AbilityWise, Lissarda, Cork (2026)

05/08/2026

"Why does she get special treatment? If I asked for a later start, I'd be told no."

It's one of the most common scenarios I discuss during our managerial disability equality & inclusion training.

When an employee questions a colleague's reasonable accommodation, many managers instinctively try to explain the situation. However, even mentioning that the difference in working arrangements is because of a reasonable accommodation may disclose confidential personal information and could breach GDPR."

Explaining why someone has different working arrangements can reveal confidential personal information, including disability-related information. A manager should never disclose another employee's circumstances.

Instead, remember these four principles:

1. Protect confidentiality

Never disclose another employee's disability, medical condition or reasonable accommodation. Their personal information is theirs to share—not yours.

2. Acknowledge the concern without validating the assumption

You can recognise that someone feels frustrated without agreeing that the situation is unfair.

3. Reinforce that every request is considered individually.

Reasonable accommodations are based on individual circumstances. Different employees may require different supports to remove barriers and enable them to perform their role effectively.

4. Bring the conversation back to the employee in front of you.

Keep the discussion focused on their needs—not someone else's arrangements.

An appropriate response might be:

"I understand why it might seem unfair from your perspective. We consider requests on an individual basis, and sometimes different arrangements are appropriate. I can't discuss another colleague's circumstances, but if there's something you need to talk about regarding your own working arrangements, I'm happy to discuss that with you."

Managers don't need to justify another employee's accommodation.
They need to protect it.

When managers maintain confidentiality, they build trust and create a workplace where employees feel safe requesting the support they need.

How would you respond if this conversation came up in your workplace?

WWW.AbilityWise.ie

16/07/2026

What an incredible day we had yesterday delivering Autism & Invisible Disability training for a fantastic group of psychotherapists and A&E doctors under Paul Biddulph

As we say in Cork..." The Criac was Mighty". I'm sure the echoes of laughter are still being heard around Dublin City.

Beneath the laughter was an excercise in inclusive communication that sparked plenty of conversatios about barriers to communication and how small changes can make a significant difference to many people.

The best training doesn't always happen through PowerPoint, it often happens while laughing, reflecting and experiencing through simulations and demonstrations. Training doesn't have to be boring.

At AbilityWise we strive towards engaging, interactive and thought provoking training to leave a lasting impact.
Long after we walk out a door, those experiences will stay.

Thank you to Paul Biddulph and Associates for being such willing participants, no matter what we threw their way.

www.AbilityWise.ie

01/07/2026

“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.
Albert Einstein (N.D)

Treating everyone the same is not the same as treating everyone fairly.

Universal Design for Learning (UDL) encourages us to design learning experiences that recognise that people learn in different ways.

When we offer multiple ways to access information, engage with content, and demonstrate understanding, we create better opportunities for everyone to succeed - not just those who happen to fit a "standard" approach.

When learning is designed with flexibility from the start:

- Employees are more engaged
- Learning becomes more accessible
- Different strengths are recognised
- Teams become more inclusive and high-performing

True inclusion isn't about asking everyone to climb the same tree.
It's about creating environments where people can demonstrate their strengths and reach their potential.

Inclusive learning isn't an accommodation. It's good design.

Today as I design a bespoke course on Universal Design for a regular client in the construction business, I'm reminded of how often we present information linearly. Workplaces and educational establishments so often inadvertently fail to provide reasonable accommodations by providing accessible information and targeting the majority of users.

Universal Design for Learning assists managers, instructors, teachers etc to access the best learning outcome.

Be Wise about Ability with AbilityWise

[email protected]

085 2571482

www.AbilityWise.ie

26/06/2026

Do I need to know why an employee needs a reasonable accommodation before I can agree to it?

It's one of the questions I'm asked most often by managers.

Let's start with reframing the questions when a request for reasonable accommodation is made and start with;

Why not?

If the answer is that it poses an undue hardship or disproportionate burden to the organisation, then it is not a reasonable accommodation.

However, for some employees, a reasonable accommodation may be the first step towards disclosing a disability. The response they receive can determine whether they feel safe enough to continue that conversation.

It may also be that a disclosure is never made. Instead of focusing on why someone is asking, start to focus on the accommodation itself.

You may not always know the reason for a reasonable accommodation request, but creating a psychologically safe workplace where employees feel supported, improves morale and productivity.

A disclosure is not necessary for a reasonable accommodation.

The most inclusive managers are the ones who approach requests with creativity and a willingness to find solutions.

A simple shift from "Why" to "Why not"? can open the door to a more inclusive workplace, better employee retention, and stronger team performance.

At AbilityWise, we support managers and entire workforces to become more inclusive with our CPD-Accredited training, eligible for 90% Government Funding under the Work & Access Scheme, or 100% for registered charities. Contact us at;

[email protected]

085 257 1482

Be Wise about Ability with AbilityWise

20/06/2026

Come meet us in the LEO tent of Cork Summer Show and chat to us about AbilityWise.

We have a free raffle for a chocolate and prosecco hamper!!!!

Sun is shining, music is starting and the smell of food surrounding us is 😋

27/04/2026

As part of the Lifelong Learning Festival last week, I was invited to provide training on disclosures in the stunning Cork Chamber of Commerce premises as part of their ongoing collaboration with SECAD WorkAbility programme.

Encouraging disclosure in the workplace isn’t about asking people to share — it’s about creating the kind of environment where they feel safe to do so.

Here are 3 simple ways to support this:

1) Build trust through everyday actions

Confidentiality, consistency, and respect matter. When employees see that sensitive information is handled well, they’re more likely to feel safe speaking up.

2) Talk openly about reasonable accommodations

Make it clear that support is available — and normal. When reasonable accommodations are part of everyday conversation, disclosure feels less like a risk and more like a pathway to support.

3) Equip managers to respond well

A positive (or negative) response to a disclosure can shape someone’s entire experience. Train managers to listen without judgment, focus on solutions, and respond with empathy.

Creating a culture where people can disclose — without pressure — is key to a truly inclusive workplace.

Thank you to Vicki Kelly, Pamela Connolly, Naoimh Frawley, and their teams for facilitating such important conversations.

29/03/2026

Congratulations to AbilityWise for winning Best Business Services! 🤝🌟

A leader in Disability, Equality, and Inclusion training. Their expert-led programmes are empowering organisations across the country to build more inclusive environments. A truly meaningful and impactful win!

Thank you to our category sponsor,

The 2026 CBA Awards are sponsored by &

29/03/2026

******* We've Done It ******

AbilityWise has won Cork Business Association's Best Service, 2026

To be awarded the best service in Cork, is an incredible honour.

It feels quite surreal at times to have been able to turn a passion into a business but, it's success has been testimont to long hours, hard work and the support of those around it.
A sincere thank you to everyone who voted for AbilityWise.

Thank you especially to Tim O Sullivan Kerri O Sullivan and Aaron O Sullivan, without whom, AbilityWise wouldn't be what it is today.

Cork Business Association Thank you for the recognition and a fantastic awards night.

06/03/2026

It was great to attend the Strengthen Your Business through Inclusion and Diversity event The Kingsley today, hosted by Intreo.

The event highlighted the practical supports available to employers who want to build more inclusive workplaces, including Disability Equality and Inclusion training funded through the Work and Access Scheme.
Dermot Crosby from Intreo detailed the many schemes available to employees and employers who hire staff who have a disability. He also spoke about their ease of application and that the grants were there to be used.

One personal highlight was hearing Eileen O’Brien from McDonald's speak about her experience as an employer who has availed of The Work and Access Scheme. I was delighted that she shared about the impact our training had within her team in McDonald's. Eileen also explained that this training was 90% funded through the Work and Access Scheme.

Events like this are so important for bringing employers together with the common goal of learning about enhancing inclusivity in the workplace.

Well done to for such an informative and engaging event and to Tom O'Halloran from Laya healthcare for his keynote speach.

Www.AbilityWise.ie

05/03/2026

Legislative changes in Irish Employment Law are set to enhance inclusion and equality in the workplace, and it's coming soon.

Ireland is currently preparing to implement the EU Pay Transparency Directive, which must be transposed into Irish law by June 2026. This legislation will significantly reshape recruitment and pay practices across organisations.

Key changes include:

Salary transparency in recruitment
Employers will need to include salary ranges in job advertisements and provide this information to candidates before interviews.

Ban on salary history questions
Employers will no longer be allowed to ask candidates about their current or previous pay.

Greater equal pay rights
Employees will have the right to request information about their own pay and the average pay of colleagues doing the same work — or work of equal value — broken down by gender.

Stronger gender pay gap accountability
Where a gender pay gap of 5% or more exists and cannot be justified, organisations will be required to conduct a joint pay assessment.

These changes signal a major move towards greater transparency, stronger equal pay protections, and more accountability for employers.

The question for organisations now is not whether transparency is coming — but whether workplace systems are ready for it.

To learn more about our Disability Equality & Inclusion training for Managers with 90% funding under the Work & Access Scheme, contact [email protected] or check out www.AbilityWise.ie

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