Thinking globally about disability and business

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Our Global Taskforce met for the first time in September 2018

By Diane Lightfoot, Chief Executive, Business Disability Forum

To mark the United Nations International Day of People with Disabilities (IDPD), I wanted to share some of the things we have been doing at Business Disability Forum over the past few months to get disability on the global stage.

Forty-five per cent of our members are global or have some sort of international presence. Together, they employ over 8 million people across the world. Many have a presence in developing countries where there is a real opportunity to realise the theme for this year’s IDPD: that is, of “Empowering persons with disabilities and ensuring inclusiveness and equality.”

We upped the ante on our global focus in earnest earlier this year, with the launch of our new Global Taskforce, co-chaired by Shell, back in April. Since then, it has developed into a lively and collaborative community of global businesses including Accenture, Barclays, GSK, EY, Microlink, Unilever, KPMG and more. As with all our Taskforces, it’s a forum where organisations can share best practices and also challenges – a “safe space” to talk about what’s not working and how we might work collectively to fix it.

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Our Global Framework, released in July, uses a scoring system to assess practice

When I first spoke to Partners to moot the idea of a global taskforce, they told me that they didn’t want “another talking shop”. So, the taskforce has been deliberately “action – task!” oriented. We began with the development of our new Global Business Disability Framework, based on our UK based Disability Standard and reframed as a “maturity model” as a self-assessment tool for global leads. We were delighted to launch the Framework at the UK Government’s Global Disability Summit back in July 2018 and it is now being used by global organisations to measure and improve their corporate approach to disability inclusion.

Next year will see the taskforce publish research, create a comprehensive suite of guidance tailored for global business and develop the next iteration of the Global Framework.

We’ve also been on tour! In the last few months we’ve spoken at conferences and held meetings in France, Switzerland, Germany and the Netherlands.

I and my colleagues Brendan and Delphine were very pleased to attend the ILO Global Business Disability Network (GBDN) conference in Geneva last month where I presented our Framework and continued to build our collaboration with the ILO. We really enjoy our partnership with the GBDN and encourage our members to work with them, especially by using their global presence to support the establishment of national business and disability networks in the countries where they are present. We were really pleased to see the Bangladesh network doing well, a new China network just launched and a network in India due to launch in 2019. With that in mind, we were also delighted to host a delegation from the Ministries of Inclusion, Education and Human Rights in Brazil at our London office.

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The conversation around disability is shifting to cities all over the world

I was also lucky enough to join our member CAFE – the Centre for Access to Football in Europe – in Bilbao a couple of weeks ago to speak at their triennial conference at the San Mames stadium. It was a fabulous event in a stunning city and a privilege to talk to such a diverse audience about how the beautiful game can make a real difference to disability employment.

Fittingly, the most recent meeting of our Global Taskforce was on Friday (30 November) hosted by our Founder Leader Barclays at which we discussed strategic approaches to improving disability inclusion globally and how to communicate effectively with a global internal and external audience. Central to this is our partnership with and support to the #Valuable campaign which is seeking to get disability on the agenda of global boards worldwide and we were delighted when Unilever CEO Paul Polman announced our collaboration on stage at One Young World in October.

So, as we celebrate IDPD today with a whole host of events across the world, let’s hope that this is just the start of really shifting the dial on the inclusion of disabled people worldwide.

For more information on Business Disability Forum’s Global Taskforce and the Global Business Disability Framework, visit: https://businessdisabilityforum.org.uk/membership/global-taskforce.

12 tips for great customer service – and why welcoming disabled customers means welcoming everyone

Regent Street

By Bela Gor, Business Disability Forum

Purple Tuesday is a reminder of the significance of the Purple Pound and that disabled customers deserve not just to be able to get in to a shop, store or website but really great customer service as well.

The spending power of disabled people in the UK is around £249 billion per year and likely to increase as we live longer. This means that quite apart from being the right thing to do as an ethical retailer, it makes good business sense to design premises and websites that are both accessible and usable and to train customer facing colleagues on how to provide excellent customer service to disabled people. If you can do this then you will be providing the best shopping experience for everyone, regardless of disability.

Receiving good customer service is important to everyone, but it can be particularly important to disabled customers and clients who may have very specific needs and be concerned about how these will be met by your organisation. When surveyed about access, 72 per cent of disabled people said that were more likely to visit somewhere new if they were welcomed by staff or the venue appeared to care about access.

What makes for great customer service?

  1. Know your customer
  2. Obvious really but disabled customers should be treated with the same courtesy and respect as anyone else.
  3. Be aware of your legal obligations – although if you are committed to providing the best possible customer service, you will more than meet the requirements of the law.
  4. Nevertheless, ensure that disabled customers can access your service in the same way or as close as possible to the same way as customers without a disability.
  5. If this is not possible, you must offer a reasonable alternative. This may mean doing things differently and providing the service in a different way. The level of service should not change, however. This is an opportunity to think flexibly and creatively about how to provide great service while meeting the needs of your disabled customers.
  6. Make sure signage is clear and direct.
  7. Grant access to assistance dogs. Assistance dogs provide vital support to a wide range of disabled people and people with long-term conditions.
  8. Ensure that customer service and sales assistants know the building. There is no point in making your premises as accessible as possible if customers aren’t told about lifts, accessible toilets, ramps, and hearing loops. Schedule regular checks to ensure these facilities are working and make sure you inform disabled customers and offer alternatives. You can’t help things breaking but you can and should make contingency plans for when they do. Remember to tell your customers about the alternative ways in which you can provide the service to them. It shouldn’t need saying, but telling disabled customers to come back another day when things are fixed is not an acceptable alternative!
  9. Be aware of emergency evacuation procedures and how they affect people with disabilities. Be ready to explain procedures to people if needed.
  10. Always be on the lookout for people who may need extra assistance and offer help regardless of whether or not you think the person has a disability. Most disabilities after all are not visible.
  11. Some people may need extra time paying for goods or completing a form. Always be patient and never rush the customer, even if other customers are waiting.
  12. Have local public transport information available including numbers of accessible taxis.

Disabled customers are more likely to return if they receive good customer service. Providing such service gives out a positive message to everyone about how much you value all your customers. Good customer service goes beyond days like Purple Tuesday. This is an opportunity for retailers to get it right and to keep getting it right every day of the year for all their customers.

Business Disability Forum film festival 2018: the winners!

By Ebunola Adenipekun

We were wowed by the level of entries at this year’s Business Disability Forum film festival, hosted at KPMG offices in Canary Wharf.

Entrants submitted their films to win a work placement with a film production company.

Sponsored by Barclays, the film Festival was the result of the 7 day film challenge to university students and graduates.

The challenge called on students from all over the UK to create a film that embodied the brief.

A picture of a director's chair

We released the official question via email on Tuesday 27 March with 7 days to create the film and submit by Tuesday 3 April 2018. The question was:

‘What does going places mean for you?’

In the end, we chose five pieces of work from students and graduates as well as topical films from Barclays and KPMG, with disability-related perspectives, seeking to challenge assumptions and attitudes and open eyes to the reality of living with a disability.

Winners at Business Disability Forum Film Festival 2018

The winner was Diversity against Adversity from Manchester Film School with their film ‘Kenny Rei and the Spicy Ladies’, made by Miguel Ramos and Bettina Toth.

This humorous and thought-provoking story was about a man with ADHD and his allies in the workplace.

Runner up was Wolf Pack from the University of Wolverhampton with their film ‘Barrier’, about a deaf man who against ‘barriers’ goes on a job interview. They were last year winners Samuel Ash and William Horsefield.

Third place was Edgar Scukins from the Manchester School of Art with his film ‘Mike’, about the protagonist who has cerebral palsy.

We also awarded highly commended prizes to Luke Trower for ‘Going Forward’:

as well as John Ford, Zoe Norgrove and Ritesh Vara for ‘Stick With It’:

The entries were judged by leaders from the world of TV, film and disability: Oliver Kent, Head of Continuing Drama Series, BBC, Ioanna Karavela, Producer, 90 Seconds, Noeleen Cowley, Partner, Banking Operations and Customers, KPMG, Helen Cooke, Founder and CEO, MyPlus and Tara Jelley, Barclays UK Head of Technology Transformation & Accessibility Sponsor.

Prizes awarded at the film festival

Prizes awarded at the film festival

Diversity against diversity, the team who created ‘Kenny Rei and the Spicy Ladies’ won a full day’s work placement/training session with video production company 90 Seconds, with personal insight into how to succeed in the media industry, as well as profile creation on their job platform. Other prizes included: work experience with film production company 1stAveMachine, An Amazon Echo (donated by Enterprise-Rent-A-Car), A Google chromecast (donated by Texthelp), A £300 Amazon voucher (donated by Lexxic) and An Xbox One S (donated by Microsoft).

Barclays also showed their film:

The film festival proved to be a great opportunity to network too as the prize winners had conversations with the various Members and Partners at Business Disability Forum, as well as the judges.

Camera prop at Business Disability Forum Film Festival 2018

Camera prop at Business Disability Forum Film Festival 2018

A big thank you to everyone who came along and we look forward to seeing you next year!

Click on this link to find out more details about our upcoming events

Our film festival is nearly here!

By Ebunola Adenipekun

We’re looking forward to hosting our Partners, Members, guests and filmmaking superstars at Business Disability Forum’s Film Festival 2018, supported by Barclays.

We set out a 7 day film challenge earlier this year, themed around “going places”, in terms of travel, career progression and accessibility. The selected finalists of the challenge will show their films at the Film Festival at KPMG on Wednesday 20 June, 2018.

This event will showcase how the next generation of disabled talent perceive and overcome challenges at work, on holiday, and in other areas of life. The winner will be announced on the day.

We took some time out to speak to the finalists to find out what inspired them enter the festival:

Kenny Rei and the Spicy Ladies in a meeting

Kenny Rei and the Spicy Ladies

‘Kenny Rei and the Spicy Ladies’
Group name: Diversity vs Adversity
University: Manchester Metropolitan University
Course: BA (Hons) Film and TV Production

Bettina Tóth

Please can you tell us a bit about yourself?
My name is Tina Toth and I am the writer and director of ‘Kenny Rei and Spicy Ladies’. I am a second year student at The Manchester Film School and I’d like to work in Film and TV dramas once I finish my studies. I have a really artistic approach to filmmaking; I also do oil paintings and graphic design as well. I am 27 years old and although I live in Manchester, I am originally from Hungary. I am a fan of cinema, arts, literature and video games. When my studies allow it, I like to travel and broaden my knowledge with the culture of foreign countries.

What made you decide to enter the film challenge?
I quite liked the idea of making a film in a relatively short time, and I wanted to try if we can manage to complete everything by the deadline. I was also hoping to get my work seen by the jury and make an impression. Another reason was that we were allowed to experiment with the topic and the way we’d like to express our thoughts about disability.

What was your inspiration behind the film?
Our film depicts life with ADHD and I personally know and have worked with young people who were diagnosed with hyperactivity. I wanted to show that even though they have difficulties with certain tasks, they are able to perform and even outperform their colleagues. I find people with ADHD incredibly creative, humorous, and inspiring. We wanted to film something that shows what’s going on inside their heads, something that is uplifting but thought-provoking, too, at the same time.

When it comes to going places, what has been your biggest barrier and do you feel you have overcome it?
The aim of our film was to show that disability shouldn’t be barrier having success in your workplace or moving up on the career ladder. I think it all depends on the attitude of employers and other employees to make a more comfortable and welcoming workplace for people with either mental or physical disability. We are studying to be filmmakers, and we were taught to be able to bring together all kinds of personalities and talents, and then make something great together. Every workplace should have the same mentality; appreciate the diversity of their employees, use it to their advantage, and then make something great in the end of the day.
Miguel Ramos

Please can you tell us a bit about yourself?
Spanish born and raised, I moved to the UK in 2013. I worked full-time in a restaurant for more than 2 years, until I decided to stop and go back to education – to pursue my dream job! In 2015, I joined the Manchester Film School and now I’m about to graduate from university.

What made you decide to enter the film challenge?
I am always looking for new exciting opportunities to develop my working skills. When I read the basis of the contest and saw that there was a Film Festival in London at the end of the road and so many Industry Professionals, I knew immediately I had to give it a go. Plus, the social theme was another big incentive. My mother has Polio and I’ve always been very sensitized with the difficulties she has to face in her daily routines.

What was your inspiration behind the film?
At the beginning, I wanted to talk about Autism. However, after doing some research we realised it was quite a sensitive matter which would require more pre-production in order to do things right. Tina, our talented Director, came up with the idea of following the daily life at work of a fictional character who has ADHD – giving it a fresh positive look, yet adding the uplifting message promoting diversity in our society.

When it comes to going places, what has been your biggest barrier and do you feel you have overcome it?
Since English is not my mother language, the biggest challenge I had to face happened in 2013 when I moved to the UK – getting used to a new culture and new ways to express my emotions was really hard at some point. However, with time, emotional intelligence and my determination to move forward, I achieved a good balance in my life – and I’ve even finished a university course thanks to the skills I acquired since I moved to England.

 

Mike in a mobility scooter

Mike

‘Mike’
Group name: Edgar Scukins
University: Manchester Metropolitan University
Course: Filmmaking

Edgar Scukins

Please can you tell us a bit about yourself?
My name is Edgar Scukins. I am from Latvia, but I live, study and work in Manchester.

What made you decide to enter the film challenge?
Yes, one of the main reasons was to share Mike’s story. I am helping him out with mobility scooter repairs. I have known him for over a year. And since the first day I met him, I thought that it would be useful to show people how many things one can achieve, even when diagnosed with cerebral palsy.

What was your inspiration behind the film?
Mike inspires me every day. He is always smiling and I have never seen him sad.  When I am struggling with something and begin to complain, I feel slightly ashamed, because I remember Mike immediately.

When it comes to going places, what has been your biggest barrier and do you feel you have overcome it?
I think that the biggest challenge for Mike when he is going places is when something goes wrong with his mobility scooter and he needs to ask for help from people that are passing by. It has happened with him many times. I think that it is still a problem, but since technology is advancing fast, mobility scooters will be made more reliable.

 

Barrier in human form covered in black

Barrier

‘Barrier’
Group name: Wolf Pack
University: University of Wolverhampton
Course: Film & TV Production/Video and Film Production

William Horsefield

Please can you tell us a bit about yourself?
I first began filmmaking at 12 years old making short films on my mobile phone. I found my passion in filmmaking and studied online about making Visual effects. I spent 6 years mastering VFX and gained lot of experience as I had made over 170 short films before I enrolled into Creative Media Production Extended Diploma Level 3 in York College. I submitted my short films to films festivals and won many awards. In 2014, I submitted a pitch idea to the film competition, Dream To Screen and my idea, ‘Welcome to the Deaf World’ was selecting by the actress Helen Mirren as well as film and TV industry experts. I am veteran of 48/72 hours film challenge as I won most of these competitions that I entered before I enrolled into the Video and Film Production from the University of Wolverhampton.

What made you decide to enter the film challenge?
I love entering the many film competitions as I can but this competition is a bit different and It gave me a chance to make a short film about deaf or other disability awareness in workplace or business. I attended this competition on last year, I noticed that some people in the audience were business owners so I wanted to use my short film to show them that it was not that difficult to work with deaf people.

What was your inspiration behind the film?
My inspiration was coming from some images from google show the art of depression monsters who follow humans and some of deaf people’s experience in working inspired me as well.

When it comes to going places, what has been your biggest barrier and do you feel you have overcome it?
I think meeting with new people who have no deaf awareness is my biggest challenge because when my BSL interpreter is ill, arrives late or doesn’t show this can cause more awkwardness between me and new people. This make it difficult to work together or communicate so, I always pick writing as communication method to talk them but it is very slow and sometimes some people’s handwriting is hard for me to read.

Samuel Ash 

Please can you tell us a bit about yourself?
I am currently studying Film & TV Production at the University of Wolverhampton to become a director or a producer. I have a passion for filmmaking and photography, when I grew up enjoying watching films and taking photos, it merged into filmmaking. Adding to my geekiness, I also really enjoy sci-fiction films!

What made you decide to enter the film challenge?
This festival gives an opportunity for us, students and with disabilities to be involved and encouraged us to create a film about our experience and how our film can be assisted to improve access and awareness of Deaf people. It is fun to be part of the relatable challenge with fellow filmmakers!

What was your inspiration behind the film?
The festival gave us the opportunity to create a film that relate our own experience and how we can show the solution to break the barriers deaf people face in their everyday lives. The film is about the barrier, and how it affects Deaf people to get employment. We wanted to create a positive attitude by adding humour.

When it comes to going places, what has been your biggest barrier and do you feel you have overcome it?
The barrier is always communication. It frustrates me when I am not able to communicate to collaborate with hearing peers smoothly which shutter my career process and opportunity to contribute.

I have to overcome this by pushing myself to approach a hearing person and communicate them through gesturing. If it failed, it is OK and I have to figure out another way to communicate them which can be writing down or any communication tool that it may work with this person. Confidence is vital.

I think of the quote: “Communication is the key to personal and career success” Paul J. Meyer.


We’d like to thank all the entrants for taking part and a special thanks to our finalists and our sponsors Barclays.

We look forward to sharing the films!

If you’d like to attend, you can find the details for the festival here.

Does ‘Blue Monday’ increase mental health and wellbeing awareness?

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The third Monday of January is coined Blue Monday: ‘the most depressing day of the year’. And sure enough, this time of year often provokes thought around mental health and wellbeing.

However, as our Senior Disability Consultant Christopher Watkins has pointed out in a previous post, Blue Monday has no real connection with disability, In fact, it’s just the day on which is it easiest to sell you a summer holiday.

Created by Porter Novelli on behalf of Sky Travel about ten years ago, the idea of ‘Blue Monday’ claims to be based on a formula  including metrics including ‘travel time’, ‘delays’, ‘time spent packing’, and a number of other factors without defined units of measurement . By 2009 the formula had been reviewed to consider slightly more reasonable factors like ‘weather’, ‘debt’ and ‘time since failing new year’s resolutions’, again without any defined units of measurements but reassuringly (or miraculously) coming up with exactly the same day.

However, with recent research (from October 2016) indicating that 77 per cent of employees have experienced a mental health problem—and 62 per cent believing this was because of work[1], it is clear that poor wellbeing is not confined to ‘Blue Monday.’

A more difficult question is how to promote, or improve, wellbeing in the workplace. Indeed workplace wellbeing was subject of public debate between Christopher Watkins and fellow Senior Disability Consultant Angela Matthews at a recent event.

In many ways the dilemmas around workplace wellbeing promotional schemes mirror those of Blue Monday: whether it is valuable in promoting inclusion, or counterproductive because it promotes overly general ideas of what is meant by ‘well’ or ‘unwell’.

The solution for wellbeing schemes was found to be ensuring that they took individual employee needs into account, providing adjustments as employers would with a job – a tailored solution rather than a general one.

Similarly the best way to approach Blue Monday as an organisation might be to use the general subject of wellness and happiness to initiate and then widen the conversation about mental health, wellbeing and disability.

Although Blue Monday has no real link to disability, it can be used to start the conversation about it.

Needless to say  it needs to go beyond ‘the most depressing day of the year’. Businesses should keep mental health and disability as part of their conversations about well being all year round. This is why we encourage our Member and Partner organisations to keep in touch and make use of our Advice service and consultancy, your relationship with us can make a huge difference to the well being of your staff.

If  you are looking for guidance around mental health in the workplace take a look at our line manager guide Mental health at work.

[1] Business in the Community, ‘Mental Health at Work Report 2016’, p.3 (http://wellbeing.bitc.org.uk/system/files/research/bitcmental_health_at_work_exec_summary.pdf, retrieved 19 December 2016)

Just how accessible is accessible?

Profile image of Geoff Adams-SpinkBy Geoff Adams-Spink

Cities are amazing, chaotic, organic entities that very often defy attempts to impose structure and organisation upon them. A city as old as London – dating back, as it does, two millennia – is more complex, more chaotic and more amazing than most – that is why it is one of the world’s great cities.

From time to time, planners, strategists, administrators have to make an attempt to impose some sort of order – whether it is classification by postcode, organisation into boroughs, imposing aesthetic criteria or laying down the infrastructure that allows people to move from one part to another.

Such attempts are often partly thwarted by the city’s inherent ability to resist: just try navigating the dank back alleys of Venice using the map application on your smartphone, and you will soon get lost.

Architects and town planners’ attempts to impose any sort of aesthetic conformity on London were – to a large extent – thwarted by the Luftwaffe.

It shouldn’t be surprising, then, that cities have to be poked, prodded, cajoled and enticed in order to meet the requirements of accessibility legislation and aspiration.

A platform at Oxford Circus tube station.

Particularly recalcitrant is our ageing Tube: it suffers the disadvantage of having once been at the cutting edge of public transport technology. Tunnelling deep under the city in the late 19th and early 20th centuries was an engineering feat, of which the UK could be justifiably proud. Some of the avant-garde architecture of the more outlying, suburban stations is in stark contrast to the street upon street of ‘cookie-cutter’ houses that surround them.

Leaving the civil engineering challenges of the Tube to one side for a moment, it is, though, still possible to conceive of London as something of an exemplar in terms of the accessibility of its public transport: which other major world city can boast a fleet of licensed taxis that is 100% accessible? Try visiting Paris or New York as a wheelchair user and you will soon see how the black cab has opened up the city to Londoners and visitors alike.

Thanks to the forward thinking of the often controversial Ken Livingstone, London also has a totally accessible bus fleet. Of course, in the early days, there were problems with ramps that didn’t work, drivers that couldn’t be bothered to use them and companies that couldn’t care less. The much-beloved RouteMaster was taken off the streets – much to the consternation of newspaper columnists and other assorted reactionaries.

A black cab and a bus at traffic lights on Regents Street in London

Now, thankfully, bus companies are fined if a vehicle leaves the garage without a working ramp. Drivers have undergone disability equality training and the only remaining obstacle to wheelchair users is the competition for space between wheelchairs and owners of large prams The owners of these prams often stubbornly refuse to vacate the spaces allocated to wheelchair users.

From a vision impairment perspective, life on the buses has also become more bearable: those with residual vision can often see the large number displayed on the front of the bus, while on-board announcements tell passengers the name of the next stop. There are apps that tell you – in real time – how soon the next bus will come along as well as its destination.

Returning to our old friend, the Tube, around 25% of the 270 stations are now accessible. Several stations now have portable ramps and staff are far more disability aware than they ever were.

There are, though, some glaring omissions: in the West End, for example, only Green Park station has been made accessible. Some stations have accessible platforms in one direction only. And, of course, ‘cost’ is the oft-cited objection to overcoming the engineering challenges of the deep underground stations.

In 2004, I visited two European cities to compare and contrast accessibility, ahead of the final implementation of the Disability Discrimination Act. Barcelona had, 12 years previously, hosted the Olympics. The vibrant disability lobby in Catalonia had pushed the regional government beyond its original ambition of making the city accessible just between Olympic venues: they insisted that a fully accessible city be made possible by 2006.

It was this social and political pressure that brought about such a sweeping change. Brussels, by contrast, is a city that hosts an annual conference to mark International and European Day of Persons with Disabilities. Disabled people from all over the European Union converge on the city in December of every year – and find it wanting.

I took my TV crew on a typical day out with Nora Bednarski, then of the European Disability Forum. We visited – among other places – her local post office, which had a massive step at its entrance – so high that she was unable to manoeuvre her wheelchair in order to get inside. Next, we went to her local cinema multiplex – there were steps everywhere.

“To be honest,” the manager told me, “we find that most disabled people aren’t interested in coming to the cinema.”

The usual arguments were trotted out about antiquity being incompatible with accessibility. That was the reason why Brussels’s magnificent town hall was not the place to get married if you had difficulty negotiating steps. Even the EU building that houses the Commission Department that deals with disabled people had an inaccessible entrance.

Part of the order of ceremonies at the annual EDPD conference is the bestowing of awards for cities that have made outstanding attempts to improve their accessibility. Unsurprisingly, Brussels is never among the contenders.

A shot of a wheelchair from a low angle with a train in the background.

More surprisingly, nor is London. From a disabled person’s perspective, the city has an awful lot to shout about – and an awful lot that could be done better: London’s black cab drivers for example could be a little less reluctant to deploy their ramps for wheelchair users and be more accommodating of assistance dog users. Customer service, more generally, could be more disability-focussed.

Perhaps what would really concentrate minds would be to pinpoint a date in the future – borrowing the example of the disability lobby in Catalonia – by which the entire city would be fully accessible to growing numbers of Londoners and visitors with reduced mobility. We all know about the ageing population – so achieving full accessibility is something of a no-brainer.

Given the complexity of the challenges, that date may well have to be a decade or two into the future. Nonetheless, it would concentrate the minds of the city’s politicians, civil engineers, architects and transport strategists.

Of course, there is more to accessibility than simply making the means of conveyance fully accessible: however, simply making this or that public space, shopping centre, workplace, housing development or whatever ‘accessible’ is meaningless unless people can get around without encountering barriers.

Cities are wonderful places – they often frustrate and delight in equal measure. More than most other cities in the world, London’s delights and frustrations deserve to be opened up to the widest possible number of people.


Join Geoff and other experts on accessibility as we discuss the Mayor of London’s future plans for making the nation’s capital more accessible. The after hours event, Accessible London: can it work?, will be held on 15 December and is free for all Business Disability Forum members to attend.