providing the right support at the right time.
What resources are already available for managers and colleagues on reasonable adjustments?
We encourage everyone to explore the available e-learning modules on MEL. While these modules are not mandatory at the moment, they offer a valuable foundation, especially for managers who play a key role in supporting their team members, by providing insights into their responsibilities and the impact of their actions.
As a group, we are also reviewing these resources together to build shared understanding and confidence. When support varies from one person or location to another, it can lead to confusion, frustration and distress. By engaging with these learning tools, we can help ensure a more consistent, informed and compassionate approach across the organisation.
What have been the positive developments?
We have built strong momentum in our efforts to improve accessibility and inclusion across the organisation. For our Deaf colleagues, we’ve made meaningful progress—introducing BSL (British Sign Language) video links and QR codes on materials to enhance access to key information.
We are also working to ensure that all our policies are written in plain English, which is an essential step before they can be accurately translated into BSL. This not only supports Deaf colleagues but also improves clarity and understanding for everyone.
In terms of recruitment and training, we have taken important steps forward. Our recruitment team is now using a Deaf-friendly job platform to advertise roles, particularly for support worker positions within our Deaf services. This helps us reach the right candidates and ensures we’re building teams that are well-equipped to meet the needs of the people we support.